December
December| 2021 news & updates
Why Do Employees Stay?
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Dr. Rhodes has persevered through dismissal and diminishment along her career to ultimately achieve the top people role for the champion Atlanta Braves. Since joining the Braves, she is recognized as transforming the people capital organization she serves, expanding the culture of the organization with training programs and employee resource groups and creating an internal diversity, equity and inclusion council.
She also has effectively managed the changes which became necessary due to the pandemic. In her Ted Talk (TEDxUGA), she describes her journey and her pursuit of acknowledgement as a leader worthy of being among the 4% in the U.S., who are Black and hold management positions out of 46% total women in the workforce.
She is a champion of women and especially Black women, who deserve a vital voice in leadership across Corporate America.
Join us Friday, Dec. 17 for our last Women in Leadership event of 2021!
You don't want to miss this one!
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“Lessons from A Champion for The Vital Voice of Women In Leadership"
featuring DeRetta Rhodes, Ph.D.
EVP/Chief People Capital Officer - Atlanta Braves
Women in Leadership Signature Series
Friday, December 17 8 - 9:30 am, Virtual
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Calendar: Upcoming TLG Events
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Friday, December 17 at 8am Women in Leadership Speaker: DeRetta Rhodes, Ph.D. Executive Vice President, Chief People Capital Officer - Atlanta Braves
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Friday, January 21 at 8 am Women in Leadership Speaker: Amy Alvarez, VP Marketing & Communications, Make-A-Wish Foundation Georgia
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Should I Stay or Should I Go? |
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We've heard a lot lately about the Great Resignation..so many people are questioning whether to stay in their current job or seek something else. We've heard multiple reasons and theories for this thought process....flexibility, compensation, lack of career growth, bad company culture, poor management, lack of corporate vision, and more.
In this issue, we wanted to explore the flip side of the question. why do people STAY in their jobs? What motivates people to engage in their current position and employer? We hope you will find some answers as well as stimulation for thought as we move into a new year in a new way.
Happy Holidays to our TLG family. Know that we are all so grateful for you and look forward to serving you in 2022!
TLG Staff
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Wake Up Call- Why People DON'T Leave Their Jobs |
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Wake Up Call- Why People DON'T leave Their Jobs
Excerpt:
"Why do people stay? They love their jobs. How come they love their jobs. Because the company has built a culture of integrity that balances respect and responsibility and it’s on the move.
Let’s not state the obvious around why people leave their jobs. It’s up to leaders to build a culture of people that are proud of their work and of the people in their company. They may not own the company from a financial standpoint but they take ownership personally and professionally because it’s like family."
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The Great Resignation...For What It's Worth
As more Americans leave the U.S. workforce, talent retention and investing in those you have is poised to take center stage in 2022. Tino Mantella, TLG President & CEO, discusses what organizations should be thinking about regarding burnout and retaining their top talent.
Watch the full episode of For What It’s Worth on YouTube.
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What Tino is Reading
Richard Stone & Scott Livengood
I am enjoying listening to this book on Audible. TLG’s own Rick Stone Co-Authored Story Intelligence. He is TLG’s Chief Storyteller and is the book’s reader, which makes my read very special. In true Rick Stone fashion, he brings the importance of “story” to life.
There are so many juicy tidbits in the book that I would say it’s a must read for anyone in a position to convey, communicate, and influence. That covers all of us!
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Tino's Featured Product for December:
Engagement Surveys
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The first step towards retaining your top talent is to get a pulse on your employees and your culture. TLG offers a variety of high-level engagement and culture surveys that will give you a clear picture of where your organization currently stands, and where you need to go to achieve the results you want to see.
Let us help guide you towards your destination. Give us a call today to see how we can help you get a head start on the competition in 2022!
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Is it the Great Resignation or the Great Revolt??
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Is it the Great Resignation or the Great Revolt?
Sr. Consultant, Not-for-profit Practice
You don’t need any formal research or data to know that the U.S. workforce is radically changing as newfound flexibility, purpose, and careers take hold. This may not be a great resignation, but a great revolt! Len Romano, TLG Senior Consultant – Not-for-profit Practice, discusses four factors that are leading to “the great revolt”. READ MORE
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Women in the Workplace: The Great Resignation |
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Women in the Workplace: The Great Resignation
TLG Senior Consultant, Director of Women in Leadership
Few in the U.S. workforce have been affected as much as women. Over the past year, 3 million women have made the decision to leave the workforce. Many have left for family reasons, but that’s not the only issue. Anne Quiello, TLG Senior Consultant and Host of Women in Leadership, explores what’s causing such a number of women to exit and what employers can do to turn it around. READ MORE
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Should I Stay or Should I Go?
