Most leaders are well aware of the major role employee retention plays in their organizations and its positive effects on business objectives. While this is a task often delegated to Human Resources departments alone, I am a strong advocate of employee engagement for retention, and always advise on it been everyone’s responsibility. For this process to be effective, it has to start as high as up as the leadership team.
So, what can leaders do to contribute to this process?
Ongoing coaching. This may sound like a time-consuming process at first. In essence, it is just a matter of making and observation and offer immediate feedback based on that observation. Either positive or negative. Let the employee know what you observed. Offer feedback starting with: What if…? I don’t understand why…
Empower employees to find solutions on their own. As a leader there is no better way to foster development in your employees than by empowering them to be in charge of their own development. This can start as simple as asking the employee, “What would you do? ” or “What do you think would be the best way to resolve this?” when presented with an ambiguous questions or problems.
Focus on results rather than problems. Focusing on desired results create a vision for the future. A positive environment your employees want to engage in, contribute, and be a part of. Instead of starting your next meeting or conversation with the problems – which are obvious in most cases. Start with something similar to: This is where we are now, in order to meet (state business objective), our goal is this. Ask, “What can we do to meet that goal?”
Communicate change in a positive way. There is a well-known and well accepted myth about change, it’s that people resist change. I say people resist anything that they do not understand, and therefore don’t deem valuable. When introducing organizational change, I recommend for leaders to understand the nature of the change themselves. Educate their employees on the same and focus on the benefits to the organization.
These are simple yet, very effective practices that can bring about dramatic results to your organization.
By Sophia Sanchez, PhD(c), SPHRFounder and Principal Consultant Develop For Results International Author of “The Development Alternative: Powerful Strategies for unparalleled Business Results” DevelopForResults.com