It’s sad that this employee retention specialist hears more bad examples than good examples to write about, so I was thrilled when I spoke with a young project manager this weekend. I’ve known this young man for over 30 years and, as a result, I’ve seen him go to college and start his career. In fact, I’ve actually blogged about him in the past when he was stuck in a dead-end job with an employer who didn’t believe in growing his talent. I actually wrote about how that prompted him to quit and move to another organization.
He moved to his new organization about 18 months ago and it’s been very rewarding. He was immediately given a wide range of duties to help him start on a growth trajectory. He’s now excited to go to work. Just this past month, he was given his own project to manage even though he has only been a project manager for 18 months. He was thrilled by the fact the owner felt enough of his abilities to give him this more challenging assignment. He is being overseen by a more senior project manager who is GUIDING him on the project and not MICROMANAGING him! This is unlike his prior job where he was so narrowly focused that he was bored out of his skull and micromanaged constantly.
It is quite clear the owner of his current firm gets it. If you want people to be engaged and stay with your organization, you have to get creative and look for ways to challenge all of your people. This is particularly important for your young people because early in their career is when they have the steepest learning curve. Not only does it benefit the person, it also benefits the organization as the organization takes advantage of this learning that is taking place. This is really pretty simple stuff. I will guarantee you, based on my conversations with this young project manager, he has no intention to leave. He is energized, engaged AND productive! This is what sound employee retention strategies are all about.
When retaining people is really pretty simple, why do we always make it so hard? Open your eyes, get a bit creative and look for ways to grow your employees. If you do, both the organization and your employees will flourish!
Remember…Give Your Employees C.R.A.P.® Why? Because C.R.A.P. Works!
Are you concerned about the employee turnover you are experiencing? If so, email me at firstname.lastname@example.org to get my Employee Retention Self-Audit. In the email, make the title “I’m Desperate” and I will get the self-audit out to you!