why do great employees leave is it that a coffees bad is it that the lunch
breaks are too short or is it that the management could be pretty bad well the
studies show properly motivated and engaged employees are 87 percent less
likely to leave to put simply people aren't leaving jobs they're leaving bad
managers I'm gonna be revealing the 7 bad management mistakes that makes great
employees leave and so if you're somebody right now who is an employer
and you and you wanna be to keep great talent within your company make sure to
pay close attention or maybe right now you're also an employee you wanna be
able to inform your manager or make a very wise decision and whether or not
you want to stay or leave will make sure to pay close attention to this video as
well because they also suit you because if as you can't go in regards to what
you should be paying attention to without further ado let's go on to the
first point which is they don't recognize great work
you see everybody loves a great pat on the back there's no denying that problem
is is some bad managers or they tend to do is just give pay rises thinking
that's good enough but that simple sense of well done
raising significance of other people that's what they actually want I mean
think about it why do people spend so much more on a Rolex watch versus buying
a Casio that's like hundred X cheaper it's because of significance is amazing how
much people would pay today just to get significance right people buying
brands that's like literally way out of there pay range because they wanna
feel special and so if you're able to feel you make your team members feel
special by just saying well done by giving them a round applause when everybody
else is watching that sense of significance boost may be the very thing
that they're craving especially when they've done a great job so that is the
first reason they don't recognize great work and they're not giving the enough
pat on the backs to those right people now let's go on to the second reason
which is they care about their finances over their employees you know there are
so many companies today I find they're just looking at the bottom line and
they're making their decisions just purely on the bottom line why I suppose
one could argue yes their business but if you look
for example what actually drives business success look at any
billion-dollar company and you'll notice they've got great employees happy
employees at that and that's why it's important you understand how do you
create that culture where people within the companies just like how Zappos has
such a flexibility schedule in regards to how they allow their employees to
take holidays whenever they want they've got so much trust within their culture
to be able to enforce rules like that and they know people aren't going to
exploit it because of the fact that they've created such a great management
system in regards to how the employees are being treated and as a result
they've cared about the people versus the bottom line and in turn what that's
doing is it's driving the bottom line up most businesses are looking at bottom
line making decisions based upon that trying to cut cost everywhere but if you
actually invest in your team members in regards to education in regards to
making them feel better in the work environment you'll notice how your
bottom line begins to rise as well so it's about understanding what's really
driving the bottom line here versus for example is that me just focusing on my
muscles and hoping or grow versus me hitting the gym and actually putting in
the work for it to grow ok sometimes I find people got it the wrong way round
so you gotta really question that if that's the resonating on any level so
that is the second reason most managers they just look at the bottom line the
profit and they don't really care about the people the third reason is they're
not congruent you see some managers they promise a lot in regards to are we're
gonna be rolling this project out yes we'll give you the flexibility maybe
you've been promising a lot of people within your team that you'll be doing
great stuff within a year but remember people will not forget the moment you
make a promise and remember that Trust is built upon promises you follow upon
and trust can be broken from a one bad follow through on the promise
meaning you're far better of not making plenty of promises you're far better
actually just just telling how it is just sharing them not so much the big
vision just selling it constantly but actually sharing with them in regards
to things that you can actually follow up on and so great manages what they got
in common is they're congruent with their mission they're congruent with the
things that they're telling their team members and they follow through upon
them and that way the trust is formed within the culture that they're building
so that's a third reason now let's go into a fourth reason which is they don't
let people within their team pursue their passion and I'll tell you there
are so many companies out there that's so rigid in regards to structure
especially the corporate companies out there they can they notice they may have
even you know heard from their team members saying hey this is what I like
to do but yet they don't take that feedback on because of their hierarchy
because of the corporate culture they just put that person in that job and
they just say just keep on working harder hey we're paying you right now
the problem with that is you're not gonna be able to get that full sense
of energy and the workflow from that person if they just feel like they're
grinding constantly versus doing the thing that they're gifted at you see a
chore versus gift is totally different energy when you're opening your gift
you're super excited and constantly willing to do whatever it takes to open
more gifts but when you're doing a chore so much like I have to do this now and
that's how some of your team members might actually feel right now
