Extraordinary companies need conscientious managers

👉 Extraordinary companies need conscientious managers and employees.

How many headlines have we read like these?

“Half of IT professionals in Europe will change jobs in 2019”
“Rotation and lack of experience, main problems when hiring IT profiles”
“Millennial effect: labor turnover reaches one of the highest figures in the last 5 years”
…etc etc

We always complain about the high turnover of the IT sector but we rarely take time for self-reflection. Don’t you think that leadership by managers or team leads has a lot to do with this?

A talented professional can join a project for their charismatic leaders, for emotional benefits, for salary, for training, etc., etc. But the type of relationship they have with their immediate supervisor will be what really determines how long they will remain in that company and how much their productivity level will be during that period of time, regardless of the generation.

However, it is true that the generations to come, accept much less than the previous ones and have less risk aversion (“more pitfalls”), a fact that favours high turnover rates.

I want to share a very interesting reflection from the book of “Conscious Business” (Fred Kofman) where a group of researchers asks:

What do the world’s leading leaders do to find, gather and keep talented employees?

It seems simple, but it’s really hard to achieve it !!

They got their employees to empathically answer YES to all these questions:

1. Do I know what is expected of me at work?
2. Do I have the materials and equipment I need to do my job correctly?
3. In my work, do I have the opportunity to do what I do best daily?
4. In the last week, have I received any recognition or praise for doing my job well?
5. Do I have the feeling that my supervisor or another person in the company is interested in me as a person?
6. Is there any person in the company that encourages my development?
7. Do I have the impression that my opinions are important in my field of work?
8. Does the company’s mission make me feel that my work is important?
9. Are the people who work with me committed to the goal of doing high quality work?
10. Do I have a good friend in the company where I work?
11. In the last 6 months, did anyone from the company tell me about my progress?
12. Did the company give me opportunities to learn and grow during the last year?

Where to start if you want to transform an organization?

Kofman is clear: organizational culture is the starting point. And considering that a culture is forged through the behaviours of its leaders, the most efficient way to improve an organization is to develop the awareness of its managers.

What would you answer at this time to each of the questions?🤔
How do you think your team would answer?😮