When our top performers resign, what can we learn from it?
No managers want to see their people leave, yet employee turnover has become increasingly common for growing companies. Last year, a study by Emplify revealed that 77% of employees considered quitting their jobs in less than a year, with 45% actively searching for their next opportunity.
Seeing our best people move on is a challenge. However, it offers an opportunity for us to take a step back and reevaluate how we can improve as leaders.
With careful reflection, we can identify if and where we went wrong in supporting our employees, allowing us to take the right action to prevent similar events from happening in future.
Whether you’ve experienced an employee resigning or simply want to prevent it, ask yourself these 5 questions:
Do I know how my employees are feeling?
According to Gallup, 85% of employees reported that they were disengaged from work — even if their employers thought otherwise!
While this may come as a surprise to some managers, sometimes, our people may feel unsafe to voice their concerns, leaving them to struggle without our support.
That’s why it’s so important to create an environment where every individual is encouraged to share their thoughts, emotions, and personal issues.
Listen deeply and consider what actions you can take to give your people your full support, always!
2. Do all my people feel like they belong?
People are hardwired for connection and belonging.
What does that mean for leaders? Be proactively inclusive! Ensure all your people feel seen and heard by listening to questions, providing feedback, and implementing their suggestions.
When your people feel included and valued, they will be dedicated to your mission!
3. Am I nurturing my employees’ potential?
When employees feel stuck in a ‘dead-end position’, they are likely to look elsewhere for a chance to work towards their goals.
By providing opportunities for growth, your people will constantly feel motivated and envision themselves developing within your company in the long run!
4. Do I show my team I trust them?
While it’s tempting to keep tabs on everyone’s progress, micromanaging can be frustrating for your people.
You don’t have all the answers, and that’s a good thing! Giving your employees the freedom to approach tasks in their own way brings forth creativity and innovation.
Show your people that you believe they can produce exceptional results, and their enthusiasm for work will soar.
5. Do I consistently show my people that I value their work?
Are you constantly showing your people how much you appreciate their efforts? If not, your people can feel overworked and overlooked.
When you see a job well done, let your people know. Especially as more and more teams work remotely, recognition for their work can do so much to boost morale and satisfaction.
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