What are managers measured on?

Moving from an individual contributor role to a manager role can be daunting and confusing…

…but the main focus of any leader is R&R.

R&R = Retention and Results!

Your focus should be Retaining Top Talent and Delivering Results from your team.

If you look after your Retention you'll often boost your Results because the reasons people leave often affect their engagement in their day-to-day work before they do eventually leave.

Plus you can focus on performance enhancement rather than hiring and training new people before they can add value.

But how do you increase your retention?

Well, first of all, you need to ensure that you know the Attrition Rate within the team.

Attrition Rate = (Number of Employees that Left/ Average Number of Employees)×100 within a year

This allows you to see if you have a retention problem - remember 57% of people leave bad managers so you have a huge influence on who remains and who leaves.

Here are 3 areas to focus on to help retain top talent

1. Get to know your team better - How well do you know your individual team members? Spend time getting to know them. If you understand their strengths, weaknesses and interests you can get the right people in the right roles. The right role will not only increase their performance for the team but also their job satisfaction

2. Conduct stay interviews - Exit Interviews conducted when someone has decided to leave are too late to figure out what’s wrong in the team. Stay interviews conducted at least twice per year allow you to fix the issues before your people end up leaving Ask questions like

   1. "What do you enjoy most about your role?"

   2. "What would make you even more satisfied at work?"

   3. “What would you love to learn that would help you grow?”

   4. ”What’s missing in our team or your role which may lead you to look elsewhere?”

3. Lead like an air traffic controller and give your employees more autonomy Nothing kills an employee’s engagement than a manager who steps in to micromanage their work. Act like you are an Air Traffic Controller.

   Air Traffic Controllers can’t be in the cockpit flying the planes - they need to set the direction of the planes and figure out how to monitor the progress but they never fly the planes for the pilots.

   If you have the right people on your team and you have trained them effectively you shouldn't have to micromanage them.

   It’s your anxiety, not their incompetence that causes you to micromanage