Staff Retention Common Mistakes & How to Avoid Them
- Giftedness Group
- Jun 28, 2024
- 2 min read
Updated: Mar 3
As a People Manager, you've got enough to do, already, and don't have the energy to figure out new ways to retain and develop the people you have. That's where our Human Capital services come in.
Natural motivation comes from factors different for every person on the planet. Keeping employees feeling motivated also translates into higher financial profits since motivation is what keeps people more productive for a longer period of time.
Here are 3 things you might be doing wrongly, and a solution for each.
1. You're incentivizing with perks, but not meaningful work
Don't be a "Pizza Manager." Cancel those pizza days if you think those are supposed to help. People are motivated toward what they find meaningful, and GenZ sees meaningfulness as a necessity in their work, not a luxury. I can help you create a purpose-driven work environment that resonates with your employees, fostering a sense of ownership.
Actionable 1: in your next 3 meetings, select every person (or at least each department) in the room and specifically talk about how their daily work contributes to the greater mission of your organization. Bridge their job to the meaningful objective as a whole. You may need to get creative to figure this one out.
2. You're using their salaries against them, thinking that money is enough to motivate.
Each person has their own set of innate motivating factors (IMF). Figure out what those are. Workforce studies show that the cost of replacing one employee is between 50%-200% of that employee's annual salary. But the cost of investment in Talent Management consulting is barely a fraction of that, normally around 2-4% of an employee's salary which results with longer commitment and higher output per individual.
Actionable 2: Invest in the premier service for People Development, Giftedness Discovery. You will receive an "Owner's Manual" on each individual to see how to help them succeed and communicate. In just 3-6 months, your team will feel more excited, give higher output, work better together, and even foster innovation!
3. You're thinking about what you do and how you do it, but not who you are. Build the culture you wish you had.
You can only lead a person as far as you've gone. Do you exemplify the culture you wish you had?
I'm constantly surprised how much the President's own personality is wildly connected to the culture and face of the brand.
Actionable 3: Review, Revise if needed, and Republish (in this order) your organization's:
Mission statement
Vision statement
Values statement
Strategy
Have your CEO, Founder, or President exemplify to a T every one of those elements.
By outsourcing your talent retention needs to us, you can focus on your favorite work.
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