Have you ever felt the fright of losing something?
Maybe it was a pair of keys or your cell phone.
It can be frustrating to have the solution to a complex problem right in front of you and overlook it.
This is what can happen when leaders overlook those that are talented because they are labeled the “wrong culture fit”.
Successful leaders build, motivate & engage their workforce.
Post pandemic, business models lean toward doing more with less. The same workload, the same performance expectation, and same commitment to clients with less people on the team. That means everyone's role and job is important and indispensable.
Diverse groups of people are able to solve challenging problems. Diversity of thought provides different points of view. The complexity facing organizations in 2022 requires innovative solutions, agility and speed that is driven by leveraging inclusive teams.
It will take intentional effort to engage the post pandemic workforce.
A team composed of onsite and remote workers must find synergy around a common purpose. With leaders working onsite and direct reports working remote out of sight should not
mean out of mind for managers.
A recent CivicScience survey shows that 40%
of U.S. adults now say they would be willing to take a pay cut to work remotely from anywhere they choose. Turnover of an employee starts long before someone resigns. Before someone leaves a company their productivity, on average, drops 50% six months prior to their departure. Not only that, turnover can be contagious crippling an organization.
Below are 5 talent retention strategies:
Lead With Empathy
Leading with vulnerability is difficult.
In 2022, leaders are empowered to put down hard exteriors and connect with people in a new way. Teams have navigated incredibly challenging personal and professional experiences during the pandemic.
Seek to understand what motivates the different contributors on your team.
For instance, some employees are motivated by compiling raw data versus analysis or presentation of that data. Becoming aware of the different motivations will unleash trust & productivity within the team. Managing a hybrid team requires not using a one size fits all model in engaging with direct reports. Spend time understanding their point of view.
Make the entire team the priority. Focusing only on those that are in the office or most seen by management can prohibit a culture of inclusion.
During meetings, look for nonverbal cues of those that often are present yet remain muted at the table or on Zoom. Ask questions before making a wrong assumption.
Remain curious to understand first.
Add empathy to your leadership toolbox.
DPI
has an interactive workshop for leaders entitled, “Lead With Empathy”.
Visit our
website
to schedule a discovery call.
No Superstars Here
Everyone matters.
Everyone is a part of the whole.
Now is the time to learn from others in different cross functional roles throughout the organization. Create an environment that sparks creativity in a fresh new way. Build in time for virtual call breaks and provide company policies for flexible work schedules (where applicable). Recognize the signals of someone considering leaving (ex: disengaged, withdrawal, lack willingness to volunteer for project).
Leverage Different Points Of View
Working on a team of homogenous decision makers leaves critical pieces out of the puzzle.
Instead of cascading top down policies and rules, use surveys to gather feedback before a policy is changed or added.
If not, communication can break down within an organization causing inefficiency and lost revenue.
Harness Relationship Management
Conflict happens on teams.
Perspectives around circumstances will differ. Two people can attend the same meeting and have completely different assessment on how it progressed.
Don’t run away from the tension that naturally evolves when ideas bump up against each other.
Leverage
it to arrive at a richer and robust solution.
Trust Them
Many organizations have endured furloughs, terminations and are now rapidly working to rehire multiple positions at the same time.
Trust the team that remains. Prepare your team to welcome a new hire.
Trust their judgment and decision making ability within their sphere of influence. Consider promoting from within before exploring external candidates.
Without trust there isn’t an effective team. Encourage autonomy once clear objectives are provided.
It’s easy to overlook someone and fall back into the natural rhythm of listening to those that dominate your calendar or have the loudest voices.
Greatness sits within your organization.
Expand your horizons as a leader to connect with others and build trust.
Successful leaders make the entire team the priority.
Visit DPI's website
to schedule a discovery call.
**Hit the SCHEDULE NOW button on the bottom left hand corner.
Additional DPI Resources:
Reimagine Diversity Ebook, coauthored by Roslyn Rice & Renee Scott
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