In almost every conversation we are having with our clients as of late the topic of “The Great Resignation” is front and center. We are navigating unchartered waters as it relates to Talent. How do organizations and leaders pivot during this time? How do leaders avoid feeling constantly fearful that their people may leave at any moment for more pay, a better environment or something that appears bright and shiny to them. While it is certainly a challenging environment in which to lead, leaders should not feel they can’t continue to do what has traditionally worked in the past. They just need to add some different strategies. Leaders should continue to create clear expectations for performance and hold their people accountable, while also being supportive and coaching along the way. But, now more than ever organizations must focus on driving engagement and developing leaders so they can effectively engage their employees. As research tells us, the #1 reason people stay or leave an organization is the relationship they have with their leader. Therefore, the coaching messages we provide to our clients on this topic haven’t waivered --- even in these unique times. They include:
Leading in alignment with what you value-how you want to be known, seen, described by others;
Caring for your employees and showing empathy;
Setting clear expectations with your employees in a collaborative way to ensure their support of and agreement with their performance goals;
Giving feedback regularly --- both positive and developmental;
Rewarding and recognizing contributions;
Asking people what they want the opportunity to strengthen or learn and doing your best to enable those experiences;
Communicating regularly and with transparency; and
Ensuring that not only individual leaders are striving to be the best they can be, but the leadership teams that set the direction and tone for the organization are working effectively together.
The suggestions above can be instrumental in helping turn resignation into retention. It is essential that leaders be very intentional in how they connect with their employees. If you are looking for a place to start, we always recommend giving leaders the opportunity to grow and develop with the support of a Leadership Coach, but you may also want to consider an Employee Engagement survey to get a pulse on where things are so you know where to focus. Reach out to us to learn more at suzanne@bluebirchconsulting.com
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