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Office rules, around the world, swing madly between hilarious and downright outrageous. For instance
- You have to wear safety goggles while using the stapler.
- You should not sit at the lowest possible height of your chair.
- You will be written up for being late by even a minute (after breaks or morning arrivals)
(These are all true.)
And while we may have a good laugh about these crazy rules, the employees of these workplaces might not share our humor.
However, in all fairness, it takes a lot more than some silly rules to drive out good employees. So if you are wondering why your “amazing” company culture is not able to retain people, you might need to dig a little deeper.
Here’s what you should do to make good people stay (and what might be pushing them out).
1. Do not give them false hopes
During interviews, many managers have a tendency to be a “yes-person”. They will promise the candidates about their non-existent leave policies, leniency and company culture. When in reality, it might not be true at all.
When a good employee joins your team and finds out that they have been misled, it can result in an unhealthy backlash and the employee leaving your company.
Being compassionate and honest in the beginning, constructs a healthier relationship and the employees are able to trust you more.
2. Pay attention to training
Having your onboarding and compliance training online, with eLearning tools, is a good way of ensuring that your new employees can learn according to their own capabilities. So instead of arranging an unstructured training program, invest in an online training course with interactive, engaging and fun learning elements.
This is help then in building positive relations with others more quickly and comfortably.
3. Say no to Micromanaging
Taking an account of their every minute spent in the office is never going to ensure better productivity.
In fact, according to a survey by Trinity Solutions, around 69% of employees said that they would consider changing their jobs because of micromanagement.
Since all your employees are adults, it is safe to assume that they can manage their assignments responsibly. Thus, it is better to give them the autonomy to manage their own tasks and be accountable for meeting deadlines.
It will not only empower them to take us bigger responsibilities but will also ensure better employee performance.
4. Take care of your best employees
It is highly likely that if you have an employee who is great at their job, you might be diverting every difficult/important task their way without realizing how much they already have on their plate.
The main reason for good employees to leave is that they do not feel appreciated. And while you might think that entrusting so many big responsibilities on them is a way of appreciation, they might think otherwise.
Rather than inflicting a “performance punishment” on your good employees and take regard of their contribution before they feel overworked and quit because of burnout.
5. Choose to coach over criticizing
If a new employee underperforms in a presentation or is caught watching a funny video, ask for their reason and the way of correcting the situation rather than being abrasive.
You can arrange for Soft Skills Training or create reasonable company policies to tackle any future incidences. But demeaning your employees because of small issues can even impact their mental health.
At the end of the day, people only want to feel good about their work and their personal lives and the ability of leading a team in the right way is the key. After all, working in a miserable job is no fun. So if your employees are leaving, stop and ask yourself, why.