Meet Beyoncé and Kim Kardashian’s Secret Weapon: Jenke Ahmed Tailly

The under-the-radar stylist is stealthfully working his magic on pop culture’s most stylish women. 

Jenke Ahmed Tailly is one of the most influential stylists working today. And you’ve probably never heard of him. Which, as it turns out, is precisely how he likes it.

“I like to do my work quietly,” says Tailly, a fashion editor, stylist, and consultant who works with Kanye West, Beyoncé, and most recently, Kim Kardashian. “I don’t really like to put myself at the front.” In an age where stylists often share the spotlight alongside celebrities—booking lucrative hosting gigs and cultivating robust social media followings—Tailly is becoming an increasingly rare breed. “I only just joined Instagram recently,” says Tailly. “All of my friends were yelling at me because I haven’t posted anything yet or accepted any followers.”

But Tailly is reassuring proof that you don’t need to be a skilled self-promoter to make it big in the fashion industry. The stylist, who is Ivorian and Senegalese and now splits his time between Paris and New York, says he always found fashion “fascinating,” and credits his stylish mother with inspiring his sense of style. “Fashion was part of the culture I grew up with,” says Tailly. Though he may have been interested in fashion from a young age, Tailly’s path to success wasn’t exactly a straight line: He went to school for marketing, and worked retail jobs on the side at Barney’s and Chanel. Next came a two-year stint as a model (he was shot by the legendary Annie Leibovitz), and then a few years spent, alternatively, as a marketing director, fashion editor, and stylist. But his big break came in 2011, when L’Officiel Paris asked him to help style and creative direct their 90th Anniversary issue. “I told them I wanted to put a black girl on the cover,” says Tailly. “After 90 years, they only had two black girls on the cover, and I said I would really like the future to be more diverse. We were thinking Halle Berry or Beyoncé. And I said, maybe I can get Beyonce to do it because I am really good friends with her husband’s lawyer.” Surprisingly, the tenuous connection worked: “I sent my idea to Bey and she loved it,” says Tailly.

The shoot was a success, though it wasn’t without its controversy—one of the images, in which Beyoncé’s face is darkened, prompted some to criticize the magazine for what they perceived to be blackface. Tailly was undaunted. “She is portraying a Moor queen and they wore face paint,” explains Tailly. “This is part of our African heritage. It’s not blackface.”

Promoting diversity in the fashion industry is a cause close to Tailly’s heart. “I’m flabbergasted when I go to a fashion show and I don’t see a black model or an Indian model or an Asian model or anyone of color in the front row,” says Tailly. “It’s 2015, brands should take the memo. The buying power of those minorities is enormous—why are we still not represented enough?” While fashion is slowly becoming more diverse, it’s still remarkably white-washed—and one reason for the glacial pace, posits Tailly, is that the focus has solely been on changing front-facing fashion professionals (ie. models) rather than the industry as a whole. “The more diverse people working behind the scenes in fashion who have the power to book models, the more diverse faces we’re likely to see in magazines,” says Tailly. “As a black person, when I collaborate with a magazine, I’m more likely to want to book a black model. It’s a delicate subject but I think it’s natural to gravitate towards a model that looks like you, that you can relate to. So if you’re blond-haired and blue-eyed, you’re probably more likely to book a model that looks like that too.”

Tailly’s passion for celebrating diverse beauty, and his knack for creating strong, impactful looks, impressed Beyoncé, who asked him to become her creative director shortly after the shoot. “It felt natural because I wasn’t campaigning for any kind of job,” says Tailly of the unexpected proposition. “I just wanted to create a beautiful shoot.” The two collaborated for three years, including on her influential fourth album 4, before amicably parting ways. “We’re still friends,” says Tailly. “But I needed to be freelance again.”

It was during his tenure as Beyoncé’s creative director that he met and fell in with his next big-name clients: Kanye West and later, his wife Kim Kardashian West, whom he now regularly styles. “I started working with her after I met her and realized she is such a lovely person,” says Tailly, who is responsible for putting Kardashian-West in that super-chic-yet-flammable Proenza Schouler number for the CFDAs. “Being African, I particularly find her body proportions so beautiful. But also, like Beyoncé, Kim is a perfect example of a person who is so internally beautiful, with such great values and work ethic.”

