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Why Would Almost Half of Your Workforce Leave By 2018?

Just how do you prevent your staff from leaving you?

No one is indispensable. But if organizations would just pay more attention to their attrition rate, managers would be ready to counter possible disengagements if they would learn to look at the trend and look at employment statistics that they could get their hands on. The latest survey done by Dale Carnegie Training and as published by Fast Company reveals that almost 40% of the workforce in the U.S. are at risk of quitting their job by next year. This alarming information should make employers act proactively and address the issue head-on. The study points to dissatisfaction with management as the main reason for employees to want to leave their job.

What’s important is the finding that it is the pay nor the job that drives people to stay, but the satisfaction that they get from the people that oversee them. Factors such as the show of sincerity, appreciation, and owning up to mistakes came out as attributes and behavior that the staff looks for in their managers. Given this situation, is there a way to prevent people from leaving? There’s still hope of course, if only managers would seriously adopt the following techniques:

Taking responsibility for their mistakes before anything else

TakeresponsibilityThe majority of the survey respondents believe that a boss who makes a mistake and admits it is a great sign of integrity and honesty. It is quite rare for someone in authority to declare in front of his staff that he is at fault or that he has neglected to do something that he’s responsible for.

When you don’t pass the buck and take responsibility, you also become a hero in the eyes of your subordinates, and at the same time, show that you are just human after all. Of course, this is just the beginning. Once a mistake is admitted, you need to show how you intend to deal with the problem and take action right away.

Giving employees the chance to redeem themselves in certain situations

There is nothing more humiliating than being reprimanded or shouted in the presence of your peers. Even if you are at fault, the boss need not rub it in or add salt to the wound.

As the boss, you have to act professionally and keep that temper in check so as not to let your emotions get in the way of dealing with the issue. Everybody deserves as second chance, even you, when you commit your own mistake. An erring employee who is given a fair hearing and professional treatment feels more compelled to clean up the mess that he’s made and show the boss that he is equally professional .

Praising and showing appreciation

Photo of business partners hands applauding at meetingYou may not be the vocal type of boss or prefer to be noncommittal, but the most effective way of motivating your team is to be generous with your show of appreciation or praise, whenever called for.

There are so many ways of manifesting your seal of approval for job well done, and any employee would always welcome the words and actions of encouragement from his boss. It will also make your job much easier because you immediately send the proper signal as to which action from your employee merits a pat on the back.

Acknowledging  improvements in job performance and encouraging efforts to improve performance

It was revealed that most employees believe in the power of feedback and concrete actions on the part of the boss to help them improve their performance. Though it is up to the employee to initiate a positive change in the way he does his job, it is actually through the constant encouragement from the boss that enables improvement and drives achievement. Like a lighthouse, a manager’s untiring guidance will point the worker to the right direction.

Quitting is an option, and whether you like it or not, you are at the mercy of your employees who alone can decide whether staying put is worth their while, or leaving you behind is the best thing that could ever happen to them. With so many sources of income available these days, people now have a wider choice of jobs or businesses. The only thing that’s within your control is how you manage your people. The rest, you can just keep your fingers crossed that they stay for as long as you need them.

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