Many managers especially early age managers do some common mistakes, resulting in high attritions. Very often managers think that they are master of their subordinate and they can get maximum from their subordinates by his/her affirm order, but it get returned as an unapproachable manager. When subordinate do not feel healthy environment in the presence of their manager, they try to keep distance from their manager resulting in a deep communication gap consequently resulting in mis believe in both end. Its a human psychology that one becomes more productive and more open, when they asked rather than forced, this is what makes them empowered and part of the team. Ultimately it is THE TEAM which performs, hence it is most important for a manager to get bonding in team for the unanimous goal of organisation.
Some time manager conveys that if you are not capable leave it, they feel that they are the decision maker and they can use it as a threat. They again forget the human psychology that no human can perform optimum in fear, and stating like this is impacts in two negatively directions - 1. The subordinate looses respect for his/her manager consequently separation thought could be triggered and 2. The person gets demoralised and resulting in less productivity.
Some time manager says that your act will take my job, this is again an immature statement, which can trigger thinking of job insecurity in subordinate. In such statement it clearly depicts that the manager is insecure for his/her job and how can an insecure manager secure job of his/her subordinates.
Some time people don't take attrition as serious as it should be, but attrition sets back a team and its deliverable by two times - A. to get someone on the board and shape him/her productive and B. If Attrition would not happened, the delivery would be flawless with rich experience. In any team, high attrition rate shows that its delivery will be slow. Managers need to think in such circumstances and discuss with their subordinates what is triggering them for separation thought process.
Managers are the key bridge between the organisation and its success, hence it is manager's responsibility to build a team first and then sustain that to get flawless deliverables. Managers are like guide who shapes the team and its members and shows correct path, rest of the work team does from here. Instead of becoming master, managers should become part of the team and hence become part of failure or success of the team. It is hard but truth to accept that for every failure of team, manager is equally responsible as it is his guidance on which team follows, same for team success.
Written by Amlesh Sinha
This article was originally published on LinkedIn.