Truly Understanding Retention

I have patronized many establishments lately where I constantly see knew faces. The constant faces are no longer working for that company. Where did they go? In a recession, is likely that many people will quit their job? Maybe if there is of course something much better. That 'something much better job' may not be easy to find or acquire if you do get an opportunity to interview but when you do, how fast do you move to the new organization?. So did these employees get fired? That could be the case but many employees are on their P's and Q's and dotting their I's and crossing their T's to ensure they keep their jobs.

So for those employees who are leaving due to receive a new job, what does this move say to management? Maybe some of the following:

• I am unhappy with what I do
• I don't like my boss bc he or she is not a good one
• I am not getting paid enough and working very hard
• I hate my hours
• The work environment is just not a good one

Retention is very important for management to not only understand but important enough that serious thought and action need to be taken. Many managers believe that just having your job is enough for you to stay. Definitely not! Retention means valuing your employees and doing things that will make them happy with their working situation so they don't want to find work elsewhere. Many managers don't invest enough time in retention strategies and only look at the bottom line being achieve. That bottom line can be achieve much better if you have employees working and performing well! When an employee feels valued and are treat well (even beyond financial means), they will perform better and love what they do.

Why don't all managers get this? They need to or they will continue to loose valuable employees and constantly hiring new ones. It will be a never ending cycle.

The Manager is the Expert or Not?

In some organizations, there are managers that are politically placed (due to who they know and are friends with). Others are placed based on merit and qualification. Those that are the former tend to not work as hard, don't know what they are truly doing even though they act like they are the expert on everything, are not as organized, not successful at motivating their team, and do not produce results as they should to meet organizational goals. So why are these people in position and with this situation, how long do they stay?

The managers that are in their positions because they are qualified and truly want to make a difference and produce successful outcomes, tend to be the ones that will do just that. They know what to do and how to operate their business. Yes, they truly are an expert. They understand that in order to have employees perform well that motivation strategies are required as well as providing clear direction and sound guidance. These managers know that communication is key and they are willing to roll their sleeves up and get in the trenches with employees to meet department or organizational goals. Such managers are involved and believe they have to contribute to the bottom line as well.

Which type of manager do you want? The one who will end up not working hard thus making you work harder or the one who understands the expectations of his or her employees and is willing to do all they can to see you succeed?

What type of manager will you be?

I look forward to your comments.

Do Managers Really Care to Know?

A friend of mine posted on Facebook that she had a bad experience with a manager. Here is the story: She told her kids to sit down on the bench sitting out in front of a store. One of the kids fell as a part of the bench was broken. Luckily the child was not hurt. My friend went to tell the store manager about the bench. Not so she can get anything from it but because the bench was broken. With furthere weight applied as people sit someone could eventually get hurt. The manager was real nonchalant about it as if the broken bench was so big deal.

The manager asked an employee if they knew if the bench was broken. That employee said that they knew the bench had been broken for months and told the manager about it prior. The manager got upset as if this didn't occur, especially since to conversation was happening in front of my friend and other customers. The manager and employee continued to argue of this. At no time did the manager say that he would file a report so my friend asked for the corporate number to make a complaint. The manager said that he didn't have to give that number and said if no one was hurt why should they be notified? This further upset my friend who collected her kids and walked out of the store.

What is your opinion of the manager and how should he have handled this situation? Do managers truly care about situations like this or are they only looking out for their best interest preventing themselves from getting in trouble due to their negligence?

Managerial Ability: Is it Taught or a Natural Skill?

When I think about the different types of managers I had in the past, several were great, others not so great. I always wondered is it because the great ones where taught to be so or just created that way naturally? How much of our personality is infused in our managerial style? Or are managers just going through the bag of skills they where given in college or resort to techniques taught to them by other managers?

Some managers are great with their employees. They motivate, provide guidance, assist in individual growth, empower, allow for times of autonomy, care for your well-being, and sprinkle in humor in daily interactions. Other managers could care less about you, your growth, your needs and only want the bottom line achieved. The former are democractic managers with the latter being autocratic.

Me personally? I want and value democratic leaders and always hope with every new job opportunity that this is the type of manager that I have. I want the win-win situation where me and my manager have a relationship where we both benefit from the presence/existence of the other.

Any thoughts?