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If you ask the leader of a company why an employee left the company, they will often indicate the person left because of money. And, while this is a factor, especially now as personal budgets are stretched to near breaking points, study after study has confirmed it is not the main factor.

The main factors of retention align more with human values.

This is a good thing because, while leaders don’t always have the margin to increase wages, they do have the ability to increase impact.

Here are some ways you, as a leader, can create a positive, lasting impact on your employees.

How to Create Lasting Impact

Focus on Leadership Development from Day One

From day one, welcome new employees with a well-considered onboarding period that spans their first one to three months. A one-day or one-week onboarding period is common, but companies that invest in a more long-term plan for development tend to have greater employee retention. It is true that first impressions matter. Therefore, it is critical that your onboarding process expresses the value you place on your new hire as an important team member and future leader.

Beyond that, check in regularly. Don’t wait until the awkward annual review to touch base on how things are going. Instead, meet regularly to review goals, collaborate, address challenges, and share wins.

Many leaders will focus on the onboarding period but then move on, without regular check-ins after that. It is important to value established employees as much as new ones.

Establish Great Lines of Communication

This starts with knowing your people and learning to speak on their terms.

• If they are D-wired, be more direct and to the point. Present the challenge and then let them lead toward the desired results. You will be amazed at their resourcefulness.
• If they are I-wired, take time to listen and allow them to express their ideas. Set them up for success by placing them in situations and environments that allow them to interact with others. Listen as they verbally process thoughts and ideas, and then work together to formulate specific actions.
• If they are S-wired, take a moment to connect. Listen and learn about their outside interests. And when you seek to communicate with them, start first with a cordial greeting or a mention of something specific they have shared with you.
• If they are C-wired, be prepared to address details. If you are presenting them with a blank canvas, be sure to provide enough information for them to be clear on what needs to be done and why, and then let them work their genius from that point.

Value Them for Their Unique Strengths, Skills, and Experience

Each person brings a gift, and that is the gift of strengths, skills, and experience. This brings added perspective to your organization that you would not have on your own. It brings added resolve to issues, fresh ideas, and discerning insight.

You know you need these. But do your people know you value them?

One of the main reasons people leave is because they do not feel valued.

You can help your people feel valued by expressing appreciation in ways that connect with them. This is not about general platitudes. “Great job!” overused, falls flat. But if you recognize a team member for something specific they have achieved, it makes them truly feel like a valued member of the team.

Here’s an example:

“Great job, Joe, on the ABC project!”

Versus

“Team, I want to take a moment to recognize Joe for how he turned an obstacle into a smashing success on the ABC project. When our supply chain hit a wall that was impacting production, he reached out to his connections and found an alternate vendor.”

This makes Joe feel valued because it gives evidence of his unique gifts for connecting and problem-solving. And it establishes his value with the rest of the team.

These are three simple ways you can create lasting impact as a leader, and it goes well beyond retention. Keep in mind that, as a leader, you are in the business of building a business, yes.

But you are also, and arguably more importantly, in the business of building people.

For valuable resources on Leadership Strengths and Tools, click here.

Deb Ingino is a highly sought-after executive coach, mentor, consultant, and speaker worldwide. Deb is well versed in business operations and in the importance of asking key questions most business leaders won’t ask themselves. She brings deep experience in leadership development, strategy, high performance team building and effective communication. She has a passion for leading people to discover and maximize their strengths as well as those of fellow team members, while offering advanced strategies to achieve high performance. Deb is the perfect fit if you’re ready to take your leadership and impact to the next level!