Here is a comment I found by a women who wrote in response to a blog, detailing 6 reasons employees leave an organisation (@expresspros) that I really wanted to share with you.
"The above are all reasons that I am walking after 18 years - particularly the immediate supervisor. I have been rated in the high 90s consistently, receive national recognition and ignored recruitment attempts until this past year. I never thought I would leave my home but I can hardly wait."
She sounds like a talented individual who will be missed by her organisation. Harvard Business Review's article (May 2010) 'how to keep your top talent' identified regular and open dialogues as being one critical component of a talent development programme, in order to monitor star employees' development and satisfaction.
In the many years of working with managers on how they engage with their talent, I believe that many managers know the importance of having regular and open dialogue with their employees, but many don't. Why not?
A key challenge is having a credible and purposeful reason for meeting with talent on a regular basis to discuss their engagement without it simply degenerating into a 'how are you getting on conversation' or worse 'what training do you want/need'. Enquiring about the wellbeing of an individual and their development needs is important and needs to be asked, but not to the exclusion of a broader set of questions. Such as the areas an individual rates as important for their workplace satisfaction vs how well the business is delivering them. Managers often need the core skills, some hand holding, and a little push before they fully embraces the subtleties of holding an engagement conversation. If not, then their employees are much more tempted to listen to the recruiters.
Providing your managers with the skills and focal points to have an 'engagement' conversation with your employees is a simple process that is often underrated and under used but provides a real opportunity to maximise value from the managing of your talent.
Everyone can benefit:
- The act of having an engagement conversations in itself, helps an individual to feel more engaged
- Employees are waiting (and wanting) to have these conversations and once done they will be willing to give more of their discretionary effort
- Managers will be given insights that only come from showing a genuine interest and focusing on areas that the individual flags as important
- Employees feel valued and are more likely to stay, which frees everyone from the grind and expense of constantly recruiting
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