Stagnation. Silent Career Killer

You’ve worked hard and, finally, have things tuned up the way you want them to be. Your models address most of what comes in the door and don’t require much change. You’ve gone from too few templates to too many, but now you have what you need to be efficient.

Your team knows the ropes and, from what you can see, get more and more efficient daily. What you may have missed, though, is that you have lost their attention and enthusiasm. And as soon as another opportunity shows up that looks like a new challenge, you’ll lose them.

Face it; we all want to be comfortable. You’ve worked hard to develop your practice. You’d like to enjoy it. At the same time, feeling comfortable should be your first clue that something could be wrong.

High performers always feel the job discontent most. As a leader, it’s your responsibility to introduce job enrichment. That could mean giving them more time with clients, taking on new assignments, and developing a new service line.

Take the initiative to ask your employees what opportunities they seek. Sure, there’s a risk that you won’t be able to provide a unique opportunity. But you never know until you ask.

Brainstorm with employees to surface opportunities to enrich the jobs they currently hold. Enrichment doesn’t always mean something new. It can just as quickly involve a change or expansion in responsibilities.

Don’t let yourself be blindsided by an employee’s resignation because you didn’t do something you could have done.