Anyone else have PTSD from people who want to come into your office, take a deep breath and have a single sheet of paper in their hands? It seems to happen in clusters but I absolutely hate it.
Going through it right now and it’s exhausting. How can you innovate, drive revenue, plan for the future or even do the actual work while people are coming and going or creating drama all the time? I’m exhausted.
Advice? Words of wisdom or encouragement?
Posted by PrincessSnackenroo
4 Comments
A good manager should never be surprised when someone resigns. How often are you hold one-2-ones with your teams?
If it’s that common, I would recommend looking at the numbers.
When are they leaving in their tenure at the company?
How often?
What roles?
What was their rate?
How long were they at their pay rate?
Where did I find these candidates?
Is there something similar about them trait or experience wise that I can learn from for my next hire?
I would also ask some questions:
How could I have predicted this?
What mechanism do I have in place?
Did you check in with them?
Did you know their career plan?
Did you advocate for them?
Find out the root cause for their leaving.
True statement: people don’t leave their jobs, they leave their managers.
“I got a higher paying position” = you didn’t value my experience, I was validated by this other company who does.
“I need a less stressful job” = your company is toxic work environment and your business plan doesn’t effectively work
“I found a better opportunity” = you spend no time building my career, training or experience.
How many staff do you currently have? How many have resigned in last two years and their roles? What’s your revenue? I’ll give advice after I know.