Thoughts from the Experts....
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TLG Co-founder and Co-Chair
What factors are the biggest influence on a person to choose or stay at a company?
Our business culture went through a lengthy time frame in which the “implied contract” between employer and employee was the assumption that the employer would take care of the employee for a lifetime and that the employee in return would work to the max to fulfill this unwritten contract.
Then, several years ago, for many varied reasons, this implied contract no longer sufficed for employees and each employee became more focused on managing their own career. In a sense, this was a revolutionary change.
Now, because of the pandemic experience, workers are opting to not only “not return” to their previous jobs but are creating their own entrepreneurial start-ups - which is another revolutionary event in an amazingly short time span!
So, for companies to lure workers to the mainstream workforce, it obviously requires them to create entrepreneurial opportunities. And, though a few forward-looking companies are well-equipped for this, most are not.
So, is there any solution?
Possibly, if companies re-invent themselves in a manner that makes sure that every employee is both working for themselves - and, for the company (which also requires a major change in company ownership, structure, benefits, etc). All companies will be faced with the question: Are you forward-looking enough to be on this leading-edge of massive workforce change?
TLG Co-founder & Co-chair
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TLG Co-founder and Co-Chair
What factors are the biggest influence on a person to choose or stay at a company?
In the past, the number one positive reason people leave companies is for a new opportunity - to move in their career. We don’t have long term data yet, but the pandemic seems to have changed how people evaluate their career and how they evaluate what is rewarding for them, and they are thinking more globally about what it means to have a worthwhile life. This means that some people are moving to jobs that may be closer to home or more in line with deep interests, even if the job pays less.
The number one negative factor for turnover - and that is borne out by research and by my experience over the pandemic - is the quality of a person’s direct leader. Engaged, supportive leaders are more critical than ever right now, but one thing I’m seeing is that many leaders are feeling more stressed as well. The pandemic has been a stressor for us all, and every organization needs to think of ways to strengthen common purpose and community. The quality of senior leadership is key to workplace trust and to overall engagement. That’s where engagement and a focus on people starts.
Based on your current experience, why do you think so many are leaving?
I don’t think any of us have a full sense yet of why there has been so much turnover. Women have left in large numbers, and we know that women were more affected by the lack of childcare and the move to virtual classrooms. Workplace studies by Gallup and the Mental Health Association have shown that daily negative emotions have increased globally, the pandemic itself is a stressor for everyone, and there have been massive changes in how work is done. Virtual meetings are more stressful on humans - it’s harder to read emotional signals. And meetings are now often scheduled back-to-back, with no lag time. We’re also all dealing with unprecedented ambiguity and uncertainty.
The “great rethinking” is surely a factor. People who worked remotely and spent more time with family over the past eighteen months are suddenly rethinking their long commute and may not be willing to return to the office. And, as noted above, they are thinking more about meaning and purpose in their life. They are asking what’s really important – how do I really want to live my life? I hear that daily.
TLG Co-founder & Co-chair
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What factors are the biggest influence on a person to choose or stay at a company?
Being consistent about giving meaningful positive feedback. Often, leaders can be so focused on tasks, metrics, and results that they don’t take the time to let their employees know how much they value them. Show appreciation when you catch employees doing well and make the time to give them positive feedback that goes beyond “good job.” Be specific when telling them what you appreciate - both in terms of the behavior and the impact that it has on the team or organization. Sincere encouragement and appreciation can go a long way towards making employees feel cared about and connected to their workplace.
Senior Consultant
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What factors are the biggest influence on a person to choose or stay at a company?
I’d say the one top tip that’s been most effective for me is the strong emphasis on having 1:1s with all of my direct reports weekly and skip level 1:1s with everyone else on the team at least quarterly. It’s simple but maintaining a routine line of communication with everyone on the team in which I have the opportunity to hear what’s on their mind is highly valuable. It doesn’t solve all problems but helps to create an atmosphere of openness and empathy that seems to resonate with my team. I’ve been fortunate to have a very high retention rate over the past 18 months, and I attribute at least part of that to deliberate, intentional with my staff.
