A close friend of mine quit his job yesterday after three years of frustration, unhappiness, and anxiety. This was brought on by a culture of poor leadership and supervision, where his boss and others often took credit for his hard work. When he gave his notice, his boss could only say, “I feel like I failed you.” This was certainly true but his boss had also failed the organization by not beginning the retention effort of this highly capable employee on day one.
You see, my friend has the strongest work ethic of any person I know, he is a team player to the core, and he never really cared about his official job duties—he just did whatever needed to be done. The organization clearly recognized that it had under-appreciated and under-valued my friend but it was too late by the time he’d had enough. Indispensable is not a term you should use to refer to any employee but he was close. Contrast this to my own experience.
A few weeks ago, I got an e-mail invite from the person to whom I report. It was titled “Task Update,” which could have meant several things. I hadn’t dropped any balls or missed any assignments so I wasn’t altogether sure what we’d be talking about. Would my job be changing, was his changing, or could it be something else?
The time for the call came and after he asked about my family (which he always does) and if I was traveling too much (again, a standard question from him), he got down to the main purpose of the call. He asked me if there was anything I needed from him. This seemingly simple question speaks volumes about how he views his duty to our organization. His primary function is to make certain his reports have the tools they need to succeed and if there are barriers to accomplishing our mission. Despite the title of his calendar invite, taking care of his people isn’t a task to be put off—it’s central to our success.
My friend will start a new job in a few weeks and his new organization already appears to be the kind like mine, where employees feel appreciated and supported. Good employees will get away if they aren’t valued and appreciated, but caring and supportive supervision and leadership will ensure that quality employees remain a part of your organization’s success. Consider this before your best talent moves on.