I have a great story as an intro for this article, but I'll save that for later -- you don't have the time. You want answers. Here they are:
1. Acknowledge the fact that there is a disconnect and you have a blindspot.
You're an exec. You live in a different world. You need to acknowledge it. Wearing jeans in a Porsche doesn't make you working class.
2. Ask.
Don't assume you know. You'd be surprised. "Give us food, put some music on and let us do our thing" is an actual answer to the question "How can we make team buildings fun?". See, and you thought it was "treasure hunt".
3. Listen.
Listening is the foundation of communication. Be available. A large number of the people quitting just feel like their feedback is not valued, their contribution overlooked and their expertise not being put to good use.
4. Talk.
Build a compelling vision. Explain it, share it. Repeat. Make it clear why people should stay and work for you. If you could keep one thing as part of the leadership responsibilities, make it communication. It's almost never enough of it.
5. Fix the work.
Work has to be like TESLA: autonomous, going somewhere and in need of periodic recharge. What was it in the job ad? "We offer you a career". Discuss it during 1-to-1's, not just talk about progress reports. Have stay interviews. Afraid of not knowing what to say? You don't have to talk, you just have to listen.
6. Fix the reward.
By "reward" I mean money. Pay people more. Don't wait for them to ask. This should have been first on the list, but hey -- I wanted you to keep on reading.
7. Cut the fluff.
You have an assistant who deals with this. They don't.
That's it. Now pick up the phone and yell some new orders.
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