So. . .You Want People to Stay

Imagine for a minute that you are a houseguest of friends.   Even though your hosts feed you and provide you a room -  they are distant.   Yes, they cordially greet you: "Good Morning," with a perfunctory smile. "Is your room okay?" they query out of necessity.  They even communicate, "I'll be back from work at 6."

They do not, however, engage in conversation other than that they consider absolutely necessary.      When they inquire regarding your well-being, the question comes with the distinct feeling that "Well, that box was checked."  In fact, they do absolutely nothing to suggest that they are interested in an ongoing relationship with you.

Do you feel welcome?   Probably not.   Are you thinking about how soon you should be leaving?  Probably yes.

So it is with work.   If bosses communicate only out of work necessity. . .if the questions are perfunctory (checking that box) . . and if perhaps the boss really doesn't seem interested. . . .do you feel welcome?   Are you thinking of leaving?  Probably yes.

Check it out.   Google or Bing "Why do people leave their jobs?"   Among the top ten, or even top five answers is. . .ding-ding. . .the relationship that people have with their boss.

So when the company  strategic conversations turn to retaining top talent or being a great place to work. . .please, please don't suggest that more swag (with the company logo!) or picnics or social gatherings or even recognition drives retention.   As nice as all of that is - none of it is as powerful as the choice you have as a leader - and that is to have a solid working relationship with your colleagues.

Taking time to have meaningful (or maybe not even that meaningful) conversations is important.   Sincerely  being interested in the team's work and life is important.  Genuinely caring is essential.

Recently I had a top assistant manager tell me that he spent the last three hours in conversation with his team.     Here's the thing - in an age when it is difficult to attract talent - this leader has 3-6 people waiting to work for him.

He wants people to stay. . .he wants to attract talent. . .and he invests in the relationships that meets both of those goals.

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My book "Courageous Questions, Confident Leaders" is available on Amazon Kindle.