The business press, consulting firms, and survey folks provide a different people issue to worry over daily, it seems. Surveys and more surveys – each with different numbers for a topic. Consider the “Great Resignation – depending on the source 40-75% of all employees were going to quit. Yes, a lot did resign in 2021, but it was 18% for men and 20% for women. Incidentally, many who changed jobs want to come back.
Quiet quitting is another ‘hot’ topic. At its heart this is old wine in a new bottle – it means people are doing their assigned job but are not volunteering for extra work or projects. Remember ‘work to rule’?
Think a minute. Properly, you hire a person to do specific work that you need done. If everyone on your staff is already doing all that is included in their job, you must be doing something right! That is your first, most basic performance management step.
If you are like many business owners, you hope the employee will contribute more and more over time. Many employees want to do that. How are you encouraging and supporting them? Some options:

Do you demonstrate your values and how they tie to the work so that people can see the alignment with their own goals?
Do you connect the work to a sense of mission? Employees often want a sense of purpose, a mission larger than just day to day actions.
Do you offer training or development support in any form?
Do all managers understand the importance of 1:1s on a regular basis? Of developing a human connection with each employee?
Do you recognize those employees who go ‘above or beyond’ via a recognition program, bonuses, larger pay increases, promotions, or other […]