20Practice 9: Nurture New Leaders and Retain High Performers
Linda was a nurse in an assisted living facility for seniors. She had been tutored by a nursing supervisor who was a taskmaster and had no understanding or appreciation for those unfortunate nurses she supervised. Because she had suffered from it, Linda knew and understood firsthand the lasting effect of bad leadership. She remembered her lessons well when she was promoted into the job of nursing supervisor and applied her considerable skills to motivate and inspire those who worked with her guidance.
Unhappy employees produce inferior results. It's as simple as that.
Retain your best people. Keep them focused, reduce anxieties and fears, reduce turnover, and make employees feel loyal and positive about the company they work for.
People don't leave companies; they ditch bad bosses. You can work at the best organization in the world, one that has the reputation of employer of choice, but you'll lose people if you're not a good leader. The relationships employees have with their leaders determines how long they stay at their companies. At least half of people's job satisfaction is determined by their relationship with their bosses. A manager's behavior is the main reason people quit. So, how can you retain your workforce?
Ask questions. Good leaders are always asking questions, and they're never happy ...
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