It all starts with leadership. Employee turnover is expensive. From advertising and recruiting to training and lost productivity, costs add up quickly for organizations that fail to actively invest in their workforce.
For a salaried worker earning $60,000 a year, your company will likely spend $45,000 to replace them. And we all know that leaders get paid much more, we will let you do the math.
Now, when we saw the alarming numbers of how much companies are spending in employee turnover, more specifically leadership turnover, we decided to design and produce a program that could help companies understand where those gaps may be that are causing their leaders to leave.
As we know, great leaders inspire people to take action. But what if your leaders are paralized by the idea of saying the wrong thing?
Leaders never take the opportunity to self-assess, and without realizing it, they continue to make decisions that are rooted with patterns that are not inclusive to all. It is important to build an experience where your leaders can take the time to understand, reflect and self-assess.
For there to be any real change, it will require for your leaders to be honest. It’s valuable to know what your leaders strengths are but far more important to identify things about yourself that keep you from being the best leader you can be.
Here are some questions you can share with your leaders and ask yourself:
- What kind of environment are you creating for employees?
- Are you setting the example you want employees to follow?
- Do you understand your employees’ motivation?
- Would employees say you communicate well?
- Are you accessible to your employees?
- Are you encouraging an atmosphere of professional growth?
- Does your team understand your expectations?
- Are you letting your team do their job?
As you navigate through a process of self-assessment and self-awareness, you will encounter a term referred to as Emotional Intelligence. EQ is a measure of your ability to be aware of emotions and how they impact personal and professional relationships. There are many ways to strengthen your EQ, but you have to know that for you to be an inclusive leader it will require for you to be empathetic and aware of your ability to make people feel included.
In the past, leaders often strived to take emotion out of the equation when making decisions. Let’s just say some leaders still do, but now it’s crucial to put more emphasis on emotions and being mindful of how all of us, managers and employees, operate on different emotional spectrums.
Know that part of creating a culture has so much to do with how your leaders play into it. Make sure to include in your budget programs that cater to your leaders. Commit to their development and skills now before it’s too late.
If you are interested in learning more about our services, and how we could help you build a program of inclusion and belonging for your leaders email us to firstname.lastname@example.org