– from the recruiting team looking for your top talent.
It’s easy to get wrapped up in the day-to-day operations of running a business. There are always fires to put out, concerns that require immediate action, and a to-do list that needs to happen yesterday. In the midst of the hustle, it’s easy to overlook a crucial component to your company’s success: investing in your people managers.
But neglecting the long-term development of your managers will end up costing you – especially when your top talent starts looking elsewhere. As a recruiting team, this is what we’re seeing when we talk to your managers:
People are willing to accept a pay decrease or the same pay for the same job somewhere else.
It’s not just about the money for top talent – driven individuals value development opportunities, and will go elsewhere to find them. In a study conducted by the Harvard Business Review, they found that “Workers reported that companies generally satisfy their needs for on-the-job development and that they value these opportunities…but they’re not getting much in the way of formal development, such as training, mentoring, and coaching—things they also value highly.”
If you aren’t willing to support their development, they’ll make a lateral move to get that training. Money is only one measure of value.
People spend company time seeking out other opportunities – we don’t need to search for them.
One of the reasons that management development is often overlooked is because it takes workers off the job for the duration of the training. But if you aren’t taking that time to invest in them, they’ll spend it looking for someone who will.
High achievers are always looking for the next opportunity. In the HBR survey mentioned above, they discovered that 75% of top young managers were sending out resumes, contacting search firms (like ours!) and interviewing for jobs at least once a year. Nearly 95% regularly update their resumes and are researching about prospective employers.
They’re making our job really easy.
They lead strong teams in your company – so know who to take with them when they leave too.
Your managers aren’t the only ones leaving. Employees will follow good managers. A good manager knows that the job is about more than administrative work – it’s about getting the most out of their people. And managers aren’t the only ones who want development opportunities. As the old adage goes, people leave managers, not companies. The inverse is also true – people will follow good managers. Overlooking the development of your managers may cost you good employees too.
They already have career goals – and if you don’t know about those goals, you can’t support them.
When you don’t have regular conversations and check-ins about their goals, you’re likely not in them. You’re not able to help them find the opportunities and areas of development that will help them achieve those goals. So let us talk to them about how their goals can be achieved somewhere else. They want to put their talent to good use and if you can’t help them do that, we will.
Or….you could actually invest in your people managers and not worry about them leaving, wasting your time, or taking other top talent along with them. It’s your choice.
Meet Steph. She is a force. She is a firecracker. She is a lover of love.