7 Bad Manager Mistakes That Make Good People Quit

Why do

good

employees leave? Is it because the coffees are bad? Is it because the lunch breaks are too short or is it that the management could be

quit

e bad? Well, studies show that properly motivated and engaged employees are 87 percent less likely to leave, simply put. They don't leave jobs, they leave bad

manager

s. I'm going to reveal the 7 Mismanagement Mistakes That Make Great Employees Leave, so if you're someone right now who is an employer and you want to be one to retain great talent. within your company,

make

sure you pay close attention or maybe right now you are also an employee and you want to be able to report to your

manager

or

make

a very sound decision and whether you want to stay or leave, make sure you pay close attention. to this video also because they also suit you because if you can't go to what you should just pay attention to, let's move on to the first point, which is that they don't recognize great work, you see everyone. loves a big pat on the back, there's no denying that the problem is some bad managers or they tend to just give pay rises thinking it's

good

enough, but that simple feeling of well done increases the importance of other

people

, That's what they really want, I mean.

Think about it, why do

people

spend so much more on a Rolex watch than buying a Casio that is a hundred times cheaper? It is because of its importance. It's amazing how much people would pay nowadays just to get the proper importance. People buy brands that are literally out there. pay range because they want to feel special and so if you are able to feel like you make your team members feel special just by saying well done, giving them a round of applause when everyone else is looking, that sense of importance boost may be what you need.

They crave it, especially when they've done great work, so that's the first reason they don't recognize great work and don't pat the right people on the back enough. Now let's move on to the second reason. which is that they care about their finances more than their employees. You know, there are so many companies today. I think they only look at the end result and make their decisions solely based on the end result. Why I guess you could argue yes? business, but if you look at, for example, what really drives business success, look at any billion-dollar company and you will notice that it has great employees, happy employees and that is why it is important that you understand how that culture is created in which The people inside Companies like that Zappos has such a flexible schedule in terms of how they allow their employees to take vacation whenever they want.

They have so much confidence within their culture that they can enforce rules like that and they know that people don't. I'm going to blow it up with the fact that they have created a great management system regarding how employees are treated and as a result they have cared about people versus the bottom line and in turn what that is. doing is driving the bottom line most companies look at the bottom line making decisions based on that trying to reduce costs everywhere but if you really invest in your team members in terms of education to make them feel better in the work environment work, you'll notice how your bottom line starts to increase as well, so it's about understanding what's really driving the bottom line here versus, say, me just focusing on my muscles and waiting or growing instead of go to the gym and really push myself to grow.

Well, sometimes I find that people have it backwards, so you really have to ask yourself if that's what resonates on some level, and that's the second reason why most managers only look at the bottom line, the results. profits, and they don't really care about the people, the third reason is that they are not consistent, you see some managers who promise a lot regarding whether we are going to implement this project, yes, we will give you the flexibility, maybe you have been promising a lot of people inside. your team that you will be doing great things a year from now, but remember that people will not forget the moment you make a promise and remember that trust is based on promises that you keep and that trust can be broken if the promise is not kept. promise. which means it's much better not to make too many promises, it's much better to just tell them what it's like to share them, not so much the big vision just constantly selling it, but sharing with them the things you can actually do.

They monitor and manage very well. What they have in common is that they are consistent with their mission, they are consistent with the things they tell their team members and they comply with them and in this way trust is formed within the culture they are in. building, so that's the third reason, now let's move on to the fourth reason, which is that they don't allow people within their team to pursue their passion and I will tell you that there are so many companies that are so rigid when it comes to structuring, Especially corporate companies, they may notice that they may have even heard their team members say, "Hey, this is what I like to do," but they still don't take that feedback into account because of their hierarchy due to the company. culture, they just put that person in that job and just say, keep working harder.

Hey, we're paying you right now. The problem with that is that you won't be able to get that full sense of energy and the workflow from that. person, if you just feel like you are constantly working instead of doing what you are gifted to do, you see a task versus a gift, the energy is totally different when you open your gift, you are super excited and constantly ready to do whatever it is. More gifts need to be opened, but when you're doing a task so similar to mine, you have to do this now, and that's how some of your team members might feel right now about some of their jobs and processes, and That's how you end up.

