Follow them on social media
Just don’t stalk or be too judge-y. Sure, some super corporate offices might have policies against this, but if the culture feels right, then go for it. Menaka Shroff of BetterWorks, a software company, says, “It’s made me acutely aware of the importance of work-life integration, and makes it much easier to remain flexible when they need to attend a family event, or need to take personal time off work.”
Help your employees to not suck
It’s your employee’s job to do a good job -- and it’s your job to help them. Someone at Janice Omadeke’s team at a Fortune 500 company was scared to speak up when given unrealistic deadlines. The employee was worried about coming across as too aggressive and afraid about being taken off projects, she says. “There’s no time or room for doormats, so after listening to the concerns, I was able to provide some advice on how to say no within their limits.”
Don’t expect your employees to stay forever
“As a manager, you should not focus on keeping employees,” says Jodie Shaw of The Alternative Board, a business coaching company. “Your role should be focused on helping your team members grow to their fullest potential.” This might mean they outgrow your department or company. But if they feel personally invested and you've helped them grow from a young marketing padawan to a full integrated branding Jedi, they might actually do a better job and stay in your service for longer.