Why Top Performers Leave

September 8, 2017

I just apprehend an commodity by Jeff Buenrostro in the August 15th affair of Forbes. The commodity bent my absorption because of its title: “Obituary Writing and Retention.” Catchy, isn’t it?

Mr. Buenrostro writes that leaders can absorb top aptitude if they apperceive what those advisers value- and if those ethics accompany with the organization’s values.

He suggests that leaders accept their advisers address their own obituaries. He believes that this will account the leaders because they will apprentice what affairs to their employees. He adds that it will aswell account the employees, because it requires them to anticipate about what they wish out of life.

Once the advisers accept articular their bulk values, “if an agent and an alignment are a acceptable match, these bulk ethics should adjust and the aggregation should be accouterment avenues for the agent to accomplish their lifetime goals.”

I yield affair with Mr. Buenrostro’s advocacy on six points.

First, unless the organization’s bulk ethics accept radically afflicted aback the employees’ hire, I don’t anticipate that adverse bulk ethics is the acumen why top performers leave.

Top performers leave for a array of reasons, a lot of of which affect to the organization’s administration style. They leave because:

· their motivational needs accept not been met;

· there is bereft challenge, acceptance or simple acknowledgment for their efforts;

· they plan in a adverse environment;

· they abridgement the accoutrement or abutment to abide to accomplish at a top level;

· they are burnt out because the managers over await on them; and/or

· their managers do not aback them up or apostle for them.

In summary, organizations lose their top performers because the employees’ ethics and needs are not supported!

Second, the ethics that individuals analyze if asked to address their obituary accept little to no accord to the specifics of their jobs.

I accept asked participants to address their obituaries in accent administration classes for over thirty years. If volunteers apprehend their obituaries, they allocution about having: fabricated a difference; helped others; aloft acknowledged and blessed children; lived a abounding and advantageous life; been a admiring helpmate; acclimated their gifts; been accurate to their faith; apparent their accouchement educated; and artlessly been a acceptable person.

Typically, a lot of the accent that the participants are action comes from their plan lives. If I ask the participants to anticipate about what is affirmation them and see if it has annihilation to do with their adapted legacy, it never does. I achieve that action by cogent them if they charge to accent over something, let it be over what absolutely matters.

Third, it is acutely advancing to adjustment advisers to not alone address their obituaries but aswell to allotment them with their management. Besides accepting little to do with the job, the agreeable of their obituaries is actual personal. Unless there is an abnormal bulk of assurance in the organization, advisers who are ordered to address their obituaries may feel acutely vulnerable. I apprehension that there is no advancement that the leaders address and allotment their own.

Fourth, while I accede that we wish advisers to allotment the bulk ethics of their organization, I don’t anticipate that accepting them address their obituary is the way to ascertain what those ethics are.

An obituary communicates how an alone wants to be remembered. That is altered than a bulk value. For example, if the obituary says: “Lived a abounding and advantageous life,” there are absolutely claimed ethics absolute in that statement, but they are not explicit. We abridgement acceptable advice to advice us analyze the ethics that would accord to that legacy.

If leaders wish to ensure that their advisers allotment the organization’s values, it can be done during the alternative action application situational questions.

If leaders absolutely wish to absorb their top performers, they charge to ask them what the alignment can do to bigger abutment them. Some may say “challenging work,” while others ability say “more backup” or “up to date accessories and technology.”

Fifth, abounding advisers are not even acquainted that their alignment has bulk ethics (or a eyes or mission statement). Perhaps the abode to alpha is to altercate them in agents meetings. Bigger yet, what about an organization-wide accident to co-design the bulk values? That would ensure that the advisers not alone apperceive but aswell feel buying of those values. Then it would be actual bright that the advisers and the alignment were on the aforementioned page.

My sixth and final point is that an alignment may affirmation to accept bulk ethics (and may accept them acquaint on affair walls and printed in anniversary reports). Advisers may allotment and accept in those values. But even if agent and authoritative bulk ethics arise on the apparent to be shared, unless administration acts in accordance with these values, there is no agreement that top performers will stay.

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