Employee Retention

Employee Retention

We have these people, we trained these people, and they are awesome. They are working.

Now everybody and their brother are trying to steal them from you. Just like we’re trying to steal “A” players from everybody else.

• How do you get them to be loyal to you?
• How do you get them to buy into your business?
• How do you retain them?

Employee retention is one of your most important jobs. Your employees have to know that they are doing a good job. If they don’t feel like they’re being recognized, respected or rewarded enough? They’re gone.

• “A” players need to be recognized and respected and praised constantly. Do it in front of your employees and staff at your morning meetings.
• Go over all of the positive comments from the day before: google reviews, customer feedback, thank you notes, etc.
• Make sure that everyone knows or the moral will take a nose dive.
• Tell them on a daily basis.
• Other staff members or employees who aren’t getting the recognition will wonder why they aren’t getting praise and recognition. It’ll become healthy competition in your business.

It’s a 2 way street in business.

It cant be all about numbers and profit, and it can’t be all about your employees. There has to be a give and take. If they aren’t willing to help you out, then as their leader, you need to realize that you aren’t giving enough to them.

Help them more to get ahead in life. Its not just about the business. It’s not just about the money.

People crave recognition and inspiration. They want benefits and freedom to have time for themselves and also the freedom to make decisions in the business. The last reason why they stay is money.

There are people who work for non-profit organizations who hardly make any money but they love their job and have been there for a very long time. It’s rewarding for them.
Reward your employees. It can be something like a gift card or tickets to a movie or concert. It doesn’t have to be a big ticket item, just a program in place to be able to reward them in some way.

• “A” players need to be empowered. They need to be taught and trained on how to make good decisions BEFORE it’s time to make the decision.
• When they do, don’t second guess their decisions that they made, and NEVER do it in front of anyone.
• NEVER EVER EVER talk about another employee to another employee. EVER. It’s humiliating, degrading and demeaning and they will quit.
• No one wants to be treated that way. Walk away from the situation, calm down and then talk to them a couple of days later.
• Most A players will know when they screwed up and own up to it.

Train them, work with them, help them to become more productive and they’ll make better decisions. They are going to make mistakes, it’s business. It’s life. Just create a training program for it so it doesn’t happen again.

You have to grow your leaders.

You will have to create a leadership program inside your business for your employees so that they know that they can get to different levels in the company and reap the benefits of each level.

Create opportunities for your employees so they can move up in your business. No one wants a dead end job, especially “A” players.

It’s better for you, so you aren’t a slave to your business. Your employees can remove tasks off of your plate and this will give you freedom you’ve wanted from the beginning. So you’re not a SLAVE to your business.

Don’t delegate by abdication, you need to create a training program so it’s clear to them what it is they need to do, and do the tasks properly.

The Dream Manager

The Dream Manager is about a company that had a really high turn over. Every 3 months they were turning over their entire staff of hundreds of people. They were constantly in hiring mode and panic mode. They created a survey for their employees to find out the reason why everyone was leaving.

Believe it or not, the majority of the people that left the company was because there was no transportation. The business was located outside of the bus route.

They decided to hire a bus and create their own route to pick up their employees every day. It reduced their high turnover problem, instantly. It also solved their lateness problem.
They wanted to get the turn over rate even lower, so they interviewed the employees again and asked them about their dreams and life goals. They asked them to write down their dreams so the company can try and help achieve these goals.

The company ended up creating a new position called “The Dream-Manager” to help the employees achieve their goals.

This company is now showing their employees that they really care about them.

After awhile, the employees would recruit people to come and work for the company on their own.

The company’s productivity was so high that the employees would finish a task or job and ask for more work.

The company profits increased, the employees were getting paid even more, and they were attracting better people to come work for them.

Their turnover ended up getting all the way down to 20%, but 12% of it was employees who topped out in the company and couldn’t get any higher up. The company would then help them find better jobs.

If you want to make our company a place where people want to work, we need to create a mission and a vision that people will buy into.

We need to get them to buy into this right when they’re hired so they understand it. It has to be engrained into our culture, and into our training. Every decision that they make, they will always have our vision and mission in the back of their mind and they will do whatever it takes to make sure that happens.

This will help our company grow!