Managers: Don’t Let Your Employees Walk Out the Door | Paradigm Learning

Managers: Don’t Let Your Employees Walk Out the Door

Posted by Cathy Rezak on January 25, 2018

According to a 2017 Global Talent Trends Study by Mercer, 1 in 3 employees who are satisfied in their current role are planning to leave in the next 12 months. 

That’s right. They’re satisfied but may leave. Why? 

More and more, the report says, employees expect their employers to “make work work” for their individual circumstances, caring for their health, providing flexible work options and supporting their development and career growth. Fair and competitive pay are a priority, but 97 percent of employees also want to be recognized and rewarded for their day to day contributions to the organization. 

Whether or not you believe that your own employees feel this way and are thinking about a job change, the study underscores your importance as a manager and your need to pay attention, ask questions, be flexible, provide recognition and support, consider employee career aspirations and balance job responsibilities within your team.

Here are six things to do right now to combat any possible “grass is greener elsewhere” thinking among your employees: 

1. Have a “stay” discussion with each of your employees/team members.  Is she/he planning to stay? What makes her happy? What, if anything has been frustrating? What does he hope for his career in the future?   You’ll learn a lot that can guide how you work with that employee over the next 12 months. (Don’t forget to share the fact that you’d like him/her to stay and why.)

2. Put together a learning plan for each employee, including both on and off the job learning opportunities. Use the stay discussion to identify needs, be clear about what, when and how and then monitor the plan to make sure it happens. 

3. Gather your thoughts about what excites and encourages you personally when it comes to the vision and goals of the organization and share that with each team member. Be open and genuine, encourage questions, and be prepared to help the employee see where he/she fits into the “big picture”. 

 4. Take time, right now, to review job expectations with employees. Seek their input, encourage questions and discussion, and show that you are really willing to listen. Then, conduct regular two-way performance discussions and provide support and recognition frequently.

5. Make a decision to increase the praise and recognition you give to employees and then do it. Provide this recognition often, being genuine, personal and immediate. 

6. Network with at least three other managers to ask what they are doing to support, encourage and develop their employees. Share your own ideas with them, too. 

As a manager, you are accountable to the organization for developing and retaining employees. But you are also responsible for yourself and your team for doing all you can to encourage an open, trusting and nurturing environment that allows everyone to grow personally while contributing to departmental success. 

Learn more about the “ART” of Attracting, Retaining and Transitioning talent in our eGuide - HERE.

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