Managers... Calling all managers!
This is not just for the automotive sector.
Why do you, as a manager lose your best people? Is it, the money? The opportunity you are giving in the short or long term? Or, are you not challenging them and encouraging them to reach for more, be more, and do more?
How many times have you been surprised or shocked that one of your key players is ready to move on or move out? Usually, it is too little too late when you do. Suddenly, you are offering more money, more opportunity, and more promises that things will change and they are a key part of the bigger picture.
The question is, why were you not aware of their feelings, thoughts, and goals?
As a manager, you must make sure that the people that are important to you KNOW they are important to you. Pay them more before they ask for it. Appreciate them and make the feel special. I am not saying just through money at a problem, I am saying KNOW what it is they need, want, and desire long term and make short-term goals with them to get them there.
For you as a manager, to have no clue that someone is ready to pull the plug means that you are not taking time to connect with your people. Your job is not just about paperwork, purchase orders, and payroll. How important are all those things without the people that make all that work possible?
A manager's top priority is their people. You work for the people.
You need to know what they need and get it to them. Fast.
If you don't know what those needs are you must make it a point to find out. It is a fact that without people, you will have far more to do, being that you are responsible for the entire department at the end of the day. You must know how to wear many hats.
Why is this important?
If there are not enough people to answer the phone, you must do so. If there are not enough people to write work orders, you must do so. If you don't have enough people to fix the vehicles in the shop, port cars, wash cars, and so on. You must do so. Not knowing how to do any of the above things means you are at a great disadvantage....without the right people.
On top of that, dealing with all the customer satisfaction issues that result from not having enough people will give you a stress-induced heart attack. It is in your best interest to stay focused on the people.
I recommend "Check-ins" weekly, monthly, quarterly and yearly. These weekly ones do not need to be much. I used to do mine in the morning when I was walking through the shop to see who was coming in early and who was coming in late. If there are people there. stop in their bays, or at their desks and see "How they are?" What is new in their life? How is that job going? Is there anything you need help with?
Note their body language. Are they comfortable or closed off. If they are the latter, why? Prod a bit for why they are looking frustrated or having a rough time. Your staff need to feel noticed, affirmed and most importantly … NEEDED.
Be the person to work them through their troubles. A manager is a solution person. Create a culture that makes everyone feel important, not just your top performers.
We know that some people are happy staying in the same spot forever. But others need motion, goals, different ways to grow and improve. When your people need something to aspire to, grow toward it is your job to satisfy those individuals.
Find the need, then satisfy it!
If you need help finding ways to connect with your staff, please reach out!
Or check out my books for guidance
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