Great Resignation: What can front line leaders do to drive employee retention?

Uncorking 2022. Performative DEI, transparency, allyship, and the labor shortage: With no end in sight for the labor shortage, Jeffery and Amanda discuss the topics they are tracking as we enter 2022 – from performative DEI gestures to transparency, allyship, shifting workforce demographics, and talent retention. Over bubbles, they share take-away questions, “How diverse is your leadership?”-- how diverse is your pipeline? Start the new year off with a new habit, Win(e)d Down Wednesdays.

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The Transcript - Drive employee retention

Jeffery Tobias Halter: Welcome, and Amanda, what's your beverage of choice today?

Amanda Hammett: Well, today it's starting to get a little cold, so I'm going with some good old green tea today. What about you?

Jeffery Tobias Halter: Very nice. And you know, I worked there for a, for 25 years and every once in awhile, I like to enjoy an ice cold Coca-Cola with a zero sugar. In fact, now more delicious. How can you argue with that?

Jeffery Tobias Halter: Well, Hi, I'm Jeffery and we've got Amanda with us and we're going to be continuing this conversation around the great resignation and really talking about a topic. So front of mind, and that is what can frontline leaders do to help drive retention? Amanda. You've got some thoughts on this love to hear.

Amanda Hammett: Yes. I have lots of thoughts of this. I actually have a framework that I worked out years ago and that I've been using and encouraging frontline leaders to use for years. It is perfect in this scenario, because think about it, employees. They're more likely to stay, they're more likely, likely to be productive if they really liked their frontline direct manager. So what can you do as that frontline manager? Well, I've got a framework it's called the stay framework and it's four "C"s. It's really easy. It's designed to be done weekly with each individual employee. One-on-one 30 minutes. Every week and it's pretty basic.

Jeffery Tobias Halter: The first "C" is care. The mistake that most employees or employers take is that they go into these meetings and they're like, what have you done? What have we done? Where are we? Where are we? That's a mistake. The first five minutes needs to be about what's going on in their life. This is where you find out like external pressures and, and things like that.

Jeffery Tobias Halter: Then you move on to what have they completed? That's the second "C" what have they completed since the last time you guys had this session?

Jeffery Tobias Halter: The third "C" challenges. Where can you, as the leader step in and maybe run some interference, maybe clear some roadblocks, things like that.

Jeffery Tobias Halter: The fourth "C" coaching, this is where you're asking those deeper questions. You know, what, what do we need to do to move those forward? You know, what are some of the more strategic things. Stuff like that.

Jeffery Tobias Halter: And there's a bonus "C" now this one doesn't happen every week, but you know, once a quarter, especially with your younger employees, this is your career path thing. This is where you're talking about what kind of skills are they looking to develop? What's changed and maybe their idea for where they want to go in their career. And I'm telling you, this framework works, frontline leaders use it. It will help you keep those employees.

Amanda Hammett: Leaders did you like the sound of the stay conversation framework that I just explained to you a few minutes ago. Well, don't worry. You can get your own very free copy from me. Just go to that's S T A Y To download your free copy, good luck and put it to use.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.