Okay, Managers, How Do You Keep Good Employees?

managers, keep good employees, stay interviews, performance coachingWhile you may be reading news articles reporting how many jobs were created in your region of the world, it is often interesting to see if this is a localized event or something bigger. According to a 2013 Manpower Employment Outlook Survey, global trends point to positive growth but survey after survey of employee engagement still report dismal numbers.

So, what’s a manager to do with the new and existing employees?

We have discussed employee engagement before on the Twitter chat, #KaizenBiz but we usually look at it from the employee’s perspective. But there are certain challenges for managers. There is plenty of advice to be more authentic and to act as more of a facilitator of people’s talents and personalities. There are many workplace trends that affect the nature of management. And yet, the basics tasks of management haven’t changed. Managers are still expected to plan, organize, coordinate, encourage, provide and monitor their staff. The methods may change over time but not the essential job.

But aren’t the methods really at the nub of finding and keeping good employees?

This is where the 21st workplace is something of a crucible for managers. Leaders may navigate the company as a whole through the turbulence left in the wake of the Great Recession, rapid technological changes and other factors but managers are the ones who are making sure the actual work gets done. There is always a search for more effective or efficient ways to identify the “right” employee or process that support meeting the business goals. It might be stack ranking or some other talent management system. It may even be the never-ending search for the best project management or productivity tools. But all of these tools cannot replace the most basic of managerial skills –the ability to relate and communicate. These skills are what are cited time and again in employee engagement surveys.

Two possible avenues to support managers engaging with their employees better

Keeping top-notch employees is certainly a goal for any manager. One avenue is to conduct “stay interviews.” Rather than waiting for the exit interview to find out what one of your star employees did not like, stay interviews are one-on-one conversations reviewing the employee’s career goals, rating current performance and possible action steps to maintain (or increase) the employee’s engagement.

Another avenue is to adding performance coaching skills. In a previous career, I supervised mental health clinicians and found that facilitating their learning and insight both helped them provide better therapy but it also helped me know where their blind spots were and what kinds of clients they were best suited for. According to Josh Patrick, this process is far superior to performance reviews since performance coaching conversations could be on-going brief meetings and formalizes what managers are already doing when they check in with employees regarding assigned projects.

What do you think? What tools or behaviors can a manager use to keep good employees engaged? Join us Friday, February 14, 2014 at 5pm GMT/12pm ET/9am PT to discuss how managers can keep good employees on the Twitter chat, #KaizenBiz 

What types of skills are most necessary for managing employees well?

To what degree do we act as if planning, organizing, coordinating and monitoring is not connected to the quality of the relationship between managers and direct reports?

What current management trends are getting in the way of facilitating employees’ performance?

Along with stay interviews and performance coaching, what other things can managers do to keep good employees?

About the author:  Elli St.George Godfrey, founder of Ability Success Growth, executive coach, trainer and international expansion consultant, is the host of KaizenBiz. I’m passionate about business becoming a more human-centered place so I host this chat to connect business ideas and develop people.This passion shows up in my work with my clients. Whether you are expanding locally or internationally, Ability Success Growth guides established small to mid-sized business owners and executives to unlock the CEO within during times of transition and growth.

 

 

 

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Are We Too Cowardly Or Too Nice To Give Negative Feedback?

negative feedback, corrective feedback, managersYou have probably heard or witnessed colleagues who don’t seem to meet deadlines or are just unpleasant to work with. They might complain about how bad the company is, often have a reason why they just couldn’t get the job done, spend more time doing personal stuff than working, engage in bullying or a variety of other obnoxious behaviours.  On the other hand, sometimes a person just underperforms. This can be due to personal distractions, a lack of understanding, workload overwhelm, a skill mismatch.or some other issue.

Things do need to be said

Performance reviews are often when feedback, positive and negative, are expressed. While this seems like a logical time to discuss an employee’s performance, it might be too late to be of real help. As Josh Leibner writes in Entrepreneur.com, “being direct and open should originate from a desire to improve each other and the organization as a whole.”

We say we want to hear how to improve

Jack Zenger and Joseph Folkman have been collecting responses from 889 individuals (49% from US and 51% from outside the US) who report they do want to hear negative feedback. Interestingly, they have not used the term “negative feedback” in the work but are using “corrective feedback.” They define this as “suggestions for improvement, explorations of new and better ways to do things, or pointing out something that was done in a less that optimal way.” Some of their other findings include:
  • People prefer to avoid giving negative feedback
  • 52% preferred corrective feedback
  • 72% reported that their performance would improve if their managers provided corrective feedback
  • 92% agreed “Negative (redirecting) feedback, if delivered appropriately, is effective at improving performance.”

That seems like a good practice so what gets in the way?

Many organizations use some sort of warning or disciplinary system when employees are underperforming. Despite this, many managers are not getting the job done adequately. This leaves the potential for dishonesty, nice-ness or cowardice to limit or even eliminate the conversations entirely.

Cowardice

Accusing someone of cowardice seems old-fashioned but we still think in those terms more often than you may imagine. When we talk about someone having the guts to do something or “man up,” we are talking about avoiding cowardice.. Yet, certain scenarios happen everyday in which managers do not provide negative or corrective feedback.
  • Employee X should already know what to do, even with little to no direction or resources
  • Firing and hiring are a hassle
  • Employee X might get defensive or emotional
  • The work is getting done so no need to make waves

Nice-ness

Some managers want to be liked by their employees more than making sure the work gets done. With all of the leadership thought recently about being more empathetic and relational, it may be tempting to not tell a struggling employee they are underperforming. Some possible signs of this are:

  • Employee X is having personal issues and I don’t want to burden him/her
  • Employee X is still new so he/she will learn
  • I don’t want to ruin his/her career
  • I don’t want to hurt Employee X’s feelings

Whether the situation is a mistake or a downward pattern, managers demonstrate how a bad performance is tolerated or rectified. Looking to be liked more than encouraging and facilitating that everyone gets the work done is going to backfire.

People don’t always perform well

It happens and it is uncomfortable to tell someone that he/she is performing poorly. It raises fears about job security and the sense of belonging in the workplace. Are we more invested in being too nice or too cowardly rather than helping someone improve? Join us on Friday, January 24, 2014 on the Twitter chat, #KaizenBiz at 5pm GMT/12pm ET/9am PT

Who is most responsible for giving negative feedback in the workplace?

How does reframing “negative feedback” into positive feedback or corrective feedback enable others to listen?

How does reframing “negative feedback” into a positive dilute it?

How can we avoid being too “nice” or too “cowardly” when giving negative feedback?

How could working with a diverse team or across cultures affect how negative feedback is delivered?

About the author:  Elli St.George Godfrey, founder of Ability Success Growth, executive coach and international expansion consultant, is the host of KaizenBiz. I’m passionate about business becoming a more human-centered place so I host this chat to connect business ideas and develop people.This passion shows up in my work with my clients. Whether you are expanding locally or internationally, Ability Success Growth guides established small to mid-sized business owners and executives to unlock the CEO within during times of transition and growth.

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