According to a recent survey conducted by Paychex, one of the top reasons people quit their jobs is that they felt their employer didn’t care about employees (52.77% of those surveyed).
What does that really mean? And, what can employers do to let their employees know they do really care about them?
People feel cared about when we are treated with respect. People feel cared about when our efforts are appreciated. We feel cared about when we are listened to and acknowledged for our contributions. When we are not taken for granted. When we are not yelled at or abused. When we are paid well for our contribution (the #1 reason for people quitting is low pay!)
As leaders, our role is not to be buddy-buddy with our team, but to care about each person on the team and do everything you can to make his or her work experience a positive one while still being fair and consistent. A challenge…right? But you can do it.
When appreciation is expressed through lame employee recognition events rather than a sincere thank you for a job well done, people feel patronized. Employee recognition events are fine, but it makes some people feel great but other people feel crappy while they wonder why they aren’t being recognized. As a leader, what are you doing to find the right tone for showing true appreciation?
Does the culture of the company lead employees to feel like children—always being told what they can’t do or shouldn’t do? Or is the culture one that communicates trust in the professionalism of your people? Again here, as the leader, it is your task to find the right balance of rules vs. accountability given the employee mix that you have.
Do you listen to the ideas and thoughts your people offer? There is nothing more frustrating for an employee than to have a boss who feels like he/she has all the answers rather than leading a discussion. After all—you hired people with expertise. Why not listen to them?
What about that trouble-making team member? You know—the one who bullies others, the drama queen, or the one who isn’t pulling his weight? Do you address concerns with that person in a caring but direct manner? Letting that person slide and not taking care of issues that arise lead your people to feel like you aren’t taking good care of them and are letting things fester. That you don’t care enough to make sure the work environment feels safe and productive.
And then there is the dreaded annual review process. How awful! As the leader, you should be caring enough about your people to provide constant on-going collaborative feedback rather than waiting until the end of the year and surprising them with negative statements that what they have been doing ALL YEAR has not met your expectations. If you are in an organization that requires annual reviews, by all means, provide them. But make sure nothing in the review is a surprise. Make it yet another opportunity for you and the team member to work together to set goals for the coming year.
And, do NOT create or implement a review process that requires your people to compete against each other. Nothing creates a more conflictual or competitive work environment than knowing that you are competing against your colleague for a raise.
There are so many opportunities every day on a personal level, and on a structural organizational level, for you to either show your folks you care about them or show that you don’t. Most importantly, you really do need to try and actually care about them and appreciate their efforts—don’t take your people for granted! Treat them how you would want to be treated. Then, always be aware of your day-to-day decisions and conversations and their potential impact on your team.
Be a Better Leader 