Staff Need Help

One of the great benefits of being a coach to professionals is that I get to connect with high quality, high performing individuals who are passionate about what they do. It’s a joy and a privilege that I relish. Recently, I had such a call with a manager who wanted to help his staff to find their place in the firm. Let me tell you about what we discussed and see if you can identify with him.

He’s a seasoned professional with hopes of being a partner in his firm. His quiet, understated demeanor can make him less visible in the firm, but his clients trust him implicitly and his staff appreciate his technical competence and guidance. He loves his firm—its leaders, the staff and clients. Yet, like so many other managers, he faces the issue of retaining staff so that they progress and find their career with the firm.

Staff May Look Elsewhere

He said he really likes and believes in his staff. They are young, inexperienced and are willing to learn. But like so many other young professionals, they are constantly being lured by recruiters, advertisements, and testimonials from their peers to leave where they are for something better. Unfortunately, too many are disappointed when “something better” hardly ever materializes the way it was promised.

Managers Help Staff

So this manager is determined to help his staff to see that they are in a great place, in a great firm with a manager who wants the best for them. In effect, he wants to give them a vision of their future where they are. If they can’t see it where they are, they will naturally look elsewhere.

I asked him what he believes to be important for his staff to understand. He identified a list of things that he intends to speak about to his people. In addition to a competitive salary, benefits and flexible work arrangements, he identified some reasons why his staff should stay.

First, he wants to show them that the opportunities for their career are robust. With industry teams, technical specialties, working with firm leaders on committees and task forces, together make it possible for them to find their place in the firm and be valued for their contributions.

He also mentioned that he wanted to know them better personally. He embarrassingly admitted that one of his staff informed him that she planned to take some time off after busy season to visit a sibling. Then it occurred to him that he didn’t even know she had a sibling! He said that he needed to know his staff better and about their lives outside of the firm.

Finally, as the firm grows, large clients will require competent staff to serve them. Large clients with complex business situations will require emerging leaders to take on these huge challenges. He is committed to train and coach them to great work.

The refreshing part of our conversation is that he isn’t making up any of this. He believes those elements are truly there and he is taking advantage of them himself. All he wants to do is to communicate them more fully with his staff and help them to see that this firm is perfect for them to learn, grow and prosper.

Your Turn

I love the fact that this manager has made it his mission to retain his staff. I have confidence he will do well and his efforts will make a difference. None of this is new, except for his deeper awareness that he can make a difference and will engage his staff more completely. Is this manager doing anything you can’t do? Of course not. You, too, can have a significant role in helping your staff to find their place in your firm.