When I was a kid, I remember watching Quickdraw McGraw, a goofy cartoon character (a horse, I think) with a Donkey as a sidekick. Almost every episode, the sidekick would have an idea, or see a problem that QuickDraw had missed. When the sidekick tried to alert QuickDraw, he would reply with “I’ll do the thin(k)ing around here, and don’t you forget it!” Maybe you have heard (or worse yet, said) those words in a business environment. What a waste, and a dangerous situation. Managers who don’t require employee feedback (not just allow, tolerate or patronize it) are guilty of wasting company money in the worst way. There are many stories of employees on factory lines (doing repetitive tasks all day) developing innovations to benefit the overall operation. Wisdom is where you find it, and its value is not diminished based on where it comes from.
I define self-awareness as the knowledge of one’s own strengths, weaknesses and impact others. Some management gurus take this concept to a mystical extreme. I don’t claim guru status, and I don’t think that mystical methods are necessary to develop leadership skills. I do, however, support self-awareness (my definition) as a key factor in a manager’s success and effectiveness.
Measuring employee attrition is good; planning for retention of top performing employees is critical. Your best performers have options, and they know it. They constantly evaluate your organization and the options you present for them. Keeping these employees must be a component of your overall HR solution. Here are eight factors that you must consider while planning for retention of your star performers: