Taking a good hard look at yourself. Doing that is really tough. Trust me. As an employee retention speaker and employee retention trainer, I speak to groups and facilitate workshops all the time. The toughest part of these events is waiting to hear the feedback. But, it’s necessary if I want to improve and grow in my profession. It’s a must if you want to grow in your employee retention initiative and to turn employee retention into a competitive advantage instead of a liability. Getting that feedback and then taking a good hard look at what you did or didn’t do in an employee retention situation is really tough.
My approach has always been that virtually all employee turnover could have been prevented. Yes, you read it correctly. Virtually ALL employee turnover. This is the way you have to approach it or you will find yourself missing incredible opportunity to improve your employee retention. If a new employee fails, ask, “What could we have done to prevent it?” More training, reassignment, better mentoring process, etc. Don’t just say, “They weren’t good.” Look at everything you do. Everything. Then fix those things you could have done even if it may not have saved that employee from being a turnover statistic. I picked this philosophy up in the US Army during basic training when a group of people I was leading screwed something up and my drill sergeant told me, “Kortes…there are no bad people…only bad leaders.” This is the philosophy you must adopt. There are NO EXCUSES!
The most successful people have this philosophy. They are almost obsessed with it because they know that if they adopt this philosophy they will get better, and better and better until they are some of the best. In a book by Grand Cardone, a super sales guy, he talks about being in a car accident. His philosophy is there are NO ACCIDENTS. He could have left earlier to avoid the congestion. He could have been watching closer. He could have anticipated the other drivers desire to change lanes. I love this philosophy because it is the best way to have great employee retention.
This employee retention consultant and employee retention author knows that some of you reading this are thinking, “Jeff’s full of it.” Maybe I am. That being said, this philosophy has worked for some very successful people. It’s tough to take a hard look at yourself when you lose someone but it’s the best way to ensure that your employee retention turns into a competitive advantage and not a competitive liability.