You may have employees who leave your company because they were not sufficiently productive or there was not a cultural fit, but there may be a few whose departure represented a big loss to your team. The loss disrupts team productivity, unity, and momentum. The loss is particularly stinging if the departed employee was an entrenched ‘A’ player who was consistently surpassing all operating metrics for 24+ months.
As a leader, you respond by engaging your fortitude, put on a brave face, find a replacement, and lead the team to take that next hill. “He had to do what was best for his family and career, we will get through this.”
No looking back…
However, you may have a nagging feeling that if only “I could have foreseen his dissatisfaction or created an environment that would defend against incoming alternative career choices.” The truth is ‘A’ players often pursue new careers that include compensation or responsibilities that cannot be matched by their current employer. There is no reason to beat your self up over it … at least not too much.
…Why is it that so many of us will remain within our homes for decades, while often switching employers? Obvious answers include more earnings, promotions, terminations, reduction in force, employer bankruptcies, etc.. Sometimes it is not these reasons, but instead we feel stifled, unsupported, or stagnant.
A home often receives less investment, formal leadership, reviews, club trips, technology enhancements, etc. than a corporation, but yet we remain in the home for decades. Why is this? (aside from the hassle and expense of moving). Because we cherish its consistency and familiarity AND its ability to serve as a safe anchor while exploring new endeavors. We often separate the home itself from our daily activities.
Employers that keep ‘A’ players understand the work place should provide the familiarity and support to nourish employees to vigorously attack their objectives, but also partially separate the employee’s current role from the total employment experience.
Employees who feel encouraged to take on more responsibility or diversity in tasks – even without a formal change in title – are more likely to remain loyal team members.
Be sure to talk with your employees about their dreams and objectives, more often than formal scheduled reviews. It may not take much too insure their satisfaction and retention. Similar to a throwing a new coat of paint on your home, it amazing how a little change in atmosphere will go a long way!