Commentary by Dr Whitesel: While preparing a new Doctor of Ministry course for Fuller Theological Seminary on interim/transitional pastoral ministry, I am researching why pastors leave churches. The article below throws light on this from the Gallup organization and suggests ways to retain talented leaders. Read the article and then find more insights at this accompanying article: CAREER TRANSITIONS & Why Do Employees Quit Their Managers? Here’s the No. 1 Reason in a Short Sentence.
“Why Would People Consider Quitting Their Jobs, Exactly? Gallup Research Sums Up the Entire Reason in 1 Sentence“ by Michael Schwantes, Inc. Magazine, 5/14/18.
In 2017, Gallup released the third iteration of their infamous workplace report, the State of the American Workplace.
Using data collected from more than 195,600 U.S. employees in 2015 and 2016, Gallup asked employees to indicate how important certain job attributes are when considering whether to jump ship and take another gig with a different organization.
The top factor in the minds of most employees across the country? Gallup summarizes it in one sentence: The ability to do what they do best.
When they don’t get to experience this regularly, they exit early. It seems like common sense. Shouldn’t every employer or manager allow for valued workers to feel this way about their work every day? Common sense, yes; common practice, no…
The “why” behind the need to ‘do what they do best.’
Sixty percent of employees — male and female of all generations — say the ability to do what they do best in a role is “very important” to them. How do you bring that into fruition?
Employees do their best in roles that enable them to showcase and integrate their biggest strengths: talent (the natural capacity for excellence); skills (what they can do); and knowledge (what they know).
And companies are leaving money on the table by not recognizing these strengths beyond a job description, and how it all translates to high performance.
People love to use their unique talents, skills, and knowledge. But most conventional managers don’t know what those things truly are.
The best leaders will leverage close relationships with employees by finding out what their strengths are, and bringing out the best in their employees.
In fact, when managers help employees develop through their strengths and natural talents, they are more than twice as likely to engage their team members.
Read more at … https://www.inc.com/marcel-schwantes/why-would-people-consider-quitting-their-jobs-exactly-gallup-research-sums-up-entire-reason-in-1-sentence.html
Soeaking hashtags: FullerDMin