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“Creating Successful Leaders”

Category Archives: Better Business

March 22, 2023 Why Young Workers Quit (And how to retain them)

A version of this post was first published in September, 2019

Photo by Priscilla Du Preez on Unsplash

I often hear people complaining about the “new generation” of workers as being disloyal to the company. They change jobs like gym shorts and can’t commit to a single business for more than a few years. While that may be true, have you ever stopped to think about WHY that’s the case?

1. Stagnant Wages

For many young and not-so-young (the oldest Millennials are in their 40s now) people, the workplace landscape is MUCH different than it was when Boomers and Gen Xers began their careers. Wages have stagnated and benefits aren’t what they used to be. In many cases, the only way to get a raise is to negotiate one by switching jobs.

Solution?

Make sure your business is competitive. Offer fair wages, and regularly give raises that account for cost-of-living increases. In addition, make sure your list of benefits is attractive and competitive in the industry.

2. Boredom

“But what about their short attention spans!?” you might say. “We can’t seem to capture their interest.”

Sure, job boredom may play a role in Gen Z and Millennial job-hopping, but this is often a preventable woe. If more than one or two of your staff seem bored or distracted, it’s probable there’s something systemic going on. It may be that…

  1. They are not well-suited for their role.
  2. They are so efficient that they complete their workload much faster than previous generations of workers.
  3. They have checked out because they feel like they don’t fit in in the workplace.
  4. They have checked out because they don’t think they have a voice.

Solution?

In all these scenarios, communication can help prevent boredom. Regularly check in with your staff and make sure they are feeling engaged and supported. Give them the space to express how they are feeling and vocalize what they’d like to see changed. Then, work with them to strategize ways to make positive changes.

If your young workers are checking out because they feel like they don’t fit in, counter that by encouraging team-building workshops (consider Insights Discovery as a starting point), after-work outings, or collaborative projects. Pay attention and make sure your seasoned workers are giving the newer workers a voice.

3. Feeling Lost

According to a study of 6,900 young people, Gen Zers are actively seeking mentorship at work. The vast majority (82%) want a boss who cares about them and can “relate to them on issues beyond work.” They also crave guidance during this early and formative stage of their career.

Solution?

The guidance this younger generation is seeking can come in the form of mentorship or sponsorship. Establishing a mentorship program does not have to be terribly involved. Rather, it can be as simple as aligning experienced workers with less experienced workers, advising them to meet once per month, and (if you’re a leader or HR rep) checking in with them every once in a while. I’ve talked about how to start a mentoring cohort in a past blog post, and have also provided steps to find one’s “perfect mentor.”

4. Lack of Freedom

Nobody likes it when others look over their shoulders to supervise their work. It conjures images of elementary school, when teachers had to keep a classroom of rambunctious youngsters in line in addition to teaching multiplication tables. Such treatment in the workplace could induce anxiety and the feeling of being hemmed in. No one works well under that kind of pressure.

Solution?

Your staff are not elementary children and should not be treated as such. It’s a good idea to demonstrate trust in your team by giving them a long leash when it comes to projects, minimizing your involvement, and being open to different styles of working and different solutions.

Another thing: consider allowing your staff to occasionally work from home. We live in a time where technology enables many people to work remotely on at least some of their projects. As long as the work is being done, who cares if they work in their pajamas?

If you have a retention problem, ask yourself if any (or all!) of these four factors are coming into play, and then DO something! I’m here to help.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE.

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December 21, 2022 10-Minute New Year’s Planning

You might be immersed in holiday stress right now, but that doesn’t mean you can’t take a few minutes to ponder the year ahead. After all, it is right around the corner, and it’s better to be at least a little prepared than to have it sneak up on you. By putting in even 10 minutes of planning, you can add a little focus and direction to your year, rather than having it lead you around by the nose!

Take charge of your year by sitting down (perhaps with a nice cup of tea or a glass of wine), pondering the year ahead, and going through the following 8 steps. You could undertake this activity in about 10 minutes, but I encourage you to take all the time you need.

1. Write down all your goals

Jot down whatever comes to mind. Don’t edit; don’t pause. Just write down everything (big and small, personal and professional) you would like to accomplish next year.

2. Rate your goals

Once you have your list, go through it and consider which items are the most crucial and which are not. You could give each entry a 1, 2, or 3 rating with 1 representing your most important goals/aspirations, 2 being goals of middling importance, and 3 representing less important goals.

3. Focus on your “1” goals

Take a look at your most important goals (i.e., the “1s”). Hopefully you only have two or three “1” goals (if you have much more than that, consider relabeling some of them) so you can place your focus on these particular objectives. You can still accomplish your 2s and 3s, but they might not be the center of your focus.

4. Work backwards

For each of your top goals, set a specific date for when you’d like to accomplish them. From there, work backwards on your calendar. How can you break up your goal into bite-sized pieces? What are some of the major milestones you need to accomplish? Fill in your calendar accordingly, working backwards from your deadline.

