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People don’t quit their job, the saying goes — they quit their managers.
Well, the good people at Facebook(Meta) decided to put this hypothesis to test and they discovered something entirely different from what majority would place their bets on…
In Today’s Edition
- Harnessing the Nature and Nurture of Your Team
- Here’s Why Your Employees are Resigning Within a Year
- The Inspiring Story of the World’s Largest Aquatech Company
- A Guide to Approaching Different Types of Managers
Harnessing the Nature and Nurture of Your Team
People don’t quit their job, the saying goes — they quit their managers.
Well, the good people at Facebook(Meta) decided to put this hypothesis to test and they discovered something entirely different from what majority would place their bets on - people quit because they didn't find their jobs enjoyable.
Many of us have unfulfilled desires at work—things we are truly passionate about but can't follow in our careers.
Whether due to a lack of skill, chance, or resources to turn them into professions, switching to a different career path doesn't erase these passions.
They stay with us, much like the professional equivalent of an opportunity that slipped away.
Given that we dedicate most of our waking hours to work, it's not always feasible to pursue these unfulfilled desires as mere hobbies. As a result, we seek avenues to integrate our passions into our professional lives.
So how can you as a leader make work more enjoyable and fulfilling for your team?
The responsibility for this rests on the shoulders of managers. As much as others can contribute by creating a great work environment that encourages productivity, managers will take the lead on this one.
First, identify the nature of your team member.
This involves observing their behavior, communication style, and interactions with others.
Pay attention to their strengths, weaknesses, and how they approach tasks. Engage in regular one-on-one conversations to understand their motivations, preferences, and work-related goals.
Additionally, provide opportunities for feedback and encourage open communication. Over time, this information will help you develop a clearer understanding of each team member's nature and how they contribute to the team.
I once had a team member who had the memory of a CPU (maybe not but it was close to it). She would remember everyone's birthday, wedding anniversaries, nitty gritty details that could be easily missed but she was tasked with technical responsibilities and yes, she sucked at it.
I drew her managers attention to her strengths and proposed a 1-on-1 which totally changed the trajectory of her career in that company. In less than a month, we was rejuvenated and her performance topped the charts! It was drastic and intriguing to see.
After you have been able to identify key characteristics that makes this individual standout,
Nurture
Once you've uncovered the unique nature of a team member, nurturing their growth becomes a personalized endeavor. Tailoring your approach to their strengths, preferences, and motivations is key.
Provide opportunities for them to leverage their strengths in projects that align with their interests.
Offer guidance and resources that support their development in areas where they have potential for growth.
Regularly communicate with them to understand their progress, challenges, and aspirations.
Recognize their achievements and efforts in ways that resonate with their individual style.
By acknowledging and catering to their distinct nature, you'll create a fulfilling environment that fosters their passion and professional growth which ultimately benefits both them and the company.
How did you find today's piece? Would you be implementing this on your team? Share with me!
CORPORATE TEAMS AND CULTURE
Here’s Why Your Employees are Resigning Within a Year
The hiring process is not a walk in the park. We know that! And great job if you’ve been able to crack that. But there’s some other hurdle to cross, and this may even cost you more than losing talents at the recruitment stage.
There are a number of reasons why employees leave their jobs, especially within a short time of employment, and if it reoccurs, you may be pushed to deal with the notorious imposter syndrome when others stay.
AS SEEN ON X
The Inspiring Story of the World’s Largest Aquatech Company
X (formerly Twitter) has become a school with endless resources, every week I will be sharing useful tweets that will be beneficial to you as you continue to build amazing products. Click on the images to view the thread.
SPECIAL FEATURE
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FROM THE LEADER’S LIBRARY
A Guide to Approaching Different Types of Managers
Being a manager is a lot of work.
There isn’t always the best training from top executives for new managers on how to approach the role and make sure their team feels comfortable. On the flip side, senior managers might be stuck in their ways, regardless of whether they are actually working or not. Ultimately, a smooth-functioning organization would have frequent management training sessions and check-ins, but unfortunately, that’s not always the case.
That’s why we’re sharing this guide to help employees navigate how to work with different types of leaders. It’s a realistic approach for people who want their work lives to run a little smoother and to see success, even if you have opposite ways of working together.
MEME OF THE WEEK
AI TOOLS OF THE WEEK
AI Tools you should be using to make your work easier
- Motionshift - Effortlessly produce high-quality 2D and 3D videos and ads
- Zapt - Discover and create amazing ChatGPT apps
- Olympia Chat - Grow your business with affordable virtual staffing
- Supermanage AI - Effortless prep for your 1-on-1
- Bizway - Turn your business ideas into actionable roadmaps with Bizway
QUOTE OF THE WEEK
“Who does the work? Who bears the consequences? Who reaps the rewards? When the incentives are aligned, it's the same person.”
– James Clear
Did you find value in today’s newsletter? We would greatly appreciate it if you could spare a moment to share your thoughts and leave us a quick review.
Thank you in advance for your time and valuable feedback!
ABOUT CAREERBUDDY
Hire Smarter, Not Harder
At CareerBuddy, we make hiring seamless for fast-growing companies, we pride ourselves on knowing the best people that will excel in a Startup. With a candidate retention rate of 90.3%, it is safe to say “We are the best in the game for Startup hiring in Africa”.
We have worked with our partners to hire both for Technical and Non-Technical roles, we have also helped them with expansion in Africa. Some of our clients include Bamboo Invest, Helium Health, Cassbana, Cadana, Fincra, CrowdForce, Casava, TeamApt (now Moniepoint), Sabi, etc.
Are you hiring at the moment? Contact us
Written by Oluwaseun Aladetoyinbo, Ayodeji Falaye
Edited by Oluwaseun Aladetoyinbo
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