Whatever you want to call “it,” the fact is: People are on the move! And companies are scrambling (and competing) to find the right formula to attract new talent to replace the talent they’ve lost. Sign-on bonuses, pay bumps, and a plethora of perks to persuade candidates to fill the gaps that disgruntled or enlightened employees have left behind.

Let’s just stop for a second and THINK. Those new shiny objects may help you attract new talent, but if you want to retain them, you need to consider the fundamental issues that got us here in the first place. And, no, it’s not just about compensation!

I think it’s time for organizations to take a step back and do a self-assessment that goes beyond the typical financial performance, customer satisfaction, employee satisfaction, etc.  It’s time to assess – and improve – those areas that have a direct relationship to employee retention.

How are you doing in these areas?

Leadership. Sixty-three percent of people with a bad manager are thinking about leaving their jobs in the next 12 months, according to a 2021 report by The Predictive Index. Do you provide leadership development for new leaders to support their transition to a people-care role? Do your leaders at all levels have a consistent understanding of their roles, responsibilities, and expectations as a leader in your organization? Do your leaders help employees feel valued, connected, challenged and recognized? Do you proactively address leadership issues?

Culture. How do you describe your company culture? How would your employees describe it? Do you have clearly defined values that you have communicated to employees and that leaders at all levels in the organization consistently demonstrate? Have you defined what you want to be known for as a place to work? It should be more than gourmet lunches and dry cleaning services. Employees today want flexibility, work/life balance, and the opportunity to learn and grow.  

Career opportunities. Are career discussions part of your performance conversations? Do employees know how their individual and team goals contribute to the organizational goals and overall success? Do you have clearly defined career paths and development tools to assist employees on their career journey? Do you give employees the opportunity to move to other roles within the company rather than lose them?

Communication. Does your culture include open, honest communication? Do leaders routinely communicate with their direct reports to recognize performance, discuss issues, capture ideas, and simply “check in?” More than half of employees surveyed in a recent Gallup study said that no one — including their manager — had talked to them about how they were feeling in their role in their last three months before they quit. Want to keep ‘em? Ask, listen, and then do something with what you learn.

And last, but certainly not least, remember that it’s about the PEOPLE, PEOPLE, PEOPLE. Hiring the brightest and the best does you no good if you don’t take care of them. Be clear about their roles and responsibilities. Help them understand the values and the culture. Keep developing them, provide them with new challenges, and develop a work environment where every level of the organization is valued, connected, challenged, and recognized.

Till next time, keep it real.

Karen

The post A Sign-On May Attract Them, But How Are You Gonna Keep Them? appeared first on PeopleThink.

This calls for a word of caution. Don’t get so focused on replacing those who left that you neglect your attention to those who stay.

How are you gonna keep ‘em?

Employees need to feel valued, connected, challenged and recognized. They want to use their strengths – every day – and know that they’re contributing to the success of the organization. They also want to have time to spend with their families and/or to pursue interests outside of work. And they want to be fairly compensated for the work they do.

It’s not rocket science.

Help your employees feel valued by communicating how their goals align with team and organizational goals. Provide them with opportunities to build on their strengths, learn new skills and prepare for the future needs of the company. Development can happen in many different forms: on-the-job training, personal development, cross-functional projects, coach and/or mentor, special projects, stretch assignments, training courses, reading and personal study, online courses, peer coaching, job shadowing… The important thing is that it is available and encouraged.

Help them feel connected by communicating with them regularly about what’s going on in the company. Provide opportunities for employees to connect and build relationships with one another, not through forced team events, but more naturally through spaces to gather and cross-functional team projects.

Do you have career roadmaps and succession plans in place? If not, what are you waiting for? Help your employees feel challenged by communicating the next level in their career path and what they need to do to get there. Give them temporary assignments that will stretch their skills and comfort level.

Recognize their efforts by saying “thank you” early and often. Don’t wait until review time to tell them what a good job they’re doing. And be specific – what was the situation, what did they do, and what was the impact. Applaud the behavior you want to see repeated and emulated.

Organizations need to acknowledge that their people are the lifeblood of the business. Don’t take your employees for granted. As the economy continues to improve and there are options for them elsewhere, you want to keep those employees in your organization. Find creative ways to develop and challenge them. Let them know they are valued, and that they are a critical component to the business moving forward. Build succession plans to ensure that your bench strength is available and ready to grow the business.

“Connect the dots between individual roles and the goals of the organization. When people see that connection, they get a lot of energy out of work. They feel the importance, dignity, and meaning in their job.” – Ken Blanchard

Till next time, keep it real.

Karen

The post Keep Top Talent by Helping Them Grow appeared first on PeopleThink.

And it is getting worse.

Although employee productivity over the past year is up, it has come at a significant human cost.  Fifty-four percent of employees feel overworked, and 39% feel exhausted, according to the 2021 Microsoft Work Trend Index Report.  Much of it is caused by the increased “digital intensity” of workers’ days.

Just look at the data from the report comparing Microsoft 365 collaboration trends between February 2020 and February 2021

• 148% increase in time spent in meetings
• 45% increase in chats sent per week
• 42% increase in after-hours chats sent per person
• 40.6 billion more emails sent

It’s no wonder that droves of employees are heading toward the door in The Great Resignation.

Here are some suggestions from Kaiser for companies to address workplace stress:

• Hold a workshop to identify common stressors and brainstorm possible solutions
• Align company policies with best practices for preventing stress and burnout
• Educate employees about available stress management and mental health resources, including your EAP (Employee Assistance Program) and health plan
• Offer activities like meditation and yoga, mindfulness programs or apps, or resilience training
• Continue asking for feedback and improving so that stress management becomes integral to your culture

It’s also important for employees to feel empowered and to know when to say “when.”

Here are some tips for employees:

It’s okay not to be okay. There’s no shame in admitting you’re overwhelmed or overworked or simply burned out. We saw some great examples of this in the recent Olympics when several athletes prioritized their mental health over others’ expectations and accolades.

Take frequent breaks during the day. Breaks are even more important in a remote and hybrid world, according to Dr. Mary Donohue, Founder of Digital Wellness. “In digital, information is overwhelming and can lead to a constant state of panic. You need to make a quiet space in your day to allow your brain to distill the constant flow of information.”

Talk to your leader. Explain what’s going on and work together to co-create a solution and learn about resources for help. Some time off, a flexible schedule, taking advantage of the EAP program, for example.

Make time to feed your soul. Whatever makes you happy, makes you laugh, calms you down, just do it. On a regular basis.

Use your vacation time. And TOTALLY disconnect.

Remember, if you don’t take care of yourself, you’re not going to be good for anyone or anything!

Find even more stress busters in my Stress for Success podcast series.

Till next time, keep it real.

Karen

The post It’s Time We Paid Attention to Workplace Stress appeared first on PeopleThink.