Sorry to startle you. Those two words…I quit…are rarely good for a manager or leader to hear. It often sends a business or ministry into a tailspin until another person can be found, trained, and brought up to a level of proficiency for the job at hand.

Our friend Steve Gutzler recently revealed that about 65 percent of the people who quit their jobs do so because of their leader or manager. Ouch. That should give us the desire to look at ourselves and how we are leading others.

Gutzler, who is a leadership expert and mentor, mentions five kinds of leaders whom people have a tendency to quit.

  • Leaders who act superior
  • Leaders who are inconsistent
  • Leaders who lack vision
  • Leaders who lack energy
  • Leaders who are insecure

If we are honest, we may identify with one or two of these traits at some time in our leadership role. Certainly, acknowledging weaknesses in our leadership is a good first step, but we need to be proactive and do something about these shortcomings if we want to retain the people God has sent to our ministries. Gutzler has some suggestions there, too. Here are a few:

  • Level up your leadership. Commit to personal growth.
  • Value people. Put a high value on those who will work WITH you…not FOR you.
  • Be open for growth. Have a teachable spirit and listen to the input of your team.
  • Lead by example. Communicate your culture through your own behavior and actions.
  • Create a culture of appreciation. Look for people’s values and express appreciation for them.

That last point is critical. Dr. Gary Chapman, who has been with our MEDIAlliance leaders on several occasions, has written a book on showing appreciation in the workplace. He and his co-author, Dr. Paul White, point out that about 60 percent of the workers in the workplace don’t feel appreciated. That seems to correlate with the 65 percent that quit their jobs because of their boss or manager. Showing appreciation is a critical component of how a worker values their time on the job and their desire to help the organization achieve its goals.

One expert said about this important leadership element, “Appreciation is most impactful when communicated regularly, delivered personally, and perceived as authentic.”

The apostle Paul was good about sharing praise for his fellow workers in God’s vineyard. And he communicated that to others.

Fix your thoughts on what is true, and honorable, and right, and pure, and lovely, and admirable. Think about things that are excellent and worthy of praise.

Philippians 4:8 NLT

Then Paul followed through by giving thanks and praise to others. A good pattern for us.

The Lord has placed valuable people on your team. Do all you can to lead and encourage them in a way that both pleases the Lord and keeps those valuable people excited to be serving alongside a great leader.

God’s best,