• Vaughn Sigmon

10 Reasons Good Employees Quit

Updated: Jul 21, 2019

Retail does not have a good reputation for being a long term employment opportunity. The industry enjoys one of the highest employee turnover ratios of all industries, with maybe the exception of a few. Hospitality and Car Dealerships. Hey, I’ve worked my entire career in two of those. I come from a place of real-world experience on the topic of turnover. Allow me to share the Top Ten Reasons Good Employees Quit. By the way, they all tie back to one person. #employeeturnover

Employee Turnover Can Be Reduced

In my executive career, I’ve been responsible for probably thousands of stores both in a specialty, big box, and the used car industry: Kohl’s, G.H.Bass, Performance Bike Shops, Dress Barn, and CarMax to name most. One of my General Managers at CarMax joked at a group dinner one night that the only thing I have not been a horse jockey. That’s funny if you see my 6”4” height and I won’t mention the weight, but I am not considered frail looking.

Turnover certainly occurred in all of those companies, but as you looked at the retention of employee stats, the number rose and fell by location. According to gallup 50% of all turnover is due to a bad relationship with their boss. #managementtraining

Turnover is expensive, no matter the industry. The expense comes from the time and expense of interviewing and hiring. Then you have the time and expense of training. It typically takes a new employee up to 9 months to become competent at their job, if they become competent. Sales take a hit when you have too many new people working for you, customer service suffers, and productivity slows.

But why did some locations have really low turnover and some off the charts high? Same company, same product, same policies, etc. Well, it all goes back to the old saying, “People join companies, they leave bosses.” So, what makes the difference? After a couple of decades of observing and learning what the habits of the bad bosses are, allow me to share.

How to Prevent Being a Bad Boss

One commonality before I share the list. The first signs of one of these “Bad Bosses", is that they blame high turnover on everyone and everything other than themselves. Sign #1 is the lack of personal ownership of their shortcomings. The first place these people should look is into a mirror, but they don’t and usually won’t.

Their management skills and leadership ability can be improved through a dose of training like my company, “Allen Training” offers. This training can improve the habits of bad bosses and create high impact managers that become world beaters. But only if these underperformers are given the feedback and opportunity to improve. They don’t know what they don’t know. So with no further delay here is the list of bad habits that bad bosses have in common. #leadershipdevelopment

1. Taking Credit for others work

Your employees see right through that and hate you for it.

2. Poor communicator

They say things in ways that are hard to understand. They don’t gain understanding or comprehension, or they give direction that conflicts with prior direction, etc.

3. They are Dogmatic

If they want your opinion, they will give it to you. There is only one way, and it is their way. They jump to conclusions and solutions with little or no regard for gathering all the various information and opinions, much less facts they need.

4. Poor Listener

Nothing drives an employee crazier than a boss who never allows them to finish a sentence before jumping in with their own dialog. They have two ears and one mouth, but they don’t use them proportionately.

5. They keep important information to themselves or only share with a few and not all.

Showing favoritism is a top reason driving disengagment at work. Bosses must have processes and best practices to cascade communication effectively. By leaving someone out of any type of communication chain drives a wedge between boss and direct report. Not to mention it drives poor execution.

6. No deposits into the emotional bank account

All they do is withdraw. Looking for probalems and mistakes all day long. Why do they do that??? They only criticize and rarely recognize or show their appreciation.

7. No empathy.

If the boss can work late and 7 days a week because they have no family or a solid support system, then everyone should. This is another spot that favoritism may rear it's head. Just because they are never sick means no one should ever have a medical issue.

8. Talk about employees to other employees behind their backs.

Gossiping with employees about other employees is bad form for sure. Another display of favoritism.

9. Say yes to everything that is asked of them

Even though they know it all can’t get done. Then they blame the employees for not getting it all done.

10. They don’t take action with bad employees.

This is one that so many uniformed managers make. thjey have no idea how this is undermining theri leadership presense with the team. Even one bad employee can create dysfunction on a team. These bad bosses live with the problem employee, and the remainder of the team really resents it.

Allen Training Centers Offers the Solution To Retaining Empoyees

Managers must know when to manage but also, and more importantly, how to lead. Leadership is a powerful management tool. So many poor leaders spend too much time catching their employees doing something wrong and then making a big deal out of it. If they spent more time catching them doing things right then giving encouragement for doing so, guess what the end result will be? Great leaders have learned the “art” of overlooking small, infrequent mistakes. If it’s not a pattern, do you really have to point it out?

Allen Training Centers provides the functional tools that many managers lack. Let’s face facts. Many, if not most, managers are promoted into position for thier tactical ability. Now that they are a manager, where’s the training to teach them to be a manager? How to manage people? How to communicate, inspire, lead, plan, etc.?

Way too often these key skills are left to chance. Trial and error should not be a developmental approach.

Our 12 month 24 module training gives them all the management and development tools to be High Impact Managers. Preventing the mistakes most untrained managers make.

Management Training creates a huge ROI both financially and emotionally. Contact us.

Click on this link for future Results Driven Leadership Workshops

#managementtraining #newmanagertraining #managementtrainingorangecounty #newmanagertrainingorangecounty #interviewingskills #employeeturnover #employeeretention #leadershipdevelopment #leadershipdevelopmentworkshops #leadershipdevelopmentworkshopsorangecounty

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Vaughn Sigmon Business Coaching

Orange County CA


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