After parachuting in to hundreds of workplaces, I’ve come to see a number of ways that employers upset, alienate, and eventually lose good employees. They are, in no particular order:
1. Fail to recognize good work when it happens. I’m not talking an Employee of the Month award, just a timely and sincere expression of appreciation for what the employee did. Consider using the “SAIL” method of recognition, which involves hitting on the following four points:
- Situation: The problem or opportunity
- Action: What was done, in specific terms
- Impact: The result of the action
- Link to organizational goals or values: how the action contributed to the organization.
And if you’re emailing the recognition, it never hurts to copy someone higher up the chain.
2. Let bad work or behavior go unpunished. When management takes no steps to address poor performance or negative behaviors, it affects the morale of other employees, particularly those who are doing their work faithfully and well. The good performers not only may have to pick up the slack for the poor ones, but they see management’s inaction as indicating that the organization doesn’t value good work and adult behavior. Even if management is taking corrective action of which other employees are unaware, the corrective action may not be very effective if other employees see no changes.
3. Change priorities frequently. Good employees tend to take organizational priorities seriously and work hard to achieve them. When the organization keeps changing those priorities, however, it’s like the boy who cried wolf: employees start to care less about particular projects because history shows that tomorrow, that project will be shelved and another put in its place. For good employees, this is not only frustrating, but it makes their work less rewarding and satisfying.
4. Abuse employees’ trust. Trust is about doing what you say you are going to do and being who you say you are. It’s about showing your staff that you are reliable, responsible and accountable, and that they can rely on you for consistency. It means never discussing one employee with another employee unless you are highlighting his or her accomplishments. Violate these rules at your peril: good employees may just leave.
5. Take credit but not blame. Aside from actual abuse, one of the worst things management can do is to take credit for the achievements of good performers and blame them when things go wrong. When things go well, management should give staff credit. When things don’t go well, it should assume responsibility and not scapegoat.
And a P.S.: Imposition of high expectations without a commitment to providing the necessary resources is another way that management can ensure that its best employees will soon start looking elsewhere.
Is there something else you would put in your top five? Interestingly, a recent Forbes magazine article had a completely different list! ~Amy Stephson