So what’s the quick fix?
It’s not per se quick, but the general idea is this. Let’s get better managers. How about we promote more quality people?
This seems like a gargantuan task. Let’s try to make heads or tails of it:
· First: care about training people. It matters.
· Then: we need to train managers more than anyone. We often forget this.
· And now: when we train, we need to remove all outdated assumptions about “what makes a good manager” from the training.
· We instead need to train about people development and human energy.
· Managers should be forced to explain how they spend each day of the week.
· If they’re predominantly working on low-value tasks, this needs to be corrected. It’s costing you money.
· Each manager should be forced to draft a low-cost employee recognition programand explain how they’ll measure employee engagement on their team.
· The incentive structures for these managers should be tied equally to “hitting KPIs” and being good managers.
· In other words, if you have a huge turnover rate, your bonus is smaller — because that turnover rate cost the company money, and now they’re taking that money from you.
· All managers should be required to complete several classes on communication in the workplace.
In short, we’re going to train up managers — improve the front line leadership — and make them value-add. And I bet what happens next is: lowered employee attrition.