In\nour previous posting, we talked about the key role you and your management team\nplay in retaining the best and brightest of your employees. We noted that the main reason, by far and\naway, that people leave their jobs is because they can\u2019t stand working for\nwhoever their boss is. That \u201cboss\u201d could\nbe the CEO or a Vice President or a department head, or a shift supervisor . .\n. it really doesn\u2019t matter. If the\nrelationship between the employee and whoever he or she reports to is strained,\nhe or she will stick around only long enough to find another job. Considering today\u2019s record-low unemployment\nlevels, finding that next job isn\u2019t going to take long. So what can you and your management team do\nto prevent good people from heading for the exits? That\u2019s what we promised to discuss in this\nposting, so for that discussion, please continue reading below.<\/p>\n\n\n\n
7\nLeadership Practices That Will Reduce Employee Turnover to a Minimum.<\/strong><\/p>\n\n\n\n Begin\nwith the understanding that leadership is all about relationships. In the absence of a good relationship,\nemployees may do what their managers tell them to do, but only grudgingly and\nwithout much enthusiasm. Without a\nstrong relationship with their managers, employees will do the bare minimum\nthat is required of them, but you won\u2019t get any discretionary effort from them. They will be nine-to-fivers, and that\u2019s all.<\/p>\n\n\n\n So how do you forge the sort of relationships between manager\/leaders and their employees that will cause the employees to follow where their managers lead, not because they have to, but because they want<\/span><\/em> to? That\u2019s the key question. However, while we can\u2019t answer that question exhaustively or in detail here, we can offer seven broad leadership concepts that will help guide you and your managers in the right direction.<\/p>\n\n\n\n Go to a bookstore or to your library, and you\u2019ll find shelf upon shelf of books about leadership. And rightly so. It\u2019s a vast topic that is crucial to all organizations . . . social, civic, business, military, or political, it really doesn\u2019t matter. Good leadership practices are essential to all of them. Here, in this posting, we could only deal with the most basic leadership concepts in the broadest possible terms with little or no detail. But hopefully, it provides a framework for leadership against which you can compare your own leadership practices. <\/p>\n\n\n\n Adopting these seven leadership practices will not put you into the Leadership Hall of Fame, but they will earn you a reputation as a good place to work, and a place your best and brightest won\u2019t want to leave. <\/p>\n","protected":false},"excerpt":{"rendered":" In our previous posting, we talked about the key role you and your management team play in retaining the best and brightest of your employees. We noted that the main reason, by far and away, that people leave their jobs is because they can\u2019t stand working for whoever their boss is. That \u201cboss\u201d could be<\/p>\n