First, I have read several blogs about how the old school recruiting method is failing to hunt new talent, how companies have a difficult time to keep people in their organization, the new generation addressing the old techniques are not working anymore.
Currently, in this new era, People stay no more than two years some no more than five in their organization, and they start looking for another opportunity, some they want to start their own business, others want to try something different apart of what they have been dong for few years.
The reason of all these symptoms mentioned before are attributable to the freedom that people look information on the internet, motivational speakers having a video posted in social media that trigs and the most important factor to mention few examples. In other words, there is a lot of information that people can use to accomplish their own goals no like ever before. I call that a disruptive social trend and it is, the problem we do not recognize these phenomena, we are embedded, but we do not know how it works.
Secondly, I made some research to five the top ten causes of what people leave their organizations.
- Bad Boss. Being a boss in the twenty-first century is not easy, but if you are still using the old methods from 2000 or even 2010, your life as a boss could be miserable. Remember that is the difference between a boss and a leader. The new generation and people, in general, are looking for leaders who can help them to be better, achieve their goals. If you want to retain talent, you need to change your basics. It is not my opinion; it is a reality.
- Boredom. People feel that the company do not utilize them fully.
- Relationships with coworkers. Allow employees to socialize at work. In the end, it is a team, that needs cohesion.
- Inability to use their skills. They can lose their sense of accomplishment. The new generation of employees with this factor a lot. It is imperative for them to accomplish something that they believe.
- Disconnection with company’s goals. If employees don’t know what the goals are, they feel disconnected and frustrated. Communicate your company’s goals, ask for employee input when goal setting, and— we can’t stress this one enough—keep open communication with your employees.
- Lack of autonomy. If workers feel they have no input or control over what they are doing or being asked to do, they become quickly frustrated and will leave. To stop this from happening, empower your staff, have mid- and low-level employees attend brainstorming, and problems solving meetings, and make employees part of the decision-making process.
- Meaningless task. People sometimes do not feel that their job does not count or help the organization.
- Financial instability. People could see the company dropping in sales, customers leaving, layoffs or how the company adapts to external challenges.
- Lack of recognition. People become dissatisfied when their work and ideas are not recognized.
10.Corporate culture. If a company doesn’t match the values, needs, and beliefs of their employees, then the employees will feel out of place and may leave. It is essential to develop a company culture that attracts the talent you need. Conduct internal surveys, talk with your employees and discuss your company culture with potential new hires before they start.
If we analyze the 10 top reasons why people leave are related with this disease, except the financial instability, nine of them are associated with the lack of use of the intellectual capital that you have in your company.
- Safety. Disconnecting from company goals generate lack of awareness that will result in possible injuries and incidents.
- Process Safety. Corporate culture is imperative to make your processes safe. Having the right people with the appropriate knowledge and skill is paramount to prevent occurrences such as fires, spill or others that might impact the safety of the employees and environment.
- Manufacturing. Usually, production is one of the hearths on a business where ideas are put in place. Lack of talent or people who want to progress will affect processes, quality, engineering, and maintenance significantly.
- Research and development. No ideas, no innovation. It is simple.
- Marketing. As the same as manufacturing and research and development. No concepts, no adaptability to the new demands.
- Sales. They know your customers or clients. The knowledge that they have is valuable to adapt. High rotation of salespeople is where this disease will hit hard.
The tips that I will mention, those are that we forget due to the technology and social media platforms, but if you review them; they will keep in the market in this century. People are losing the ability of those three tips that at the end generate the disease.
The model proposed is the following:
- Listen and observe. Listening to your employees is imperative. Due to technology that has affected the way that we buy things, we are losing the ability to interact with others. Listening is the ability to receive and interpret messages in the communication process accurately.
Listening is key to all effective communication. Without the ability to listen effectively, messages are easily misunderstood. As a result, communication breaks down, and the sender of the message can quickly become frustrated or irritated. If there is one communication skill you should aim to master, then listening is it.
A lot of the ideas that your company is generating shall come from any corner of your business. If they are coming only from the top, I might say your company can be in troubles especially how the market is beavering.
Observing is a paramount skill as well. It will let you know your employees better.
As a leader, observation is paramount to make others better. It will allow you to know your subordinates and colleagues better.
New employees learn the unique culture by observing the following:
- The behavior of their new teammates.
- This skill allows them to compare and critique.
- Then, they can re-strategies.
As a leader, you can follow the same.
- B. Ask and learn. You will be surprised how much you do not know about the team members that you work.
To generate ideas in your organization, this skill is mandatory to develop. Asking the right questions will allow you to have a bigger picture of a specific situation or challenge that you want to solve in your company.
This skill will allow you to redirect resources, planning accordingly to the task or goal you or your company want to achieve.
Many bosses make a mistake to make assumptions that will create conflict between him or her and the team. The information will not be accurate. Therefore, the process of creating ideas will be killed.
Assumptions will not help you to find solutions, but it will help you to have more problems.
By asking a question, it will trig your learning process to create ideas.
- Acting, Teaching, and Coaching.
Once you have the big picture with all the right information, you can act, in other words, you can develop, plan and implement strategies that will fit your culture, operation or needs to face the new challenges that you must satisfy your employees and market.
As a leader or mentor, you need to teach other the goals; in other words, you need to communicate exactly how the strategy will be executed by any member of the team.
The last step is coaching. As a leader, you need to assess if the strategy is working in real time, you need to identify the challenges that your team is facing to implement and execute the plan.
Also, you need to verify if the team understood the plan.
In conclusion, to eliminate The Untapped Knowledge Trap Disease™; it is imperative to develop these skills that are lost in many businesses, corporation or inclusive in our personal lives.
Many times, we look for something sophisticated to solve problems and have ideas to face any challenge, but, we need to back to basics.
What do you think your organization would look like if you follow all the three tips to cure The Untapped Knowledge Trap Disease™? Do you want to find out?
© Edgar Fernandez 2017