It is well known that managers are the major factor in employee retention. Our 9 years of research has shown that 70% of employees are 'pushed' out of organisations in Australia and 70% of those leave primarily because of their direct manager's practices. But very few organisations do anything about it and have processes in place for dealing with toxic managers.
You probably have a good idea who your 'toxic' and 'magnet' managers are. The toxic ones lose members of their team because of their lack of ability to connect and engage while the magnets have happy teams with long tenure and high performance.
Your exit interview process is the vital key to discovering your toxic and magnet managers but once you know, what do you do about it?
We'd love to hear how your organisation deals with toxic managers. Do you have any stories of toxic managers? If so, what did you do about it? How do you reward magnet managers? How do you make your managers accountable for retaining their teams?
Wednesday, December 2, 2009
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2 comments:
Our managers have a proportion of their bonus linked to feedback from their team review which is good because it highlights to us when a team doesn't like their manager. We aren't so good at dealing with poor managers yet.....
I have a couple of very 'toxic' managers and I know that their teams are unhappy. The problem for me is that they are technically excellent and very senior so it has been hard to enforce accountability. One of them might do a people skills course but its up to them, not me.
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