Going Deeper A-Z
Love
'Em or Lose 'Em outlines 26 strategies for
retaining and engaging employees. These 26 categories can be
organized into three major categories or focus areas.
Development Focus Supports Learning and Growth
These are the components of DEVELOPMENT that supports learning
and growth:
Careers
Enrich
Goals
Hire
Link
Mentor
Opportunities
Successful managers start off by doing a great job of my selecting
people who fit in well into the organization. Key people have
the appropriate technical skills, leadership competencies, personal
traits, values. Getting the right person in the first place can
increase the odds of keeping him or her.
Talent-focused manager look for ways to enrich
and enliven their team members' work and to support their growth.
They uncover
possibilities to do more of what their team members love to do.
Talent-focused managers also link their team members to other
people - to mentors, feedback providers, leaders up the ladder,
and colleagues in other departments. They help their employees
see multiple options for career growth and they serve as mentors
in the strongest sense of the word. They model the behaviors
they want to see. They encourage and mentor daily, and they show
how to navigate the organization. Their employees are more likely
to stay and succeed because of the strong beliefs their managers
hold about developing people.
Style Focus Inspires Loyalty
These are the components of STYLE that breeds loyalty:
Dignity
Jerk
Question
Reward
Truth
Understand
Yield
Talent-focused mangers are truth tellers and feedback providers.
They do it in a way that is honest and respectful. Preserving
the dignity of the other person greatly matters to these managers.
They respect differences and values diversity. These managers
also tend to be great listeners. To do that, they usually ask
great questions. They work hard to get beneath the surface if
something is troubling an employee. They help talented people
find solutions to their problems. They think outside of the box
much of the time - especially to accommodate the needs and wants
of the people they work with.
Talent-focused managers give power and the spotlight to others
without a second thought. They look for innovative and creative
ways to reward and recognize their talented people. These managers
watch their own behaviors when under stress. They don't take
out their bad moods on their team. Employees have been know to
leave money on the table to stay with a manager they admire.
Environment Focus Creates a Positive Work Environment
These are the components of ENVIRONMENT that creates a positive
work environment:
Family
Information
Kicks
Passion
Space
Values
Wellness
X'ers
and Other Generations
Talent-focused managers know that they can create a nurturing
and enjoyable work environment within their own teams. They create
or at least support fun in the workplace. These managers also
assign work according to employees' passions. They encourage
wellness and balance and create a guilt free departure at the
end of the day or for a well-deserved vacation. They care about
their employees' private lives (without prying) and ask about
their hobbies, families, and life away from work.
Their team environment is information-rich. These managers communicate
often and honestly to their people and, in turn, encourage them
to provide information and feedback. They care about their employees'
values and strive to align them to their work.
Finally, talent-focused managers are space friendly. They employees
freedom to work in their own creative ways and space to be self-directed,
managing their own time and work and think in new ways. Workplace
environments that retain people enable them to design their own
work, take a break and have flexibility and freedom in how they
dress or where they actually get the work done. Employees find
it difficult to leave a work environment they love.
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