Watch out – your BEST Employees are planning to leave you

 

HOWEVER, YOU CAN RETAIN YOUR A-PLAYERS.

Almost half of U.S. professionals have thought about quitting their jobs in the past year because of “stifling frustrations at work.”

The survey from The Jack Welch Management Institute at Strayer University, also found that younger professionals, those who make less than $50,000 annually, and those who think their job is at a standstill are among the most likely to say goodbye to their boss.

About 30% of the employees said they are underappreciated, and overworked.

EMPLOYERS CAN PREPARE

As caring employers, we can boost a positive workplace culture through clearer pathways to career advancement, and by offering leadership skills development to employees.

In our ‘business leader’ role, we can also do a better job of recognizing those small wins – thank an employee who turns in a fabulous report or presentation – IMMEDIATELY, and in front of others!

5-MINUTE CHATS

Do you have 5-minute “How are we Doing” conversations with your employees? At least one a week? It is simple, and effective. Just ask: 1) what they are working on; 2) how it is going; 3) and how you can help?

Your employees want genuine feedback, but it doesn’t have to be a BIG deal. A simple, but authentic “thank you” can make an otherwise burned-out employee feel great about their workplace environment. Really; they will go home and tell their spouse and friends!

MORE TO DO, BUT START HERE

Certainly there are many, many more ways to help ensure your A-Players continue to be happy and productive members of your talent team. But a cost-free way to jump start a more ‘results and rewards-driven’ culture can begin by simply recognizing your employees as “people” who like to be told “Nice Job.”

 

I help organizations answer their People concerns, before they become BIG, EXPENSIVE DEALS. Call 404-791-7454 or email Steve.Lovig@gmail.com for a FREE appraisal.

 

 

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Recently, there’s been a lot of focus on developing management skills; we’re told good management skills result in good results. Although this is true, you CAN get extraordinary results from “Ordinary People.”

The secret of people who tend to get extraordinary results is distinguished by the fact that they are not just managers, but leaders.  Those who get extraordinary results tend to be extraordinary leaders.  Let’s see how this can help YOU:

THERE ARE NO ORDINARY PEOPLE

Extraordinary leaders recognize every one of their people, given the right circumstances and challenges, have the potential to produce extraordinary results.  Look for various strengths in your people.

SET THE TONE

Great leaders lead by example.  If you are positive, dedicated, persistent, and goal-oriented, then you will develop this sort of atmosphere within your team.

GIVE YOUR PEOPLE A GREAT REPUTATION

Dale Carnegie outlined principles for perfect human relationships, one of which is “Give people a high reputation to live up to.”  Tell your people what you are trying to achieve, explain the importance of their contributions, train them to be effective, and then invest confidence and belief in them.

USE YOUR COACHING TIME WELL

In his book ‘How to Become a Better Boss,’ Jeffrey Fox suggests you spend 90 percent of your coaching time with your top performers. Don’t assume your top performers need no time just because they are getting results; these people are your gold – treasure them.

GIVE LOTS AND LOT OF RECOGNITION

Almost every study on why people leave jobs or stay in jobs highlights the key role of “Recognition.”  Catch people doing something right; Thank them Privately, then Praise them Publicly.

Evolving from a good manager to an extraordinary leader requires some additional focus.  Doing all of those things that make the people who work for you look and feel good about what they are doing, and modeling the attitude and behaviors you want from them, will result in some great results.

I stumbled across this article from last year, but I apologize; I do not have the original author’s information.  If you know it, please let me know so I can give proper credit.