Debunking the Myth: Employees don't leave jobs, they leave leaders.

POV: One of your employees resigns. How do you feel?

A. like a failure of a boss

B. anxious that productivity will slow

C. indifferent–people aren’t loyal to companies anymore

D. EXCITED–new opportunities are to be celebrated

You probably didn’t pick D. but you can! Here’s how…

The old adage about employees leaving leaders, not jobs, can evoke feelings of disappointment or fear in leaders, but the boss isn't always to blame. In fact, there are scenarios where a team member's departure can be celebrated.

Consider these two different perspectives:

Perspective 1: As a leader, I need to retain my employees as long as I can.

How do leaders with this perspective act?

▪ Keep employees busy with a full workload

▪ Try to manage employees’ stress and keep them content

▪ Advocate for regular merit increases

Perspective 2: As a leader, I develop my employees’ skills and capabilities because it’s part of my job to help them grow.

How do leaders with this perspective act?

▪ Get curious about employee goals and challenges

▪ Facilitate opportunities for employees to have ‘gigs’ in other areas of the organization

▪ Expect employees to spend working hours learning, networking, and attending industry events

When your mindset is about employee growth and development, here’s what will unfold:

1. employees will feel empowered (win!)

2. employees will elevate within your team or organization (win!)

3. employees will discover new professional passions and find new ways to be fulfilled at work (win!)

4. employees will pursue roles that advance their careers because you’ve created the environment for them to build their skills (win!)

Consider shifting your mindset from ‘retain and keep’ to ‘develop and let them fly.’