Are you wondering if you should be making a move? Or are you wondering if people on your team are at flight risk?
Simply walk through this checklist with them, or do it on your own. If you can check all the boxes, you’re likely okay.
If you come up with x’s, you should work on fixing them to prevent flight risk.
Here they are:
Is the person fairly compensated? The only rational way to decide this is to ask the question, “What would we have to pay to replace them in this role?”
You don’t decide compensation based on how many kids they have, or that they really want to buy a new car. You determine fair market value. What would they make anywhere else? How much would we pay to replace them?
You don’t want money to be the reason a person is at flight risk.
Do they have the ability to make decisions in their area of responsibility? Are they being micromanaged?
Everyone needs to feel the freedom to make decisions appropriate to the job.
If you work at Starbucks, you probably shouldn’t have the freedom to invent new drinks. But you do want the freedom to let your unique personality come out with each new customer.
Here you’re simply asking if the job works for the family. Does the commute feel too long? Is the family supportive of the requirements of the role?
Is the person on the road too much? If it doesn’t work for family, the role likely won’t last forever.
Is the person working in their area of strength each day? Are they a fit for the role personality-wise, and skill wise? If so you’re okay. If not, they may be (and perhaps should be) looking for something else, either in your company or at another workplace.
Does the person enjoy coming to work? Are they getting along with coworkers? Are they having fun, or is work a drudgery?
Hey, it’s a job. Lots of people would choose to stay home if they won the lottery, but since we all have to work anyway, we might as well make it as fun as possible.
If a person can check all these boxes, they’re okay. But, the more categories that receive x’s the higher the chance of flight risk.
A company’s strength is not it’s people.
It’s strength is its right people, in right seats, doing right things.
Make sure your team members check all the boxes!
The secret of getting ahead is getting started!
Trevor Throness is a speaker, consultant, and author of “The Power of People Skills.” He is also co-founder and senior instructor at professionalleadershipinstitute.com https://professionalleadershipinstitute.com/
Find more about “The Power of People Skills” here: https://www.amazon.com/Power-People-Skills-Dramatically-Performance/dp/1632651068