Advice From Our Managing Partner
Each year around October, November and December we get a significant increase with inbound calls, CV’s and requests for coffee catch up’s. If you read any of the papers they like to label these things and sensationalise “the great resignation”, “burnout”, “employees want more freedom”, so on and so forth. I literally never read those articles with much trust.
There is no secret movement or trigger, it simply happens every year like clockwork for the past decade, I have been doing this within healthcare (and professional and financial services as a matter of fact) for a long time. It is simply seeing those Christmas lights, or booking that family trip or knowing you are or are not getting a bonus or my personal favourite seeing Chevy Chase Christmas Vacation being advertised (he did not get his bonus initially). Another year, similar stress, similar people, similar job. It just is not exciting for us as humans to do the same thing over and over.
Don’t overthink it.
My advice is to get very close to your top performers right now as you lead into the break, they are being hounded, they are being tempted, but I can tell you in most cases they would prefer to stay if you give them clarity on the following:
Articulate Their Role in the Growth Trajectory
Their individual role in the growth trajectory of the business next year. Not corporate jargon, just what you need them to do and how their skillset plays such a big role in the machine. Make them feel valued, it is not all about money, all the time… only some of the time.
Acknowledge Their Wins
Acknowledge 2-3 big win’s they created for the business throughout the year, this can be hard to remember for something back in March, but do what it takes to dig it up and acknowledge. Everyone loves to hear about their wins and the impact on a business or team.
Career Conversations
Talk to them about their career within the company, acknowledge their time in a role, what they want to do next, the plan to get them there. And…follow through. We are all guilty of getting too busy and not sitting with a high performer and planning out their next stage, take the time.
Remuneration Roadmap
A plan to get them there, if they can’t get there in the current role, what they need to do to get the raise, promotion, bonus. Did I mention some of the time? Here is the time.
Flexibility In The Role
Working from home, mental health day, 2 days a quarter for a hobby, allowing them to sit with another department. There is no hard and fast rules for this, stop listening to the “experts” on what an individual wants. And manage their expectations of what is possible within a corporate framework.
It’s A Call To Action
I am sure most of my network know this, it is just a friendly and gentle reminder to actually do it – a nudge to turn these known principles into action. In the executive landscape, clarity, recognition, and thoughtful planning often make the difference. As you approach the year-end, seize the opportunity to strengthen your team, retaining the invaluable leaders who contribute to your organisation’s success.
