9 Reasons Why Good Team Members Don’t Stick With You
Small businesses often suffer from what is known as “revolving door syndrome,” where team members come and go frequently. This can be a major problem, as it can lead to a lack of stability, decreased productivity, and increased costs associated with recruiting and training new people.
Here are 9 common reasons why good team members leave:
1) Micromanagement
Team members want to feel trusted and empowered to do their jobs. In fact, the more competent and conscientious they are, the less likely it is they will be willing to tolerate micromanagement. When they are constantly being watched over and having every decision questioned, they can quickly become frustrated and demotivated and decide to leave.
On the other hand, less competent and conscientious team members will be more likely to stay and begrudgingly tolerate micromanagement. This results in the micro-manager business owner having a less-productive team, which in the long run is not good for the success of the business.
Instead of micromanaging, focus on empowering individuals to self-evaluate by giving actionable feedback, prioritizing clear goals, and encouraging professional development. Make a big deal about what they are doing right and ask for improvements when they are falling short. Instead of resenting you for micromanaging, they will appreciate your interest in their continued growth.
2) Lack of Clear Direction or SOPs
Without clear guidelines and procedures in place, team members may feel lost and unsure of what is expected of them. Documenting SOPs is the best way to ensure clarity and consistency within the team.
When SOPs aren’t documented from it can seem like the procedures keep changing in a way that makes them feel like they just can’t get it right. Over time, this greatly erodes confidence and job satisfaction.
There can still be misunderstandings within written SOPs, but they should occur less and less over time as the SOPs get refined and perfected. And when misunderstandings do happen, it’s easier to modify the written document and add more clarity.
“If it’s not documented, it doesn’t really exist”, is a common saying among SOP consultants and experts. Putting them in writing is a great first step towards making them “real” in your business.
3) Expecting Team Members to Be Just Like You
Business owners often have a specific idea of how things should be done, but not everyone is the same. When team members feel pressured to conform to a particular style or way of working or thinking, they may feel uncomfortable and unsupported.
It’s not necessarily wrong to wish there were ten more of you in your business. But is it realistic? To a certain extent it can be if it’s approached the right way. My best advice to my private coaching clients who desire to “clone” themselves in their business, is to do it through their company vision and core values. You can’t be everywhere all of the time, but your company vision and core values can act as your stand-in. They can help your team make good decisions.
When your team is deeply aligned with your company vision and core values, and can express how the actions they take and the decisions they make are informed by the two elements, you are more likely to be okay with them, even when they don’t do things exactly how you would have done them.
4) No Ownership Over Their Own Tasks
When team members have no ownership over their own tasks, it can lead to a feeling of powerlessness and a lack of control over their work. This can result in decreased motivation, as they may feel that their work is unimportant and not valued.
A lack of ownership can also lead to decreased productivity, as they may lack the drive to take initiative and complete tasks to the best of their abilities. This can also result in mistakes, missed deadlines, and poor work quality. This can also contribute to a toxic work environment where morale is low and turnover is high.
On the other hand, when team members feel a sense of ownership and control over their tasks, they are more likely to be motivated, engaged, and committed to their work, as they feel like they are making a meaningful contribution. This leads to improved performance and a positive work environment. Don’t overlook this, because this single factor can mean even more to your team members than how much they are paid.
5) Lack of Good Communication
Good communication is essential for any team to function effectively. Lack of good communication can lead to feelings of frustration, confusion, and isolation among team members.
When team members are not informed about important updates, decisions, and expectations, they may feel that their opinions and contributions are not valued. This can result in decreased morale and a lack of motivation.
Additionally, poor communication can lead to misunderstandings and miscommunication, which can lead to mistakes and errors. This can cause delays in project completion and damage to relationships among team members. This can create an environment where team members are not working effectively together, leading to low productivity and a lack of cohesion.
