Your potential "fly in the ointment" regarding retention may be in something you might not have given much thought to.   

Are your people doing the job they were hired to do?  And when was the last time you took a good look at what is on their desk to complete? 

I ask this because we all do more each day and try to crowd in more work without being given more time and resources in which to do the work.  We may be the managers and the leaders of the teams that do the work, or have key subordinates who report to us.  Whatever your current situation and how you lead and manage, do you know what your people are really doing on a daily basis? 

I bet a nickel, the biggest bet I make, that you do not in 50% of the cases you look at.  Here are two examples of what I mean: 

Example #1

A female professional that I was coaching got nailed on her performance review for not completing a work assignment.  She did not know she was supposed to complete the work.  The year before she was asked to help out on the completion of the project because the person leading the project was sick.  She helped and the project was completed.  That other person left the company and it was ASSUMED that she was going to complete the project this year.  She did not.  It was not completed and the supervising manager looked like an idiot.  A key person was almost lost because of assumptions.  Needless to say, we completed a full assessment of her job duties and helped the employee and the manager heal the wounds caused by inattention to details and people.

 

Example #2 

An executive admin was put on a performance review because of her inability to complete what was on her desk.  She had been with this major hospital for 5 years and during that time had taken on the full duties of a fired admin; her boss gained 10 additional direct reports and the overtime budget had been eliminated so there was no chance to work any extra hours to complete larger or more critical assignments.  This executive admin was very close to being fired for work that was not getting done and would have been IMPOSSIBLE to complete by one person.  The boss evaluated the position and found that they needed an additional 1.5 people to do the work currently expected to be completed.

We are currently working with a sales team was formed in the last 7 months.  They cover the entire US and have several offices. One of the assignments of this new team is to put keep track for one month the work they are doing each day.  At the end of the month, they will compile and share their information with the balance of the team.   

Why? 

This new sales team had run into multiple instances where people were doing duplicate work or work was falling through the cracks and not getting done at all. 

This exercise will help them to share what they actually do and to develop current and accurate job descriptions.  This assignment for the sales team also gives them the following opportunities:   

• Clear communication about real issues
• Getting to know each other and each other’s talents
• Being able to support people and projects more quickly
• Provide accountability for each team member and the leadership of the team

People need to know that their contribution and work is valued and needed.  People who do not have feedback for their contributions and do not know what they are really supposed to be doing, leave your organization. 

You can find additional tips, techniques and strategies for great retention in our downloadable eBook with MP3 titled "Retention Strategies: Keeping Your Best People"  http://www.nataliemanor.com/shop/index.php?l=product_detail&p=41  

Feedback, communication, accountability, responsibility, recognition and support grow superior employees and leaders.  

Retain your best people by making sure that you know what they are doing and give them feedback for their contribution. 

Some people need supervision.  Many need managing.  All people deserve to have superb leadership.  Lead your people well and they will not leave.  You will have few retention issues and the work will get done well.

The "Retention Strategies: Keeping Your Best People"   is the hottest selling product at our shopping cart. http://www.nataliemanor.com/shop/index.php?l=product_detail&p=41  Once you have your downloadable eBook with MP3, please get back to us with your comments.  Your comments help us continually create great content to help you build your ROADMAP^(sm) to Leadership Excellence. 

My best,

Natalie

P.S.  I currently have 3 openings in my executive coaching schedule.  They won’t last long.  Let me help you develop a ROADMAP to Success.  I would be pleased to be a key resource to you as your grow your talents and your career.