{"id":22234,"date":"2022-05-16T13:03:25","date_gmt":"2022-05-16T18:03:25","guid":{"rendered":"https:\/\/trainingmag.com\/?p=22234"},"modified":"2022-05-20T11:34:30","modified_gmt":"2022-05-20T16:34:30","slug":"turning-the-tide","status":"publish","type":"post","link":"https:\/\/trainingmag.com\/turning-the-tide\/","title":{"rendered":"Turning the Tide"},"content":{"rendered":"

As waves of employees continue to quit their jobs, many organizations are looking to their leaders to turn the tide. After all, one of the top reasons employees head for the exit is bad managers. A Wiley series of studies on the current \u201cGreat Resignation\u201d found that 96 percent of 5,000 employees surveyed agreed that their manager has an impact on their wellbeing at work, and 42 percent said they have left a job in the past because of their manager.<\/p>\n

But the typical leadership development program doesn\u2019t necessarily specifically focus on how to help leaders manage employees in a way that makes them want to stay, especially as companies are struggling to determine whether they are going to be 100 percent in-office, 100 percent remote, or a hybrid version.<\/p>\n

To retain workers, it is important to ensure they feel valued, connected, and engaged, notes Wiley EVP and Chief People and Business Operations Officer Danielle McMahan. \u201cBecause the remote\/hybrid work model can foster feelings of isolation and separation for employees, many are craving a human investment in the workplace. Employees are saying they want to feel valued by their organization and their manager. Without a sense of connection and belonging, it\u2019s too easy for them to move on to another employer.\u201d<\/p>\n

That\u2019s why the #1 thing that should be taught in leadership development training programs is soft skills, says Joanna Beer, VP of Content at Infosec Institute. \u201cThese include how to effectively communicate, create and maintain an inclusive culture, empathize, be approachable, be advocates for their direct reports, and, of course, manage a remote team.\u201d<\/p>\n

GREAT EXPECTATIONS<\/h2>\n

It all starts with setting expectations, stresses Eric Harkins, president and founder, GKG Search & Consulting and author of \u201cGreat Leaders Make Sure Monday Morning Doesn\u2019t Suck: How to Get, Keep & Grow Talent.\u201d \u201cGreat companies are clear about how they expect their leaders to show up every day.\u201d<\/p>\n

Harkins says every leader in the company should be told they are going to be trained and held accountable to do the following:<\/p>\n