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The quickest ways to lose your best staff

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If you are a boss or manager and wondering why attrition rates are rising, then there are several things that you need to be aware of so that your best staff do not walk out of the door. We spoke to 8 successful women across Yorkshire to see what poor leadership is and how to retain the best people.

Poor or no job description

This is a common problem, some managers believe that no job description makes it beneficial to the business to be more flexible across the role, but in truth, the individual is lost without a clear roadmap that a job description offers. In the absence of a written declaration of the role, the individual can lose confidence and feel unclear about their place and purpose within the company. By not having something tangible to refer back to, the high performing individual will not be able to benchmark their own progress which is essential to their sense of self.

Removing KPIs or creating unrealistic targets

Every employee is aware that they have to contribute to the bottom line to have security in a role, with increased restructuring and redundancies it is becoming a source of anxiety to not be able to measure ones own contribution to the business. Each person should be allocated a task list or clear Key Performing Indicators (KPI’s) that they can refer to in order to feel reassured in their position. Equally, when setting KPIs it needs to be created with business objectives in mind, but also on historical and realistic data in order to make a fair and achievable set of goals so that they feel empowered and committed to the process.

Focusing only on skills not interests

When hiring individuals it is very easy to offer a role that fits the experience or skills of the applicant. However, the real talent comes from understanding what drives the individual and makes them enjoy their work [5 Ways to discover your hidden talent]. Spending time assessing values and motivation alongside skills with each employee at the start can help in developing the perfect role for the individual as well as the company.

Making staff fear failure

Nobody ever wins 100% of the time and failure should be expected to come along the journey to success [Why does failure come before success]. Encouraging an environment of ‘failing forward’ and seeing this as an opportunity to be creative is essential to creating the best work and also makes the workplace somewhere to enjoy rather than to fear. Being stifled doesn’t help anybody, if we were expected to pass our driving test on our first lesson we would have some dangerous, reckless people on the road with no true understanding of what is required to drive well and with no consideration of other drivers, this is the same in the workplace.

Avoiding collaboration with your team

A successful business is never the result of a single person, every business succeeds from the contribution of every person in it. If you treat a staff member as a mere appendage of the machine then they will quickly lose interest, desire and faith in what they do. Each person is a uniquely skilled individual who can bring so much to your company, it is your job to identify their best skills, show them how they contribute to the team goals and help them to do the job that makes them most passionate as a unit, not just as an individual.

Not rewarding great ideas

It is a common problem that great ideas are not allocated to the right person due to egos at the top! If a team member brings an idea to you that is great, you must ensure that everyone knows where the idea came from and that the individual is rewarded for their contribution. Rewarding talent (not just through financial means) is one of the most critical factors in building a sustainable and connected team that can make you all enjoy success as a result.

Restricting communication

Being a good leader is inspiring others to become leaders [how to be an effective leader]. A huge part of leadership is developing an opportunity for natural, honest and open communication. To be open you need to allow your true authentic self to shine through, share your journey and encourage your team to do the same.

Overall, the key is that if you genuinely care for the development and wellbeing of your staff, then you will create teams and businesses that fly and not only are successful, but are significant in the world, and what can be better than that?

These amazing women all at the top of their careers have made us recognise that a pure focus on money and treating people as a mere cog in the wheel will not produce good results. In regards to the bottom line, the best success stories of today rely on being useful and considerate of every member of the workforce, whether it is Google who allow their staff to unleash their passions or successful start ups that enable their staff to be ‘partners’, they are the businesses that will last into the future and are most likely to have a ‘family’ of staff for the long haul. For motivation, support and advice in life, love and work join our community today.

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This article was contributed by Pink Moods.