Tailly takes styling his celebrity clients very seriously, and is dedicated to making sure each persona is captured in every look. “With Kim, every time we work together we discuss, we meet,” explains Tailly, of his process. “It’s really important to me to really understand the subject I’m working for. I need to understand who you are, what you like, what kind of a woman you want to be, and with Kim, it’s: how do you move the woman power narrative forward? I’ll also ask: what’s your favorite movie? What books do you read?” Then Tailly begins his research, which might have him examining the evolution of women’s dress codes or “finding out what Simone de Beauvoir wore when she wrote The Second Sex.” He and his team assess all of this information and disparate influences and create mood boards to further define what kind of woman they’re after. Only then do they look at the collections to see what items and silhouettes might fit.

As for Kanye West’s reputed role in Kim’s sophisticated style makeover, Tailly says he’s not as involved as everyone thinks. “People think he dictates what she wears, but that’s not the case,” says Tailly. “I think the person she loves to please first is her husband. So his opinion does matter—he might suggest something or give us an opinion about something we’re not sure about—but she knows what she likes.”

“And she knows what her husband likes,” he adds.

Source: https://www.elle.com/fashion/a29091/kim-kardashian-stylist-jenke-ahmed-tailly-profile/

101 Ways To Make Money in Africa – Business Ideas and Success Stories That Will Inspire the Entrepreneur in You!

Finding a Job

Top 9 CV mistakes

1. Spelling and grammatical  mistakes

“Hope to hear from you shorty” , “I’m intrested to here more about that”.

Spelling mistakes is the number 1 eliminator of all applications. It says a lot about your attention to detail, your passion for presentation and commitment to service delivery levels. Always use a spell check and if possible ask an objective person to go through your CV to ensure there are no spelling mistakes.

2. Lack of specifics

“Worked with hotels/ managed projects/ was in charge of sales”

No numbers or quantifiable information to gauge targets or results.

3. Leaving out important information

No contact details, incorrect contact information

“I leave that phone with my mum, wife, cousin etc.”

4. Poor formatting

Recruiters spend an average of just 8.8 seconds reviewing each CV that they receive. Layout, inconsistent font size, lack of clarity in the information presented will eliminate your CV from the “yes” pile

5. Listing basic requirements under “Skills”

“Microsoft WORD”, “Can speak and write English fluently”.

Just know if you are invited for interview, your linguistic ability will be assessed as a requirement of the role you are applying to do.

6. Lies

7. Too many jobs over a short period of time.

Listing a number of jobs you have done is not a bad thing, it is good to list all jobs you have done during your career, but having too many jobs over a short period is a warning sign to recruiters. Maybe you have a reasonable explanation for “job hopping”, but unless you explain the reasons for your short term moves potential employers are likely to think there’s something wrong with you or your work ethics.

8. Overinflating responsibilities in the positions held.

9. Unrelated skills

When applying for a specific role, e.g Vacancy clearly states – Manager minimum 5 years of experience, CPA mandatory. The applicant is a Graduate with one-year experience and states “CPA, in progress”.

10. Inserting your peers as references in your CV.

5 Outrageously Creative CVs That Got Them Hired

In the sea of talent, you want to stand out. And in the initial stages of your job applications, that means and impressive CV.

Templates, fancy formatting, and creative design ideas are readily available on the internet, so it seems like no matter how creative you get, someone’s probably done it before. So what do you do to beat the crowd?

Here are 5 ultra creative CVs that have caught the public – and employers’ – eyes:

1. Chocolate Bar CV

Australian Renata Chunderbalsingh decided to break into the business industry with a résumé presented as a chocolate bar. Relevant details like her skills and attributes were written as nutrition information. Her efforts have been reportedly successful, securing her interviews and offers.

Bribed or impressed? You decide.

2. Sewed Résumé

To show her passion for the needle and thread, designer Melissa Washin created resumes sewn and printed on various patterned fabrics. She crafted her CVs in college, when she anticipated having to secure a job upon graduation. The result was something eye-catching, tactile, and made with passion and love.

It worked, and got the first job that she really wanted. Effort pays off!

3. Google Maps CV

The rise of tech and tech savviness allows jobseekers to be creative, and Ed Hamilton – copywriter and creative director – took it to the next level with his Google Maps CV. The details are concentrated in the Google Maps pins, which also provide important locations such as his home address, university, plus previous jobs and experiences.