in regards to some of their jobs and processes and that's how you end up
creating a business where people are clocking in 9:00 to 5:00 and that's not
what you want you wanna be able to create business where for example like
Tesla people are driven by the mission they see the big why and they're aligned
with their truth meaning they're willing to go above and beyond to serve the
community and serve the world that's what it's all about so that is a fourth
reason and that links perfectly on to the fifth reason which is they don't
allow for constant growth within the team there are so many companies today
that's scared of for example educating their team members more and more
more especially in this day and age where personal developments on the rise
most companies have found they're scared of sending people their team members
especially to events where for example they will begin to get additional
clarity or additional motivation why because they're stuck in fear I mean
think about it you go to a personal development event or maybe you recommend
a YouTube channel like this maybe the team members may find or actually I'm
not aligned with my truth and they may quit most managers does what they're
fearing so what do they do they hold back information well last time I
checked that's like freaking North Korea right you're creating a very much of
restricted culture and when people feel like you're restricting some of them
face information back from them guess what they're gonna turn against you they
don't feel like they're one family they feel like they're just working for you
and this totally different energy that they're gonna give back to you
so it's not about worrying whether or not they'll quit is more about
worrying what if you don't train them and they stay you're not getting average
work force so you've gotta trust the process that for example if you invest
in them that they'll hopefully invest back in you after all you're far better
off finding out whether or not they're gonna stay after that versus just
holding on to those average people that you've not actually trained up right so
it's about embracing the constant growth so they can go from a net of somebody
for example who's okay in their job to somebody who's absolutely amazing and
being to trust that because you invest in them then hopefully that they will
stay but you don't do it because that's the agenda a you want you do it because
it's the right thing to do after all everybody's got a is a human need to
grow right and if you don't encourage growth within your company people feel
like they're stagnant the moment people feel like they're stagnant in life
there's a moment they begin to question other alternative options so you want to
consummate people feel like they're challenged in a good way
so they're constantly growing because the moment you stop growing you start dying
so that is a fifth point now let's go on to a sixth point which is they hire and
fire the wrong people and I'm sure that employees who's watching this video you
can definitely resonate with this when you see for example people being hired
in the company and you for example you think oh my god
how'd they even make it to their job or how comes they got a pay rise how does
that normally make you feel if you're an employee right you feel terrible
you think like how comes I'm not getting that right if you've been putting the
work now as an employer sometimes we've got so much so much of emotional
attachment to some team members that you may be actually hiring the wrong people
giving pay rises to wrong people and what that ends up doing is what people
around you team members will see that and they will be eventually find out
somebody's got pay rise and if they didn't feel like is actually well deserved
you'll find some some of the team members they feel resentment they feel
like that it shouldn't have actually happened and when the wrong people are
let go they also begin to question that and so you've gotta make sure whenever
you're firing hiring as well as giving pay rises that's going to the right
people and for right cause versus just an emotional decision because you like
that person so it's about letting go that emotion and just really just giving
it to the right people and then justifying it and just explaining the
why to entire team so they jump on board and they see why it's happening as well
so what I'm trying to say here is about transparency
it's not about for example favoring couple of people because you like them
it's about just really just seeing who are the superstars and explaining to
other people within the team why they are superstar and really getting them on
board with that as well now let's go on to the final point which is they fail to
engage creativity now if you look at for example companies like Google they did
this perfectly back in the days you look at inventions like Gmail that was that
came out of days where they literally allowed their team members to work on
any project they like give them giving them a total freedom to come up with new
projects new ideas and these for example genius of idea and I'm sure some of you
watching you use Gmail came from allowing for freedom you see if right now you're
not encouraging creativity within the company you're essentially just creating
a very much of corporate culture where people feel like they're just filling up
almost like in the factory imagine just pressing a button filling up the baked
bean tins and boom the lid is on it feels like they're like a small cog in a
big machine we is never a great feeling for the team
members they wanna feel special they wanna feel unique so you gotta make
sure that you you engage creativity so those are the seven reasons why great
employees quit I hope you found this video helpful insider if you have be
sure to share this video with your friends and loved ones and as always my
friend follow your heart and take action and let's go create the life you're truly
born to live I'll see you on the next video soon take care