Are your managers having the right conversations? That’s the title of an interesting article I just read about the impact managers can have on employees by engaging in meaningful discussion about employees’ strengths. The article links to studies that show developing their strengths helps employees to be more engaged, happier and healthier. Engaged employees are less likely to leave an organization, and even more significant, they drive business results.
A discussion about employees strengths – that’s a good part of what a career conversation should look like, and that’s what we encourage when we work with managers to help equip them to have meaningful career conversations with their direct reports.
Most leaders at one time or another have experienced the loss of one of their top performers to another company. News of their departure can be tough news to take, especially when as a leader you may have had big plans for the employee’s future within your department or organization.
Many employees, me included, have made the decision to leave an organization, believing there’s more opportunity elsewhere, only to have their leader tell them they’re highly thought of at the time of resignation. In my personal example, I remember my leader asking me what it would take for me to stay. I thought about that for a while, and gave him some ideas, but even when he committed to deliver on the things that were important to me, I decided to go. It was too late for the conversation when I’d already made the decision to leave.
There’s no escaping it. We’re in a time of fast paced change and high demand workplaces. Like it or not, to remain competitive, companies need to constantly reinvent and refine what they’re doing and how they do it. To meet the changing needs of business today, companies need employees who are agile, continually developing, and contributing at the top of their game.