Sometimes we convince ourselves of things that aren’t true so we don’t have to face the facts. We have probably all seen leaders/managers tell themselves that they can’t recruit or retain talent because they “can’t afford it” or because they “are only given so much to work with”……….but as the leader, it’s really about you, the environment you create and how you treat people in general. The reality is, YOU are in control. Look at any great leader in sports or in business and you’ll see they all had to overcome a lot and create an environment that was extraordinary in order to make the group extraordinary.
Research tells us that most people ask first about pay when seeking new employment opportunities, but further research reveals that it’s not what keeps them or ultimately impacts their perception of their environment at all.
Great team members feel a certain “connection” to the company they work for. They connect to the vision of the company or their direct leader and are in an environment to make decisions freely and take risks that are directly connected to their goals. They feel like they can make impact and help the cause. This is so much stronger than compensation and yet so undervalued. It’s all about environment, influence and empowerment. All very powerful things that most leaders have no clue about and are not good at.
Through much reading, observation and 45 years on planet Earth, these are “The Big 6” that leaders and companies can focus on to make their people want to stay (and want to join their team) and not seek that “higher paid position” that ultimately doesn’t satisfy them, but may seem like a “grass is greener” situation.
1. Cultivate an environment that makes people happy, stimulated and challenged day in and day out. That environment is rare. If you can create it, you win. All humans look for this without even realizing it. People spend LOTS of time at work and want to be in a great environment.
2. Give team members the ability to become a leader if they want to. When people have the opportunity to move up……it motivates them daily. (Not all people are innately destined for leadership, so your role here is key. You need to mentor them and bring them along in the areas they aren’t strongest.)
3. Allow people to have flexibility in their schedule. It’s 2016, not 1954. People want to know that they either have flexibility or that they have work life balance. OR BOTH. Extremely important these days and it makes people more bought in and more appreciative, valuing what they have. Then they will GIVE more.
4. Make sure you have people that really enjoy the work they do and the people they work with. This can make or break someone’s experience.
5. Provide an arena where your people can grow their knowledge base constantly. Give them more opportunities than they can handle to learn and observe new things.
6. People are happiest when they feel valued by their ideas and input…that you even want their ideas and input. Listen to what they have to say, ask them what they think. This is so crucial to how valued they feel, which ultimately ties into and impacts everything else we already talked about.
Humans by nature like to feel like they are part of something bigger than themselves and that they provide value and make an impact. They WANT to contribute. Help them by creating the environment and stop telling yourself it’s about the money. It’s not. It’s about you.
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