What does Leadership Development has to Do with Employee Retention?
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If you have been leading people long enough, you have probably come upon a stage wherein you feel that what you are saying is falling on deaf ears. There may... |
If you have been leading people long enough, you have probably come upon a stage wherein you feel that what you are saying is falling on deaf ears. There may even come a time when you are being questioned about things. These are definitely sure signs that you need more development in retaining the leadership edge in you.
In workplaces, retention of employees that are considered assets to the company is one of the primary concerns of management. This is because it is becoming extremely difficult to find people with proper and necessary training.
One of the main reasons why even the highest paid employees resign their jobs is because they do not like the kind of leadership that is bestowed upon them. The result that this would give to the company can be drastic. Company owners will be value time and resources being washed down the drain.
Not many superiors are aware of the fact that retention of employees and leadership development should go hand in hand. If they have known, they would probably have done the measures necessary to efforts will not be wasted.
What do subordinates want to see from their leaders?
1. A clear and definite objective.
Employees want their leader to point them in the proper direction. This is done by stating where that goal is. Not only that, it should specified why they need to reach their goal. Letting them into what the purpose should be is making them a part of the whole.
The common mistake that leaders do is that they do not share with their employees what their intents are in the first place. What happens is that the employees become lost and puzzled over what they should be working for and what should they do.
2. Resources needed to get the job done.
Nothing is more frustrating than not having the resources available to get the job done. Primary in the achievement of objective is having the necessary tools to get going even in the toughest of stages.
Resources are not only things and tools. They can also be additional knowledge or wisdom that can only be attained through trainings or seminars. If you want your employees to have a first-hand knowledge about what you want done, you will provide them with the necessary skills that will prove vital in their job.
3. Basic to comprehensive.
People in the workplace need to grow with what they do. Everyone deserves an opportunity to be considered to a higher position if they are liable and deserving. As a leader, it is your obligation to look out for employees that have the potential to be leaders as well.
When you have chosen the persons perfect for the new position, it is time to provide them with trainings that will enhance their professionalism. It is also a wise thing to give them assignments that is well matched to what they know and capable of.
4. Always give time.
You are busy. Your employees are busy. But this is not a reason why you should not spare some time talking and bonding with them. They might have some things on their mind that need to be cleared out and is just waiting for the right opportunity.
Set aside some of your time to be available for your employees. That little time could mean the difference between retaining all your important employees or losing them altogether.
Recommended Reading
- How Denver go about Leadership Development Trainings
- Leadership Development Training: How it is able to hone skills
- The Reason Behind the Failure of Leadership Development Labors
- Summary of What You Can Get from Leadership Development in Denver
- What a Leadership Consultant Can Do for Your Company
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Comments on What does Leadership Development has to Do with Employee Retention?
Everything on your list of what followers need from their leaders is on target. I would add that all of that is external and will look cheap and superficial if the leader's behavior isn't based on personal integrity and authenticity. Acting like you care looks a lot different than caring. Being available feels like manipulation if the follower knows the leader would really rather be somewhere else. Leadership without character is acting.