Feb 23 2009
How to manage Managers to commit on Retention Strategies.
For All Directors or Managers of Managers,
If several managers report to you, how do you hold them accountable for the teams they lead and manage? Busy people do what is inspected, not necessarily what is expected. You can expect honest efforts to keep good talented people, because those people build the pillar of your business. Here are some options.
Develop a Retention Commitment Process:
List all key strategies and let your team narrow down to just 10 strategies that are the most appropriate for your organizational culture. Ask each of your managers to commit to two Key Strategies they are willing to implement within the next six months.
Six months later, ask them to report their implementation progress with a description of what they did for each of the strategies to which they have committed.
Evaluate on your managers. Set a realistic performance goal of increasing retention by a specific percentage over the previous year.
Rate your managers against those performance goal, and reward them appropriately.
Identify your top retention, most productive or innovative managers. And Exercise positive reinforcement throughout the process.
Coach the managers who are poor in keeping talents within your organization. If they can’t change/improve, help them leave the job or the organization.
Send a reply note to managers. Then, hold individual meeting with each managers in two weeks and talk about their responses.
Model what you want them to do. Remember that your actions speak louder than your words. Tell your managers what retention strategies you’re working on (after you’ve asked what they want), and then really work on those strategies.
