You’ve heard it before, but it’s worth saying again: People don’t quit jobs, they quit bosses.
Just skim through this article on the 17 worst companies to work for in America and you’ll get a sense for what makes them bad employers: weak leaders and poor managers.
To avoid this trap, Randy Goruk advises his clients to carefully consider what’s important to the people in their organizations. Then, decide which of those areas to focus on for improvement. A few examples that might come up include:
- Knowing that leadership cares about employees’ well-being
- Little-to-no organizational bureaucracy
- Having the proper tools and equipment to get the job done
- Having a clear understanding of the company vision
- Opportunities for growth and advancement
- A realistic work-life balance
- Cultural adjustments to reflect demographic changes
Listening to, and addressing the needs of, your employees will lead to greater job satisfaction and higher retention of those employees.
That all may sound good and fine, but as a leader, where and how do you even begin this process? Randy has a few ideas on how to get the ball rolling, which he’ll present in our upcoming webinar.
A Leader's Guide to Employee Retention Success
According to Randy, the shared values and practices of employees shape the culture of the organization they work for. Leaders have tremendous influence on those values and practices. Their influence, he says, comes from their strategies, controllable actions, and inaction.
A leader’s influence can be positive and constructive in forming the company culture and employee retention. Or, their influence can be damaging and destructive to achieving the culture they desire and employee retention success.
Which path will you choose?