This week we learn about the importance of saying goodbye to some leaders, discuss how to take the fear out of hearing feedback, explore why candidates might be rejecting your job offers, and share when and how to let go of top performers.

This week’s growth quote:

“Great works are performed, not by strength, but by perseverance.”

– Samuel Johnson

Want to be featured? Tweet your favorite growth quote to @Betterworks!

When a Top Performer Wants to Leave, Should You Try to Stop Them?

Harvard Business Review

When an exceptional employee gives notice, our tendency is to do all we can to stop them leaving. But while some issues can be addressed with a raise or title change, others are beyond our control. If an employee’s role is at odds with their life goals, in some cases, it’s best not to fight their resignation. Leadership coach Dacia J. Faison Roe tells us how to manage this transition without hurting the rest of the team.

Why Candidates Are Turning You Down

TLNT

Ever left wondering why candidates say no to job offers? Karyn Mullins, President at MedReps, outlines key areas where companies fall short. One culprit is flexibility: You might not be offering enough leeway when it comes hours, location, and workload. Another cause is salary. Listing “competitive pay” in a job description is essentially boasting about being average. If salary isn’t your differentiator, show off your wellness, health benefits, and open culture.

How to Have Conversations that Make Employees Stay

Quartz

Ever wondered what makes receiving feedback so terrifying? The NeuroLeadership Institute has the answers, and suggests building a culture of regular feedback to minimise the weight and pain of isolated and occasional critiques. They also suggest you focus feedback on an employee’s process and effort, not just their outcomes. Leading employees to their own insights also yields the most lasting improvement. We’re more motivated to change if we reach the “aha moment” ourselves.

Old Work Habits Die Hard, But They Have to Go

HR Dive

Stress is corrosive: it weakens communication, reduces productivity and is bad for the bottom line. If you don’t want to be sunk by stress, a Myers-Briggs Company report shows that it’s essential to address the root causes of the problem. Often, that’s related to interpersonal skills. Often, it’s fixed by more talking.

Ready to turbocharge your organization’s performance? Read the Ultimate Guide to OKRs featuring New York Times bestselling author John Doerr.

If you missed the last recap, read it here: How to ‘Marie Kondo’ HR, Chatbot Domination, and Why the Employee Experience is Important.