4. Amazon.com CV

In the age of online platforms for just about anything, Philippe Dubost, a French web product designer, went viral with his CV modeled after an Amazon.com product details page, populating it with his personal and professional information. He even included ‘reviews’, ‘product dimensions’, and ‘worldwide international shipping’.

He reportedly received 150 job offers and ultimately went to work with New York-based startup Birchbox.

5. Super Mario CV

Interactive CVs are the craze. Animator and designer Robbie Leonardi designed an eye-catching Super Mario-inspired online game to showcase his personal and professional details, as well as his creativity and technical skills!

His CV has won him several awards,

Granted, how crazy you can go with your CV depends heavily on your industry’s attitude and the overall work culture. Creative jobs welcome creative documents, but if you’re applying for something more austere like accounting, maybe things like ‘analytical’ and ‘attention to detail’ in regular bullet points might be more attractive to your prospective boss.

Regardless, these creative CV crafters certainly deserve some admiration and a pat on the back for being able to make a traditionally sober document into a memorable work of art.

*****

Think your CV got you your job? Tell us your tale with an anonymous interview review, and find out how others fared!

Source: http://www.officeparrots.com/single-post/2016/12/22/5-Outrageously-Creative-CVs-That-Got-Them-Hired

Scrub These Words And Phrases From Your Resume Right Now

We’ve all heard the saying, “You’ll never get a second chance to make a first impression.” This is perhaps most true when it comes to your resume. While many companies use screening software to screen resumes, recruiters are largely the first people you need to impress.

“The language or content of a resume can definitely tank a job seeker’s chances of landing their dream job,” says Jamie Hichens, senior talent acquisition partner at Glassdoor. “You have a limited amount of time to catch a recruiter or hiring manager’s eye–use it wisely.”

Filling precious resume space with verbose language or overused buzzwords can certainly backfire. So we tapped a group of HR and resume experts to give us the inside scoop on some of the most common words and phrases to avoid. Scan your CV to make sure you’re not guilty of including any of them.

1. “UNEMPLOYED”

“Your employment dates already show if you’re unemployed–you don’t need to highlight it,” says Hichens.

2. “HARDWORKING”

“We hope you are a hardworking individual who shows up to work on time and is self-motivated, but you don’t need to call it out,” she adds.

3. “AMBICIOUS”

“Misspelled words [like this one] should never appear on your resume,” says Elizabeth Harrison, client services manager and senior recruitment partner at the recruiting firm Decision Toolbox. “Read your resume numerous times, print it and take a pen to it and have someone else read it. One misspelled word can completely eliminate an otherwise strong candidate from consideration because it demonstrates lack of attention to detail.”

4. “MICROSOFT OFFICE”

“Popular resume templates and HR pros prompt job seekers to include a list of strategic skills on their resume,” says Glassdoor expert Eileen Meyer. “From Java to Final Cut Pro, speaking Arabic to spearheading 150% growth, be sure to include not only the relevant skills that make you a perfect fit for the role, but also the skills that make you stand out. Take note, command of Microsoft Office is not a skill. It’s a given.”

5. “OBJECTIVE”

“Is your career trajectory pretty straightforward and lacking major gaps between jobs? Then you probably don’t need an objective statement,” contends Glassdoor writer Caroline Gray. “If your resume is self-explanatory, there’s no need to take up valuable space with anything that’s redundant. Also, if you’re submitting a cover letter with your resume, that should be more than sufficient in addressing your objective for your application.

6. “SYNERGY”

“Words like ‘synergy’ and ‘wheelhouse’ are completely overused lingo,” insists Hichens. Steer clear.

7. “REFERENCES AVAILABLE UPON REQUEST”

Having “references upon request” at the bottom of your resume is a sign that a candidate is overeager. If a recruiter wants to call to know more about you, they will reach out directly. There is no need to point out the obvious. As one HR expert said, “everyone assumes we want references, but honestly, we can ask.”

8. FIRST- AND THIRD-PERSON PRONOUNS

“Talking in first or third person reads weird–did someone write your resume for you? Just state the facts,” says Hichens. Avoid “I,” “me,” “she,” “he,” “her,” and “him.” For example, write, “Led a team of four,” not, “I led a team of four people” or “Jamie led a team.”