5. Highlight important milestones

Once you’ve completed step 4, consider your important milestones. What needs to be done by certain dates to accomplish each milestone? Starting thinking about the support/resources you’ll need, the tasks you’ll have to accomplish, and the time you’ll devote to reaching each milestone.

6. Create a derailment plan

Life happens. If you don’t happen to meet one of the deadlines for your milestones, what will you do? What’s your derailment plan? Will you sit down and rethink your schedule? Will you commit to working one evening each week (or part of the weekend) until you get back on track?

7. Think of an accountability partner (or several)

List a few people who would make good accountability partners—people who could occasionally check in to help keep you on track. Be sure to list people who will not necessarily let you off the hook if you miss a deadline or are getting sidetracked. Rather, choose people whom you respect and do not want to let down. Once you have your list, reach out to one person at a time until someone agrees to be your accountability partner for the year. If they ask, be sure to return the favor.

8. Set a “go” date!

You have a plan. You’re ready to blast off into the New Year. Now, all you need is a “go” date—a time to begin your launch. This could be the first of the year, or it might be a date further down the road—whatever makes sense with your plan.

Too many people get bogged down by day-to-day life instead of stepping back and taking a bird’s eye view of their work or personal life. It can be immensely helpful to see the forest, instead of staring at the trees. By planning the year ahead, you partake in big-picture planning. You chart your course through the forest, instead of getting tripped up by the roots and brambles that everyday life tends to deliver.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE.

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November 23, 2022 5 Simple Ways to Be an Inclusive Leader

Studies show the best teams are diverse teams—diverse in backgrounds, identity, thought, and more. But sometimes that diversity is squandered. If the majority always rules (or a few voices tend to dominate the conversation), those in the minority may become discouraged and withhold their thoughts and perspectives.

This happens more than you might realize. Women tend to be quieter in a room full of men, and women of color enjoy far less support than their white counterparts. And when it comes to diversity of thoughts and behaviors, introverted folks (those who lead with blue or green energy, if we’re considering this from an Insights Discovery angle) may not take the floor as often as extroverts.

This is unfortunate because innovators and creatives come from all backgrounds and have a wide range of personalities and behaviors. Some of the most brilliant minds in tech, for example, are former misfits (Bill Gates, Steve Jobs). Some of the most successful people in history were introverts (Eleanor Roosevelt, Albert Einstein).

As a leader, it’s up to you to include everyone on your team and to equally nurture talent. This is not only the right thing to do, it’s the smart thing to do. How might your team improve if everyone felt valued and engaged? What progress could you make if “all hands were on deck,” instead of just a few?

Let’s talk about a few ways that you can practice inclusive, effective leadership.

1. Actively seek feedback

As a leader, it’s a good idea to continuously gather data from and about your team. This includes feedback. Ideally, providing feedback should be as painless as possible for your team. Give them several different avenues to choose, including one-on-one meetings, anonymous surveys, or a chance to speak out during meetings. Demonstrate that you care about what your people have to say by practicing good listening skills and seriously considering making the changes they suggest.

2. Engage in conversations

If you do not regularly meet one-on-one with your people, I highly encourage you to start. A lot of thoughts, ideas, and frustrations could bubble to the surface once you’re in a private room (or virtual space). Remember: this is a two-way street. Be open and friendly, share some information about yourself, and dare to be a little vulnerable. Set the tone for a candid back-and-forth conversation.

NOTE: Make sure you keep any private information you learn to yourself. Nothing erodes trust faster than gossip.

3. Aim for understanding

It’s smart to keep in mind that not everyone shares the same views, background, and thought patterns as you (and that’s a good thing!). When you’re getting to know your team members, do your best to practice empathy and aim for understanding. If someone doesn’t feel comfortable sharing their ideas in a large-group setting, take note and see how you can accommodate them. If another person appreciates time to think over a problem before offering solutions, respect that tendency and encourage the team to not jump into a decision right away.

One way to unearth your team members’ tendencies, perspectives, and ways of thinking is to utilize a science-based assessment test. I have witnessed teams have incredible breakthroughs by using Insights® Discovery (I’m a Licensed Practitioner), but many other excellent assessments exist, such as StrengthsFinder or Enneagrams.

4. Pay attention

This should go without saying, but it’s worth emphasizing: pay attention! Notice when team members are not speaking up, or if they seem uncomfortable. Take note when one or two voices dominate the conversation. Once you see behavior patterns emerge, you can begin to take action.

5. Promote (or initiate) affiliate or networking groups

Sometimes, your team members need support that is more specialized in nature. If someone is part of a minority or underrepresented group (Women, BIPOC people, LGBTQ+ folks, neurodivergent people), they may benefit from meeting with others who share a similar background. There is power and comfort in sitting in the same room as people who are similar (at least in some ways) to you. These affiliate or networking groups can advocate for changes, swap stories, or simply provide a listening ear. If your workplace does not currently have affiliate groups, consider initiating one or two.

There are many ways you, as a leader, can practice inclusivity. It’s time to uplift those at the margins, listen to their ideas, and demonstrate that they are just as valuable as anyone else.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE

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