Senior Consultant
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What factors are the biggest influence on a person to choose or stay at a company?
According to Deloitte Global’s 2021 report, Women @ Work: A Global Outlook, which surveyed 5,000 women across 10 countries, nearly 80% of women say their workloads have increased because of the pandemic, while 66% of women report having more responsibilities at home, increasing the momentum of workplace departure. Women leaders more than men were found to be more concerned and attentive to workers’ needs to balance growing responsibilities at home with work. Based on this research, employers should consider if they are doing enough to communicate with their employees, engage their concerns, and properly recognize the predominantly female leader focus on other employees’ well-being or risk losing more women from the workforce.
Based on your current experience, why do you think so many are leaving?
What we know from research is that more than 3 million U.S. women made the decision to leave the workforce this past year, mostly for family reasons. We also know that many women do not feel recognized for their work as much as their male counterparts, which has serious implications. Companies risk losing the very leaders they need right now, and it’s hard to imagine organizations navigating the pandemic and building inclusive workplaces if this work isn’t truly prioritized.
Senior Consultant - Women in Leadership Director
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What factors are the biggest influence on a person to choose or stay at a company?
There are four critical factors that I see influencing a person’s choice to leave or stay at their company:
- The first factor is the employee experience. How staff members are treated, their work environment, equipment, supplies, teamwork, and collaboration make a difference. And add the employer’s mission or value to society to the employee experience list.
- Second, has to do with career progression. Lack of formal career development programs results in a workforce that must leave to reach their next career position.
- For the final two factors, please check out my article: Is it the Great Resignation or the Great Revolt?
Senior Consultant-Not-for-profit Practice
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What factors are the biggest influence on a person to choose or stay at a company?
The Great Resignation is fueled by so many factors. In healthcare especially, employees are challenged with burnout, pay, work life balance, etc. One lesser discussed reason for employees leaving their organizations is that the Covid-19 pandemic has allowed us to hear our intuition just a little more clearly. The immediate risk to our health has put a greater focus on our priorities and on how we want to spend our time.
Our intuition may call on us to do something different, be it at a different company or in a totally new field. The pandemic has given some people the courage to listen to the call of their intuition.
Senior Consultant
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What factors are the biggest influence on a person to choose or stay at a company?
Regarding factors influencing people’s decision to choose to stay with a company, I think the implied contract between employer and employee is transitioning to a new paradigm. The paradigm of most of the 20th Century was the employer provides you a job and a salary in exchange for your time and/or expertise. It was mostly transactional. Younger people today are seeking something of a much higher order—they’re looking for purpose and meaning, as well as a sense that what they are doing is contributing to the well-being of the world and not harming it. If employers want to attract talent now, they must radically change their paradigm for employment. It’s not only providing a salary, it’s providing a workplace oriented toward the needs of these new kinds of employees. In the 70s and 80s working for Phillip Morris was seen as a plum assignment. Companies that are polluting and harming the world are the new PMs and people must do a lot of mind twisting to make that okay. New employers must also be providing their employees a level of professional development that helps them fulfill their deeper calling in life. Those who do so will build a loyal workforce. Those that don’t will find that people will quickly depart seeking the Holy Grail someplace else.
In terms of why folks are leaving in droves, I think some of that is driven by people experiencing that the quality of life provided by our current work models is way out of balance. My niece’s husband who lives in the Netherlands and is a consultant would be called in by his boss if he was staying late or working weekends and ask if he needed help. People during the pandemic discovered that our workaholic culture just isn’t worth the benefits of what they’re getting paid. They’re looking for greater balance, and companies that find novel ways to accommodate our human needs will be the ones who thrive in the marketplace.
Senior Consultant-Chief Storyteller
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A Nurse's Guide to Busting Burnout |
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A Nurse's Guide to Busting Burnout
Sr. Consultant TLG
Our frontline healthcare workers operate under the constant threat of burnout. Faced with constant change, high workloads, and emotional demands, it is now wonder that over 55% of surveyed workers have reported being burned out. It’s time to do something about it! TLG Senior Consultant Dr. Patricia Thompson, Ph.D., lays out a guide to how nurses can best burnout and take care of their mental and physical health. READ MORE
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TLG Co-founder & Co-chair
Here are some especially interesting articles that I have read recently on the Great Resignation:
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Tim Huff
TLG Sr. Consultant
Published by Evanta:
a Gartner Company
Oct. 19, 2021
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TLG VP Strategic Services
By Dan Breznitz
Of the 15 books I have recommended in our newsletter this year, Innovation in Real Places by Dan Breznitz may be my favorite.
