AdvantEdge Joy@Work Podcast:
AdvantEdge Joy@Work Podcast:

Episode 121 · 4 months ago

Plugging the Talent Drain


It's not that there is this thing called the “Great Resignation” where an unprecedented 44% of people intend to quit their jobs this year. (58% in Singapore!) 

It's not that there is a global problem for CEO’s and leaders of many organisations who want their staff back in the office and are finding that impossible. Some, like Elon Musk, even after threatening to fire them all.

And it's not really about greed for more money, though when you get approached and offered a 20% pay hike for crossing the street, it is a temptation.

It's not even that it's your best and brightest talent who are abandoning ship first. Even though they are the first to be hunted and poached.

It’s a lot more systemic than the headline numbers suggest. The devil, as they say, is in the details.

During covid we all learned to keep our distance from people because they might just be a tad toxic. We avoided buildings and gatherings and events and restaurants, all so we wouldn’t accidentally meet someone toxic.

After 2 plus years we’re tired of avoiding people. And yet, there's one place many still want to avoid going, and that's their workplace.

The underlying problem? It's considered a toxic workplace. And not because there's covid lurking in dark corners but because there are loud and proud managers who think that disrespecting staff is a motivational weapon, that inequity is unavoidable and diversity is a fad. They seem to think that inclusion is exclusive and ethics are a matter of political expediency.

If your talent are quitting for more pay, it's because someone else is willing to pay them more and dangling a glimmer of hope that this new place won't be toxic, or at least, not as toxic as the current place.

But there is something that leaders and managers can do. And if you want to plug your talent drain, you might want to listen up to this AdvantEdge guide:


Plugging the talent drain. You're right, great resignation is a high jumping sure, a bunch of people are regretting their decision to quit their last job, but the problem is real. In fact, it's not much worse. It's not simply the volume of staff attrition. Is that your best and their brightest are being lured away. Too many leaders think it's all about money. Yes, money has a lot to do with it, particularly in sectors where staff have been poorly compensated for decades. Yet even there it's not exclusively about money. Nor is it just about flexibility and the draining commute. It's got a lot more to do with the culture they find at the workplace and the sad state of leadership they find in them. The power and the purpose of this guide is to provide you with a few simple tools and ideas that are backed by neuroscience that will help you plugged the talent draining your team and organization. The power of your payoff when you put this interaction will be that you and your team, and with all of those people with whom you interact, will feel recognized, engaged, enriched and happier. Employees will prefer to stay and productivity will rise. There's a couple of key questions you should be considering as you read, watch or listen to this advantage coaching guide. What is the one thing you will stop doing, start doing or change how you behave or act that will have the greatest impact on your leadership performance from your learning here? And the second question for you. What is the single tiniest, weediest little step you can take immediately that will begin improvement? And by when? Time to encourage. What is the problem? Who Does this hurt? If we've learned something from this pandemic, is that we need community. We were built for community. We already know that a fundamental need for all human beings is to feel as though we belong to a tribe, and we're better when we are in community. We collaborate more readily, we reach out to help one another, we feel safer, we feel protected, even more so when that community is under siege from external forces, whether it's an invading army, a disease or simply the competition. When our community is attacked, we work together more effectively, not always, not all members, but enough that Homo sapiens gained supremacy over other better qualified and better equipped alternatives. Instead, we...

...reach out to para social tools using technology, whether it's facebook, friends, tiktok reels or a character in the netflix drama, we have replaced the deep social connections of friendship, family and real community, and the same has happened in the world place. Exacerbated recently by the pandemic that allowed people to be quarantined at home, separated from loved ones and banned from socializing, the world was forced to catch up over a video conference, a communication platform that all but destroys empathy. But, perhaps more importantly, people have become increasingly unhappy and dissatisfied with their life. This could be because our expectations of happiness are created by the para social platforms that show only an idealized and glamorous world inhabited by a small selection of the very beautiful containers keen to bolster their own egos. The blame for the lack of collaborative community has been laid by many bosses on the reluctance of many to return to the office where they can be more easily monitored and controlled. It has something to do with corporate culture. Apparently, somehow, the office environment is a magical fairy land where everyone collaborates, happy to be surrounded by physical human beings, showing their immense gratitude to their employers by raising performance and generating new sales from only that isn't what's happening. Bad pay is a primary factor, cited and lured with the possibilities of better pay and a less sick work environment and greater flexibility, people are quitting and equitting in droves. Well, what do we need to develop? astly, what's happening in your brain? We all share six common fundamental needs that drive our behavior, mostly unconsciously. When our needs are being met, we feel fulfilled and satisfied, even happy. And these needs are not being met, we become painfully consciously aware of the lack and intend to act to address that lack. I emphasize intend because we do not always act on it, because we can make a conscious choice. We may be effectively powerless to act because it really is beyond their capabilities, or we choose to be constrained due to...

