There isn’t much that demotivates an employee faster than having a bad boss. Chances are good that, at some point in your career, you’ve had a manager that made you want to quit. In fact, in the U.S., the top reason employees leave is because of a bad boss. Up to 75% of those who leave their jobs voluntarily did so because of their manager.

Employees don’t leave companies, they leave bosses.

Don’t Micromanage

No one likes a micromanager. A micromanaging boss makes employees feel like they’re not trusted to do their jobs properly. They don’t feel valued and may work less efficiently. Employees may also feel stifled because they don’t feel that they can contribute any new ideas.

If employees are required to submit very frequent reports to their manager, they’re wasting time they could be spending on their actual tasks. In addition, the manager is wasting their own time by micromanaging their employees’ jobs instead of focusing on their own.

Have Clear Expectations

A failure to clearly communicate expectations and deadlines can also leave employees frustrated. Any employee that doesn’t understand exactly what is expected of them will be less engaged. They will also fail to meet the unspoken expectations of the boss, frustrating everyone.

Managers should clearly explain all aspects of a task or project, including timelines and overall goals. Employees shouldn’t need to guess what a boss wants of them. With clear goals in mind, employees can focus on their work comfortable that they understand everything.

Don’t Play Favorites

It’s human to have preferences. When those preferences affect who gets promoted and who doesn’t, it can leave other employees feeling bitter and undervalued. Some managers like to promote their friends while others have biases (unconscious or otherwise) against certain groups of people.

Whatever the reason for the favoritism, it’s important not to let it guide employee advancement. Just because a person is a good friend doesn’t necessarily mean that they are also the best person for a job. Seeing less qualified coworkers promoted over them shows the top candidates that they are not valued by the company.

The company could also be subject to a lawsuit if the favoritism appears to be discrimination.

Give Recognition Where It’s Deserved

It’s important for your employees to feel that they’re valued by the company. If bosses don’t recognize their hard work and contributions, they won’t be as motivated to work hard. Even worse, some bosses may take credit for their employees’ work, further demotivating them.

Employees are the most motivated to work for a company that values their work and input. The best way to communicate that value to them is by having a company culture that recognizes accomplishments. Reward employees for finishing big projects or for landing a big client.

Are you in the market for a HRIS solution to manage employee retention and advancement? Visit our vendor match page to let us help you find the system that best fits your needs.