A post that digs into the definition of a stable team and uses the framework to show what could go right and what could go wrong
2022 was a year that taught us that when Purpose, Mastery and Fellowship come together, a group of people can do the impossible. It taught us that workers could flex their collective resolve with a common goal to shift the political environment.
Retention is about so much more than just incentives.
At its heart retention is about culture. So, to put it bluntly, if people are leaving your organisation more often than you expect them to, you more than likely have a cultural problem.
Good cultures lead to commitment and people leaving is a sign that they are not committed.
And so how do you create a “sticky culture” or “a culture of commitment?”
Retention is a complicated subject and analysis is needed. However, here are a few obvious reasons as to why organisations sometimes have a retention problem:
When England Men’s team turned things around in the Soccer World Cup of 2018, many praised Southgate for his incredible leadership skills. Indeed, he must have had a huge part to play. However, the England team also had another secret weapon.. https://www.theguardian.com/football/2018/jul/10/psychology-england-football-team-change-your-life-pippa-grange sport’s pychologist Pippa Grange.
The thing is, when it’s high stakes in sport, people invest in professionals who’s sole responsibility it is to create a rich inner world for the team. However, in software development we often see this part of the process go woefully under examined and under funded.
There are a number of reasons why a software project may go off track. A lack of purpose, an over-bearing stakeholder but a propensity to blame the team for incompetence is often way off track.