9781609948849.pdf

Leaders will have to learn what the successful conductors of the symphony orchestra have long known: The key to greatness is to look for people’s potential and spend time developing it.8

Step 1: Know their talents.

Step 2: Offer your perspective.

Step 3: Discuss trends.

Step 4: Discover multiple options.

Step 5: Codesign an action plan

Managers who think engagement and retention are somebody else’s job need to think again.

In our exit interviews, for those who are honest, the major reason people leave is conflict with their manager. That needs to be dealt with, and those relationships need to be strengthened. Most managers do not see creating a retention culture as their responsibility. They do need to own this responsibility and be held accountable to create and maintain this culture.

—CEO, nonprofit firm in Singapore

It’s up to You

Be a love ’em manager. A good boss who cares about k