Great Resignation problem is actually a Great Leadership problem.

Mike McNamara, Talent Build

You don't have a “Great Resignation” problem when the best people in your organization are leaving. You have a “Great Leadership” problem. Here's how I know that ....

Your people are calling, texting, messaging and emailing because they are extremely unhappy. Within a couple minutes into one of their chats, they share the source of their dissatisfaction, and it is nearly always the same for everyone.

It's _______ (insert the name of a leader here). Yes, they nearly all point to a single person. It's not money, not hours, not equipment, etc. It's a director, regional manager, manager or support. They also think you are complicit because you see it but don't do anything about it.

So now what? What can you do to fix this?

Frankly, it's too late, but you can start to improve employee engagement and retention with some simple practices from my Leadership Development consulting business.

5 Things to Focus on Today:

1. Improved Visibility. Managerial 'light touches' will be the quickest and easiest way to improve engagement. LIGHT, frequent, touches.

2. Humility. Take your leader's need for PRIDE from batting 1st or 2nd in their order, down to 8th or 9th. CS Lewis said, "Don't think less of yourself, just think of yourself less."

3. Dignity. If your leaders aren't treating your staff like Chick-fil-A treats the customers in their drive thru, that's a problem.

4. Managerial Consistency. Favoritism and the lack of boundaries is alienating your best and most loyal performers. They will eventually leave and go to your competitor.

5. Motivators. Straight from Lencioni... "Money is not a motivator, it's a satisfier." Stop blaming the lack of engagement on money. That said, anyone you are paying $28k a year isn't unmotivated, but I guarantee they are dissatisfied.

It's easy to improve your engagement and retention. BUT two things need to happen first:

· You acknowledge YOU have a problem. It's YOUR problem if you are responsible for the business. Not 'them, they, or even us.' You.

· You have the courage to suck up your pride and do something about it.

You want to talk about it, reach out anytime. I live to collaborate with leaders and develop talent.

Mike McNamara, Talent Build