Great Leaders Nurture

Guest post from Barbara
Bruno
:

Would
your current team or new hires describe you as a leader who supports, teaches,
and encourages them?
   This type of
nurturing often determines whether the members of your team become engaged and
retained employees or end up as a costly turnover statistic.

Technology
has changed the way we communicate however a combined high-tech and high-touch
communication style is most effective.
 
Nurturing plays a significant role when it comes to a new employees’
view on the leadership and vision of their new employer. Nurturing helps them
adapt to their new role, feel comfortable, essential, and appreciated in their
new workplace.

As new
hires understand the significance of your vision, it allows them to develop
working strategies which align with your vision.
  It also helps build self-confidence,
knowledge, and the drive to succeed.
  By
helping smooth the transition to their new role, you deepen your relationship
with your employee that continues well beyond your onboarding process.

To
assist your nurturing efforts, consider the value of mentorship on new hires as
well as your current employees.
 Mentorship is also extremely effective for
employees who may be working remote.
 Modern mentorship programs are designed to
support both the mentor and the mentee with a high-touch approach.
   A strong mentor-mentee relationship will
help new hires learn from an experienced employee.
  It also provides solutions and approaches to
accomplish objectives from the fresh perspective of your new employee.

Mentoring
also demonstrates to the new hire the benefits of an open culture where
employees share knowledge, generate ideas and work together to build a
successful company.
   Benefits of being a
mentor include development of leadership and management qualities, increased
recognition, a sense of fulfillment and personal growth.

Another
benefit of nurturing is increased referrals of top talent.
  When your new and current employees have a
great experience working for you, they are more likely to refer others.
  Nurturing is an important element to your
internal employee referral program and can dramatically reduce your cost per
hire.
 

Take
time to review the new hires you have made in the past twelve months.
  If a majority were not the result of
referrals, it may be time to upgrade your onboarding, nurturing, mentorship, or
employee engagement efforts.
  Your
employees are either your army of recruiters enticing others to work for you,
or they are being recruited away.

Too
often employees are only interviewed twice, their initial job interview and
their exit interview, when it is too late to resolve their issues. Consider
conducting regularly scheduled stay interviews, where you ask your current
employees why they enjoy working for you and your company.
 A stay interview will reveal what you are
doing well but, will also identify areas that may need improvement.

Stay
interviews are much more effective than the high-tech approach of utilizing
online employee satisfaction surveys.
 
They are a high-touch conversation where both you and your employee can
ask questions and then set a specific date to follow up on any action items
discussed.

When your
employees are happy, they become more engaged, productive and will help you
attain your goals and objectives.
  In any
type of relationship people want the answers to three question: Do you care
about me?
  Can I trust you? Will you do
what you promise?
  When you nurture your
team members throughout their career, the answers to all three questions will
be yes.
 

Barbara Bruno, author of HIGH-TECH
HIGH-TOUCH RECRUITING: How To Attract And Retain The Best Talent By Improving
The Candidate Experience
, is an internationally recognized
recruiting expert who has a proven track record of helping recruiters and
talent acquisition professionals become more successful and less stressed. She
has created several popular LinkedIn Learning courses and is president of Good
As Gold Training, HR Search, Inc., and Happy Candidates.