9. “ROCKSTAR”

This term, says Jennifer Bensusen, technology lead and senior recruitment partner at Decision Toolbox, has “been overused in the last five years.” Like other cheeky titles that have come into wider use, like “ninja,” it’s best to avoid it–“unless you are truly a singing superstar, applying for a wedding singer or entertainer role that is!”

10. “DABBLED”

Bensusen says not to refer to “technology or systems you have touched or were exposed to but really don’t know.” For example, stay away from sentences like, “. . . a Software Engineer who dabbled with Python in college seven years ago but has been developing in .NET professionally since.” In this case, don’t add Python to your resume if you’re not a pro.

11. “ON TIME”

Again, a candidate being on time is an expectation. “[Instead] craft a well thought out, concise resume with interesting content on accomplishments, KPI success or significant highlights with bullets on what you did,” advises Bensusen. “Did you create efficiencies that saved the company big bucks? Did you hire a stellar team that accomplished world peace?”

12. “EXPERT”

“Stay away from the word ‘expert,’ unless you truly are,” says Bensusen. Otherwise, “be prepared to be peppered with questions regarding your expertise.”

13. “CAN’T” OR “WON’T”

Negative words should not be included in a resume. “Resumes should demonstrate what you can do and not what you can not do,” says Harrison.

14. “ACCOMPLISHED”

Instead of saying you’re accomplished, show it. “Accomplishments are currency when it comes to resumes,” says Anish Majumdar, CEO of ResumeOrbit.com. “The more you have, and the more applicable they are to the job you want, the greater your perceived worth. This can have a big impact not just on whether you receive an interview, but how much you’re ultimately offered. Front-load the accomplishment, then describe how it was achieved.”

Nicole Cox, chief recruitment officer at Decision Toolbox, adds to that advice: “Substantiate your accomplishments with numbers,” she says. Some recruiters prefer to see actual numbers (such as “cut manufacturing costs by $500,000”), while others prefer percentages (“cut manufacturing costs by 15%”). Either way, provide enough context to show the impact. If your objective was to cut manufacturing costs by 10%, make it clear that you exceeded the goal.

Majumdar gives this example, which explains not only what you accomplished but how: “Improved customer satisfaction 30% within nine months through re-engineering support processes and introducing new training materials to staff.’”

15. “STAY-AT-HOME PARENT”

“Personal information about age, relationships, or children can expose you to discrimination,” warns Cox. “Employers aren’t allowed to ask for that kind of information, and you shouldn’t offer.” As Harrison notes, “These items do not pertain to the qualifications of an individual for a position.”

16. “RESPONSIBLE FOR”

“Often, careerists will write, ‘Responsible for’ at the beginning of a statement,” says expert resume writer Jacqui Barrett-Poindexter, even “when a more powerful lead-in would” be better. “Instead of ‘seasoned sales management executive,’ write, ‘regional sales manager for largest revenue-generating area, exceeding competitors by 25–55% in revenue growth, year-over-year,’” she advises. “In other words, strengthen the story through muscular verbiage and results. Lead with strength and energy.”

17. “RESULTS-ORIENTED”

“While many other words are misused or diluted by overuse, these are the weakest and most abused,” says Barrett-Poindexter. “If your resume language or content is weak, unfocused, [or] rambling, you can obliterate your chances of landing that dream role.”

A version of this article originally appeared on Glassdoor . It is adapted and reprinted with permission.

Source: https://www.fastcompany.com/3068095/scrub-these-17-words-and-phrases-from-your-resume-right-now

How to avoid the seven most common CV mistakes

Your CV is your ticket to interviews and job offers, so it needs to be immaculate from start to finish. It only takes one mistake for a recruiter to start doubting your credibility, so you must ensure that your CV is error-free. Here are the most common mistakes recruiters see, and how to fix them:

Not doing your research

Before you write a single word, browse through plenty of relevant adverts and compile a list of the most in-demand candidate requirements. Then you will know exactly what skills and knowledge will grab the attention of busy recruiters.

Poorly-structured job descriptions

Your recent roles will be heavily scrutinised by recruiters, so it pays off to make them easy to read and understandable. A role that is presented as one huge chunk of text, with no logical structure, is unlikely to impress readers or describe your work properly.

