The simple response comes in a single word – consistency. That word, consistency, is an important word to remember when discussing leadership development. Regardless of the surroundings, successful team leaders are consistent in their responses, duties, and actions.
A couple of years ago I heard from a colleague that he had been fired in a voice mail. After asking him about this, he told me that neither his immediate supervisor nor his second level supervisor had spoken with him about his productivity and yet "productivity" was the reason he was given for his dismissal.
How do companies lower their churn rate and retain the employees they want to keep? This multifaceted problem requires a multifaceted approach to solve. Start by adding this six step plan to your employee retention strategy.
While many employers take the time to train employees on job-specific skills, they really drop the ball when it comes to the non-specific skills. The airline industry made a drastic change some years ago when they began training on what the industry calls 'soft skills.' What they found was that employee retention improved and many of the smaller challenges and customer service issues that had plagued them for years went away.
It has been said that a leader without followers is out for a lonely walk. I couldn’t agree more. Leadership development is about learning how to lead effectively and productively in order to develop followers. Here are three reasons why I believe that some leaders fail.
Trust is the underlying challenge for all teams at every level of an organization. Perhaps we just want to cover our back side, perhaps we are skeptical of others, or perhaps it is simply in our nature; regardless, fostering trust is a key element to creating a winning culture within every team.
Following and implementing these strategies will help develop any team, at any stage by building more confidence and greater morale among team members, creating more trust across job functions, and ultimately increasing productivity for the future.
We may lead a team of people at work, a group of friends, a volunteer group, our families, and of course we lead ourselves every day. The fact is that we are all leaders in some form or fashion. Regardless of how large or small our sphere of influence is. if we work to improve our leadership abilities our sphere of influence will grow.
Leadership, from the top down, dictates the culture of an organization. If leadership that is empowering will develop employees that will become future leaders - leaders who also empower others.
Determining the underlying causes for an employee's departure is vital to the success and evolution of every company, large or small.
