Over my career, in multiple organizations, I have noticed a tendency to pay little attention to key employees because they are so good at what they do. I am not suggesting we need to micro-manage these people. I am however concerned about the almost lack-luster communication that happens about the value of and the future of key people.
I became aware of this phenomenon 20 years ago. I was on the Leadership Team of the organization I worked for and decided to step back into a mid-managers role. During the Leadership meetings I attended I was part of long-term planning, which often included conversations about key people; where their next step in the business might take them, their compensation plans in the next few years, etc.
When I stepped back into a mid-managers role, I recognized that the conclusions drawn in the leadership meetings about the future of key employees were not usually shared with the employees. I believe there is a sense that the leaders felt comfortable with the plan and the loyalty of the employee and because of that they did not feel it necessary to discuss the future with the key employee.
Since then, in multiple organizations, I have been aware of key employees that believed they were ready for career advancement and sometimes the possibility was discussed with them in vague terms, but to the employee it felt like the proverbial “dangling carrot”. They have not been given a precise direction for their career. If the “carrot dangles” to long, they begin finding other opportunities in other organizations.
Employees need to understand their future; even if the change is months away. Communicating their value to them and their importance to the future of the organization is a key to employee satisfaction. If they are an important part of your future, tell them.
Christian Life Coach 