Start your roles with a brief intro that describes the company you work for, where you sit within the hierarchy and what the overall goal of your role is. Then bullet point your responsibilities to show the work you carry out and showcase your skills and output. Finish your role off by highlighting some impressive achievements you have made during your time in the position.

Not showing your impact

It’s important to show the work you carry out, but it’s even more powerful to show the impact your work has on your employers. Without highlighting the results you have achieved in your previous roles, you are missing a big opportunity to prove the value you can offer an employer.

For example, a sales candidate may list skills such “relationship building, cold calling and networking” but without results, those actions are pointless. They should elaborate to explain that these activities “have led to growth in clients, sales and profits” for their employer. By using results to prove your impact, you will give hiring managers tangible reasons to hire you.

Generic cliches

“Hard-working team player.” “Innovative forward thinker.” “Go-getting people person.” These types of cliched terms may sound impressive, but they are damaging to your CV. The problem with cliched phrases is that they are hugely overused and they don’t tell readers anything about you.

If you want recruiters to know that you are a hard-working team player, then prove it by using examples of the results you have achieved in team settings. This method will add more context to your message and give readers a much better understanding of your work.

Too much information

Recruiters read scores of CVs every day and work to tight deadlines, so they are often pushed for time. If your CV is seven pages long and crammed with every detail of your career, it will not be appealing to read.

Limit your CV to two pages in length and only include information that is relevant to the jobs you are applying for. If your CV is coming in too long, check each point and ask yourself: “Will this persuade a hiring manager to interview me?” If the answer is no, then remove or reduce that point.

Lots of candidates have periods of unemployment, it’s not necessarily a negative. However, if you don’t explain the reasons for a gap in employment, it will leave recruiters with the impression that you simply haven’t been doing anything. If you’ve taken some time out between roles, be transparent and explain why. Maybe you’ve done some travelling, maybe you’ve been studying or even working on a personal project. Show employers that you are pro-active and haven’t been wasting your time. If you’ve had any long periods of time out because of sickness, don’t be embarrassed to include it; a good employer will not discriminate against you.

Lies

A third of job seekers lie on their CV – but embellishing your achievements, such as fictitious work experience or improved exam results, is not advised. Diligent recruiters will investigate facts that don’t add up, and if you get caught telling fibs you will be out of contention for that role, and probably all future roles in that person’s remit. Even if you do manage to trick your way into a role on the back of an exaggerated CV, you will probably struggle to perform to the expectations you have set once you start.

Andrew Fennell is an experienced recruiter, founder of CV writing service StandOut CV and author of How to write a CV.

Source: https://www.theguardian.com/careers/2017/apr/03/how-to-avoid-common-cv-mistakes

Integrity – It matters!

There was once a Chief with more than ten thousand goats, more than one hundred thousand cows and more than one million acres of land. He lived in a palace made of gold and precious stones and had many wives.

He was the happiest he could be but one thing he did not have was a heir. He knew if he did not leave a heir to inherit his kingdom, upon his death his fortune and his beautiful wives would perish.  He decided to find a heir among his people.

Thousands of children from across the kingdom came to the palace and were surprised when the Chief exclaimed that he was going to choose one of them.  He gave them all a seed.  They were to go home to their villages, plant the seed in a pot and tend it for a year.  When they returned after a year, the Chief would judge their efforts and choose his successor.

There was a boy named Modise who also received a seed and returned to his village.

His mother helped him to choose a pot and put some soil into it.

Modise watered his pot every day.

Once a week, the children of the village would get together to compare their plants.  After a few weeks, there were signs of life in all but Modise’s pot.

The weeks passed and Modise continued to water his pot every day.

After a few months, the pots really came to life.  Some had trees starting to grow, some had flowers and some had leafy shrubs.  Modise still had nothing growing in his pot, leading the other children to make fun of him.

Modise continued to water his pot every day.

A year passed and it was time to return to the palace to show what had grown and decide on the new heir.

Modise was very sad that his pot still showed no signs of life.  “What if they punish me?  They won’t know that I’ve watered it every day, they’ll think that I’m lazy.”

His mother explained that whatever the consequences were, he had to return and show the Chief his barren pot because those were the instructions given by the Chief.

Modise and the other children entered the palace gates and into the palace gardens.  By now, some of the plants were looking magnificent and the children were wondering which one the Chief would choose.

