It does not move in a team that is winning

We are in the last month of 2024 and now is the time to look very carefully at the employees of your company, with the goal of providing individualized feedback and 2024 is mostly fair for each of them, and can understand how the work of people are impacting the organization in general, whether this impact is positive or even negative.

The truth is that the end of the year usually brings that feeling of tiredness and want it to end right away. However, you as a manager, you need to make the members of your team not feel discouraged, on the contrary. This is a time when employees need to be satisfied with the job they have, which will be the result of a job that must have been done over the months.

And why am I saying this? People can start thinking about ending cycles in December, so that they start a new stage next year, in view of the guaranteed bonus. And this includes resigning from their current jobs, to accept new opportunities that are more interesting or that have drawn attention, for more attractive functions or a higher and better salary.

The fact is that to harvest, you have to sow. In these cases, it is very important that the leader has done a job over the months to captivate the team, making people not want to leave, especially in a festive and closing time, where employees of most companies usually celebrate the achievements of the year and create goals to be achieved in the future.

For this reason, it is essential to know what the pains of the team members are, so that it is possible to eventually heal them and thus be able to retain talents, which certainly make a difference in the overall performance of the company. Nobody is irreplaceable, but it is good to know that we can count on competent people and who are dedicated to delivering the best performances daily.

A premise of OKRs (Objectives and Key Results) - is precisely linked to the importance of the team to achieve results, and the tool can help leaders realize what needs to be done to be able to offer the conditions for employees to want to stay in the company and be satisfied. And this goes from a healthy work environment to increasing benefits, for example.

Not always a high salary will be (prender‘ a person in a job, as there are other issues that influence the decision to stay or leave. Survey of the consulting firm GPTW 2 Great Place To Work 5 Factors that motivate the permanence of employees in companies, and the salary is not the first: 1° Opportunity for growth; 2° Quality of life; 3° Remuneration and benefits; 4° Alignment of values; 5° Stability.

Given this scenario, it is essential that the manager understands that it is necessary to build every day a process where team members will want to stay in the company, not for lack of alternatives, but because they really want to be there. And that is the difference to be able to retain talent and at the same time have employees who are really happy with the position they occupy.

When all the potential offered by OKRs is well used, the leader engages the team in setting priorities and gives them autonomy to work. Believe me, these two points are fundamental for greater employee engagement, which will lead to better results.