Re-engaging and attracting new “talent” can be simple and low-cost propositions, even in these overwhelming times. The most important factor in resolving the Great Resignation, or talent outflow, is to provide engaging experiences to your workforce. People are motivated to join, stay or come back when they experience a nurturing, engaging, fair workplace. They will encourage friends to come aboard. Here are three engaging and disengaging experiences that motivate people to stay or leave, apply or not, engage or not. The neat thing is that providing these positive experiences is a very low-cost, low energy proposition.
ENGAGING EXPERIENCE #1: BEING HEARD Leaders listen to my frustrations, fears, suggestions. They don’t debate, explain away, argue or share their own thoughts. They simply listen, perhaps clarify. They suspend their urgency to solve, to take quick action, to move on in their busy schedule. As a result of being heard, I believe that, by understanding my opinions and needs. I am important in this employer. I’d like to stay here!
DISENGAGING EXPERIENCE #1: NOT BEING HEARD Leaders are so busy that they don’t take the time listen to my frustrations, fears, suggestions. They listen” impatiently to debate, explain away, argue or share their own thoughts. They want to quickly solve, take action, move on in their busy schedule. As a result of not being heard, I believe that my opinions and needs just don’t matter…I am not important in this agency. Why shouldn’t I look for a better place to work?
ENGAGING EXPERIENCE #2: BEING INFORMED Leaders tell me about what’s happening and when I’ll know what’s happening…to me, my team, the agency. I understand our problems, progress and successes. Leaders are available to talk. They regularly present overviews. They share details, as and when appropriate. They are transparent. As a result of being informed, I believe am valued here…I understand things that affect my job security. It feels real good to work here!
DISENGAGING EXPERIENCE #2: NOT BEING INFORMED I have no idea about what’s happening and when I’ll know what’s happening…to me, my team, the agency. I don’t understand our problems – except through the rumor mill. Leaders are not available to talk. They never communicate the big picture or the details. As a result of not being informed, I believe I am not important here. I am anxious about my job and paycheck. I need to leave asap?
ENGAGING EXPERIENCE #3: BEING CARED FOR Leaders don’t just say that they care – they show it. I am cared for. Leaders respect and show compassion for me. They touch my heart with small, unexpected acts of caring like sharing a meal, writing a note of condolence, praise or gratitude. As a result of being cared for, I believe that I am cared for…I feel nurtured. Why would I want to leave here?
DISENGAGING EXPERIENCE #3: NOT BEING CARED FOR Leaders just say that they care – they don’t show it. They pass me in the hallway without making eye contact. I doubt that they even know my name. They’re so wrapped up in their own stuff that they have no idea of what I’m going through. As a result of not being cared for, I believe that I’m not important here…I feel abandoned. I’m out of here!
If you want to learn more… Partners In Leadership teaches that experiences lead to beliefs; beliefs lead to actions; and actions produce results. Look into their publications “The Oz Principle” and “Change the Culture, Change the Game.” (https://www.partnersinleadership.com The Gallup “Q12” assessment and research provides a gold-standard system for measuring and improving employee engagement to attract, and retain talented people. Check out their “The Elements of Great Managing” https://www. (12 elements of great managing gallup.com).
I hope these thoughts help. If you think I might be of more help with your work, career, team or organization, schedule a value-added, free-of-charge conversation & verbal assessment. Everett Taylor, PhD – Executive & Leadership Coach Phone: 480-720-9065