Your best employees are the people who are talented, fearlessly unique and know what to do. They are not just loved by your clients but the rest of your workplace too. Yes, such individuals are the very talent of your company. And how would you feel if they leave your organization? A loss that is not monetary but far more crucial in nature!
How as a leader do you think you could stop such a thing from happening? If it’s not a hike or a promotion that these amazing individuals are after, then what more are they really looking for?
As an executive coach to Fortune 500 leaders, let me share with you 5 unique ways how my star clients ensure their talent stays back:
1. Let Them Know Their Work Matters
Office- A place where you spend the most productive part of your day. It would be so frustrating if you know that all the work you do doesn’t lead somewhere. That is why it is important to let your team know how their work is helping fulfill a greater purpose. You have to let them connect the dots between their present work, what they accomplished in the past, and how it all relates to the work everyone else is getting done in the organization. This is how they would feel more enthusiastic on a daily basis, to come and play an important role in the company’s success.
2. Take Their Feedback
The process of taking feedback is an important one – both for the manager, as well as the team. How does someone in your team know what they’re doing right and what they might need to work upon if you don’t say anything? Similarly, how would you as a manager know if there’s anything that your team might be expecting you to do differently if you never ask? So, know exactly how your team feels about working with you, and the work environment that they get; you should know whether they love their work and whether they’re happy with their pay!
3. Is Their Creative Side Flourishing?
There are deadlines, difficult projects, tight schedules, and fixed roles for everyone in the team. But in the midst of all these responsibilities, the creative side of your teammates shouldn’t get lost. Many-a-times you see a good responsible leader – be a little skeptical about their teammates going for, say a technique that’s never been used before; an idea which might look good on paper, but the originality of it makes it risky. Being an executive leader, you should be very enthusiastic about people working under you coming with original ideas. Have brainstorming sessions with them. Take a little risk in applying those ideas in case you don’t feel too confident about them.
4. Make Yourself More Approachable
Being their manager, are you accessible to your teammates? If they have a problem, a doubt, a confusion, or just in need of plain motivation to get a difficult task done, are you there to help them out? An important task at hand should not get stalled or worse, done wrong because the reporting manager didn’t have time. Not being available when you’re needed could easily result in you losing credibility with your team. Also, being more approachable doesn’t just mean keeping yourself free for your team, but also having an easy attitude that would allow people at work to not be wary of making a conversation with you.
5. Show Your Sense of Humour
Having a sense of humour doesn’t mean that you have to be a Michael Scott, or a David Brent if you like the UK version of The Office. But it does mean that you could crack a joke or two just to break the tension, and be friendlier. In order to be more approachable, as we were talking earlier, it would really help if you’d show a more human side of yours; that way you would be encouraging a friendlier work culture and encouraging a more collaborative atmosphere.
Summary: As an executive leader, you, of course, would not want to lose on people whom you’ve worked with so long, shared a great rapport with, and who are the best at what they do. You also know that people with an abundance of talent and confidence are the ones that everyone in the industry is always on the lookout for. Only if you mindfully work on your executive presence – by keeping a channel of communication always open for them, understanding their need for growth, and treating them as humans rather than golden egg-laying chickens, you can be guaranteed that your talent is loyal to you and your organization! #BeTheStar
Comments: What do you think are other strategies to make sure that the best talent doesn’t leave a firm? Share your thoughts. I love learning from my readers. And please do share this science of influence and executive presence.