This employee retention speaker and employee retention expert was asked that question very early in my career. I was 25 at the time and I was blessed to have an incredible mentor who I worked for. When he asked me the question, like most people who are 25, I saw myself being a Vice President by the time I was 28. This employee retention trainer was like that. That’s why it was so valuable that my boss talked to me and asked me that question. After I responded, we talked more. He got me thinking and planning and it made a world of difference in my career. This guy cared enough to take the little bit of time to work with me. He was great at giving me C.R.A.P…Caring, Respect, Appreciation and Praise.
Beyond just being helpful to this employee recruitment expert it was also smart from an employee retention perspective. After I started thinking about my career, I realized that being with a mentor like him was worth its weight in gold and it kept me from moving on to another job prior to when I was ready. All too often, leaders get so busy that they don’t take the time to sit down with their people and discuss their career. That’s a major mistake from an employee retention perspective. Taking that time does not have to consume hours and hours and hours. Just asking a question like my boss did was designed to get me thinking and planning my career. My boss didn’t plan my career…I did. He just got me thinking about it and then he had me manage my career. He put the monkey on my back! Yes, we had more discussions as time went on but it didn’t detract from his job.
I’m not sure my boss realized that what he was doing was really a great employee retention tool. He just did it because he felt it was one of those things that came with being a leader. Not only did he see it as part of his job but I could tell he derived a great deal of satisfaction from seeing me grow in my role. When I ultimately outgrew the role and moved on to a larger role and larger organization, he was happy for me. Had he not done what he did, I would not have been ready and probably failed in the new role. I owe him debt of gratitude.
Employee retention strategies are simple. What my boss did was as simple as asking me one question to get me thinking. It wasn’t difficult to do. If you are a leader and want your people to stick around, ask them the question, “Where do you see yourself going in your career?”