Traditional management looks too much to the structure above ground, and too little to the ideas and greatness within the people. Too many bosses are demanding, unrealistic, critical, and angry. Great leaders understand that the most important thing is having a good relationship with your employees, not driving them in the ground until they get things done.
Why is it that so many new employees who start off so highly motivated and excited about their new job become so discouraged, replacing their enthusiasm with feelings of unhappiness and disappointment. Most of the time the blame is linked to low pay, poor culture, bad hours, and boring work. But this is not supported by research. The number one reason people leave their job is poor management.
People leave managers not companies - in the end, turnover is mostly a manager issue, Gallup poll wrote in their survey findings. A Gallup poll of over 1 million employees concluded that the number one reason people leave their jobs is a bad manager. Gallup also found that poorly managed teams are on average 50 percent less productive and over 40 percent less profitable than well-managed teams.
Although the cost of living is high, over 2 million Americans still quit their jobs every month according to the U.S. Department of Labor Bureau of Labor Statistics. When so many employees say to themselves and others, "I hate my job!" we have a problem. Do you know why they hate their job? Do you know what they need to be happy? If not, I suggest that you ask them.
When we survey employees at our seminars, we find that over 30% don't like their manager, over 30% feel a lack of empowerment, over 30% don't like the politics in their organization, and over 40% feel a lack of recognition from their supervisors. However, when you survey management people, most of them consider themselves good leaders.
When we survey management people at seminars, seldom do they give themselves low marks. They consider themselves as good managers, good leaders. But this is not necessarily supported by research. When we ask employees at our seminars to rank their boss's leadership style, too many are graded as just ok, adequate, or even as poor.
Today's employees expect a culture to be professional, supportive, and collaborative, your leadership style needs to project that kind of culture. When it does, employees remain motivated, dedicated and inspired. When leadership fails to project a positive organizational culture, employees feel a disconnect to the vision of the organization. It is the job of leadership to motivate, inspire, and drive change. You do this with your leadership style.
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