Modise was embarrassed as other children looked at his lifeless pot and whispered and pointed.

Suddenly they could hear the sounds of the palace trumpets announcing the arrival of the Chief.

The Chief came out and started to make his way through the crowd, looking at the many impressive trees, shrubs and flowers that were on display. Before him was a spectacular scenery of colors and rich, plump leaves. The children all puffed their chests out and tried to look as regal as possible, hoping that they would be chosen as the heir to the kingdom.

Finally the Chief came to Modise.  He looked at the pot then he looked at Modise.

“What happened here?”  He asked.

“I watered the pot every day, but nothing ever grew,”  Modise whispered.

The Chief was silent and moved on to the front of crowd.

He stood in front of the children and asked them all to sit down.

The Chief held up Modise’s pot for all to see and the other children laughed.

Then the Chief began to speak: “One year ago, I gave each one of you a seed. What you did not know was that each seed had been boiled and was a dead seed. It was absolutely impossible for any of them to grow. Modise is the only one who had courage and integrity. He did not substitute it with another seed like the rest of you did. Therefore, he has shown the values that I was looking for, courage, honesty and integrity.  Modise is my chosen heir and I know he will rule this kingdom with conscience.”

13 Traits Of People Who Have True Integrity, Do You Have Them?

Integrity is one of the most significant characteristics. But what does it mean? Some people think it represents behaving in the right way, whereas other people think it is doing the right thing, when you are not watched by other people.

True integrity indicates doing the right thing for the benefits of the society, not for yourself. It means to be honest and to possess high moral principles.

People, who have string true integrity, are rare. Even though their number is still small, they possess these 13 personal characteristics.

13 PERSONAL CHARACTERISTICS OF PEOPLE WITH TRUE INTEGRITY

1. They are unique

They are authentic; they never lie and they are not fake.

2. They do not take advantage of other people

They never take advantage of other people. They want to help to other people in need. Taking advantage of other people will never be a trait of people, who have true integrity.

3. They try to see the best in other people

They always try to find the best in other people. They do this, because they think that there are a lot of people like them, with true integrity. Therefore, if you try to take advantage of them, they will remove them from their life immediately.

4. They believe in other people

They believe in what other people say. They do not accept lies. If someone lies them once, they will never listen to their word again.

5. They always apologize first

Whenever they have done something wrong, they always apologize. They admit their mistakes and try to do things the right way.

6. They help other people whenever they can

They love helping other people. Their life is meaningful, when they think they have done something good to others.

7. They are kind to people in need

Kindness is a characteristic of people with true integrity. They try to brighten other people’s life, whenever they can.

8. They are very humble

They are not aware of their own worth. They try to do good to other people, so there are now aware of their value. Other people should remind them of their worth.

9. They are aware when something bothers someone

They are very intuitive and what is going on. If someone feels down, they notice it. They will try to do everything to cheer them up.

10. They do not take part in argues

They always try to discuss things in a polite way. In fact, they tend not to argue about trivial things. This is the reason why they are respected by other people.

11. They are honest

They are very honest and do not like when other people lie to them.

12. They credit people who have deserved it

They do not give credit to something they did not do. In addition, they always give credit to people, who have deserved it. If you have helped them, they will give credit to you.

13. They appreciate other people’s time

Not only they appreciate their time, but they also appreciate other people’s time. They will not hold you when they know that you have other responsibilities. They appreciate the time you have spent with them.

If you are among the people with true integrity, you should be thankful for it. You are very different from the other people, so be proud of yourself.

Source: http://fullyawaremind.com/traits-of-people-who-have-true-integrity/

9 bad manager mistakes that make good people quit

It’s pretty incredible how often you hear managers complaining about their best employees leaving, and they really do have something to complain about — few things are as costly and disruptive as good people walking out the door.

Managers tend to blame their turnover problems on everything under the sun, while ignoring the crux of the matter: people don’t leave jobs; they leave managers.

The sad thing is that this can easily be avoided. All that’s required is a new perspective and some extra effort on the manager’s part.

Organizations know how important it is to have motivated, engaged employees, but most fail to hold managers accountable for making it happen.

When they don’t, the bottom line suffers.

