We are living in a time where if we do not put in some effort they will leave. The paycheque is not as powerful as it once used to be. Gone are the days of our grandparents and parents, where putting your head down and working for 40 years for 1 company was the norm. People want purpose now, not paychecks. There is so much work out there for anyone, especially in our industry. If people aren’t happy with their boss they will just take a hike and get hired somewhere else the next day.
How are we going to keep our top performers?
We have a chance to get ahead of this curve before it is too late. We need to be aware and come up with ideas to keep our key guys interested and engaged in their current careers with us. There is a slight shift in power from the employer to the employee and we must adapt to certain mind frames to become successful in the next 10 years. Try listening to your crew. Do they have value to add? Listen to their ideas. If they ask for something small- like batteries for their laser, GET THEM. Don’t forget these small requests because they build major trust and trust is the currency for today's younger crews. Don’t forget this: Trust is the currency of future leadership.
Any leaders that are able to survive this massive shift in mindset with new generations will not just survive, they will thrive. The shift is changing from authoritative leadership to servant leadership. Remember, people want purpose, not a paycheque. They want a path forward in their lives. For upcoming leaders in our field if we do not show them the career, it’s only a matter of time till they leave. We must retain our top tier talent to stay competitive. If you are losing high caliber talent, take an extremely detailed look at their supervisors. There will be a direct correlation between people leaving and supervisor effectiveness.
Just so you are aware, millennials are now the largest part of the workforce and are very value based people. If they do not believe something is right they will speak out, or they will no longer give a certain business their money if they find the company to be discriminative in any way. This is cancel culture. This is here now. Be cautious with things you promote but also things you speak poorly about.
Great leaders attract, acquire, and retain. This will show us the major difference between older styled leadership and newer generational leadership that draw people in naturally. You cannot be a great leader if you cannot assemble great talent. Retention is the hardest part of the job. Show our workers the ladder, not just the career ladder but a ladder in their personal development. If we can teach our workers how to win at home and at work we will have a lot higher retention. We aren’t just hiring professionals, we are hiring people. Everyone wants to feel valued, too many of us are driving performance and we need to change to drive purpose more.
Challenge for the week: shut your mouth the next time you check on your crew. Listen to what they are telling you and adjust your response to add value- not negativity or blowing off their genuine concerns or asks. Your job is to lead. Lead like your career depends on it!
See you in the pit!
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