This month I’m tackling the topic of leadership challenges. Leaders face challenges at every turn. Beyond the external challenges like increased competition, changing best practices, and new markets, leaders also face pressures inside the company  – everything from retaining your best employees to ensuring your entire senior leadership team models the values of your company. Over the next few weeks, I’ll give you tools, tips, and strategies for overcoming the biggest leadership challenges you are likely to face inside your organization. As a leader, each day you face a never-ending to-do list, so the thought of adding more to your list probably feels overwhelming. I can relate! Each of these posts will be brief and tactical – and get you leading in increasingly effective ways right away.

Let’s start with the number one issue most CEOs I interact with are facing: retention. We love our engaged and actively engaged employees, and we want to keep them! But how?

Job openings have hit a record high as the number of employees telling their manager, “I quit!” skyrockets. We’ve officially entered Job-aggedon, where the confluence of a tight labor market and confidence that a better job awaits employees has left many managers struggling without their top performers. In July 2018 alone, during the tightest labor market, we’ve seen in almost two decades, over 3.5 million people handed in their letter of resignation. This is a double punch to employers. At the same time, we feel increasingly desperate to find new workers, our existing staff is more willing to jump ship.

With 6.9 million unfilled jobs in America, employees are far less likely to stick it out under old-school, top-down leadership models characterized by hierarchy, threats about their job security, and punitive tactics enforcing accountability. Every company – every leader – in America needs a retention strategy to maintain their valuable staff. Do you have one? It’s time to completely rethink the meaning of leadership if we want to not only survive Job-aggedon, but thrive past it into a new era.

A good retention strategy never starts with money — it isn’t the key reason people quit. Employees are most likely to quit because of a toxic or unchallenging environment. When leaders lack the relational skills necessary to lead an engaged team, they don’t create the kind of environment that employees want to stick around for. Sure, leaders can use higher pay to anchor staff, but the real retention battlefield is won through creating the conditions where employees actually look forward to coming to work.

Here’s the best news: you don’t have to tackle this challenge alone. Join me on October 16th in Chicago for my highly rated Employee Engagement Boot Camp. My science-based approach has increased engagement by an average of 30 percent in one year for companies across North America. I will reveal what leaders need to get ahead of Job-aggeddon’s most severe impacts. Through science-based learning and practical tools, you’ll walk away knowing how to create an environment employees want to stay in for years to come.

Join me in Chicago on 10/16 – Register now!

I have been predicting this labor crisis for the last five years in meetings with CEOs throughout North America and Great Britain, and more recently in my book and TEDx talk. I know what leaders need to do to both survive and thrive in this new era, and I’ll give you a practical, science-backed approach to leading a deeply engaged team.

As a special benefit, I’m partnering with Habits at Work to double the effectiveness of this powerful workshop. Don’t miss this unique opportunity to interact with two leadership science experts on such a highly salient topic. I look forward to seeing you there!