* 70 per cent of employees consider themselves to be unhappy at work
* Employees’ motivation is majorly influenced by their manager
* Motivated employees are more productive, have higher sales and are more creative
An estimated 70 per cent of employees consider themselves to be disengaged at work, reveals a Gallup poll. This is a strikingly high figure in a time where employers are struggling to prevent employees from leaving, looking for better opportunities.
According to the Gallup research, 70 per cent of an employee’s motivation is influenced by his or her manager. So when an employee leaves, he or she is in fact not leaving the company, but leaving the manager.
(Find out how to retain you employees and keep them happy, even without a raise)
Research from the University of California shows that motivated employees are more productive, have higher sales and are more creative. They are also less likely to quit, according to a Corporate Leadership Council study that explored more than 50,000 people.
7 things that make them leave
These are the 7 main factors that make employees want to quit.
Companies do need to have rules and processes – and this is especially true for firms with larger numbers of employees. However, short-sighted, tedious rules can drive people crazy and repel them from the workplace. This could include having super-strict attendance policies or micromanaging.
Rewarding individual accomplishments shows that managers are paying attention. It is easy to underestimate the value of a pat on the back, but managers need to communicate with employees and understand what form of appreciation they prefer. This could be raise for some and a simple public thank you for others.
Hiring and promoting the wrong people
When managers hire workers with no visible value-add to the company, the other members of the team feel stuck with the new hires, which forms a big reason for demotivation.
This gets worse when the wrong people are promoted. When good, hard-working employees who put the effort to make things happen see that an undeserving team member has gotten the promotion, they feel disappointed and even insulted, heading straight for the exit.
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Treating everyone equally
When the highest and lowest performing members of the team are treated equally, better-performing workers feel that all of the effort they put in is really not worth it.
Tolerating poor performance
No matter how great some members of the team are, one poor performer would cast a negative shadow on the entire outcome of the team, collectively. And if this behaviour is tolerated without any action being taken, it can also demotivate the rest of the team.
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Going back on commitments
When a manager upholds his or her commitments, he or she grows in the eyes of their teams, increasing trust and respect. But when they don’t, they come off as uncaring and disrespectful.
Balancing the professional and the human is the key element here. Bosses who celebrate employees’ successes and empathise with those going through tough times keep their employees longer than those who fail to show that they care.