...other societal or social expectations. For example, you want to quit your badly paid job in a toxic work environment, but you have debts to pay and mouths to feed either way. Stress Inducing Chemicals, most notably Cortisol and nor repiningly, have already prepared you for the freeze, fight or flight response we all know well, and the more basic the unmet need, the greater than desire to respond. Food, water, shelter our survival fundamental and that's what minimum wage is meant to cover. Some bosses think that ample. I'd like to see them live on it only for six months and find out how ample it really is. Feeling safe, physically and psychologically, are essential. When you don't feel safe, you don't take risks or speak out for fear of reprising. It's often considered better safer to keep your head down and be a Madras Crab and avoid all poppies in feeling that you belong to a tribe is our next need. We all know that being and feeling part of the community is beneficial. Isolation is bad for us. Solitary confinement is a punishment that is meeted out in prisons. The temptation, though, when we do find our community, is to build walls around it to keep other tribes invaders out, and we silo ourselves even from those tribes that we need to be effective. Ourselves. Then we can consider what, what we are, what we do matters, that we make a difference, that our work and our lives have meaning and the self respect and self esteem that makes us feel good about ourselves. If I'm really amply paying, I I can pay for the essentials, some safety and even my tribe. They may not be genuine, but so long as I keep paying, m hmm, the life can feel pretty empty and pointless. Even the very rich and famous have plenty of issues here. Just check in with the writings of the richest, the wisest man to ever live in the book of Ecclesiastics. Becoming your very best self is a pretty high level need indeed. This is your need to realize or to actualize your talents and potential. You are more likely to respond to a threat to your basic survival needs then your need to self actualized, and threats to the more basic needs correspond with higher levels of stress hormones. Hang on the second...

...job. What about this sixth met do you mentioned? I thought there were only five. Originally, yes, there were. Even maslow wanted to add this sixth, and it's what's so utterly wonderful about our brain and our creation as we'll learn in a moment, we already have the solution to meeting our own needs with another. Of our own needs. We need to serve others. It's something maslow called self transcendence. How much of a problem is this really? Well, the numbers are actually all over the place. About of people intend to quit their jobs in two m according to a tower's of Watson Survey Cent in Singapore, plan to do so. Sure, my not all quit, but they're sufficiently unmotivated to stay. Gallup state of the Global Workplace for twenty two pays a shocking picture on employee engagement, with just one five engaged in their work. Stressed out employees represent a massive fort higher now than at the very top of the pandemic. Many leaders site that people quitting is all about greed for more pay and rewards, desire for more flexibility and the return to office policies. And it's the talent who are being hunted and poached recruitment companies and head hunters. They're finding lucrative and at a willing talent ready to cast aside old loyalties for few OK a lot of dollars more and the promise of a better future perhaps more importantly, a mere do not feel that they belong to a supportive community at their current workplace, that is, they consider the company culture to be toxic. The same flex jobs survey showed that poor management is cited by lack of healthy work life boundaries at and not allowing remote work at a toxic work culture includes the failure to promote diversity, equity and inclusion, workers feeling disrespected and unethical behavior. And according to an M I t sloan study, it's ten point four times more important than compensation in predicating staff attrition and the cost. The cost of employ ease each at five...

...thousand dollars at an executive level, fifteen thousand dollars for recruitment. Of course, if you're in the recruitment business, you'll be happy. An estimated fifty billion will be spent more on hiring this year. Well, it's good to know somebody's thriving apart from vaccine makers and the real estate industry. How can I get better in this area? John C Maxarle says nothing of significance was ever achieved by someone acting alone. Look below the surface and you will find that all seemingly solo acts are really team efforts. Okay, before we dive in here, I'd like you to remember and think about the person in your life who made you feel valuable, made you feel worthwhile, or they just plane made you feel good about yourself. got someone fantastic. Hopefully it's your current boss. It could be a parent, a relative, a teacher, spouse, friend, cousin, coach, anyone who made you feel that they cared for you. And, contrary to Popular Myth, I am not suggesting that you go out and recruit a team to help you achieve something significant. If you want to be truly successful, if you want your life and your work to have meaning and purpose, if you want to unlock your talents and unstuck your true potential, go help others achieve there success. No, you did not miss read. You did not miss you as a leader. You want to plug the talent drain, then radically for your people, and I mean all of them, not just those you think are talent or the current best performance. Heck, you may not even like many of them, but I'm not asking you to like them. I'm saying go and serve them, help them and define them, appreciate them. Careful how? By communicating that you care for you need some statistics and backwards. That no problem at all. Of Employees in an interact Harris poll said their leaders lack the one critical skill of communication. On a positive note, nine did not say that. Now, same pole not recognizing achievements. Sixty three not giving clear directions. IFTY seven not have time to meet with employees. If the one and the...

