I recently led a discussion for CCNG members that focused on Retaining your Number 1 Asset Through Leadership & Culture.
Data has shown that leadership is the number one reason employees of all industries leave their positions. The number one reason they stay is organizational culture. We asked and discussed the question: “What are you doing as a company to set up training programs for those who want to lead (not all people want to), and truly pick the best person for the job based on their ability to lead?”
With such a great group of attendees we were able to spend time digging into what culture is and what it is not. We separated the perks companies offer and dug into the causal factors that measure the effectiveness of culture. A company’s overall culture and subcultures were discussed, as well as the importance of getting your company’s culture to be as contractive as possible.
A great number of questions were asked about how to manage employees who feel they should be treated like adults. It was mentioned that they should not be micro-managed for attendance, and a discussion ensued and examples were given by the group. We discussed the need for employees to understand the difference between procedures and culture, and we also discussed the need to understand goals, expectations, and policies, and how they differ. Cultures can influence how leaders respond and how employees feel their questions may be treated. We were able to discuss a couple of different cultural styles.
We also dug into changing the focus of recruitment into retention within teams. We discussed that we can understand and learn through anonymous surveys – what makes them stay, what makes them happy, and what companies can do to understand the ideal culture and their current culture.
For companies who truly have great leadership and a great culture, you should tell people in your postings and interviews why. You should explain what those things are that you really have, versus simply making a statement that you have a great culture – ex: we have 6% turnover, our openings are due to growth.
We wrapped up our discussion by talking about “What is your company’s ‘why’?”. Why should people come and work with you? Why should people stay with you? Make it meaningful with supporting data and you are on the right track!
With more than 20 years experience in HR and Global Staffing, and an active CCNG member, Kirstyn is passionate about why employees choose, stay, and leave their jobs/companies. Kirstyn enjoys building relationships with people of all backgrounds, career levels, and interests, and is focused on influencing 2022 to be the year of retention, and NOT the great resignation.
