When an employee departs voluntarily it is almost always unanticipated and unwanted. Too often, though, leaders rationalize that employees who leave voluntarily were marginal and will not be missed.
To keep the best on board, and to head off after-the-fact rationalizations, ask managers now to identify employees they would least like to lose. Go on to also ask what is being done to keep each and every one of them engaged and on track to success in the organization. Follow up to make sure what needs to be done is actually done.
Every leader stands to benefit from the opportunity to regularly review with outsiders what s/he seeks to do, what has been done to do it, what has happened and what has been learned so far, and what s/he plans to do next.
It is harder to set up, operate, and benefit from outside help than it may first appear. Click the featured image above for a slide presentation of lessons learned and best practices that, if followed, will lead to improved performance and growth thanks to help from Accountability Board Members and Subject Matter Experts.
There really is “power in the pen“. The person who takes note on meeting and then drafts and distributes the Meeting Record is demonstrating leadership. Deciding how what happened in a meeting is to be memorialized is a power move. Those who want to be leaders and who want to be powerful will find that owning and driving the process to produce Meeting Records is the way to go!