Reimagine Retention: How Leaders Can Cultivate a Culture of Growth for Young Graduates

Have you ever stopped to wonder why we criticize others, even when it's demonstrably ineffective? A staggering 72% of employees report feeling disengaged at work, often citing a lack of positive reinforcement and a culture of harsh criticism as key factors. Why do we cling to outdated approaches, even when we know they're harmful? This question resonates deeply in the realm of leadership, especially when considering the current challenges of retaining young talent.

As many of us have experienced, the "criticism as guidance" approach often takes root early on. Parents, teachers, and even leaders sometimes fall back on harsh methods, believing it's the fastest way to achieve results. It's a learned behaviour, and like many, I once mistakenly believed a strong leader needed to be a harsh critic. While this approach might yield short-term productivity gains, it comes at a significant cost.

Think about the last time you felt criticized. Studies, such as those by (Marlatt et al., 2019), show that criticism triggers the fight-or-flight response, leading to increased heart rate, anxiety, and self-doubt, making it nearly impossible to hear the actual message. This frustration extends to the one offering the criticism, who often struggles with finding the right approach and achieving the desired outcome.

A large part of the answer to why we do this lies in our ingrained behavioural patterns. We rely on these patterns to navigate the known, the imagined, and the complex emotional landscape within us. However, holding onto outdated and harmful behaviours only hinders our personal and professional growth. Changing ingrained patterns is challenging, especially with the plethora of other pressures in our lives, which is why these patterns often persist.

Research suggests that nearly 70% of employees report feeling disengaged at work, often citing a lack of positive reinforcement and a culture of harsh criticism as contributing factors (Gallup, State of the Global Workplace Report 2023). This disengagement translates to a significant financial cost for organizations, with estimates suggesting that American companies lose $550 billion annually due to disengaged employees (Gallup, State of the American Workplace Report 2023).

As you, and many others, have experienced, the "criticism as guidance" paradigm often takes root early on. Parents, teachers, and even early leaders often fall back on harsh methods, believing it's the fastest way to achieve results. This is a learned behaviour, reinforced by our experiences and societal norms. I too once mistakenly believed that a strong leader had to be a harsh critic. And I have a few too many young talented people in my career history that have been disadvantaged by this approach… and to them, I am deeply sorry. While this approach might produce short-term gains in productivity (as the 2018 Harvard Business Review study found), it comes at a significant cost, including:

? Decreased employee morale and engagement (as mentioned above).

? Increased stress and anxiety, leading to reduced creativity and innovation.

? Hindered learning and development, as individuals become defensive and resistant to feedback.

? Increased employee turnover, costing organizations valuable time and resources.

At the Bedrock Program, we believe our core values are central to helping leaders break free from this cycle of criticism and embrace a more positive and productive approach. We understand that every individual, including young graduates, is motivated by a desire for growth, belonging, and purpose in life. Our leadership training focuses on fostering these elements through the following key principles:

? Positive Reinforcement: We highlight and celebrate successes, no matter how small, to nurture confidence and build on strengths. Research by [Amabile & Kramer, 2011] has shown that positive reinforcement is significantly more effective in driving motivation, creativity, and performance than criticism.

? Constructive Feedback: We equip leaders with the skills to provide specific, actionable feedback that focuses on improvement rather than blame. This allows young graduates to learn from their mistakes without feeling discouraged or demotivated.

? Open Communication: We help leaders create a psychologically safe space for open and honest communication, where young graduates feel comfortable asking questions, seeking clarification, and voicing their concerns without fear of judgment. This fosters trust, collaboration, and psychological safety, which are crucial for learning and development.

? Focus on Values: We help leaders shift the focus from short-term results to long-term development and values alignment to achieve the right culture to achieve performance goals. Aligning company values with the personal values of young graduates fosters a sense of purpose and belonging, increasing engagement and retention.

By fostering these values and principles, we empower leaders to create the right environment where young graduates can thrive. This not only benefits individual employees but also leads to increased innovation, productivity, and overall organizational success.