Employee engagement and retention has become a common struggle among employers. Where companies are working hard to gain loyal workforce, much has to be done by employers themselves. About half of the employees who leave their jobs do so because of their immediate bosses, no matter how successful the company, and how much their salary and benefits.
This culture of quitting work because of problems with a senior employer has lead to the notion that people leave bosses, not companies. The attitude of a senior employer towards his/her subordinates accounts for whether the employees quit or continue to work in the long term. Friendly managers who actually seem to care about their employees’ career and are generally a positive influence around the office are considered ideal by many.
Those who are fair in their praising and appreciation of employees, promote teamwork for equal contribution by their subordinates, encouraging them to uplift each other, naturally make better bosses. Employers who inspire their team to work hard without letting them actually feel exhausted can do wonders for a company. Bosses who seem approachable, and in whom junior workers can confide in, can inspire the loyalty of their subordinates.
A boss who encourages junior employees to achieve their goals, and is a source of motivation at work, can be a great positive influence in the workplace. Empowerment of employees by giving them some authority, and showing respect for them is also significant. Moreover, a boss who uses humor to maintain a lighthearted environment at the office can be fun to work with, and inspire loyalty of their juniors. On the basis of this loyalty, employees may choose to stay at the company even when a better offer comes up from elsewhere. In such a situation, the great impact on employee retention is solely accredited to the boss.
A company may be offering all the benefits an employee dream of; however, when the boss makes life difficult for them, they may very well choose to leave.
It is important that company leaders continue to evaluate themselves as the kind of bosses they are, and keep striving to improve themselves in order to attract, engage and retain qualified workforce. A good idea is to get reviewed by your employees through a service such as Taloob, which can even provide a certificate you can attach to your resume as extra proof of being a credible employer.
Employee retention is every employer’s dream especially if the team is motivated, productive and loyal. However, many a times we hear about people leaving their jobs and choosing to quit despite being associated with a mainstream, bigwig organization. Why is that so? Why do people decide to quite when they are part of a prestigious organization?
The reason is workplace environment and leadership philosophy that employers (or managers) adopt. According to a Gallup survey involving responses from over a million working professionals in the US, the boss or the leader turned out to be the number one reason for which people quit their jobs. The position they held in their company did not matter to them when they were required to work under a bad leader. So, this means, leadership style is directly related to employee retention.
But, what is the thing that makes a leader good enough for employees? How to retain employees? The answer is quite simple. The magic lies in servant leadership. It is a dynamic and revolutionary philosophy under which power has to be shared between the employees and there isn’t any authoritarian style of management in practice. By servant-leader, we mean the leader who does not consider his/her employees as subordinates but instead wants to serve and empower them.
Servant leadership is all about revolutionizing the power pyramid and empowering the employees. The environment at such a workplace naturally becomes enjoyable, fun, accommodative and welcoming. When employees feel ‘belonged’ to their workplace, they want to continue to work at the same place for years and years. On the other hand, when the leadership style is domineering and authoritative, employees start feeling suffocated and want to leave their jobs out of frustration. After all, self-respect and empowerment is everything that an employee seeks from his/her employer, apart from financial outcomes. Servant leadership ensures just that.
There is a very strong and significant correlation between servant leadership and employee retention and loyalty. Servant leader helps employees grow in their careers while encouraging them to be a productive part of the organization and giving their hundred percent to their tasks. This results in creation of a harmonious workplace environment. Servant-leader not only understands but also promotes development of human relationships at the workplace so as to ensure that employees feel part of a bigger family instead of being merely human resource team members. This belongingness ultimately proves to be the cornerstone of a company’s success and helps the management create a powerful team.
Servant leadership requires managers and leaders to shift their mindset completely; from expecting to be served, they are supposed to serve the employees. Such as, they are required to work for the betterment and welfare of their employees. This is accomplished by acknowledging the human and social aspect of work life. Thinking of employees as humans and not workers helps in unlocking ingenuity among the team members. The end result is enhanced performance at the workplace and fully engaged and satisfied employees.