Let’s Quit Contributing To The “Quits”

There’s a lot of chatter still today of people looking for purpose in life. Many find themselves feeling restless in their current roles, or searching endlessly for the ideal career path.

Early in life, leaders are assigned to us as parents, teachers, coaches, and even family members. While we don’t necessarily select these individuals, they do have a huge impact on us with both personal development and how we come to view ourselves as individuals. They can help us stretch and grow, or in contrast, bully us, break our spirit, or set us up for failure.

As we grown, we often look for those nurturing leaders; those who lit the fire in our bellies, helped us build confidence, and pushed us to reach higher and farther.

The leaders who helped us grow gave us the best tool for success, both personally and as a leader.

As leaders in the workplace, some of the best things that we can do to build our team is not just about competitive salary, benefits and perks, but also what you will bring to the table as a leader; your commitment and happiness for your employees.

In 7 Hidden Reasons Employees Leave, Leigh Branham researched and analyzed over 20,000 surveys and found that the primary reason that people quit was was loss of trust and confidence in senior leaders. While money is often a motivator for employees, it appears that dissatisfaction or a disconnect between employer and leader is the primary issue.

So how do we, as leaders, develop that loyalty that helps curtails “the quits”?

Loyalty breeds loyalty; to get loyalty, you must first give it.

When it comes to loyalty, a few tips come to mind:

Trust your employees with important information; not only will they will feel empowered, but also contribute to their feelings of being part of something bigger.

Encourage personal growth; encourage them to seek the advice of other leaders and even further their education. This shows that you are secure in your role of a leader and promote their growth.

Be sensitive to work/life conflict; you demonstrate that you respect and view the employees as people, not just workers. Kindness and respect significantly strengthens a relationship.

There’s always a lot of moving pieces to running a company and having a consistently running machine (i.e. your employees) is what every employer wants. However, YOU are one of the most important reasons that your employees joined the team. That consistently running machine will grind to a halt when you have dissatisfied employees, followed by high turnover and the loss of good talent.

Surprisingly, further research showed an interesting perspective: direct managers or supervisors have a high amount of effect on employee engagement. However, senior leadership can, in some instances, have an even greater effect based on their decisions and mindset including lack of work/life balance, an unhealthy work culture, uncertainty of the company’s future, and even lack of communication.

An effective leader will both attract and retain great employees; they will also take a step back to analyze patterns relating to turnover or unhappiness. Take time to examine your approach to leadership, taking steps to nurture your skills as a leader.

It might make all the difference for your company and team’s overall health and prosperity; and help you control or eliminate “the quits”.

For more information: https://www.keepingthepeople.com