We are in the last month of 2024 and now is the time to look very carefully at your company's employees, with the aim of providing individualized feedback and – mainly fair – for each of them, besides being able to understand how people's work is impacting the organization as a whole, whether this impact is positive or even negative
The truth is that the end of the year usually brings that feeling of tiredness and wanting it to be over quickly. However, you as a manager, you need to ensure that your team members do not feel discouraged, on the contrary. This is a time when employees need to be satisfied with the job they have, what will be the result of a work that must have been done over the months
And why am I saying this? People may start to think about closing cycles right in the month of December, so that they can start a new phase next year, considering the guaranteed bonus. And this includes resigning from your current jobs, to accept new opportunities that are more interesting or that have caught their attention, for more attractive roles or a higher and better salary
The fact is that to harvest, you have to sow. In these cases, it is very important that the leader has done work over the months to engage the team, making people not want to leave, even more in a festive and closing moment, where employees of many companies usually celebrate the achievements of the year and set goals to be reached in the future
For this reason, it is essential to know what the pain points of the team members are, so that it may eventually be possible to remedy them and thus, retain talent, that certainly make a difference in the overall performance of the company. No one is irreplaceable, but it is good to know that we can count on competent people who are dedicated to delivering the best performances daily
A premise of OKRs – Objectives and Key Results -, is closely linked to the importance of the team for achieving results, and the tool can help leaders understand what needs to be done to provide the conditions for employees to want to stay at the company and be satisfied. And this ranges from a healthy work environment to the increase of benefits, for example
A high salary doesn't always 'bind' a person to a job, because there are other issues that influence the decision to stay or leave. Survey by the GPTW consultancy – Great Place To Work – listed the 5 factors that motivate employee retention in companies, and salary is not the first: 1st Opportunity for growth; 2° Quality of life; 3° Remuneration and benefits; 4th Alignment of values; 5° Stability
In light of this scenario, it is essential for the manager to understand that it is necessary to build a process every day where team members will want to stay in the company, not for lack of alternatives, but because they really want to be there. And this is the difference in being able to retain talent and at the same time have employees who are truly happy with the position they hold
When the full potential offered by OKRs is used well, the leader engages the team in defining priorities and gives them autonomy to work. Believe me, these two points are fundamental for greater employee engagement, that will lead to better results
Don't change a winning team
