What are managers measured on?!

A manager’s job is R&R.

Not rest and relaxation…

Retention and Results!

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

Both start with employee engagement!

If you can boost engagement you

• Prevent people from leaving

• And boost people’s productivity

This allows you to focus on performance enhancement rather than the costly and time-consuming hiring and onboarding of new people.

Is someone leaving a bad thing?

Not always. People will leave your team but knowing your team’s Attrition Rate is a good indicator as to whether it’s something you should be worried about.

Attrition Rate = (Number of Employees that Left/ Average Number of Employees)×100 over a set period (Example. 1 year)

This allows you to see if you have a retention problem.

Here's 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

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