Transcript

Firstly, like what do you think the challenges that you found around retaining people actually are? Like why do you think it can be difficult to hold on to good people? Yeah. You know my viewpoint is retention is not a one time activity, right? It's not something you think about when one of your. A star performers have given you notice saying I'm leaving. It's like, Oh my God, then then you've done something wrong because at that point it's it's really, you know, late, but sometimes too late. So I believe it's an everyday thing, right? It's it's understanding for each and every individual on your team, what's important to them, what makes them tick, what are their professional goals. And sometimes personal goals, but you know, you want to stick to the professional stuff. But you know sometimes work life balance is important to them. You want to support their career. You want to challenge them, give them interesting assignments, raise their visibility and give them opportunities to grow, to learn or gain experience that supports their career goal. If you take care of them as individuals, the job will get done well and and and then managing them becomes easy. But. What I think is a mistake is to assume it's a one in dumping right? Like it's like, OK, you know, we've had this great conversation and and we've worked out a plan, you know, with XYZ employee and and things are good. What happens more often than not is people's needs change, companies needs change, so it's important to set time on a regular basis and then check in. And and don't talk about all the tasks that has to be done or the issues, everything, just kind of keep it open-ended and talk to them. It's like, you know, where do you feel you're going? You know, how are things going? You'd be surprised how if you had open-ended questions you can get a lot more information. Now. That said, some people will leave because they want to pursue something completely different. Maybe they've had a career change, or they want to obtain experience in an area that your company is not focusing on or doesn't support. Or sometimes simply they'll get an offer that's too good for them to pass up. I get it, you know they're moving or whatever those reasons are. If that's the case, let them go and cheer them on. Right? Like who knows, you might be working together in the future. If not, your builds a friendship, a contact, or a mentoring relationship. So it's not always disaster. Sometimes that is the right thing to do, forcing the heat of the moment. It's hard to see that, but sometimes it is the right thing. And, and I've had that happen and they've come back, they've come back to me in the next company. So sometimes they needed to be outside to see, oh, I really had it good. And, and I mean, it has happened. It doesn't happen very often, but it has happened.