A recent survey, Salary & Employment Insights 2014, discovered that 40% of workers have changed jobs in the last two years, and more than 70% are currently seeking new ones.
The survey also revealed that lousy managers and a desire to earn more were key reasons for jumping ship.
There are also anecdotal accounts of managerial actions that drive employees to throw in the towel which are not surprising to hear from job candidates:
- wielding KPIs that measure output but not outcomes, activities but not impact to stakeholders
- pushing the buck to workers (you meet your “KPIs” but they can’t meet theirs)
- taking credit for worker’s good work but pushing the blame to the worker when he/she fails to deliver
- being a delegator but not a manager (the manager liked to take cases from other departments and delegate to her subordinates, which increased her profile as an “inter-departmental team player” but overly-burdened her headcount-scarce department)
- not putting in effort for workers during performance appraisal after the workers stressed themselves out the year earlier ensuring their department performed well and manager looked good
It is hence not surprising from the tide of unhappiness against ineffective managers/employers that the National Trades Union Congress (NTUC), tasked to help working people earn a better living and live a better life, set up not just one but three U PME Centres for PMEs to seek advice regarding workplace protection, career progression, and job placements.
How managers lead and treat workers is a simple analogy of the parable of the goose that laid the golden eggs.
Good managers ensure their workers are well taken care of, are provided a nurturing, physically and emotionally safe working environment, and valued according to their abilities, not disabilities.
If your workplace turnover rate is within reasonable limits, don’t celebrate too early as although your golden goose seems to be alive, it doesn’t mean it’s healthy and happy.
A Centre for Workplace Leadership survey has provided further evidence that “happy and engaged employees” can have a direct impact on increased productivity.
Have new doubts about your leadership ability? Critically questioning your current style and abilities will show you how to improve to be a better manager, a better leader, and a better employer.