Across industries, workplace culture consistently plays a key role in attracting, engaging, and retaining talent. In contrast, organizations with strong defensive cultural norms are notorious for draining talent.
The work of a manager revolves around conversations. Only through conversations with your team, your peers and work partners, and your own manager, can you influence productivity and engagement.
Regularly fulfilling these three manager accountabilities – engage, coach, and develop – shows to the employee that the manager is invested in helping the employee prosper.
Unfortunately, the well-honed skills that define a great individual contributor don’t always translate to the skills needed to lead people. Even when good people skills are developed success can be elusive unless newly minted managers shift their mindset from being the “hero” as an individual contributor to the “hero’s coach” in managing others.
When managers don’t know what an employee aspires to be or how they feel about future employment opportunities, they create a blind spot for their organizations to see potential risk of unplanned employee turnover.