How do you recapture the initial enthusiasm of an employee who’s losing engagement? Find out how you can prevent losing great talent to your competitors – which is important if you want to keep your established business or start-up at the forefront of its sector.
How do you prevent employees quitting your team?
Be present for your team
There’s no point having an open-door policy if you’re never in the office to talk for five minutes, never mind micro-manage. (Side note: you may wish to consider delegation.)
Give yourself some time at your desk; enough to let your employees approach you with any concerns or ideas, or just to chat. Make room in the diary for regular friendly, informal chats to find out where they’re at – before they schedule a final, impromptu ‘chat’ with you.
Ask what you can do for them, not what they can do for you
Set aside some time to ask what your employees want from their careers – and from you – and what they would change about their current work situations.
Be mindful of what they can do for you
The old saying goes that ‘people quit their bosses, not their jobs’. Drilling down into the reasons why someone would want to leave your team does put you in a rather vulnerable position – after all, you’re having to look in the mirror and address your own managerial shortcomings.
However, a little radical (but positive) honesty goes a long way towards turbo-charging your own leadership skills, and presents a fantastic turning point for your own long-term career prospects. You play an important part in your company’s reputation when you can give your employees reason to stick around.
Cultivate an environment of honesty and trust, and you’ll prevent the great people you’ve got on board from jumping ship.
If your an employer looking for help with your next hire, contact us today and we can help find the perfect candidate for your business.