Do These and Your Company’s Reputation Is At Stake

Talent retention has received lots of attention these recent years. Companies are doing all they can to make their human assets stick with the company for as long as possible. Maybe you are already taking actions to retain people but yet your members are showing discontent, producing sub-quality work, leaving the company one after the other etc. If any of the case happens for you, check that you or your leaders/management are not doing any of the three No-No below. It has a lot to do with Autonomy.

1. Tie employees down with bond

Just recently, one of my friend told me what a company did to retain it’s people. Let’s call that Company A. They made their all employees sign a three-year bond. No doubt, this is an immediate and effective way to reduce turnover but going beyond that, the bad side of it is that it irks employees.

Daniel H. Pink, through his decades of scientific research, has narrowed out that one of the factors that motivates employees is Autonomy. By tying down your employees with a bond, the Autonomy that humans strive for is taken away from them. This gap that your employee feels will only take your company further and further away from the higher productivity, innovation, great customer service and other better results that your business wants to possess.

2. Enforce, instead of asking for feedback

In a thriving work environment, suggestions should be well-received from all levels of an organization. If decisions are made without input from the ground level, unhappiness is bound to happen and will linger among your people for a long time.

In a company, if the things that employees do or follow always comes from the directions given by the management, the rule of Autonomy has broke, again. It could be as simple as negating suggestions/feedback from the staff on ways to improve, the way to make a project work well or how to solve issues and etc. Instead of listening, gathering comments and collectively decide on matters, when leaders pass down orders without considering all perspectives, employees would feel that have no value in the company. With that, it’s not too difficult to understand why employees wouldn’t do their best to help the company succeed.

3. Micro-manage

What exactly is micro-manage? When a leader closely control what their team members do – That’s micro-manage and if your company has managers (or higher authorities) doing it, you are most like to face high turnover. As mentioned above, it is human’s inherent nature to crave for autonomy.

No doubt, micro-managing allows the leaders to follow closely on the progress. But that’s the only benefit. Period.

Over a period of time, it will be tiring and stressful for leaders. They need an update on everything and want to be in control but there’s a limit to how much one can handle. It is equally unhealthy for employees as the need to constantly provide updates occupies a significant amount of time which they could use on more productive areas. Besides, employees’ morale will dip as there is no trust from the higher level in their competence.

Some of the signs of a micro-manager are:

  • You always want to correct whatever your team members did
  • You are never satisfied with the work that your people has delivered
  • Your comments to the team frequently includes “You should do…”
  • You always ask for email update or to be cc’d on emails

Is your company or any other company you know of practicing at least one of the above? Stop them because it is detrimental to the reputation and performance of the company. Employees are the first level of ambassadors for the brand and image of your business. If any of the three No-No happens, I can assure you that no employees would speak good about your company. It’s never too late to take actions and turn your workplace into one that promotes Autonomy, a driver for employee retention.

There are many healthy ways a company could used to retain their people. It’s a matter of knowing, understanding and observing what works for the organization. And if you do it through data-backed ways coupled with successful change initiatives that are executed with a proven methodology (like what InviPulse provides), your chances of improving employee retention and reducing recruitment costs are likely to happen with the right actions and effort.

PS: Have some burning questions to ask? Drop an email to I answer every email.

Image source: Freepik

Building a sharing culture...Share on FacebookTweet about this on TwitterEmail this to someoneBuffer this page