Gallup’s Post

Employees leave managers. What can be done? Train managers to have impactful, meaningful weekly conversations to engage their employees. Here are some survey verbatims illustrating how managers can integrate #employeeengagement techniques into their interactions: Recognition and Equity: “Recognized my contributions to the team by matching my salary and title with those of my coworkers doing the same work.” Empathy and Wellbeing: “Treated me with respect and shown concern for my wellbeing and happiness.” Career Development and Opportunities: “Allowed me autonomy to do my job, helped me advance my career, and taken an active role in helping me feel invested in my future.” Note: the article mentions increasing compensation to increase retention. That's proven to backfire as it doesn't resolve the underlying issue.

We don’t just lose “middle of the road” talent in these cases (which, let’s be real - in high bar organizations “middle of the road” is a stellar employee) - we lose our top performers. We lose our spark-starters. We lose the artists who help cause us to view the world and it’s problems differently. We lose the free-thinkers who excite us. When we can’t keep tenure, we can’t maintain our business. Onboarding is EXPENSIVE and institutional knowledge is priceless.

Remember my post a few days back addressing the importance of great managers? Well, here’s more insightful data. Now, what do we do with this information? From a People & Culture or better known as HR standpoint, we must help drive engagement by keeping managers accountable on initiating conversations with their teams on a regular 1:1 basis rather than waiting until a mid-year pulse check or during end-of-year performance reviews. 🤔 Simple enough right? Eh… clearly it isn’t. As a manager, what should you be addressing with your people? 🚦Job satisfaction 🏆 Performance 🪜Future with the organization 💡 It is significantly less disruptive and more cost efficient to keep your employees happy and engaged than it is to replace them. #IOPsych #employeeengagement #leadership

Employee turnover has increased steadily since 2018. The pandemic, economic uncertainty, inflation and the drive to hybrid or remote work means that 1 in 2 US employees are open to leaving their roles. This lack of engagement is easy to blame on the pandemic and hybrid working but the rot has started in 2018 prior and accelerated since. These results are similar in the Middle East. So what can employers do to reduce turnover and increase engagement? The hidden costs of high turnover are huge. 4x salary for C-Suite leaders, 2x salary for mid level managers. Pay and benefits have long been the simplest tools to fight turnover and inflation but that is only one part of the equation and not the real soltuion. Everyone know that the impact of a pay rises last 1-2 months at best. This does not buy you discretionary effort and engagement. Over the coming decade AI will disrupt the workplace and jobs market like never before putting more pressure on leaders to look at how they attract, reward, develop and retain their people. The challenge for most organisations is that they are not investing enough in the critical areas of their businesses, ie. The people. The C-Suite are always happy to invest in acquisitions, a new technology system (which often fails) or huge marketing spend only to be loosing money due to a lack of engagement, growth and wellbeing for their employees. We see 4 major areas that will determine who wins the war for talent during this period and all of these are within your control as a leader and organisation. Leadership, Culture, Development and Wellbeing. Companies that manage to crack the code of the this magic compass will have the choice of the best talent assuming fair compensation. Having invested to acquire the people you have if you are not auditing your leadership, culture, development and wellbeing to make it fit for purpose you are pouring money down the drain. Invest in Leadership, Culture, Development and Wellbeing and you will likely see the best ROI and ROE (Return on Energy) you can imagine. Watch this space for more on these topics. Where do you think companies should invest the most: Leadership? Culture? Development? Wellbeing? Let me know in the comments. #leadership #engagement #turnover #culture #development #wellbeing

1 in 2 US employees are open to leaving their organization! (Gallup) Now is the time to focus on retention strategies and workplace cultures by design. Not just any culture, but a magnetic culture. Many companies treat these critical components as a program or checklist item when it’s anything but. Not sure where to start? Let’s talk! Your team and the future success of your company can’t wait. https://lnkd.in/dZC7E44i

It's Monday. Are you one in two U.S. Employees who, according to the below Gallup study, are open to leaving your organization? If so, are you giving purposeful thought to what might be next? Or are you waiting for the right opportunity to "come along"? If you long to escape the Sunday Scaries and wake up ready to make a meaningful contribution on Monday mornings....it's time to take action. Stop waiting for the magical job stork to drop something wonderful in your lap and let's talk. Sure you can wait for that recruiter call. You can endlessly scroll LinkedIn and Indeed for that right job (more than likely not knowing what it was if it hit you between the eyes). Or, you can take a step back before you take a step forward to be sure you are moving in the best direction for you at this stage of your life. This isn't always "easy", but I guarantee you it is wildly more effective. I shudder to think what my job and my life would look like if I sat back and waited for something better to come along. It took action AND a partner on my journey. I'd love to be yours. It all starts with a comfortable and complimentary conversation to learn more about you and your desires/challenges. Let's talk! Click the "Book an Appointment" button above. I'm confident some of my amazing current and past clients who might be reading this will tell you, you have nothing to lose - and so much to gain! Let's do this! Hope to chat with you soon! #careercoach #careerpartner #purposefulaction #thetimeisnow

Turnover is expensive but good leadership can minimize it. Want to learn more techniques to engage your employees and to feel more engaged yourself? Join the Southeastern Louisiana University College of Business Emerging Leader Program starting August 8th. Spots are limited. Learn more here: https://lnkd.in/eNeSmPcm.

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