...list goes on. Check out the link on the show notes. Remember that a toxic work culture, that is, a culture where people do not feel respected, that lacks the promotion of equity, diversity and inclusion is ten times more important, and compensation in Predicating Staff Attrition Ten Times. So now you're convinced that maybe there's something in this communication of care. The good news, very good news, is that you don't even have to force a smile as you do this, because it will come quite naturally. And do you know why? Because we were made for community. In our brain triggers, how own were happy chemicals. When we engage in community, we are built to help each other. Our brains thrive on this stuff. Sure, it feels great when someone serves you, and that's what many people enjoy about eating out or flying business class, even getting your haircut. But you know what makes your brain gleefully joyful? MM HMMM? Serving and caring others, lifting up others. Every time you care for someone else, every time you show care by serving someone else, every time you show appreciation to someone, you receive a lovely dose of dopening, perhaps a little Terotonin, maybe some and orphins, if it took a little effort, bit of Oxytocin. These chemicals make you feel good, in fact, they make you feel fantastic. But I must warn you. These feelings are addictive and as you embark on this journey, you'll want more. You Stop, look at withdrawal and you may even seek a costly substitute. Once you start caring for others, you'd better just continue. And you can start. You can start really simple. Doesn't have to be at all complicated. Just tomorrow, decide that you will greet everyone you meet with a smile and a hearty good morning. Use their name if you know it. Tom just a smile. That very simple, not too difficult. Keep it up. Yes, you will get strange looks. People will seem to regard you as completely and totally nuts. You far too happy.

What have you got to be happy about. Just keep it up, keep going with this. Some people will smile back, if not today, then maybe the next day or the day after or a month after or evening year after. Some will never ever smile back. They I'm not your problem. You just up it's good for you to do this. When you're ready to upgrade, you're happy. Happy Chemicals, dosage. Catch your people doing something good and appreciate them all. Are the link to catch them doing something good. For a mini course on that of Grad some more to a level two leader. Ask then for feedback. What can I start doing, stop doing, do differently that will allow me to serve you better. Thank them for any feedback you get. Take it on board and start, stop or change whatever they suggested. Give it a try. And when they asked, what's the manner? Are You dying? Tell Them No, I've just decided that it's time I truly lived and point them to this resource. Oh yeah, that individual you remember just before this section. Okay, I am absolutely totally certain that they showed that they cared for you. They made you feel good. I'm right. Are you so very different to everyone else in this world? Okay, what's next? Will this plug your talent drank. Well, it will eventually, or at least it will help more than the pay increments you've been throwing up the of course, it maybe a little late in the day for the current situation, but start now and you'll be better prepared for the next crisis. And there will be another crisis. It's often said that people join companies, but they quit managers. Well, it is true in part, but great leaders can more than make up for a poor manager that toxic work culture. That makes a bigger difference and that is a leadership issue. Stop being passive expecting good relationships with and within your team to magically happen. If you, as the leader, don't put in the work and a time to build and maintain those relationships, then you'll soon have all the alone time you could ever want. Make more time for engaging your people, colleagues, positive staff, and you bet I'm overloaded already. I know you are the overflowing inbox that steals much of your day. Well, honestly,... you've dealt with that and dealt with what matters by talking to the people that matter. Only hold meetings when meetings are the very best way prioritize what matters with those who matter, and you can upgrade to a level three leader, holding weekly touch points, sessions of just fifteen minutes with your boss and each team member, and attrition rates drop. Two thirds of that sixty of people who don't quit, and also they improved performance. Oh, and those of you who want everyone back in the office, please stop repeating the myths and lies about better performance in the office, more innovation, of that stale argument about company culture. If you make it policy to go to the office, productivity drops, engagement suffers, well being declined and the desire to quit it goes up. There be honest, you prefer being in the office. Perhaps you feel more in control or more visible to your bosses, or maybe you just need to get out of the house instead. Make the office a flexible, autonomous choice and make coming into the office so valuable, so affirming, so enjoyable and engaging that people want to come in because you are there and you care for them to feel good, recognized, valued and affirmed. And when they feel good, your clients and customers will feel good and will want to do business with you. Increase Productivity and profits will follow up. If gallops survey, it's correct what do I do if I need help to do this? Your first step is talked to someone you trust, a medical doctor, a pastor, a true friend, maybe a coach or mentor remember, everyone has a greater or lesser issue with this, because we all have a brain that is wired the same way and we all have the same needs. If you want to consider coaching, you can learn more about advantage coaching so that you can have joy at work and your team becomes united in trust and collaboration. Contact us through the links and a range of complimentary, confidential, no obligation discovery session and Dr John Qranworthy and it's been my pleasure to...

...serve you today as your advantage coach. My purpose it's been to encourage, develop, guide and empower you in the art and neuroscience of expert leadership so that you build a successful organization and create a collaborative, high performing team with engaged, joyful employees. If you would like to learn how advantage coaching can help you, your team and your organization, then join me from complementary discovery session. By applying an advantage, dot coach forward slash. Apply that advantage. Dot coach forward slash be greatly blessed,.

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