“Employees are not leaving the companies, they are leaving managers.”
This sentence has become very popular on the Internet very quickly and it has initiated countless discussions on this issue. But the question is, why do employees persist in working in their companies every day, for 8 or more hours a day, without ever telling that they think they are not treated properly?
In the tests, managers often assess themselves as good leaders, whereas over 70% of the employees assess their managers as not good enough in leadership. How is it possible that managers are mistaken this much?
One manager will often assume that the communication between him and his subordinates is open. However, it’s often quite the opposite in reality and lower-ranked employees decide to remain silent and not to share their point of view with their manager.
While discussing this issue in his book “Seven habits of highly effective people”, Stephen Convey uses the expression ‘emotional bank account’. Convey says that each person possesses such account, on which it deposits its earnings or withdraws them. What we deposit there is gratitude, keeping promises, understanding, helping in the times of need etc. On the other hand, we are withdrawing unfounded criticism, failure in keeping promises, lack of understanding, etc. The balance on your account depends on deposits and withdrawals, as in a real bank. If your relationship with your employees is not open and constructive, or it doesn’t exist at all, then your account is going in the red and we need to deal with our debts. We need to pay them out.
Open and constructive dialogue with your employees is what you deposit on your emotional bank account. If you don’t talk to your employees as an open-minded manager, or you are constantly cancelling on them due to the things of higher importance, you are losing your employee’s trust. When there is no open communication, questions remain without answers, frustration comes out and mistakes are inevitable.
Every form of communication needs to go both ways. While majority of managers knows how to give a feedback, which manager is actually ready to receive it? Receiving feedback is as important as giving feedback, when it comes to strengthening your relationships at work.
These are 6 coaching skills that would help you reinforce your relationship with your employees:
- Be always available and set a time and place for a proper conversation.
- Listen in order to understand. This isn’t only a good way to learn something new, but to really connect with your employees as well.
- Ask questions that would help you to understand the feedback.
- Ask for examples or stories that could help illustrate feedback.
- Summarize what you have previously said so that your employee could see that you are on the same page.
- Never judge. You have a chance to learn something new about yourself and how your actions are seen. Eventually, what you will do with the things that you’ve learned about yourself is completely up to you.
Conversation about how employees feel at work, what they need or if something bothers them, is necessary for strengthening relations with your employees.
In order to find out more about coaching or become a life coach or business coach, visit this website about training: Art and Science of Coaching.