Mitigate the Flight Risk of Newly Promoted Employees

In this episode, Lesley Sears talks about the implications of research showing that newly promoted employees are more likely to leave your organization—and what you can do to mitigate their flight risk.

“When we promote somebody, we’re assuming we’re building loyalty,” says Sears, CUES’ VP/consulting. “We’re … really feeding into and developing this person. But statistics have shown us that that’s not always the case.

“ADP has come out with a research study that shows 29% of the people that were newly promoted left, transitioned out versus 18% that normally would have.”

Spoiler alert: Sears says successfully fixing the problem comes down to strengthening your organizational climate.

“The culture … is really … the byproduct of how everything in the credit union is working,” she explains. Whatever the challenges are at the credit union will show up in the climate and culture. “So, address the culture,” she asserts, “and thereby you can address a lot of your challenges in the credit union itself.”

In the show Sears also discusses:

• Specific elements of climate/culture that might be leveraged to mitigate the flight risk of newly promoted employees
• How the nine elements of culture are highly intertwined
• Why it’s important for credit unions to have the kind of climate/culture that makes newly promoted—and other—employees want to stay
• What results a credit union can get from doing a climate assessment
• How a credit union’s climate ultimately impacts its members
• How CUES Consulting’s Burn Bright offering can help develop resilent leaders at a credit union

Links for this show:

Sponsor: GoCo

Transcript

CUES Consulting

Purposeful Talent Development blogs by Sears:

• A Culture of Learning Builds Resilience
• 5 (of 9) Dimensions of Organizational Climate
• Four More Dimensions of Organizational Climate

Podcast: The Nine Dimensions of Climate