How do you drive your best employees away?

Do you feel that the best people are leaving you more often than you would like? Then it is probably not just a feeling but a fact, and quite possibly directly your fault.

There is probably not a bigger cliche in management than saying that employees leave their managers. However, it is being proved in practice over and over again. It is even more true that the more the demanding work an employee performs, the less the control he or she has over it.

What can you do to stop destroying the morale of your people?

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Travis Bradberry, an American expert on emotional intelligence, focused on the most common managerial mistakes making the best workers leave in his recent article on Forbes.com.

Don't forget to praise

You don't have to praise your people for coming to work on time and working all day until it's time to go home. Praise efforts and a job well done. Find out what the greatest reward for good work means for each worker and you will see that no one refuses praise.

Don't overload your best people

Your best people shouldn't feel like being punished for their great work by receiving a more excessive workload. While they can handle more work, they won't do it in the long term. If you don't provide them with a salary increase, promotion or other advantage with the larger volume of work, they'll leave for another employer who gives them what they deserve.

Don't prevent your people from working on what they like

Managers often fear that their best people will no longer perform as well if they're allowed to spend some time working on what they really enjoy. These options, however, increase employee productivity and satisfaction in their current job.

Don't stop your people's growth

Another mistake is when managers try to retain the best workers for themselves by preventing them from further development and growth. No opportunity to be promoted or work on new challenges in the context of the current position is one of the most crucial morale killers causing the departure of talented employees.

Don't blame and threaten

Instead of pointing the finger at your subordinates or even threatening them with dismissal, try to find solutions to mistakes together. If you want to express criticism, don't do it publicly. Communicate with your people face to face and learn to take responsibility for mistakes that occur under your leadership.

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Article source Forbes.com - prestigious American business magazine and website
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