Have You Ever Felt that Your Boss Cares about You? Not Just You as an Employee, but You as a Person?
Have you had a situation where your boss knew what your dreams were? What makes you tick? And what gives you satisfaction?
What was the effect of that? You probably felt closer to that person. More safe. You probably had less stress. And you were probably able to grow with this supervisor.
Being able to focus on employees, listen to them, be attuned to them, will reduce high employee turnover.
What Does that Mean? What Do You Have to Do?
It means you need to have conversations with each person about something other than just numbers and tasks.
How many times a week do you meet with each of your employees? How many times a month? How many times a quarter? And when you meet with them individually, do you discuss anything other than numbers and tasks and where they are in those?
It's good to go over tasks and numbers. I'm not saying don't do that. But when that's all you're discussing, then you make the employee feel like a cog in the machine. And if they feel like they’re just a cog in the machine, then they feel that they can be replaced. Meaning they can go elsewhere.
When you're having individual meetings, there are ways to do it. You could have it set up where the first 10 or 15 minutes - you can put a timer on - is just about personal stuff. “How are you? What's going on for you?” And discuss their goals. Not just their tasks, but what are their goals? What are they wanting - their dreams? What do they want to attain and reach and why?
If You Don't Know Your Employees’ Aspirations, Then You're Going to be Caught in Left-Field When They Leave
Because they are always going to have those goals and dreams in the forefront of their minds. And if you're not listening and helping them grow in those dreams, then they'll find a place somewhere else that will.
How great is it when you understand people's personal goals? When you know people's ambitions, then you can help fulfill them in different ways. You can give them new job responsibilities that are a stretch for them, that make them feel proud, that make them feel like they're improving themselves. You can give them opportunities with other departments, with other colleagues.
Lots of companies like to use words like “home” or “family” when they're discussing their organization. But that's only applicable when your employees really do feel at home, and like family.
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