Be alert for signs of unhappiness.
Which members of your team would you miss most if they left tomorrow?
And what makes them so valuable?
Chances are, they've been there long enough to know exactly how the organization works. Highly competent at what they do, efficient, organized and with excellent soft skills, they know who to talk to in other departments to solve major problems. As such, they're the "go to people" whenever things get difficult.
When you've got these kind of people around, your team achieves more – not only through their direct contribution, but because they set the standard in attitude, behavior and results for everyone else.
As a manager, you really want to keep these valued players happy, so that your team continues to benefit from their exceptional performance.
But what if you notice signs that some of your leading people may feel that their futures lie elsewhere? If you get to the point where you receive their resignations, your team is likely to be in trouble. Just a few of the consequences are loss of knowledge, disruption, lower collective morale, and the time and effort wasted recruiting and training replacements. All in all, it might take months – or years – to rebuild your team.
Understanding how to handle this sort of situation, or even better, being able to avoid it happening in the first place, is critical to keeping valued team members happy, effective and engaged.
This article helps you to recognize and avoid the issues that might push a team member to leave. Use our step-by-step approach to help avoid potential pitfalls, so that you can continue to get the best from your team's star players.
The sooner that you detect that someone might be thinking of leaving, the better chance you have of changing their mind. This is why you should always be on the look-out for significant changes in the behavior of your members of your team.
The kind of signs that you might need to be concerned about include:
"When I started using Mind Tools, I was not in a supervisory position. Now I am. Along with that came a 12% increase in salary." – Pat Degan, Houston, USA
This ensures that you don’t lose your plan.
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