The Leadership (or lack of) Cycle of Turnover

Stage 1

The employee enters the organization excited to learn and meet people but is a little apprehensive.

The leader uses the Path of Empowerment

The leader engages the employee by clarifying and correcting small mistakes in an educational way as they continually educate the employee and coach them, so their motivation keeps increasing.   

Or the leader uses the Turnover Cycle

The leader sends a message that the employee is making too many mistakes. The employee feels like he or she is on their own to learn and motivate themselves; they find their own resources; work their way through problems and wonder what the job of their boss is.

Stage 2

The employee is engaged, motivated and growing. He or she is learning some aspects of the job and has increased motivation and excitement from learning new things and meeting people.

Or the employee is stalled out; unsure and losing real access to their leader.

The leader uses the Path of Empowerment

The leader involves the employee in discussions around decision-making and problem-solving, facilitating and coaching the employee’s thinking and getting the employee to see he or she has the talent mix to set the correct course and make the right decisions.

The leader develops an employee who the leader feels is trustworthy enough to delegate to and the employee will keep them informed at the correct levels.

Or the leader uses the Turnover Cycle

The leader does not invest in growing the employee and (usually unintentionally) holds them back by not giving them growth assignments or coaching them through something new. The leader does not know how to or does not take the time to instill confidence, prevent major mistakes, and help the employee step through potential minor mistakes.

Stage 3

The employee starts to become a valuable asset. He or she is inspired and taking on work. They are solving problems, making decisions, and they know when to come to the boss to discuss issues to resolution.

Or the employee losses faith in their boss even though they like the organization and job. The employee starts putting feelers out and looks for another placement, most likely outside the organization because they do not trust any leader in this organization will be different.

The leader uses the Path of Empowerment

The leader spends most of his or her time encouraging the employee—Letting them know they are on the right track—and coaching them through joint exploration.

Or the Leader uses the Turnover Cycle

The leader feels like they have another piece of deadwood; a bad hire; another generational person that can not make the grade; does not have a work ethic, and the leader starts sending the message the employee should leave.

Stage 4

The employee is producing and enjoying work. They are a great team player, and they are known as knowing their job and someone that can get things done. They are one of the leaders go to people.

Or

The leader gives them minimal attention; turns them over to another employee and does not check in enough. While getting minimal performance from the employee, the leader continues to hope they find another position, but it is too late, the person has already found another job. The leader hears about this and does not question him or herself and has no self-awareness of how they contributed to the turnover cycle.

The leader uses the Path of Empowerment

The leader lets the individual perform and call many of his or her own shots. The employee can be trusted to do the right thing. Further, the leader know the employee has enough confidence to come to the leader when he is unsure or does not have the talent mix to solve a specific situation.

Or the Leader uses the Turnover Cycle

The leader continues to lord over the person wondering why they can only get minimal performance from them and why they always look to the leader for decision-making. The leader wishes for higher levels of performance and, on the other hand, often enjoys the strokes to his or her ego when they have to solve a problem for their unsure and unskilled employee.