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 support learning and growth:
Successful managers start off by doing a great job of 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 managers 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 breed loyalty:
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 value 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 create a positive work environment:
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 give employees the freedom to work in their own creative ways, the space to be self-directed, managing their own time and work, as well as helping them think in new ways. Workplace environments that retain people enable employees to design their own work route, letting them decide when to take a break and to 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.