How Is Employee Retention? - Deepstash

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Do Your Managers Know How to Manage People? | Monster.com

How Is Employee Retention?

Employee retention rests on opportunities to learn and advance; work/life balance; a good cultural fit; and an appreciation for good work. High employee turnover is a clear sign that something’s not right with the management of an organization.

Employee surveys, ideally delivered by an experienced third-party vendor, and focus groups conducted by outside consultants, can assess your manager’s performance, or the need for more employee training and support.

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Do Your Managers Know How to Manage People? | Monster.com

Do Your Managers Know How to Manage People? | Monster.com

https://hiring.monster.com/employer-resources/workforce-management/leadership-management-skills/how-to-manage-people/

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Key Ideas

Do Employees Know What’s Expected Of Them?

Good managers provide continuous feedback to them. This allows the employee to quickly make course corrections and to feel successful.

Employers should be mindful of those they promote into leadership positions. Strong communication skills are a must when leading a team of people and coaching on this area might be necessary for some.

Do Employees Feel Cared For?

A good manager is empathetic to people and demonstrates this routinely.

If empathy is not a trait in a candidate for management, pair them with a leader who can mentor them on how to manage people before promoting them.

Is Good Work Being Recognized?

Employees need and appreciate acknowledgement for a job well done. Doing so helps retain valuable talent.

Train your managers on how to praise and recognize employees for doing good work. Provide them with a budget for financial rewards.

Can Employees do What They do Best Everyday?

Having employees perform tasks they are not well-suited for often results in waste.

Teach your managers to build strengths and tap into other resources when skills are needed that may not be readily available in the current staff. Encourage your managers to listen when an employee expresses concern regarding their ability to perform a task.

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Why 1:1’s are important
  • Making time for an individual says you give a damn about them as a person.
  • The 1:1 is the only forum where you can have an honest, private, conversation with each other a...
Set expectations
  • If this is a new process you are putting in place at your company/in your team, be transparent about it.
  • Be clear that you do this with all employees who work directly for you.
  • Book a regular cadence of 1:1s. They should not be ad-hoc. It’s ok to skip one every once and awhile, but having it locked into the calendar is a commitment.
  • Decide the best cadence with them (weekly or every other week? 30 minutes or an hour?) and what the format should be.
The agenda
  • Topics in a 1:1 should be about professional growth, personal connection and for giving each other feedback. Do not use the meeting to re-hash things from a group meeting, unless there are specific things you took off-line in that meeting or need to provide/get constructive feedback.
  • 24 hours or so before the meeting, email the employee a list of what you’d like to cover. Try to do a split between strategic, tactical and personal items and always ask your employee what they want to cover too. 

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Be Consistent

You must reward the same behaviors every time they appear, discourage the same behaviors when they appear and treat every member of your team with an equal, level-headed view.

Communicate Properly

How you communicate with your team can dictate your eventual success. To avoid miscommunication and to keep your team updated, always strive for clarity, accuracy, and thoroughness on your communication.

Aim To Work as a Team

Have your team work for something together.

Setting goals just for the department or one individual breeds isolation and a limited mentality. Instead, give staffers a unified focus and purpose, to inspire them together.

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Give Them Your Respect

Don’t assume a defensive position towards your employees or extrapolate that they’re going to be jealous, disrespectful, and bitter toward you. 

Let go of your assumptions, check your...

Be Honest

If someone asks you something that you don’t know the answer to, be honest. By providing an answer that you think is correct but isn’t—you (and your employee) could end up in an even worse position, and you’ll quickly lose your team’s respect.

But don’t just say you don’t know. Tell your employees that you’ll find out from someone who does. 

Learn From Them

Your employees also had a first day and they know how it feels to be the fish out of water.

So during your first few weeks, sit with each of your employees, watch their daily routines, and ask about what they’re doing and talking about. They’ll enjoy demonstrating their knowledge, and you’ll learn more than you would from a training manual.

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