Want Your Best Employees to Never Leave You?

Give them what they need the most. Emotionally intelligent managers lead with encouragement, praise, and positive affirmation

We all know it costs when employees leave, especially the ones that contribute so much
In the on going quest to crack the code on employee engagement companies rely on their “leaders.”
That refined trait managers hone the fine art of people skills. After all, leading an organisation is still mostly about people — its most important asset. Without mastering people skills, you simply cannot be a good leader.
But to do that, managers must have a basic understanding of human behaviour. What science has already found is that positive emotions are at the root of human motivation. Therefore, managers must acquire the knowledge of what makes people tick and what inspires human beings to perform at a high level.

1. Show People Support.

This is true especially when they start a new role and good onboarding is critical. They need confidence boosters from their leaders, show them hope for the future, ask them about their goals and interests, and give them assurance of a career path. The best leaders give them that hope by speaking to their needs.

2. People at work need acknowledgement.

Managers need to acknowledge people for their good qualities and work. The companies in Gallup’s study with the highest engagement levels use recognition and praise as a powerful motivator to get their commitment. The study found that employees who receive regular acknowledgement on a regular basis increase their individual productivity, receive higher loyalty and satisfaction scores from customers, and are more likely to stay with their organisation. How regular are we talking? Praise should be given once per week, according to the Gallup Study

3. People at work need to feel understood.

In Gallup research, the fifth-most common managerial mistake that results in turnover is the failure to listen and understand employees. When a manager doesn’t solicit the opinions of his or her team, trust begins to erode. The best leaders listen to their people receptively and without judgment about both their work also their personal passions, fears, joys, goals, and aspirations — making them feel validated and understood.

4. People want meaning and purpose in their work.

In Give and Take, Adam Grant says that when people find purpose in their work, it not only improves that person’s happiness; it also boosts productivity. One way to give employees that purpose, according to Grant, is to have them meet the very people they are helping and serving, even if just for a few minutes.

5. People at work want to know what’s going on.

According to Gallup research, the second-most common mistake that leads to turnover is a lack of communication. Managers must provide their people with guidance and direction,  and that means both good and bot so good. Clarify goals and expectations, especially during change. Managers also need to coach employees and evaluate their progress consistently so there are no surprises later. This is what Millennial high achievers crave and want to keep developing and building strengths.

6. People at work need to feel valued.

Managers must start believing and trusting in their people by maintaining a high view of them, by showing them the respect and dignity they deserve to do a good job. Great leaders show an interest in their people’s jobs and career aspirations. They look into the future to create learning and development opportunities for their people. Lastly, they find out what motivates their best people by getting to know what desires will drive each team member. This is about emotional engagement.

7. People at work need to be connected and feel they belong.

Employees are human, and therefore, wired for relationships. So bosses need to build community by promoting a sense of belonging and connection for all team members. An extensive study on human emotions found:
When people are made to feel cared for, nurtured, and growing, that will serve the organization well. Because those feelings drive commitment and loyalty just like it would in any relationship. If you feel uniquely seen, understood, valued and appreciated, then that will hook you into being committed to that team, leader and organization. This is how positive emotions work