How to stop the great resignation
People are quitting.
The cause is complex, but not unknown. People want purpose, social connection, and to feel valued.
It shouldn’t be news that someone’s manager is a huge part of this.
In a recent survey, 96% said that their manager has an impact on their well-being at work, and 98% said managers play a critical role in building an engaged and connected organizational culture.
How can managers improve their relationships with people so they’ll stay? You guessed it – communication.
Each manager has a unique set of strengths, weaknesses, and unconscious beliefs. For the rest of this week, we’ll use a simple and impactful tool called the DiSC model to identify those assumptions and their implications for the four different managerial styles.
Let’s start by first defining your style, or your manager’s:
D Style (Dominance): direct, strong-willed, and forceful people
i Style (Influence): sociable, talkable, and lively people
S Style (Steadiness): gentle, accommodating, and soft-hearted people
C Style (Conscientiousness): private, analytical, and logical people
Tomorrow, we’ll discuss assumptions D-style managers make that often cause misunderstandings.
