Retention is really about
keeping talented people working
with you and for you. It is as
simple as that. You trained
them, helped them get acclimated
to the culture and organization
and now they are beginning to
produce some good work.
Retaining good people, who can
do the job they are hired to do
allows the work and projects to
flow more smoothly and certainly
more profitability. Now that’s
the best scenario.
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 12 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.
©
Copyright 2006 - 2008 Natalie Manor & Associates
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