“It is natural to want people on your team for the long run.”
My wife and I clinked glasses one evening, celebrating the approaching graduation of our youngest son from college. Our feelings were mixed; pride and nostalgia for having educated our child, excitement for his future, and sadness that our nest is empty. It reminded me of the people who work for us. They too will take flight someday and we ought to champion, not fight that.
I often say, “My dad had a job, my sons have a lifestyle.” My dad sold commercial insurance for 40 years in the same company. My sons will travel a vastly different journey. Employees stay on their jobs an average of 4.6 years according to the Bureau of Labor Statistics. Even people who stay in their roles for a career will eventually leave. It is our job as leaders to know and support that. It’s akin to having children. They spend multi-decade ‘careers’ as your child but someday want to venture into the world away from your ‘company.’ We as parents support them in this eventual departure, nurturing and helping them. Meet Dana…
Dana is 29 and works in Company X. While talented and dedicated, she has a real passion for working with animals. Her boss Steven knows this and supports Dana. He allows Dana to depart work early on Thursdays to attend veterinary classes at the local community college and even pays for her books. Steven knows Dana volunteers on Saturday at the local veterinary hospital and every Monday he asks Dana about her experience, showing genuine interest in something Dana holds dear. Dana, grateful for her boss’s support goes the extra mile at work producing and performing above her peers. Steven does not want her to leave, but he makes her future goals one of his priorities. They discuss these goals in her job performance review. Dana is an engaged employee.
It is natural to want people on your team for the long run. It makes leadership easier. And of course, we have deadlines to meet, customers to please, and businesses to run. But carve out some time and find out what the long game is for your people. If they do not know, help them find out. Do tell them how much you value them and how you want them on your team forever but have a deep genuine conversation about their current and future goals beyond work. Then become their biggest fan. You will likely discover they admire that leadership approach so much, they want to stay on your team.
Make it Personal!
Rob
