Manager realizes he is losing a very valuable employee only after she leaves and asks for recommendations to identify “quiet performers” before they walk out: ‘Is it just asking better questions, or is there something structural that actually works?’

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  via Osama Madlom

  The manager reflecting on his actions

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• Anyone else struggle with recognizing quiet performers before they just walk out?

  
  via ponderingpixi17
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  via ponderingpixi17
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  via Annie Spratt

  The team where someone goes unnoticed

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  via ponderingpixi17
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  via ponderingpixi17

• My opinion is that not everything can be solved through one-on-ones. Managers, ideally, should know what their workers are supposed to do and offer them what they can when they notice they are good at their jobs. I think the loudest workers get more noticed only because it’s natural; it’s like an animalistic thing, but we’re supposed to be smarter than that. Needless to say, quiet employees might benefit from being more ‘aggressive’ or proactive towards their work, but managers should absolutely pay more attention.

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  via ponderingpixi17
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  via Microsoft Copilot

  The manager making a plan to never take an employee for granted again

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• Ideally, a manager should know what the strengths and weaknesses of the group members are, and if learning that implies setting some time aside to make a vision board that includes pictures of everyone, tasks, assets, and objectives, so be it! It can even be fun and motivating for everyone involved. As for the quiet employee who left, she could’ve tried to make herself heard, but I understand her frustration. Sometimes our absence teaches many things, but I sure hope she has a better job by now, somewhere where she is appreciated.

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