In the last post, I lamented that we, as a society, do a lousy job of providing career guidance to most of those who graduate from school and enter the workplace. Most stumble their way through the process eventually bouncing from job to job until they default into a long-term path. What a waste of talent!
But a little effort on the part of managers and supervisors can make all the difference to these individuals, and add to the bottom line at the same time. After all, employee retention is one of the keys to profitable operation. Here are three quick and easy ways to provide guidance, keep those you hire, and add to your organization’s bottom line:
Ask about their goals. Don’t be surprised if you stump them. First, there’s a good chance no one has ever asked the question before, especially an employer. Second, many have never taken the time to consider what they’d like to do long term Most of us spend too much time reacting to our daily circumstances to think proactively. These young people are no different. This is not, by the way, confined to those who barely make it through school. It is somewhat of a universal theme.
Listen to their dreams. Become more attuned to the conversations and exchanges that go on around you. Grab lunch with the young people. Buy them a soda or a cup of coffee. They may be shocked at first, but they’ll get used to it if you do it consistently. Once they’re comfortable, you can ask about what interests them. Share a few of your successes. Look for patterns in what they describe and what they show interest in. Consider what you can do to encourage these dreams, even if it means them leaving your organization. The truth is they won’t stay forever anyway, but they may stay longer because they know you care. This all takes time and will build with trust.
Empower them to embrace their desires. Most young people have very limited perceptions of what they can do and how they can grow. Help this along by providing them with little opportunities here and there. Take a minute or two to explain a process. Teach them how something works in which they have shown interest. Cross train them on different tasks within the organization. Take them with you to a meeting that you think may spark their interest. Push them into unfamiliar territory where they can grow and get a feel for their potential.
There will be readers out there who will think, “Who has the time to counsel young workers who may be gone next week or next month?” If that’s your attitude, you might want to stop reading this and start looking for another job that will better fit your needs. But if you simply feel overwhelmed with what is already on your plate, consider the choice you have:
1) You can take a few minutes here and there to ask, listen, and empower. This will improve retention and save your turnover dollars.
2) You can continue to spend your time recruiting, hiring and training new people because of the revolving employment door which you perpetuate.