Outdated management styles force employee resignations
The way people want to work is changing fast, and managers who fail to listen to the needs of their staff are courting disaster
Nearly half of employees (42%) who quit their jobs do so because of disagreements with management styles that they see as outdated and unhelpful, according to a new survey.
The report by BT Business is a wake-up call for managers who still insist on practising ‘presenteeism’ – i.e, standing over workers and monitoring their work in situ. In ignoring the power of modern communications technology to make personal working styles more flexible and attuned to individual needs, this old school approach is not seen as helpful by today’s workers. Most importantly, 25% of employees say that it has no bearing whatsoever on their career prospects or development.
It’s crucial for morale and business success that bosses get on board with new developments in IT & telecoms and that they listen to the needs of their staff. Robin Mackenzie, Marketing Director of BT Business says,
"Things have to become much more collaborative and trusting, and managers then have to trust their people to then deliver on the things that they’re there to do. The second thing is to make sure that you use the solutions and technologies available to you – we are now, in this modern age, always available for contact. It’s about building a new communications style that works for both parties."
Professor Mike Bourne of the Centre For Business Research at Cranfield University School of Management has been party to studies that proved that staff who are developed and managed well perform better, and so do their organisations. Bourne says,
"Trust is absolutely important. That comes from communicating very clearly and very precisely with people who work for you. The other two things that are really important are that people know exactly what’s required from them at work so they know whether they’re doing a good job or not, and that their company – and their boss in particular – is concerned about their future and their development."
Managers need to learn not to focus on the processes their employees use to achieve outcomes, but rather on the outcomes themselves. A little monitoring may still be required, but bosses need to adjust to the idea that what really counts is end results.
New technology, now available to all, means that wherever you are, you can access your business. For example, conferencing technology means you can have a meeting with anyone who needs to be there, at any time. These new tools give employees more control over their working lives, and managers who use them to build trusting relationships with their staff are taking significant steps towards building future success for their businesses.
To hear more from Professor Mike Bourne and Robin Mackenzie check out their podcast.