Why do managers leave your organisation?
Managers leaving can be a major business threat. The loss in productivity may extend to the three months before the resignation, say three months at least during which there is a vacancy, and a further three months for a new hire to get up to speed. The best part of a year is lost! However, only three months' salary is saved, against which must be offset the cost of recruitment.
Incalculable is the opportunity cost of the productivity loss over such an extended period, and the damage done by causing others to think that maybe it was time they moved on too. When managers leave, their team members often follow.
And why did that manager leave? Some try to find out by having HR conduct exit interviews, which tend to produce such reasons as 'More money' or 'Promotion' or 'Nearer to home' as reasons. Rarely is the real reason given which is: "The Company failed to give me reasons to stay".
It is the job of every senior manager to ensure that the managers who form his team do have reasons to stay with the organisation, but sometimes that just doesn't happen. Look at companies or divisions where there is a high performing team in place, with a group of managers all working collaboratively towards the achievement of a common goal.
This often applies in situations where there is a change programme is agreed, and there is a detailed plan for its execution. Managers typically don't leave in this situation, because of their belief in the project, its leader, and to each other. Motivation levels are high, as are levels of energy, commitment and team values.
Equally, it is clear that managers do tend to leave in situations where there is a lack of a vision or plan to which all have signed up; or where a manager does not feel his or her contribution is valued; where that manager does not find it easy to communicate meaningfully with his boss or where there is a lack of a stable team to commit to.
So what are the lessons for team leaders?
- Your managers need to be engaged; do they understand the vision and the plan for your area of control?
- Have they had the opportunity to discuss their contribution and do they understand what you expect of them in delivering that plan?
- Do they get regular one to one monthly meetings with you at which they can raise matters of concern and you can check on progress?
- Do they get praise when due and regular feedback? Is getting things wrong occasionally allowed and constructively discussed?
- Do they feel a member of a team? Do the team meet regularly and plan (and celebrate sometimes!) together?
- Are they given the support they need to do their job; support from you and the resources they need from the organisation?
- Are they given the opportunity to develop as managers, to learn new skills and take on new responsibilities?
Neglect any one of these, and you risk your managers not having sufficient reasons to stay with your organisation.
Spindler consultants are experienced in developing programmes to ensure that your managers have reasons to stay with your company. Call Pat on 0118 939 4506 to talk about their application in your organisation.