The author, a professor at University of Toronto, argues that the Silicon Valley approach to innovation (‘new technologies, pioneered by new companies and financed by new forms of investment’) is obsolete in a world where products and services, development and production have become highly fragmented.
Companies and regions would be better off by singularly focusing on improving existing products and components, establishing unique development capabilities, or leading in production and assembly. This explains why luxury women’s shoes are designed in Brenta, Italy, Taiwan leads in microchip fabrication, and Shenzhen, China – once a sleepy fishing community – dominates contract manufacturing. The author, a former professor at Georgia Tech, is particularly hard on Atlanta which he views as a ‘feeder’ cluster to Silicon Valley, Boston, and New York.
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What We're Grateful for at TLG |
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Wow, we cannot believe that we have arrived at the end of 2021! We have had such a wonderful year here at TLG and have so much to be thankful for. We’d like to wish all our clients, consultants, staff, and readers a very merry Christmas and a happy New Year! Here is to a prosperous 2022! |
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We are thrilled to announce that the Turknett Leadership Group has made the 2022 #Bulldog100 list! The Bulldog 100 celebrates the top 100 fastest-growing businesses that are owned or operated by UGA Alumni. Congratulations to Bob Turknett and Lyn (Carolyn) Turknett, who started this company over 33 years ago, and continue to impact lives and businesses throughout Georgia, the United States, and beyond. Special thanks to The University of Georgia Alumni Association for this recognition.
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“The Turknett Leadership Group (TLG) is very deserving of the Bulldog 100 award. Bob, Lyn, Tino, and the TLG Team are doing an amazing job and their growth is very worthy of recognition. Today few things are more important than optimizing human capital and TLG is the best there is.”
- Ralph de la Vega, former Vice Chairman of AT&T Inc. and CEO of AT&T Business Solutions and AT&T International. TLG Leadership Character Award Winner 2011.
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Leadership Character:The West Point Way |
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TLG Senior Consultant Tim Huff had the honor and privilege of sitting down with Colonel Tom Woodruff, Director of the West Point Leadership Center and Eisenhower Leadership Development Program, to find out how West Point instills leadership character and values in our nations heroes.
This is leadership done the West Point Way. Watch the full interview now:
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Dr. Rhodes has persevered through dismissal and diminishment along her career to ultimately achieve the top people role for the champion Atlanta Braves. Since joining the Braves, she is recognized as transforming the people capital organization she serves, expanding the culture of the organization with training programs and employee resource groups and creating an internal diversity, equity and inclusion council.
She also has effectively managed the changes which became necessary due to the pandemic. In her Ted Talk (TEDxUGA), she describes her journey and her pursuit of acknowledgement as a leader worthy of being among the 4% in the U.S., who are Black and hold management positions out of 46% total women in the workforce.
She is a champion of women and especially Black women, who deserve a vital voice in leadership across Corporate America.
Join us Friday, Dec. 17 for our last Women in Leadership event of 2021!
You don't want to miss this one!
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Host:
Senior TLG Consultant & Women in Leadership Host
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Speaker:
EVP/Chief People Capital Officer- Atlanta Braves
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2022 Subscriptions Open for Women in Leadership Signature Series |
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Annual Subscriptions for the Series available now:
$400 for the entire year for one person
$2,500 for a table of 8 (and yes, you can use the 8 seats with the same people or rotate attendees)
Tables are almost sold out so contact us asap
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Barrier Busters: Women of Character Podcast
December Gust: Elyse Hammett
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Finding and Focusing on the Why –
The Key to Catapulting A Career Episode Preview
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Listen in to this preview of the latest episode of Barrier Busters: Women of Character Podcast. Host Anne Quiello is joined by Elyse Hammett, APR, Vice President of Marketing and Communications at the Community Foundation for greater Atlanta. Elyse shares her story of growing up in Middle Georgia, overcoming multiple family tragedies, and through it all discovering her “WHY.” |
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Looking for more inspirational and relevant content? |
Be sure to follow our LinkedIn page to keep up-to-date with everything happening at TLG!
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