Research from the University of California found that motivated employees were 31 percent more productive, had 37 percent higher sales, and were three times more creative than demotivated employees. They were also 87 percent less likely to quit, according to a Corporate Leadership Council study on over 50,000 people.

Gallup research shows that a mind-boggling 70 percent of an employee’s motivation is influenced by his or her manager. So, let’s take a look at some of the worst things that managers do that send good people packing.

They overwork people

Nothing burns good employees out quite like overworking them. It’s so tempting to work your best people hard that managers frequently fall into this trap. Overworking good employees is perplexing; it makes them feel as if they’re being punished for great performance. Overworking employees is also counterproductive. New research from Stanford shows that productivity per hour declines sharply when the workweek exceeds 50 hours, and productivity drops off so much after 55 hours that you don’t get anything out of working more.

If you must increase how much work your talented employees are doing, you’d better increase their status as well. Talented employees will take on a bigger workload, but they won’t stay if their job suffocates them in the process. Raises, promotions, and title-changes are all acceptable ways to increase workload. If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.

They don’t recognize contributions and reward good work

It’s easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all. Managers need to communicate with their people to find out what makes them feel good (for some, it’s a raise; for others, it’s public recognition) and then to reward them for a job well done. With top performers, this will happen often if you’re doing it right.

They fail to develop people’s skills

When managers are asked about their inattention to employees, they try to excuse themselves, using words such as “trust,” “autonomy,” and “empowerment.” This is complete nonsense. Good managers manage, no matter how talented the employee. They pay attention and are constantly listening and giving feedback.

Management may have a beginning, but it certainly has no end. When you have a talented employee, it’s up to you to keep finding areas in which they can improve to expand their skill set. The most talented employees want feedback — more so than the less talented ones — and it’s your job to keep it coming. If you don’t, your best people will grow bored and complacent.

They don’t care about their employees

More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human. These are the bosses who celebrate an employee’s success, empathize with those going through hard times, and challenge people, even when it hurts.

Bosses who fail to really care will always have high turnover rates. It’s impossible to work for someone eight-plus hours a day when they aren’t personally involved and don’t care about anything other than your production yield.

They don’t honor their commitments

Making promises to people places you on the fine line that lies between making them very happy and watching them walk out the door. When you uphold a commitment, you grow in the eyes of your employees because you prove yourself to be trustworthy and honorable (two very important qualities in a boss). But when you disregard your commitment, you come across as slimy, uncaring, and disrespectful. After all, if the boss doesn’t honor his or her commitments, why should everyone else?

They hire and promote the wrong people

Good, hard-working employees want to work with like-minded professionals. When managers don’t do the hard work of hiring good people, it’s a major demotivator for those stuck working alongside them. Promoting the wrong people is even worse. When you work your tail off only to get passed over for a promotion that’s given to someone who glad-handed their way to the top­­­­­­­, it’s a massive insult. No wonder it makes good people leave.

They don’t let people pursue their passions

Talented employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction. But many managers want people to work within a little box. These managers fear that productivity will decline if they let people expand their focus and pursue their passions. This fear is unfounded. Studies show that people who are able to pursue their passions at work experience flow, a euphoric state of mind that is five times more productive than the norm.

They fail to engage creativity

The most talented employees seek to improve everything they touch. If you take away their ability to change and improve things because you’re only comfortable with the status quo, this makes them hate their jobs. Caging up this innate desire to create not only limits them, it limits you.

They don’t challenge people intellectually

Great bosses challenge their employees to accomplish things that seem inconceivable at first. Instead of setting mundane, incremental goals, they set lofty goals that push people out of their comfort zones. Then, good managers do everything in their power to help them succeed. When talented and intelligent people find themselves doing things that are too easy or boring, they seek other jobs that will challenge their intellects.

Bringing it all together

If you want your best people to stay, you need to think carefully about how you treat them. While good employees are as tough as nails, their talent gives them an abundance of options. You need to make them want to work for you.

Dr. Travis Bradberry is the award-winning co-author of the No. 1 bestselling book, “Emotional Intelligence 2.0” and the co-founder of TalentSmart, the world’s leading provider of emotional intelligence tests and training, serving more than 75 percent of Fortune 500 companies.

Source: https://www.cnbc.com/2018/02/13/9-bad-manager-mistakes-that-make-good-people-quit.html