WHY GOOD PEOPLE LEAVE COMPANIES?

VIDEO TRANSCRIPT

My favorite quote is, ‘People don't leave companies they leave bad managers’, so a lot of times I think the number one reason is citizens. Let's discuss them:

1) BAD MANAGEMENT -  have shown that people leave organizations because of management they've had a bad experience or their management or work culture has not been up to par. In terms of their expectations of the business and oftentimes this can really be a detriment to a business. 

2) LACK OF INVESTMENT IN TEAMS- A business strives to do well, they invest in all technology and they invest in the right amount of resources. They would want their people to progress and do well in their life. However, a lot of businesses do this really well, however there's also an element of struggle when it comes to training their people to do a management job. 

Primarily the reason for this is a lot of investment happens for you to get your job done. So, when you join an organization you're trained to do your job. It could be technical training specific to your work. However, once an individual grows into the manager position or starts promoted a lot of organizations today do not provide the leadership training support that they should provide these managers. 

3) CRISIS MANAGEMENT - They don't have the equipment to deal with  the current scenarios with crisis management, negotiation skills, employee relation concerns or identifying how to give feedback or how to handle team dynamic issues. So leadership training plays a very big part, I personally know that from experience leadership training has changed my career primarily. It's my passion and I love training but besides that I think if every organization invests in their managers and invests in training. So them and making sure that they have the right attitude and skills you can always learn a skill set but a behavior change is oftentimes a struggle.

4) LACK OF GROWTH OPPORTUNITIES - Identifying the right people to become managers who have the right attitude. They are more than just team players, rather  top performers as well. However, there's two elements to identifying a manager and hiring the right manager. One element of course is the skill set that the leader possesses. Even when you're very good at your job you can help your team and you need to guide them to get things done the correct way. The other element of course is the right type of behavior. So behaviors overall the attitude, the way they approach things, the ability to make their team members comfortable,  get long and likability all of this falls under the behavioral category. 

5) BAD MANAGEMENT - So when you look at an overall evaluation and from experience, I can explain that you look at the performance aspect then there's a competency aspect. There’s the core values or the skill set behavior aspect, as well so these are the three top areas that managers overall are looked at. However, oftentimes if you see if the manager favors politics or favoritism tries to you know get rid of some team member they don't like or feel threatened. Then these are some of the signs of a really bad manager: someone who's not positive doesn't come across positive or doesn't speak positively to you.

There's an underlying current of being uneasy around this person. They don't know how to handle feedback or give it in an effective way. All these are signs of a bad manager. An overall concern for a department and so this is one of the areas I feel personally that businesses have to focus on and invest in. 

 Organizations struggle with which I've also seen as well.  We invest in them but 

Where are the returns?

Where are the profits?

 if we put in this much money for training or trying to upskill them?

Well to be honest your profits margins might be

loyalty, 

might be excellent work culture,

might be employees not quitting

So you don't have the rehiring cost and investing that again and again. Great team dynamics, company morale goes up, these are the big big wins.

CONCLUSION 

When you invest in your people, they might go to your competitors. There's always that probability.  Richard Branson always said to invest in your people, train them, and keep them happy. The probability of them leaving would be lower.

 But if you don't invest in them they're going to leave anyway, so it's always good to try to look at your employees, identify their concerns and invest in them. That's one of the biggest ways to motivate employees. So the takeaway from this particular saying I would say is what is the experience you've had with the team or manager and how have you handled it, what are the kind of concerns you're facing.