Study Suggests Employees Leave Bosses, Not Jobs
It's been said many times before that people leave people, not their jobs. A recent Florida State University study backs up this claim. Find out why 40% of employees feel they work for "bad bosses" and how these feeling impact organizations.
Careful selection of employees and managers can have a huge impact on your employee retention efforts and employee turnover costs at your organization.
It has been said more than once, and for good reason, that employees leave their bosses - not their jobs. A Florida State University study scheduled for full release in the Fall 2007 issue of Leadership Quarterly confirms this. The study conducted by FSU professor Wayne Hochwarter and two doctoral students - Paul Harvey and Jason Stoner - shows that 40% of employees work for bad bosses based on survey results.
The reasons that employers score poorly are varied and many:
- 39% of workers said their supervisor failed to keep promises
- 37% indicated their supervisor failed to give credit when due
- 31% said their supervisor gave them the "silent treatment" during the past year
- 27% report their supervisor made negative comments about them to other employees or managers
- 24% indicated their boss invaded their privacy
- 23% said their supervisor blamed other to cover up personal mistakes or minimize embarrassment
Read the FSU study here.
So what does this all boil down to? The effects of having bad bosses in your organization can be devastating. High turnover, poor employee morale, employee theft, diminished customer service, substandard employee performance, lower production, and an organizational culture of fear and mistrust can all be blamed in part on poor bosses and managers.
The costs of having poor managers and bosses can be incredible. Consider the cost of employee turnover, which is different for all industries and positions, but has been roughly estimated at $15,000 - $17,000 per employee in low to moderately skilled positions. Having a manager who drives potentially valuable employees from your organization can have a huge impact on your bottom line, and your customers.
How many employees have you lost due to poor manager - employee relationships?
Respondents of the survey also indicated that a good work environment was often much more important than their current pay level. Employees who work under poor bosses are less likely to give the extra effort asked of them when it is needed most. These employees are less likely to take on additional tasks, work longer hours, or work occasional weekends, and are generally less satisfied with their jobs.
Many employees would be willing to supply additional time and effort when asked of them, and might only require minimal compensation if they are happy with their job and work environment. While those employees who are dissatisfied with their current job conditions are likely to refuse outright, or demand costly compensation for their efforts.
The ramifications are immense. Managers and Bosses should be the captains of your organizational team. They should be great motivators, innovators, and leaders, who inspire the team members they supervise to achieve great things. These managers understand how to treat employees fairly and with respect, and more importantly understand why it is important to do so. Managers who do this in turn breed new leaders for the organization who will follow the example set forth by their predecessors.
Poor managers on the other hand lead by fear, mistrust, and deceit. Employees who cannot adapt to this environment are likely to defect, and with good reason. Those who do stay are often unhappy with their work environment, or worse adapt to and reinforce this self-perpetuating culture. Some of these employees will eventually move on to management positions themselves and continue the cycle of poor managers and less than stellar results.
It is clear to see that the stakes couldn't be higher when it comes to selecting who will manage the employees of your organization. Hiring a bad manager can have devastating effects on your company and can put the organization in a serious rut which can be nearly impossible to get out of. While having a great management team can ensure the future succession of new successful managers and the overall health and longevity of your organization.
You might be throwing money out the window trying to retain unhappy employees with bonuses, work perks, and additional salary when the root of the problem is contempt for the supervisor he or she reports to. How much money could you save with better managers and happier employees???
The problem is clear, and a solution at hand: hire and retain better managers who in turn retain better employees who are then able become strong and effective managers. Sounds good on paper right? But how do you get started?
Here at The Rainmaker Group we have some of the best in class personality assessments available to us. These assessments can give shocking insight into potential employees, managers, and leaders in your organization.
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