<p><strong>You won't be able to keep your best employees on board for long unless they genuinely look up to their direct supervisors.</strong></p><p>That's why it's so important for you to invest very carefully in your middle management team. </p>.<p>When you recruit B-team managers, you'll always struggle to retain talented, young A-team staff coming into your business at the entry level.</p><p>Remember, your managers need just as much training, oversight and nurturing (if not more) than anyone else in the building. This is an area that is sorely ignored at many companies.</p><p>I've observed it many times, and it hurts.</p>.<p><strong>You see, your managers set the tone for the whole company.</strong></p><p>And when they underperform, they undermine your talent retention strategy, relegating your enterprise to a lifetime of mediocrity, until you solve the problem.</p><p>Young people, who are driven... and smart... and coachable... these rare individuals simply don't want to be stuck under someone they simply cannot respect.</p>.<p>Great managers are strong communicators. They show their subordinates:</p><ul><li><p>Exactly how their jobs should be done (by <strong>modeling the behaviour</strong> they wish to see in them)</p></li><li><p>What success looks like (by <strong>involving them</strong> in every decision)</p></li><li><p>Why the goals of the company matter (by <strong>sharing a vision</strong> for the business that goes beyond money).</p></li></ul><p>If your managers cannot perform these essential functions, how will they inspire A-team staff to commit their futures to you, and ignore any other career opportunities available?</p><p>I read a study the other day which said that...</p>.<p><strong>Employees who rate their managersperformance poorly are four timesmore likely to be interviewing elsewhere.</strong></p><p>Think about that.</p><p>Start evaluating your middle managers differently, with a primary focus on their communication skills.</p><p>✔️Are they showing their juniors how to win at work? </p><p>✔️Are they involving them in every decision? </p><p>✔️ Are they radiating the vision of your business?</p><p>In this way, you are far more likely to hold on to your best and brightest talent for much longer, allowing your business to burn the eternal flame. </p><p>You'll be hearing from me soon.</p><p>Your Friend.</p>
<p><strong>You won't be able to keep your best employees on board for long unless they genuinely look up to their direct supervisors.</strong></p><p>That's why it's so important for you to invest very carefully in your middle management team. </p>.<p>When you recruit B-team managers, you'll always struggle to retain talented, young A-team staff coming into your business at the entry level.</p><p>Remember, your managers need just as much training, oversight and nurturing (if not more) than anyone else in the building. This is an area that is sorely ignored at many companies.</p><p>I've observed it many times, and it hurts.</p>.<p><strong>You see, your managers set the tone for the whole company.</strong></p><p>And when they underperform, they undermine your talent retention strategy, relegating your enterprise to a lifetime of mediocrity, until you solve the problem.</p><p>Young people, who are driven... and smart... and coachable... these rare individuals simply don't want to be stuck under someone they simply cannot respect.</p>.<p>Great managers are strong communicators. They show their subordinates:</p><ul><li><p>Exactly how their jobs should be done (by <strong>modeling the behaviour</strong> they wish to see in them)</p></li><li><p>What success looks like (by <strong>involving them</strong> in every decision)</p></li><li><p>Why the goals of the company matter (by <strong>sharing a vision</strong> for the business that goes beyond money).</p></li></ul><p>If your managers cannot perform these essential functions, how will they inspire A-team staff to commit their futures to you, and ignore any other career opportunities available?</p><p>I read a study the other day which said that...</p>.<p><strong>Employees who rate their managersperformance poorly are four timesmore likely to be interviewing elsewhere.</strong></p><p>Think about that.</p><p>Start evaluating your middle managers differently, with a primary focus on their communication skills.</p><p>✔️Are they showing their juniors how to win at work? </p><p>✔️Are they involving them in every decision? </p><p>✔️ Are they radiating the vision of your business?</p><p>In this way, you are far more likely to hold on to your best and brightest talent for much longer, allowing your business to burn the eternal flame. </p><p>You'll be hearing from me soon.</p><p>Your Friend.</p>
