The adage that employees don’t leave companies, they leave managers, is supported by research. Gallup reports that half of employees who quit cite their direct manager as the reason why, while more than half of employees say they would turn down a pay increase to stay with a boss they like.
It’s important, then, that every manager keep an eye out for easily avoidable pitfalls and harmful management styles. Ultimate Software, which develops cloud-based software to help companies with HR, payroll, benefits and more, regularly issues white papers providing insights on better people management. In a recent report, the company examined four mistakes that veteran and new managers alike make.
Topping the list of mistakes is seagull management, so nicknamed by Ken Blanchard in “Leadership and the One-Minute Manager.” This refers to managers who swoop in only when something is wrong, make a lot of noise, dump on everyone, then fly out.
“This approach doesn’t inspire confidence or provide direction. It keeps employees on edge and increases stress levels, often serving as an additional obstacle in an already-tense situation,” the report states. “Over time, seagull managers condition employees to always perceive their arrival negatively.
“Employees need consistent, constructive feedback – both positive and negative. Managers should be a source of stability, knowledge and guidance to their teams, not a harbinger of panic.”
The report recommends that managers make regular use of collaboration tools that help them keep tabs on projects, make comments and ask questions at any time without the confrontational atmosphere of something going wrong.
Performance management tools can help managers set proactive goals for their employees and encourage them to regularly update their progress. “This can demonstrate that you care about their career development, rather than just your role in fixing things when there’s a problem.”
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