3 minutes
Have you ever been blindsided when one of your best employees gives their two-week notice? You were sailing right along thinking everything was fine, and then your employee decides to leave. You can't imagine how you will get along without her, and most of the other employees on your team don't measure up.
One of my clients told me recently that his best employee, who had worked for him a long time, decided to leave. He was completely surprised, and was struggling to imagine how he would fill the gap. When he asked her why she wanted to leave, she said she felt overworked and wanted a fresh start.
Sometimes we take our best employees for granted because we can count on them to get things done with little guidance. We know they will step in when needed, and they often pick up the slack. In our minds we really appreciate our top employees, but we don't always find the time to connect in a meaningful way and check the temperature of the relationship.
Many leaders spend more time with struggling employees than they do with their best employees. Sure, a struggling employee may need more direction and guidance, but our best employee needs to feel appreciated and valued.
But what if you could ensure that your best employee stays for the long haul? What if you had a way to find out about any issues before she tenders her resignation?
The best time to talk with your employee is while she is still working for you. Exit interviews can provide some valuable information, but by that time it's too late. The employee is already out the door. Having a conversation while your employee still works for you gives you the power to make changes that will impact the relationship in a positive way. It gives you the information you need to make sure that employee continues to be happy and fulfilled. And it doesn't take much time.
Right now, schedule a meeting with your top performing employee, and ask her the following questions:
- What will keep you here?
- What might entice you away?
- If you could change one thing about your job, what would it be?
- What projects or tasks that you’re not currently doing would interest you?
- How can I support you?
Most leaders don't ask these questions because they are afraid of the answer. They think the employee will say they want a raise or a promotion. But most times, employees want recognition, feedback, and appreciation. They want to feel they are using their talents, growing and developing, and contributing in a positive way. Asking these questions will enable you to surface any potential issues while you still have the power to do something about it.
Laurie J. Maddalena, MBA, CPCC, PHR, is a certified executive coach, consultant and founder of Envision Excellence, LLC, Rockville, Md. She was also an HR executive at a $450 million credit union. Contact her at 240.605.7940 or lmaddalena@envisionexcellence.net.
