24 Jun, 2018

9 ways to stop them quitting

Not so long ago, I came across this article – 9 signs that it might be time to quit your job.

It’s a good article and is good for anyone who is employed.

But what if you are an employer? This could be quite a worrying thing to read. After all, you don’t want your staff reading things like this and using it as their criteria to give notice tomorrow morning.

I quit

Naturally not but, as anyone who knows me will tell you, I love to turn things around to create a fresh perspective. So, as far as I am concerned this is a great article for employers. IT gives you 9 things you need to take the lead on in order to retain your teams.

  1. Don’t penny-pinch and micro-manage

If it suddenly takes 6 weeks to get a new pen and a notebook because everything requires approval you might just be creating an impression that the business is in trouble. Trust your teams to be responsible with company money and to take good decisions. And, if there are money worries in the business, be open and honest and seek input from the team on how you can work together to turn things around.

2. Offer people the opportunity to learn new things. 

People want to learn and to grow. So always be ready to let members of your team try something new, to take risks to make mistakes. You can’t guarantee a promotion for everyone, but you can make sure they don’t feel stuck in a rut or going nowhere fast.

Stop people quitting

3. Talk to people

Because this simple task seems to defeat an awful lot of managers, I’m going to get specific here. This is not the same as what most businesses call “communication.” An email once a week, written by the internal marketing team is no substitute for you spending time with your own team. Take the time to chat to them. How are they? Did they hear about the new customer? Are they okay with the office relocation? Did their sick dog get better? These are people – not ‘resources’ – so treat them as such.

4. If your team has more skill than you, let them do their job

One of the great fears of managers is that someone they manage might know more than they do. One of the great talents of a leader is to see this, relish it and allow those with skill to do what they do best. Defer to those who know what they are doing and don’t be afraid to admit when you aren’t in your own circle of talent.

5. Serve your team – don’t expect them to serve you

The easiest way to be a ‘bad boss’ is to fail to understand your absolute basic purpose as a leader. Your role is to inspire and enable your team to flourish and be brilliant at what they do. It is to allow them to lead in their own area and to be the best they can be. You are, therefore, providing them with a service.

6. Create an environment where people want to work

Do people want to work with you? I recently wrote about how to create a good working environment https://www.linkedin.com/pulse/what-great-place-work-pete-cohen/

Nothing I suggested is hard to do. But the things which are easy to do are also easy not to do. Don’t get caught out and end up with a toxic workplace.

7. Understand why your people come to work

You can’t expect everyone in your team to be as passionate about the company as you are. But if you take the time to know what is important to them you are going to be able to better meet their needs. The person who is looking to build skills so they can become CEO one day is going to want something very different from the person who is doing it because it gives them an income which allows them to go sailing at the weekend.

8. Make wellbeing a priority

This doesn’t just make sense to retain good people – it makes sense from a business performance perspective too. I’m passionate about this and I’ve written many articles about it. Here is one https://www.linkedin.com/pulse/making-case-wellness-pete-cohen/ and it gives you a simple tool you can use with your teams too.

9. Lead the whole person – not just the employee

Stress in the workplace and long hours are so damaging and thinking that ‘after hours’ isn’t your problem is faulty thinking. It matters if you’ve got people working to tight deadlines all the time and losing sleep in a regular basis. Empower them to say ‘No’ rather than drive themselves into the ground.

At the end of the day, you can’t convince everyone to stay with you if they want to leave but, if you do lose someone, put aside any thoughts of how inconvenient it is for you to have a gap in the team. Do all you can to support them in their decision, listen to their reasons why, learn from it and. and reflect on how to make things better for those who remain.


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