Employees are Quitting due to Failed Management

January 12, 202111:16 am1846 views
Employees are Quitting due to Failed Management
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As the workforce adapts to the challenges posed by the pandemic, employers are finding new ways to showcase their ability to keep their talents engaged, happy, and motivated. However, not all employers are able to do that.

Surveying 1,500 office workers and 500 C-level executives, SilkRoad Technology and OnePoll survey discovered that 86 percent of C-suite respondents said their company has demonstrated commitment to support employees in 2020. It is shown by employers giving better support to employees and providing them with better management. However, of changed management provided by employers, over half of workers surveyed hoped their company would provide more support. Besides support and management, 84 percent of executives agree that accelerating the path towards digital business transformation for long-term and profitability is priority for 2021.  Yet, negative sentiment was shown by workers who started a new job during the pandemic, where more than half (52 percent) felt like they did not receive enough training and 56 percent have unanswered questions about their role. 

See also: 4 Tips for CEO to Boost Performance Management 

The finding indicated there is a disconnect between executives’ view of their effort to support employees through the pandemic and employees’ view despite them receiving different treatment during pandemic. Chief Strategy and Product Officer at SilkRoad Technology Lilith Christiansen commented that opportunities can still be leveraged to better support and enable employees through transitions, change or disruption, whether they are taking on a new role, additional responsibilities, or working from another location despite the disengagement. 

Furthermore, Christiansen suggested that it is imperative to have regularly cadenced communication and check-ins with teams. Even if there is nothing to discuss about work, check-ins help build stronger relationships between teams. Asking “how are you?” can never be wrong. In addition, ample training and clarity around performance goals and expectations to drive retention and deliver a better employee experience that yields results are also needed. Business leaders should always take into account the health, hygiene, and safety of their subordinates in this post pandemic. 

Diversity, equity, and inclusion  

McKinsey & Co. surveyed that $8 billion was spent annually on diversity, equity, and inclusion programs which does not hit the target. White men occupy 66 percent of C-suite positions and more than half (59 percent) of vice president posts. White women hold the second largest share of such positions, though they lag significantly behind their male counterparts. Not to mention, recent racial issues such as the aftermath of George Floyd’s death could put more pressure than ever on companies to diversify their ranks. 

Some companies are opting to initiate conversations that encourage their employees to talk openly about issues like racism, sexism, bias, and prejudice. By having open communication, it is expected that this will give more room for employers and employees to collaborate, improving relationships among each other as well. Allowing these changes will demonstrate good deeds in the workforce but it needs time to get the real results. 

Read also: Talent Management Complexity HR Must Solve

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