Here are top three things (in my view) that managers could do to hold on to their best employees. I have seen great success from it so thought to share with you all.
Do you have any rules that you practice or any experiences? – please don’t hesitate to share your thoughts, comments and views!
Never criticize or spoon-feed (but coach)
All coaching is, is taking a player where he can’t take himself. – Bill McCartney
If you really want to motivate your employees, ‘assist’ and ‘coach’ them when you see them making a mistake. If your team makes a mistake; there is part (a major part) that we own as managers/approvers/reviewers. Criticizing someone is a big de-motivator. Try coaching approach to help team learn from their mistakes and it not only opens window of opportunity to connect better with your team and helps correct those mistakes quickly and effectively.
Questioning is good – and there is a thin-line between criticizing and questioning – for instance try ‘5 whys‘…., this encourages a conversation, a dialogue – leading to solutions, and not a finger-pointing session.
Make ‘their’ ideas ‘yours’
Opportunities are like sunrises. If you wait too long, you miss them – Wlliam Arhur Ward
Stop being know-it-all leader and control-freak, open yourself to ideas. We as managers and leaders have de-facto powers and authority to take certain decisions but hope you would agree that we all hate ‘being told’ (= ‘spoon fed’) what to do and it works as idea and creativity blocker. Give team some space to generate their ideas, let them be innovative. I am sure you would have heard of ITO (Innovation Time-Offs), but would like to quote again in case you missed – Google gives 20% of time to employee to follow their passion, and 3M Corp gives 15% time to employee for innovation.
God gave you a gift of 86,400 seconds today. Have you used one to say ‘thank you?’ – Wlliam Arhur Ward
Everyone knows it, everyone wants it and the good thing is that it’s FREE (well almost), still many don’t practice it. Appreciation from top goes a long way towards building lasting relationships. Encourage and appreciate your team in every small step they take and use all possible ways to appreciate them – one on one and/or publicly (even better!).