On the other hand, when communication is clear and effective, team members feel informed, valued, and supported, which leads to improved collaboration, higher morale, and better overall performance. As Brene Brown says in her best selling book, Dare to Lead: Brave Work. Tough Conversations. Whole Hearts, “Clear is kind. Unclear is unkind.” She emphasizes the importance of clear communication in leadership and the impact that unclear or vague messages can have on individuals and teams.
6) No Recognition or Rewards
Recognizing and rewarding team members for their hard work is essential for keeping them motivated and engaged. When team members feel unappreciated, they may start to look for other opportunities.
The cost of recognition and rewards is nowhere near the cost of recruiting, hiring, and training due to high turnover. And I’m just referring to the monetary costs. Also consider the stress high turnover puts on other team members and the cost to company morale.
Recognition and rewards not only help retain existing team members, but also play a crucial role in attracting new talent. A culture of recognition and rewards can enhance your company’s reputation, making it a desirable place to work.
Recognizing and rewarding team members for their hard work can also lead to increased collaboration, better teamwork, and higher job satisfaction. They also serve as a form of feedback and show team members that their contributions are important and valued.
It’s important to establish a system of recognition and rewards that is fair, transparent, and aligned with your company’s vision and values. By investing in your team members, you can create a positive work environment, attract and retain top talent, and ultimately achieve better business outcomes.
7) No Professional Development Opportunities
Team members want to feel like they are growing and developing their skills. When they’re not given the opportunity to learn and advance, they may start to feel stagnant and unfulfilled.
Providing opportunities for professional development is another key way to keep team members motivated and engaged in their work. When they feel that they are growing and developing their skills, they are more likely to feel fulfilled and satisfied within their roles. jobs.
Opportunities for professional development can also help your business stay competitive by keeping your team members up-to-date with the latest industry trends and technologies. This can help your business remain relevant and at the forefront of your industry.
In addition to formal training and development programs, there are also low-cost ways to provide opportunities for professional development. Encouraging team members to take on new projects and responsibilities, providing opportunities for mentorship, and offering coaching and feedback are all ways to help your team grow and develop their skills.
8) Little to No Work-Life Balance
In today’s “always on” world, lack of work-life balance can have a significant impact on turnover. With the blurring of boundaries between work and personal time, people are often expected to be available and responsive to work-related demands outside of regular working hours. This can lead to burnout, stress, and a feeling of being overwhelmed.
When your team members feel that they are constantly being pulled in multiple directions, they may start to experience physical and mental health problems. They may also feel that their personal lives are being negatively impacted, leading to decreased job satisfaction and a desire to leave.
No work-life balance can also lead to decreased productivity and performance, as team members may feel fatigued and unable to give their best effort on the job. This can have a negative impact on overall business success.
If you’re a high-achieving business owner, which most of my coaching clients are, I advise you to prevent high levels of turnover by being an advocate for healthy work-life balance. This can include offering flexible work arrangements, encouraging team members to take breaks and unplug from work, and offering extra time off as rewards for exceptional accomplishments.
9) No Sense of Belonging
Team members want to feel like they are part of something bigger than themselves. When they don’t feel connected to the company’s vision and values, they may start to look for a company that aligns better with their own personal beliefs.
Simon Sinek, a leadership expert and author, emphasizes the importance of individuals feeling a sense of belonging. He argues that leaders have a responsibility to create a work environment where people feel valued, supported, and included. When they feel a sense of belonging, they are more likely to be invested in their work, be more productive, and be more motivated to contribute to the success of the company.
In his book, Start With Why: How Great Leaders Inspire Everyone to Take Action, Sinek emphasizes that an environment where team members feel a sense of belonging is a key ingredient in creating a culture of trust, collaboration, and innovation. By creating an environment where people feel valued and included, you can foster a culture of success, high-performance, and ownership among all team members.
Conclusion
Retaining good team members requires a commitment to creating a positive work environment that supports and values them as individual contributors to the success of the business. By addressing these common issues and putting processes in place to ensure that team members feel supported and valued, you can prevent “revolving door syndrome” in your business and build a stable and productive team that sticks with you.
