Retaining talent is one element of The Great Resignation that needs the attention of leaders, teams, and organizations. Don’t forget the tips and reminders about those important people you already have on your team.
SHOW NOTES
Jason introduces Season 6 episode 4 of the podcast, Retaining Talent: The Transfer Portal Isn’t Just Sports, a multi-part episode series. Welcome back to the podcast on corporate culture and leadership and thank you for listening. We engage thought leaders like CEOs, CFOs, managers, VPs, directors, and more for this podcast. We wish to create content that engages your mind and heart and allows you to step back and think and add some positivity to your life. We deep dive into today’s topic.
We can’t control everything but what we can control is our response. Still a lot of work to do but wanted to remind the audience what is within our control is the temperature we create in the organizations and teams we work with. If you have a suggestion, please send it to info@jasonvbarger.com
Please leave a review for the podcast It really helps the podcast to spread these messages out into the world. Please share this podcast with your organization, on your team, or in your life to help spread these messages. Thank you!
1:30 – Jason introduces the episode and some past episodes to check out as this is a continuation of The Great Resignation multi-part series of the podcast.
3:25 – Leaders are working to grasp the concept of The Great Resignation and how to handle this. millions of people left their jobs in 2021. Today we are dealing with one of the elements that organizations and people can control and that is Retaining Talent. Jason talks about the transfer portal that people are talking about in sports and how that can be applied to your organization or business.
“Why is the Great Resignation happening?”
6:00 – Organizations are asking why? Why are so many people up and quitting their jobs? Jason dives into some of the research and data that suggests the psychological shift that has occurred during the pandemic has made people re-evaluate their lives to look for something more fulfilling. The older mindset of living to work and Ill play when I retire has shifted now and the idea now is working to live. Living life is a higher value than just the pay and status given before. People are now saying they want life and then what is the job that will fit it?
9:00 – A Harvard Business Review study found that 9 out of 10 employees would take a pay cut to work for a more meaningful work culture. The writing is on the wall and workers everywhere are telling organizations exactly what they want. According to Bloomberg, 66% of Millenials (age 25-40) left their jobs in 2021 cited the reason why they left their jobs was for mental health reasons. Dealing with the stress and anxiety, the pandemic, the angst of the world was cited as the primary reason for leaving their jobs. For Gen Z, age 24 or younger, the number is even bigger at a staggering 81% of those cited mental health challenges. Jason shares insights into the new paradigm shift in the workforce and with companies now related to mental health and what kind of life workers want to have.
“What are companies doing now in the environment of the Great Resignation?”
11:00 – The best companies now are asking, “how do I care for my people?” Many businesses that Jason works with are asking him What are companies doing now in the environment of the Great Resignation? What are the things that are within our control as leaders and organizations and as cultures? Jason will be taking a deep dive into the Great Resignation over the next 3 podcasts in a multi-part series.
12:20 – Jason talks about the secret sauce in what you can control during the Great Resignation refers to RAD. Today Jason refers to just the ‘R’ – retaining talent. The best companies are going to their talent. So often the current companies have been looking at new people they forgot the people right in front of them. Have team meetings, show them that they are a priority. The keys to retaining talent are:
- GO TO THEM. Look in your organization and go to them with team meetings.
- BE WILLING TO LISTEN. – what do they want to hear, to experience? Listen and understand what your people want.
- CLARITY – communicate a vision of the future and how they fit into that vision.
“Stay tuned for the rest of this multi-part series on the Great Resignation”
Questions to Ponder
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How and when can you go to your people to check in on them?
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How can you make time to listen to their perspective?
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How can you paint the vision for the future and how their role contributes to it?
Breathe in appreciation and gratitude for all that is within your control because that gives energy to all.
Please leave a review for the podcast It really helps the podcast to spread these messages out into the world. Please share this podcast with your organization, on your team, or in your life to help spread these messages. Thank you!
Remember, the best leaders, teams, & cultures stimulate progress by recalibrating their thermostat together.
If you like the podcast, have a question, or just want to share your thoughts about daring to begin please leave a comment below or please leave a review on Apple Podcasts or Google Podcasts.
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ABOUT THE THERMOSTAT
Conversations and micro-thoughts to engage your mind and heart.
A thermostat is proactive. It sets the temperature in a room. Controls the temperature. Regulates the temperature. But in today’s distracted, fast-paced and digital world, it’s easy for individuals and organizations to act more like thermometers, slipping into reactionary thinking, becoming scattered and inconsistent. The most compelling leaders, teams, organizations, families, or collection of humans of any kind operate in thermostat mode. They calibrate their mind and heart to set the temperature for the vision and culture they want to create. Jason Barger, globally celebrated author, keynote speaker, and founder of Step Back Leadership Consulting, is the host of The Thermostat, a podcast journey to discover authentic leadership, create compelling cultures and find clarity of mission, vision, and values.