There is a reality that is shaking up many companies: in the majority of cases, employees don’t leave workplaces, but instead leave their bosses, because of disagreement, lack of feeling or bad management.
There are a lot of studies confirming that the majority of employees who leave their jobs, in fact wish to leave their superiors. If they cannot move inside the company, then they will leave the company. This is one of the main causes of the brain drain.
On many occasions, the managers are not aware of what they do wrong, because they weren’t trained for managing people and they simply coordinate their team as best they can. Another solution to lack of management knowledge is to implement the management techniques of the previous manager.
The Millennials’ arrival is not helping these kind of managers either, because as we know, these new professionals are very demanding. A bad manager who does not provide them with the knowledge and the quality of work and knowledge that they require in the workplace, can make it impossible for these “Millennials” to continue in that role or with that company.
There is nothing like leading by example. Therefore, a manager who requires employees to achieve what he is unable to achieve himself, is not someone employees are going to consider a leader. At this point it is important to point out what distinguishes a leader from a boss, because a person with leadership will be less likely to suffer from brain drain in their team.
Why does talent leave the workplace?
- Motivation is the main weapon against brain drain. Keeping employees motivated is essential if we want them to be productive and also for having a good work environment.
- Lack of reference: Sometimes there is not a point of reference in the department, to show which growth opportunities are available and this discourages ambitious professionals in the long term.
- Lack of professional challenges: Always doing the same thing can be really monotonous for most employees - that’s why considering and creating new challenges is a basic weapon against brain drain
- Shortage of collaborative work: Many times, there is little collaboration between departments, which can cause conflict and bad work environment as a consequence.
- Non existing achievements’ rating: When someone has done something wrong, this person usually gets a warning and will be advised to be more careful. Likewise, when someone has done a great job, this person should be congratulated, highlighting their achievement, which has a positive effect on the company goals.
- Lack of professional growth: This is a key point for people with aspirations. Being part of a company where you don’t see any possibility for professional growth can become very frustrating and the main reason for these employees to leave the company.
On many occasions, managers and leaders don’t figure out that these problems exist, taking for granted their good team and people management, instead of listening to what their own team passively or openly communicates.
In order to counter brain drain, it is advised to use incentives that provide an extra value to the employee. More flexible hours and nursery services are the most popular ones, and above all, they have a better reception among the employees from the companies that provide them.
However, we can’t put all the burden on the managers. The Human Resources department play a significant role with such initiatives, because they are the experts in human capital management. This is the reason why, if leaders or managers are not able to detect these kind of problems, it is in their hands to lead the way and avoid brain drain.