Improving the retention of your key employees isn’t that difficult.
You can apply the Golden Rule which is to treat others the way you would want to be treated in similar circumstances.
But when the other person’s lived experiences and outlook differs substantively from our own, we stop being a reliable barometer of their needs, values, and goals.
So, consider using the Platinum Rule which is to treat others as they would want done unto themselves.
This means knowing who someone is as a person and then adjusting your approach to meet their needs and respect their values.
One of the most impactful things you can do as a manager is to get to know your team members. And that requires spending time with them one on one.
I like to have weekly 30-minute meetings with each of my team members. We talk about our clients and their needs. But we also share what we did over the weekend and what we are looking forward to.
I know who on my team is taking care of an aging parent and who has sick kids this week. I also know who is going through a divorce and who has a new romantic interest they are prioritizing.
How would your team members answer these questions?
· Question 1: Does your manager care about you?
· Question 2: What do they do that shows they care and are concerned about your well-being?
Yes, you’ve got to pay people competitively and fairly. Yes, you need to give performance feedback that is honest and timely.
But caring about another person and demonstrating that care consistently is the secret to attracting and retaining great talent.
So, you have the Golden Rule and the Platinum Rule to choose from. Choose wisely.
The Platinum Rule requires confronting personal biases that might cause us to respond to others according to our own ingrained perceptions and values. The default is then the Golden Rule when nothing less than the Platinum Rule will do.
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