How to Lose an Employee in 10 Days

How to Lose an Employee in 10 Days


I read an article in Business Insider that included a list of the 10 most common ways managers alienate employees.  After making the investment in hiring your employees, the last thing you want to do is lose them quickly.  The first step to prevention is knowing what signs to look for that could trigger trouble.  So, here are ten signs to watch for so you can prevent big problems later:

  1. Managers are not trained on how to coach
  2. Any and all feedback is given only in an annual review
  3. Performance data is hoarded
  4. Everything’s a secret, especially the numbers
  5. Managers are not connected to company goals
  6. Engagement surveys are not conducted
  7. If an engagement survey was done, the results are ignored
  8. Managers have no accountability for results
  9. All negative conversations are avoided
  10. Employees are never, ever recognized for good performance

Luckily, doing the opposite is a sure-fire way to retain great people now and in the future.  And if you and the members of your management team are doing one or more of these 10 things, there is hope to change!

So how do you change? Start with open and honest communication.  It is the key to all relationships, whether business or personal.  Make a mistake?  Letting your team know that you’ve missed the mark in the past, see it now and are taking steps to correct it goes a long way.  In fact, “The Apology” is the first step to taking a business from the start-up free-for-all mode into an adult business.

Here are the core elements of “The Apology”:

  1. Admitting a mistake or failure occurred and you are responsible
  2. Acknowledging respect and admiration for your team
  3. Recognizing this is a transition from fuzziness and drama to a structure of clarity, standards, outcomes and results
  4. Diagnosing that high-performance machines require optics and measurement, and that lack of measurement was the root cause of the current situation
  5. Ask for help in identifying the obstacles to success so a dashboard can be created to provide feedback and accountability

I’ve personally had to do “The Apology” after our company tripled in one year and the following year came apart at the seams.  After we put our dashboards in place, our productivity per person tripled.

Many times, the difference between failure and success is the willingness to have an awkward conversation.  It requires courage but offers tremendous

Dixie Agostino – Founder and CEO of Switchgear Search & Recruiting