How to build a team: what to do and what not to miss
Building a team, whether that’s building a team from scratch or expanding your existing team, is…
Why do good employees leave?
You’ve hired a team of superstars. They’re finally experiencing what you believe to be a good sense of flow.
Everything seems normal, when out of nowhere your employee hands in their resignation. You’re stunned, and not sure where you went wrong managing their retention.
From toxic team cultures to lack of opportunities for growth or distrust in the organization, there are many reasons why a good employee may choose to leave your team.
With the right set of tools and a team culture built on trust, collaboration, and communication, you can help employees feel happier at work and reduce the likelihood of them leaving.
The good news is, you don’t need to play the role of detective to spot the signs and symptoms of dissatisfied employees. Just look out for these three red flags.
When your company goes through any kind of change- whether it is something minor like a new process, or bigger like shifting to remote work, it’s important to watch out for good employees who fail to adapt.
When this happens, you may notice more carelessness in their work, higher absenteeism, less engagement than usual in team meetings, or less interest in taking on work they once enjoyed. They may seem annoyed or frustrated with everything.
Use Officevibe to build your own custom survey and learn more about how your team is feeling!
If there’s one thing we know for sure, it’s that engaged employees will regularly be looking for ways to build their careers and advance within your organization.
Think about a recent career conversation with a given employee.
How did it go? Did they ask questions about opportunities, or are they demonstrating general apathy about their growth?
If you’re noticing a lack of interest in discussing their career with you, it might be because they’re in the process of checking out. Remember, the best conversations make the best work happen!
If you think this is happening, it’s time to develop your manager’s empathy muscle. Do you understand the challenges your employee faces in their day-to-day? Your employee may be feeling apathetic because of a lack of – or too many – challenges in their role.
By getting to know what these challenges are, you can start to remove some barriers in the way of motivation.
They used to love taking on new projects, pitching new ideas, and taking on stretch projects. But your once-superstar is now doing the bare minimum! What’s happening?
If you notice your employee happily coasting rather than reaching like they used to, try bringing it up in a 1-on-1 with them.
1-on-1s, like those in Officevibe, give you the time to connect. Try saying things like:
“I’ve noticed you’ve been less interested in taking on projects you used to enjoy. I just wanted to check in and see how you’re doing”.
The best way to prevent people from leaving is to create a culture on your team that is so good, it makes it hard for them to say goodbye. We’ve got some action-packed tips to help you create a culture fueled by trust, safety, and open communication.
“I keep an Excel sheet of all the projects my team is working on and make sure that the work is equally distributed across my employees and that those projects match their personal growth interests”Shane, People Manager
Shane says that on his team, the most engaged employees are the ones who feel like they are being stretched in new directions while working on projects that excite and motivate them, based on their skill set.
According to the Deloitte study mentioned above, 42% of respondents who have been seeking new employment believe their job does not make good use of their skills and abilities.
“If you don’t leave space for connecting with your team, you might be the last one to know if a crisis is happening and by the time you realize, you may have already lost your top performer.”Alina, Engineering Manager
Alina explains that no matter how busy work gets, she always listens to new ideas and keeps her virtual office door open for meetings.
While you may feel the pinch for time when thinking about scheduling 1-on-1s or virtual team meetings, the time it takes to recruit and onboard someone new will be much greater, so don’t wait until it hurts. Make sure team meetings are an integrated part of your team culture.
“Whenever I send an important message to my team, I first read it out loud and ask myself, how might this message be received by my team? Are there assumptions in my head that aren’t being explicitly put into words?”Ariane, Team Lead
Any manager, newly-minted or seasoned, can benefit from developing their communication skills.
Feeling like your manager is not communicating their expectations or that important information is being held back can be such a frustrating experience as an employee.
Sadly, it can lead them to look for work elsewhere.
According to Deloitte,
As a manager, you should always be thinking about contingency plans.
For example, if your top performer were to leave tomorrow, what plan would be in place to manage the work that only they know how to do?
What would the impact of their departure look like? Who could replace them? This is where succession planning as a manager comes in handy.
If you’ve not yet done this activity for your team, now is a great time to start!
No matter how great a manager you are or how wonderful your team culture might be, you can’t stop everyone from leaving.
Celebrate their success, and make sure you acknowledge the impact and contributions they have made to the team.
At the end of the day, wish your employee well and send them off on a positive note as you never know when your paths will cross again!
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