Reading time: 4 min.
1. Set clear expectations
1.1 Managing expectations is one of the most important parts of the foundation of any healthy relationship; team relationships are no exception.
1.2 Be professional, honest, clear, and use simple language. Promise only what you are really ready to fulfill, keep your promises.
1.3 Be aware of the pitfalls of perception, the curse of knowledge, etc. What's obvious to us isn't always obvious to others, so it's important to make sure you're really on the same page.
2. Provide training and development
2.1 A good approach is to create a culture of continuous development and learning.
2.2 Lead by example, be in a constant state of development, and share important milestones and results with team members.
2.3 Based on each team member's specific skills and talents, help shape personalized learning plans using your experience, methodology, and tools. Help them stick to these plans, notice positive changes, and provide positive reinforcement.
3. Offer incentives and rewards
3.1 Carefully monitor all positive changes, results, victories and achievements of team members. Provide positive reinforcement, loud praise, and celebrate victories.
3.2 Thank your colleagues for a job well done. Please remember: taking team members' achievements for granted and leaving them unaddressed is an approach that causes serious illness for teams and can have a significant impact on turnover.
4. Build trust and rapport
4.1 Be honest, don't promise what you can't deliver; before you promise anything, think carefully.
4.2 Do not gossip or discuss your colleagues with other colleagues. If you have specific questions for a specific team member, discuss them in person, privately, 1 on 1. 3. Maintain the confidentiality of the information received 1 on 1.
5. Seek feedback and improvement
5.1 Build a culture of mutual feedback.
5.2 Be grateful for the feedback you receive - it allows you to improve. Be honest, professional, respectful, caring when giving feedback. Remember that it's often not what you say that matters, but how you say it. Watch your intonation, gestures, etc.
Key points
1. Turnover rate is an indicator that is influenced by both external and internal factors. High turnover rate (higher than the industry average) is an indicator that should make you think about systemic reasons.
2. Please remember: no matter what actions you take to motivate and productivity your employees, they will not bring meaningful results without addressing the systemic causes. This doesn't mean you shouldn't train team members, it means it needs to be done in conjunction with strategic issues.
3. Often turnover rate goes hand in hand with other symptoms of serious systemic diseases - analyze carefully, make assumptions and look for solutions.
Good luck!
1.1 Managing expectations is one of the most important parts of the foundation of any healthy relationship; team relationships are no exception.
1.2 Be professional, honest, clear, and use simple language. Promise only what you are really ready to fulfill, keep your promises.
1.3 Be aware of the pitfalls of perception, the curse of knowledge, etc. What's obvious to us isn't always obvious to others, so it's important to make sure you're really on the same page.
2. Provide training and development
2.1 A good approach is to create a culture of continuous development and learning.
2.2 Lead by example, be in a constant state of development, and share important milestones and results with team members.
2.3 Based on each team member's specific skills and talents, help shape personalized learning plans using your experience, methodology, and tools. Help them stick to these plans, notice positive changes, and provide positive reinforcement.
3. Offer incentives and rewards
3.1 Carefully monitor all positive changes, results, victories and achievements of team members. Provide positive reinforcement, loud praise, and celebrate victories.
3.2 Thank your colleagues for a job well done. Please remember: taking team members' achievements for granted and leaving them unaddressed is an approach that causes serious illness for teams and can have a significant impact on turnover.
4. Build trust and rapport
4.1 Be honest, don't promise what you can't deliver; before you promise anything, think carefully.
4.2 Do not gossip or discuss your colleagues with other colleagues. If you have specific questions for a specific team member, discuss them in person, privately, 1 on 1. 3. Maintain the confidentiality of the information received 1 on 1.
5. Seek feedback and improvement
5.1 Build a culture of mutual feedback.
5.2 Be grateful for the feedback you receive - it allows you to improve. Be honest, professional, respectful, caring when giving feedback. Remember that it's often not what you say that matters, but how you say it. Watch your intonation, gestures, etc.
Key points
1. Turnover rate is an indicator that is influenced by both external and internal factors. High turnover rate (higher than the industry average) is an indicator that should make you think about systemic reasons.
2. Please remember: no matter what actions you take to motivate and productivity your employees, they will not bring meaningful results without addressing the systemic causes. This doesn't mean you shouldn't train team members, it means it needs to be done in conjunction with strategic issues.
3. Often turnover rate goes hand in hand with other symptoms of serious systemic diseases - analyze carefully, make assumptions and look for solutions.
Good luck!
