Manage mismanagement to stem employee turnover

What to do if employees are headed for the exit | practice | Manage mismanagement to stem employee turnover Created for {EMAIL} | [{NAME}]( at [{NAME}]( [For more relevant content - Update Your Profile]( | [Web Version]( April 4, 2023 CONNECT WITH SMARTBRIEF  [LinkedIn]( [Facebook]( [Twitter]( [SmartBrief on Leadership]( Innovative Ideas. Ahead of the Curve. [SIGN UP]( ⋅ [SHARE]( ADVERTISEMENT Leading the Way [] [What to do if employees are headed for the exit]( [What to do if employees are headed for the exit]( (Ildo Frazao/Getty Images) Ineffective managers, a toxic culture and poor pay or lack of opportunities to advance may be causing some of your best talent to look for the exit, writes Alex Larralde. Solutions to retain top employees include talking with them frequently, recognizing accomplishments, promoting from within and offering flexible work schedules, Larralde writes. Full Story: [Betterworks]( (4/3) [LinkedIn]( [Twitter]( [Facebook]( [Email]( [] Put it into practice: Not everyone wants a promotion, but many on your team might appreciate the chance to advance their skills and expand their responsibilities. "Consider posting jobs internally first, as well as incentivizing managers to encourage their employees to try out other roles in the company," [Larralde suggests](. Gain Essential Finance Skills In Chicago Booth's Financial Analysis for Nonfinancial Managers program, you'll grow your ability to evaluate your unit's financial performance and make informed strategic decisions. Taught by top Booth faculty. Held June 12-16. [Register now.]( ADVERTISEMENT: [] SmartBrief on Leadership [] [Manage mismanagement to stem employee turnover]( [Manage mismanagement to stem employee turnover]( (designer491/Getty Images) Managers who have allowed recalcitrant but talented team members run the show, ignored problems or sought to be liked over being respected may be at the root of employee retention troubles, writes speaker and consultant Marlene Chism. "Be crystal clear about the behaviors you expect in the future and what the consequences will be if the undesired behaviors continue," Chism writes. Full Story: [SmartBrief/Leadership]( (4/3) [LinkedIn]( [Twitter]( [Facebook]( [Email]( [] Put it into practice: If you've inherited a toxic culture or an uncooperative team member, it's time to ask your superiors to step in and give you the power to correct problems, Chism writes. "If you can't get results, play hard ball and initiate a conversation with the next senior level leader." [] [Read more]( from Marlene Chism on SmartBrief on Leadership The value of hiring experienced talent 76% of employers we surveyed reflect the shift toward skill-based hiring. Gain insights from more of our findings in the free research report from AARP — Hiring for Experience: Employer Attitudes Towards Credentials as Proof of Skills.[Download Report.]( ADVERTISEMENT: [] Smarter Communication [] [How to use the tools of leadership in team communication]( Leaders are encouraged to be empathetic, collaborative and authentic but are rarely told how to use those tools, says real estate executive and author Scott Agnew, who counsels leaders to listen deeply and work with their team to achieve goals instead of being directive. "It's a lot more than just the words you speak. It's how you show up your facial expressions, your tone, yours, your cadence of speech, your body language. It's a whole demeanor," Agnew says. Full Story: [Forbes (tiered subscription model)]( (3/31) [LinkedIn]( [Twitter]( [Facebook]( [Email]( [] Put it into practice: If you find your team hard to communicate with, examine your message and how you're delivering it, [Agnew advises](. You could be sending mixed messages that are confusing or off-putting to your team.   [] Smarter Strategy [] - [How CEOs can assure the success of their ESG initiatives]( Sustainability Magazine (3/31) [] - [Questions executives should ask before speaking on social issues]( Harvard Business Review (tiered subscription model) (4/3) [] - [Why CEOs must broaden their range of skills]( Hunt Scanlon Media (3/31) [] SmartPulse [] How easily do you get thrown "off center" by events around you? Not at all. I'm pretty unflappable 28.64% Somewhat. Major disruptions can knock me off center 60.69% Very. It doesn't take much to knock me off center 8.97% Extremely. The littlest things can send me for a loop 1.70% [] Staying grounded. Disruptive events happen every day. What matters as a leader is how you react to them. If you let yourself get thrown off, your team notices, and they get even more concerned. They think "if my leader is freaking out, I should really be freaking out!" When disruption arrives, the