Have your team returned to work with enthusiasm and vigour? Or have they come back with a new year’s resolution and a freshly updated resumé?
How to stop your employee looking for a new job?‘So how’s the job going?’ asks Joe’s aunt over drinks two days before Christmas. ‘It’s fine’ says Joe. He’s been asked that question four times this evening. He’s sick of giving the same lacklustre response. He has time to think while he watches the Christmas movies and takes time away from the normal day to day. He gets wrapped up in ‘what do I want to be different next year’ thoughts that this season inevitably brings. Joe has two choices. Option One: He puts up with what he has, and gives the same response next Christmas to his well-meaning relatives. Option Two: He can make that bold move to find something new that will take his ‘fine’ to ‘fantastic’. But there is an Option Three. And great leaders should proactively put it into action this January to keep team members they don’t want to lose.
Be proactive!If Joe is on your team, you probably don’t want him to take either Option One or Two. Option one gives you a team member that is going through the motions. An employee with inertia is never going to push your business to where it needs to be. At best he’ll keep things ticking over. But chances are his lack of motivation could spread across the team or infuriate his colleagues who are trying to do a great job. Option two leaves you with a hole in your team. One that is expensive and time consuming to fill. Great team members are hard to find. So if Joe is a good one, you want to try to keep him. As a leader, you need to start 2019 by proactively managing this. You have Option Three up your sleeve and it’s time to put it into action. Option Three: Help your team move from ‘fine’ to ‘fantastic’ and keep them in your business. Your goal here is to reignite their excitement in the role and keep them as a motivated member of your team. Strike early and it won’t be too late to save them. First, you need to check the temperature of your team. Who is the flight risk amongst them?
Step One: Check the temperatureSchedule one to ones with each of your direct reports over the next couple of weeks Now, you will probably be able to name one or two of your team members that may have lingered in the land of self-reflection over the holidays. The ones that pulled up their resume and updated their LinkedIn account. But there will be others that will surprise you. So don’t assume anything. Schedule time with all your team.
Step Two: What would be a great 2019 for them?Ask them about what would make 2019 great for them. Your aim is to find what would make them jump out of bed in the morning rather than continuously hit the snooze button. Here are some questions you could ask
- What did you enjoy most last year that you would like to do more of?
- What did you enjoy least last year that you would like to do less of?
- What new skills would you like to learn?
- Are there any parts of the business you would like to get to know better?
- What about your job makes you smile?
- What makes your heart sink?
- Describe what a great day at work looks like?
- What talents, interests or skills do you have that we are not making the most of?
- What would you like to do more of in 2019?