The power of making people significant may be most obvious in instances where that kind of significance is absent. If articles circulating on LinkedIn and other social media are any indication, feeling significant is hitting a nerve that translates directly to employee engagement and retention.
I have the pleasure of working with a collaborative group of consultants who regularly share best practices and challenging questions. Recently I posted my response to one of their tough questions: What do you do when you feel your hackles rising? Today I’m posting their helpful responses to this tough question I tackled recently with a friend:
Accepting people as they are – without asking them to change – is one of the most important things you can do to cultivate positive relationships. It sounds simple, but it’s not. Sometimes – with some people (you can probably think of one or two right now) – it’s much easier said than done. But it’s worth the effort because accepting people as they are can literally change your life.
Mothers with children of a certain age often pass on this pearl of wisdom. My mother did:
Don’t get married thinking you’re going to change those things you don’t like about your partner. Marry as is and consider any change a bonus.
Managers account for at least 75% of the reasons people give for voluntarily leaving their job (source). That’s great evidence for the old adage: People don’t leave companies; they leave managers.
You can be a different kind of manager – one who makes people want to stay. Cultivating strong, positive relationships with the people you manage may be one of the most powerful things you can do to make a difference in their retention, performance and growth.