most important thing is perspective. Get out of the short loop created by your amygdala -- this is your body's fight-or-flight response. Breathe. Pause. Step back and assess the situation. Perspective helps you approach the issue rationally rather than emotionally. You'll often find your initial emotional reaction was actually an overreaction, and the issue isn't as big as you originally thought. Pausing and breathing is the key to handling those issues gracefully and in a way that keeps your team grounded. -- Mike Figliuolo is managing director of [thoughtLEADERS](, which includes TITAN -- the firm's e-learning platform. Previously, he worked at McKinsey & Co., Capital One and Scotts Miracle-Gro. He is a West Point graduate and author of three leadership books: ["One Piece of Paper,"]( ["Lead Inside the Box"]( and ["The Elegant Pitch."]( [LinkedIn]( [Twitter]( [Facebook]( [Email]( [] How comfortable are you making decisions in highly ambiguous situations? [Vote]( [Extremely: I don't mind ambiguity at all and it doesn't slow me down]( [Vote]( [Very: I can deal with most ambiguity and make relatively quick decisions]( [Vote]( [Somewhat: I don't like ambiguity and it can slow my decisions down]( [Vote]( [Not very: I dislike ambiguity and often wait to make decisions]( [Vote]( [Not at all: I wait for ambiguity to be resolved before making decisions]( [] In Their Own Words [] [Tommy Hilfiger exec leads with a "partnership" mindset]( [Tommy Hilfiger exec leads with a "partnership" mindset]( (Jeremy Moeller/Getty Images) Avery Baker, president and chief brand officer of Tommy Hilfiger, is using a "partner leadership" model with her team where leaders help and inspire team members while learning from them so everyone plays to their strengths and shores up their weaknesses. "My team needs me to set clear direction and standards. But they need room to learn, and I need to give them time to grow. And we have to do that while delivering faster than ever before," Baker says. Full Story: [Glossy (tiered subscription model)]( (3/31) [LinkedIn]( [Twitter]( [Facebook]( [Email]( [] Daily Diversion [] [Goat-dog pair find forever home together]( Cinnamon the house-trained goat and Felix the dog will soon leave the Wake County, N.C., Animal Center for their forever home -- and the unusual but inseparable pair will remain together as shelter officials had hoped. "This was the best outcome we could hope for," center director and veterinarian Jennifer Federico said. Full Story: [WTVD-TV (Raleigh-Durham, N.C.)]( (3/29) [LinkedIn]( [Twitter]( [Facebook]( [Email]( [] SmartBreak: Question of the Day [] What year was Civil War nurse and lifelong health pioneer Dorothea Dix (b. April 4,1802) honored with a 1 cent US postage stamp? Check your answer [here](. [Vote]( [1902]( [Vote]( [1983]( [Vote]( [2002]( [Vote]( [2023]( [] About The Editor [] Candace Chellew Candace Chellew Candace Chellew One of the most toxic workplaces I have ever encountered was at a small radio station in northeast Georgia where I hosted an afternoon talk show. My immediate boss, the station manager, had made the place so intolerable that I had already been fishing for a new job in the Atlanta market and had interviewed with a news-talk station. Shortly after that interview, I went on a week-long vacation. My station manager called as I was about to head home to inform me that when I got back, I would no longer host the afternoon drive talk show. Instead, I would be moved back to the newsroom as an anchor and ... wait for it ... train my replacement. After hanging up, I called the station I had interviewed with and asked about the status of my application. The news director there said he was just about to call me with an offer. My first day back from vacation, I handed in my resignation without so much as a regret. This was early in my career, but even back then I knew it was better to show myself out than remain in a company where I was treated with such little respect. What about you? Was there a time when you just couldn't take it anymore and showed yourself out? [Tell me about it](mailto:candace.chellew@futurenet.com)! If this newsletter helps you, please tell your colleagues, friends or anyone who can benefit. Forward them this email, or [send this link](. What topics do you see in your daily work that I should know about? Do you have praise? Criticism? [Drop me a note](mailto:candace.chellew@futurenet.com). And don't forget to send me photos of your pets, your office and where you spend your time off. [LinkedIn]( [Twitter]( [Facebook]( [Email]( Sharing SmartBrief on Leadership with your network keeps the quality of content high and these newsletters free. 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