Leaders: Discover the Secret for Eliminating Perpetual Retention and Turnover Problems, Now

This is the 6th article in a series discussing Servant Leadership …

“… approximately 47% of HR professionals cited employee retention and turn over as their top workforce challenge…”

“10-25% of new management hires will leave within six months”

As I work with business leaders, something I consistently see is their struggle with retention and turnover, then their frustration with lost revenue. Perhaps most important is the need to repeat the employee development process again and again.

Every sound business leader wants to minimize employee turnover.

-???????2017: former Navy SEAL Brett Gleason suggests, “Hiring based on shared values and cultural beliefs leads to winning results .”?

Good hiring practices are a great start, but turnover in the U.S. still remains high.

-???????2019: CreditDonkey revealed “the average American stays at the same job for over 4 years. Overall, the United States has a 44% annual turnover rate. ”

Why?

-??????2019: Susan M. Heathfield cites the “Top 10 Reasons Why Employees Quit Their Jobs ,”

There’s a lack of engagement.

What most people don’t realize is the answer lies in love.

Organizational Culture and Leadership

Emilie Bartolucci is an Executive Director in the home care industry.?In between industry assignments, she held a position with The Ritz-Carlton Hotel Corporation. It was only after departing that she realized the true value of those early four years in her career.

During her time with The Ritz-Carlton, Emilie found that the “Ladies and Gentlemen” (employees ) were more engaged and invested in their work, they wanted to contribute in a positive way, and therefore they were more inclined to stay.

“The Ritz-Carlton Hotel Company, says employee engagement …?is key to reducing costs and increasing revenue.”

“Once they are engaged, they (employees) see how impactful their role can be, and that they truly are a vital part of growing their organization, driving revenue and maintaining their unique culture.”

The Ritz-Carlton believes in growing every employee and continually building their bench strength. Emilie attributes the success she experienced to two core issues:

1.????The Ritz-Carlton has a strong culture, one defined by “ladies and gentlemen serving ladies and gentlemen.” Their explicit promise to their employees is that they are “its greatest asset.”

2.????Underlying all they do, there is an employee first mentality supported by a servant leader approach.?

Before she departed, Emilie embraced this idea:

Engaged employees would stay and outperform their competitors every time.

The Enemy of Servant Leadership

Emilie wanted to take this same spirit with her when she returned to healthcare.?When she was up for a big promotion early in her career, everyone told her that she was a “shoe-in” for the position.?

After learning she did not get the job, Emilie was informed that she spoke too often of “we” instead of “I” when addressing her team’s accomplishments during her interview.

Emilie:?“I felt so uncomfortable.”

In Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness, Robert K. Greenleaf speculates on the “enemy” of servant leadership.?He writes:

“In short, the enemy is strong natural servants who have the potential to lead but do not lead, or choose to follow a non-servant. They suffer. Society suffers.”

Greenleaf was concerned about people and the future of society.?He hoped that:

“Able servants with the potential to lead will lead, and, where appropriate, they will follow only servant leaders.”

A Commitment to Serve Others

Fortunately, Greenleaf’s vision carries on when people like Emilie have the courage to follow their instincts.

Emilie:?“I never felt quite right and I never took the advice of that leader who recommended a more “I” centered approach.”

Despite her experience, Emilie remembered everything she learned at The Ritz-Carlton; the leadership, the culture, teamwork, and so much more. She remained committed to those ideals and took those lessons with her when she returned to healthcare.

She noted: “In home health care, continuity is vital to ensure the best patient outcomes. I have seen some key positions with employee turnover as high as 86%.”?

By applying what she learned from the iconic hotel company, today Emilie’s organization works at improving the employee experience and their teams are reducing employee turnover.

“By truly embracing the idea that our employees are our greatest asset and creating avenues to nurture, grow, and support them within our organizations, we ensure not only their engagement, but also their retention. In the end, we are preserving continuity of care and ultimately delivering the best patient outcomes by building the next generation of leaders.”

Greenleaf’s Call to Action

Greenleaf calls natural servants like Emilie to follow their instincts and lead.?

Yes, there are “enemies” to servant leadership everywhere. You may encounter those who may never embrace the idea, but every sound business leader knows how important it is to improve retention and minimize turnover. Perhaps the only way to persuade them is with statistics.

If that’s your challenge, check out “Is Servant Leadership Right for Your Business” in “Employee Engagement: Expectation vs. Reality” ?for supporting numbers.

To repeat Greenleaf’s call:

“Able servants with the potential to lead will lead, and, where appropriate, they will follow only servant leaders.”

Summon your courage.?You, your team, and society deserve to be led by servant leaders.

Stewardship: It’s how you touch a soul that lasts for eternity.

Until next week …

Join and contribute to our LinkedIN group, Your Evolving Servant Leadership Journey.

Image by Peggy und Marco Lachmann-Anke from Pixabay

About the Author

Tom Crea is a servant leadership ambassador, decorated career Army Officer, and Blackhawk Helicopter pilot.?Because of his proven skills, he was hand selected to run the Army’s leadership development program at two Boston colleges, where he and his team transformed college students into combat leaders.?

Today, he is a Keynote Speaker , Leadership Development Coach , and Chief Experience Officer .

He is also the author of Unleash Your Values , and podcast host for Your Evolving Leadership Journey .