In today's video, I wanted to talk about why could employees quit, with three key reasons.
Are you having a hard time communicating with your leader?
Are you doing things that you're not passionate about?
76% of employees quit because they don't feel valued.
70% are in high retention risk simply because they don't have the career growth.
85% of Americans are not happy in their current job.
In this channel, I provide the career strategies and coach what nearly two decades of experience
having worked for Amazon, Google, and startup.
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Let me give you some example what a good leader should be.
I was fortunate in my career to have experienced great leadership through two strong women.
First one is Julie Gonzales, whom is a senior leader at Amazon.
The second person is Neha Chaudhary who's also our senior leader at the time with Google.
These two individuals have provided me with a sense of excitement coming into work every
single day.
I will leave their contact information to the LinkedIn profile in the description below.
The leader should be very surprised when your top employees turn in that resignation letter.
Why is that?
Because you have a relationship with them, because you've done your due diligence as
a great leader in setting your employees up to succeed from the get go because you invested
your time in meeting with them in your recurring one-on-one and because you really open up
your ears in listening and opening up your eyes to see what your employees love doing
and what they do not, and try to fix it by creating a project or scope that matches their
potential.
So why schedule a one on one with your staff when you're not listening to them?
You need to immediately stop texting, work on your laptop or cut your employees off when
you're actually having a one on one with them because nobody wants to feel that they're
having a conversation with somebody that's not even looking at them or acknowledging
anything they say.
This is probably the key number one reason why 85% of the American quit their job.
What you must do immediately is to be present 100% when you meet your staff.
You need to be sure to confirm the conversation, the concerns coming from your employees so
that they know that they're being heard, so that they know they're being supported by
you.
Leaders, your employees doesn't work for you.
You work for them, and by that, you need to do whatever you can in your power to support
your staff, to make them feel that they can come to you at any given point.
Even if they were to resign, that reason cannot be you.
Let's talk about key number two, biases.
Biases also translate to favoritism.
Yes, I could relate.
Example number one, I have seen leaders who are only listening to individuals that they
have worked with for years.
So when you do that, you're eliminating a lot of the opportunities for your new employees.
So why spend your time in hiring great performers and not give them the same opportunity to
grow?
None of your employees want to be in a toxic environment and no one wants to work for you
because you don't have their back.
Key number three, how do you expect your employees to come to you and tell you their concerns
and tell you that they wanted to resign for a better leader, not better company, not better
role, but leader because you don't have that relationship with them.
Most employees don't want to burn the bridges and furthermore, they feel like you simply
just don't care so they're not comfortable in coming to you and having a heart to heart
conversation when it hasn't worked for the last 10 times that they tried to meet with
you.
Business professionals, leave me a comment and let me know which one of these key points
can relate to you.
Leaders, I challenge you to immediately schedule a one on one with each and every one of your
employees and ask them these questions.
Question number one, is there anything that is getting in the way of you doing what you
love?
And question number two, is there anything I can do to better support you?
I've also created a Facebook group for technical professionals where they have access directly
to me.
It's also a great place for them to collaborate and learn from one another.
Thank you so much for watching.
I will see you next Tuesday.