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• Your very best people leave due to a lack of:

1.                           Recognition,

2.                           Challenge, and,

3.                          Opportunity.

And having two out of three won't work!

Q. What and how do you assure your leading employees know they are valued?

Cheers,

Bill

Personally, I find value in ongoing communication with my manager, and I try to do the same for the staff who report to me as well. Throughout the year, I believe it is useful to hear "you have done well in these certain tasks, and I would like to get you involved in other things as well if you are interested." Same with "you have handled this position well and I believe you are ready for a promotion/new tasks/additional compensation when one becomes available." 

This is useful because it keeps both sides honest. It may give the employee the desired motivation to stay and continue a little longer in their current role. However, if no opportunities arise within a reasonable period of time (reasonable is up to the individual) then it should come as no surprise to either party if that individual decides to leave for a new opportunity elsewhere. 

I think the biggest reason these conversations don't happen in some places is simply because an employee's manager may not even have a promotion to fill until someone else unexpectedly leaves too. However, I think there is still value in explaining to certain staff members that you do believe they are ready should one become available, and also check in to see if this aligns with their goals as well.

• Your very best people leave due to a lack of:

1.                           Recognition,

2.                           Challenge, and,

3.                          Opportunity.

And having two out of three won't work!

Q. What and how do you assure your leading employees know they are valued?

Cheers,

Bill

• Your very best people leave due to a lack of:

1.                           Recognition,

2.                           Challenge, and,

3.                          Opportunity.

And having two out of three won't work!

Q. What and how do you assure your leading employees know they are valued?

Cheers,

Bill

I highly recommend Kelly and Bobby Riggs' book "Counter Mentor Leadership" for anyone interested in learning strategies to increase communication with employees which provide a natural place for weekly opportunities for recognition, challenge, and discussion of opportunities and goals. A large percentage of that time is spent listening to the employee rather than the manager doing all the talking.

Annual or biannual "reviews" are often too little too late for both positive recognition and course correction or coaching conversations.

Our leadership team has been going through a training on this topic, and I think we are already seeing the positive impact from implementing the meetings prescribed in the book/training sessions. We've been a great place to work for the decade that I've been here, but we also want to always be aware of ways to improve further or intentionally maintain what has been working.

• Your very best people leave due to a lack of:

1.                           Recognition,

2.                           Challenge, and,

3.                          Opportunity.

And having two out of three won't work!

Q. What and how do you assure your leading employees know they are valued?

Cheers,

Bill

• Your very best people leave due to a lack of:

1.                           Recognition,

2.                           Challenge, and,

3.                          Opportunity.

And having two out of three won't work!

Q. What and how do you assure your leading employees know they are valued?

Cheers,

Bill