Employees leave the company due to 5 mistakes of leaders

Obligation in procedures, performance inhibition

When employees are forced to rely on too many unnecessary processes and regulations, their frustration and frustration will increase. For example, an employee is forced to wait until he or she completes some other tasks before continuing to work on a new project, but they cannot decide that for themselves because they have to rely on their boss and related processes. Waiting in hopes, the work cannot be completed as expected even though it is not their fault.

Waste of resources, overloaded staff

The resources here include time, knowledge and employee attention. People who are often pressured by time tend to exhaustion faster, and work quality and performance are also fatigue faster.

Therefore, before assigning a task or letting an employee attend a certain meeting, the leader needs to ask the question: "Is this new task a priority? Does this employee really need to be in the meeting?" If the answer is no, let them have space to complete their most important work.

The more the work is lao dong, the more negligent the employee is

When staying in a safe environment for too long, employees can easily feel depressed, which leads to indifference and work in a way that deals with it. Instead, expand the ability of employees by giving them the opportunity to take on more challenging work. Studies show that a moderate level of pressure and rubbing in work is good for employee development. However, leaders need to note that before assigning more challenging tasks, ask your staff about their expectations and desires.

A clear development and promotion roadmap is the secret that many leaders attract and retain talent to stick with the company.

employer lacks trust, employees are reluctant to stick together

Employees who do not feel psychologically safe are more likely to make mistakes, have lower risk tolerance and are less likely to develop at work. On the contrary, if they receive trust and empowerment from their superiors, they will be proactive in their work and have better performance.

One of the ways to effectively improve the relationship of trust between boss and employee is to create an open environment, accept new ideas and empower employees to speak up. In addition, give opportunities for employees to dare to try, dare to make mistakes and know how to reprimand skillfully so as not to lose the spirit of the whole group.

President's injustice, employees are disgruntled

Unfair leadership, internal solidarity is easy to lose. Nominating weak employees, mistaking the role and responsibility of each employee or just liking those who have the same thoughts as him... can easily reduce the employee's working spirit and decide to leave to find a new destination.

Leaders should consider all aspects of the problem before making an important decision/evaluation ( Limit factors related to personal emotions/ likes). Regularly exchanging and interacting in two directions with employees is very necessary to build a culture of fairness and openness, limiting unnecessary dissatisfactions.

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