The job market is still good, but people seldom leave a company for better hours, stock options, better territory, more money, more benefits, better markets, or better products and services. Exorbitant benefit packages are no longer available. Surely these factors contribute to leaving, but more than likely you—the manager—are the cause. One of the main reasons people leave a company is because management fails to meet their needs. To be very candid, they probably leave because they feel their immediate manager fails to provide what they need.

You, pure and simple, are the problem. Do you remember the names of those that left and went elsewhere? We aren't talking about the people you wanted to leave. Yes, you probably were told that the lucrative job market was the cause, but was it?

If you are a manager, the reason your turnover rate is high is probably because of you. Low turnover reduces cost. High turnover increases your cost. You need to look at yourself if your people are leaving. The way you lead is the single most important reason your people stay or leave. What can you do?

Recommendation One

Give Honest Feedback

Your people need to know how you feel about their performance. They need to know how they are doing. They are not mind readers. Be honest with them. Everyone makes assumptions. Let your people know how and what you feel. Give honest evaluations that are meaningful.

Recommendation Two

Make an Honest Effort

Work to improve performance. It is much better to sit down and talk with someone than to be judgmental. Spend time with your people. Is most of your time spent on paperwork and reports? Your people need your presence.

Recommendation Three

Keep Your Promises

People need to trust you. They need to believe that you will do what you say. When you promise something, it should be a done deal.

Recommendation Four

Be Fair

If you have to make a decision, make sure you do what is fair. Things are not always black and white. Being fair is often the best that you can do. You may not be wrong, you may not be right, but you can always be fair.

Recommendation Five

Listen

Stop talking and listen. Most managers seem to have two mouths and one ear. All managers were created with two ears and one mouth for a reason. Stop interrupting. Let people finish their statements. Work on it. Learn to be a good listener; it takes practice.

Recommendation Six

Be Empathetic

Put yourself in the place of your people. Help them. Saying that you are sorry is not a sign of weakness. Take time to listen and to care about the concerns of your people. Make suggestions based on understanding.

Recommendation Seven

Be Yourself

No one wants a two-faced manager. Be genuine. Don't hide behind company policy. Explain to your people the real reason that something is happening.

Recommendation Eight

Give Compliments

Look for the good things. Compliment your people. Do your best to see the good things and tell other people about them. Everyone likes to be stroked. The old adage that you can catch more flies with honey works.