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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.

One of my earliest blogs from 2011 was entitled “Falling in Love.”  It wasn’t about actually falling in love with your employees!  It was about the power of paying attention to the needs of the individuals who work for you – like you would for someone you cared about.  Four years later, with a more robust economy and lots of job movement, this is more important then ever.  So I bring you once again the story of Kevin and Susan.*

Kevin was a star performer.  Susan, his manager, believed your best folks want to be left alone.  At the start of the year, Susan and Kevin set goals and priorities and then she let him decide how to reach them, which Kevin appreciated.  Since Kevin was proactive about coming to her if he needed anything, Susan often cancelled their bi-weekly 1:1 meetings.  She thought her time would be better spent with some of his peers who were struggling.  She also figured he knew how much she appreciated him (he’d gotten a promotion) so she kept her positive feedback to a minimum.  Why embarrass him with too much praise?  She certainly didn’t want him to leave his current role so she avoided career development conversations. 

Kevin kept on producing, but one day he showed up with a job offer from a competitor.  He was leaving, and it wasn’t all about the money.  It was about  noticing the great work he was doing, honoring scheduled meetings, being curious about his career goals.  In other words, it was about the attention. 

*Names changed

When Zen Master Shunryu Suzuki was asked about the true meaning of Zen Buddhism, he replied, “Everything changes.”

Successful managers understand this.  Ones who are less successful fight it.  But it is a futile path.

The best managers accept change.  Do they plan?  Of course.  They create road maps and then sit back a watch them change!  This is easier for them to handle because they’ve done some important work up front.  They’ve created and shared a vision and developed fundamental operating principles.  People who work for them know these, and when the tides shift, they adjust within these parameters.  

These managers create mechanisms to communicate changes quickly so that action can be taken.  They leave space for additional work on their road maps, and they don’t hesitate to drop or delay projects that no longer serve the business or the people who work for them.

Finally, and perhaps most importantly, successful managers have trust – in themselves, their process, and their people.  They believe they will be able to handle whatever emerges.

The concepts in this blog were first published in January 2012.  As another New Year is upon us, it felt like a good time to revisit them – and to take a few moments to reflect on the past 4 years.  What major things have changed?  How did these impact you?  How did you handle them?  What did you learn?   My guess is that what you’ll notice most is the best news about change – while the good times don’t last forever, neither do the bad!

When I collect feedback for a manager I’m coaching, I typically include these two questions: What does the manager do well? What could they improve? In one of these interviews, an engineer came in apologizing. “I’m really sorry,” he said, “but I don’t have any improvements for you. The guy is doing everything right in my eyes.”

I wiped the look of wonder off my face. An engineer with nothing to fix! I assured him that it was fine and said, “Let’s just dig into the good stuff!” I told him that in my experience few managers get to hear a detailed discussion of what they’re doing right. And research shows that true excellence grows from building on strengths.

He talked, and I typed. I asked him for as many specific examples as possible, knowing that this would be most helpful to the manager. It was truly refreshing to spend 30 minutes learning only about what someone did right. And it got me thinking about how little time most of us spend focusing on what’s working in our lives.

So I’d like to ask you to take a few moments right now to think about what you’re doing well, where you’re strong, and how you can capitalize on your strengths. Thinking about this can lead to changes in your immediate work life as well as career insights. And beyond the practical benefits … a “positive thinking break” will feel good too.

At this time of year much energy is spent looking at what needs to be fixed. It’s the definition of a New Year’s resolution. I’m re-posting this blog from 2011 to encourage you to also reflect on what you’re already doing well. And please don’t just do it once! As the year goes on when you’re stuck in what’s going wrong, spend a little time at the end of the day thinking of what’s gone right. It’s a great way to re-focus and re-energize.