Create a business where people are working from 9:00 to 5:00 and that's not what you want. You want to be able to create a business where, for example, like Tesla, people are motivated by the mission, see the big why, and are aligned with it. their truth means that they are willing to go above and beyond to serve the community and the world, that's what it's all about, so that's the fourth reason and it ties in perfectly with the fifth reason, which is that they don't allow constant growth. Within the team, there are so many companies today that are afraid, for example, of educating their team members more and more, especially in this time when personal development is on the rise.

Most companies have found that they are afraid to send people to their team members, especially to events where, for example, they will start to gain additional clarity or additional motivation, because they are stuck in fear, I mean, think about it. , go to a personal development event or maybe recommend a YouTube channel like this, maybe team members can find or actually, I'm not aligned with my truth and they might

quit

, most managers do the same. What do they fear, so what do they do? They retain information well last time I checked, that's like fucking North Korea right?

You're creating a very restricted environment. culture and when people feel like you're restricting, some of them deal with the information that's thrown back at them, guess what they'll turn against you, they don't feel like they're a family, they feel like they're just working for you and this. totally different energy that they are going to give back to you, so it's not about worrying about whether they will quit or not, but more about worrying, what happens if you don't train them and they stay? You're not going to get an average workforce, so we have to trust the process that, for example, if you invest in them, hopefully they'll invest in you again after all, you're much better off finding out if they're going to stay or not. after that instead of just clinging to those average people. that you haven't really trained well, so it's about embracing constant growth so that they can go from a network of someone who, for example, is good at their job to someone who is absolutely amazing and trusting that because you invest in them, then hopefully that will stay but you don't do it because that's the agenda and you want to, you do it because it's the right thing to do after all, everyone has a human need to grow correctly and if you don't encourage growth within your company people they feel stuck at the time when people feel stuck in life, there is a time when they start to question other alternative options, so they want to consummate people feel challenged in a good way, so they are constantly growth. because the moment you stop growing you start dying so that's the fifth point now let's move on to the sixth point which is they hire and fire the wrong people and I'm sure the employees who are watching this video definitely They can relate to this when you see, for example, people hired at the company and, for example, you think, my goodness, how did they get to their job or how did they get a raise, how does that normally make you feel if you're an employee? ?

Right, you feel terrible and you think: how come I'm not getting this right? If you've been working now as an employer, sometimes we're so emotionally attached to some team members that you might actually be hiring. the wrong people give raises to the wrong people and what that ends up doing is the people around you, the team members will see that and eventually find out that someone has a raise and if they didn't feel like it's actually well deserved. You will find that some team members feel resentment, they feel that it really shouldn't have happened and when they fire the wrong people, they also start to question it, so you need to make sure every time you fire someone. as well as giving pay rises that go to the right people and for the right cause, rather than just an emotional decision because you like that person, so it's about letting go of that emotion and just giving it to the right people and then justify it and simply explain it. the why to the whole team to come together and see why it's happening too, so what I'm trying to say here is about transparency, it's not about, for example, favoring a couple of people because you like them, It's just a matter of seeing who.

They are the superstars and they explain to other people within the team why they are superstars and really involve them in that too. Now let's move on to the final point, which is that they now fail to engage creativity if you look at, for example, companies like Google. They did this perfectly in the days when you look at inventions like Gmail, which grew out of days where they literally allowed their team members to work on any project they wanted, giving them complete freedom to come up with new projects, new ideas. And these, for example, great ideas and I'm sure some of you who saw how you use Gmail came from allowing freedom.

You see, if you're not encouraging creativity within the company right now, you're basically creating a great corporate culture. where people feel like they are filling almost like in the factory, imagine just pressing a button to fill the cans of baked beans and boom the lid is on, it feels like they are like a small cog in a big machine, we are never a great feeling for team members, they want to feel special, they want to feel unique, so you have to make sure you involve creativity, so those are the seven reasons why great employees quit. I hope you found this video useful, if you have, be sure to share it. video with your friends and loved ones and as always my friend, follow your heart and take action and let's create the life you were truly born to live, I will see you in the next video soon, take care.