Humbled by the Mysteries of Management
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Do you keep track of your years of service by noting the number of management fads that have come and gone? |
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Are personnel problems your greatest challenge ... and the one thing you can really count on? |
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Have you decided that "transition management" is an oxymoron? |
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Do you keep searching for a way to motivate your team to their greatest potential? |
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Are you committed to retaining talented employees and achieving the goals you have set for the coming year? |
If you answered "yes" to any of these questions, you are like the vast majority of managers and supervisors. Each morning you wake up with three problems. First, you have your top performers and you fear they may get restless and move on. Secondly, you have your poor performers and you are desperate to figure out how to motivate them. Thirdly, you have your workload goals and you wonder how you are going to get it all done! Well, welcome to the humbling job of management.
Leaders have long faced the problems outlined above ... but these days there are a couple more. Change is accelerating and creating near chaos on a daily basis. In addition, talent retention has become a serious concern. As a result, public agencies, such as the County of Sacramento, are beefing up rewards programs hoping to retain their employees. New workers are coming to the labor market with different expectations and emergent requirements. Meanwhile, seasoned talent is falling out the back door enjoying hard earned retirement. Managers are stuck in the middle trying to steer a prudent course.
So where can you turn to find some answers?
According to Beverly Kay in her book Love 'Em or Lose "Helping your employees consider multiple career goals while they grow within their current position is a key element in development. When employees analyze their goals in terms of business needs and the strategic intent of the organization, everyone wins."
So what can you do? The first step is to talk to each of your employees about their goals and their satisfaction level in their current position. You may feel a little uncomfortable about having such a candid discussion, but it will be worthwhile. Your employees will appreciate your interest and feel more valued knowing you are considering their needs.
If you need some simple guidelines for the discussion, plan to ask the following three questions:
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How are you doing? |
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What needs to change for you to become more satisfied? |
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How can I assist you in that process? |
Take notes and encourage your employee to talk. Really listen. Let them know the purpose of your discussion is simply to understand their needs and do what you can to improve their satisfaction with their career.
Try to think of this employee's longer-term needs and how their natural talents might fit into career positions over time. Encourage employees to take exams and develop their skills. Your encouragement is key to your employee's decision to stay and thrive.
Remember, employees more often quit their boss than they quit their job. Your relationship with your employees is the single most important retention tool you have!
