Retention! Part One – Development

In the over-heated Silicon Valley job market, people are changing their companies like they change their clothes.  Well, perhaps not daily, but it can feel that way if you’re an executive reviewing your attrition numbers.  And everyone is looking for answers.  I’ve been re-reading past blogs looking for ideas to help.  One obvious answer emerged:  Development.  Below is a quote worth sharing again.  It came in response to the question:  Who’s the best manager you’ve ever had?

“My manager’s ‘true north’ is developing me.  She looks for every opportunity to let me try new things on the job and is always finding ways to help me stretch.  I really appreciate how honest she is about my current skills, and she’s great at clearly describing what it will take to get to the next level.  And she’s always encouraging folks on the team to partner up on projects where we can learn from each other.”   

There was no doubt about the respect this individual had for his manager.  Recently I learned he turned down some lucrative job offers.  His career growth mattered more to him, and he knew his manager would make it happen!   

Research also supports the importance of development.  The Corporate Leadership Council has said that effective development improves commitment by 29%. 
When you’re known as a manager who focuses on development, people want to work for you — and stay working for you.

In Part Two of this Retention series, I’ll revisit the importance of clarity.