In a recently published study from Regus, over 15,000 business managers were interviewed to find out which issues would drive them to quit their job. Interestingly, 40% of them admitted that they were considering quitting their jobs after the summer vacation. Although ‘considering' is different than actually taking the courageous step to do so, it is revealing that nearly half the respondents would like to find a new position.Less surprising are the top five reasons they state would drive them to quit their jobs:
1. Lack of communication and involvement by top management 40%
2. Lack of promotion despite good work results 37%
3. Overwork 34%
4. Lack of company vision 31%
5. Lack of belief in colleagues’ competence 28%
Although the respondents of this survey were primarily senior managers, study after study reveals that the top reason anyone leaves their job is their relationship with their manager.
Reiterating your vision, communicating your appreciation, sharing plans, and involving your employees are key to keeping good people. Here are a few tips on what works when communicating:
• Keep communication simple and heartfelt, not complex and bureaucratic.
• Repeat important messages such as vision, goals and valued behavior often.
• Do your homework before communicating in order to understand what people are feeling, to get the whole picture, and to be able to answer questions well.
• Begin your communication by speaking to where people are: usually they are thinking of themselves and how things impact them. Then bring them with you to think of the team, the company, the vision.
• Acknowledge feelings. This will allow people to feel understood. Once they feel you understand them, they will listen to you.
• Ask questions and listen.
Particularly when changes are going on – and when aren’t they? – frequent communication is essential to gain employee engagement. An “open door” policy is great, as long as you walk the talk and leave your office to communicate often with your employees.
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