Pat Healey will fire you up about employee retention

For Better Employee Retention, Foster Work Friendships

Got Friends? They Matter More Than You May Know Friends make our brains work better. A 2010 study by Harvard graduate student Fenna Krienen indicated the brain’s frontal midline responds more positively to interactions with friends than people we don’t know. We’re happier, more connected and sharper when we have friends.   Great news, obviously, on a social level, but what does that mean in the business world?   You don’t need a Harvard study to tell you that business often gets done based on relationships. And as most people know by now, referrals are your best source of recruitment leads. It’s not a stretch to think the greater number of friends you have, the bigger your opportunities for success—and goes for your team, too. Another classic study indicated strong high school friendships impacted earnings potential. Employee engagement statistics have shown a steady decline for years. Stress levels are on the rise. Friends at work help mitigate those trends and positively impact productivity. Employees are more likely to be invested in their job – to be committed toward company success – if they have strong friendships.   Want to help your team make friends at work? Try this: Be Open – Look for opportunities to talk with employees and learn about who they are. Grab lunch or coffee with two or more of them. Give them the chance to know one another outside of the office. (This is NOT matchmaking, but team building.) Be Gregarious – Talking business is good, but let your co-workers get a sense of what you’re all about on a personal level. Be a model... read more

When Employee Retention Fails

Wishing Away Change Doesn’t Work – How Managers Can Cope Change – particularly employee turnover – is a constant issue when you’re a manager. The key to dealing with it is acknowledging its existence and being prepared when those changes occur.   Unfortunately, some managers – despite being proactive – still have difficulty handling these changes. A recent Fast Company article discussed how some managers are better able to cope with change. The author suggested that ability – knowing how to compartmentalize, assess, and act – is what separates the good manager or executive from the bad.   But what if you think you aren’t built to do that? Some experts believe the only way a company can change is if they incorporate the way their people change. You may not be able to change, even if your employees do. If you’ve been doing things your way for a long time, and they’ve worked, suddenly veering in a new direction is rough. How can you find that middle ground where you acknowledge the shifts in your staff, but still retain the elements of your management style that made you successful for so long? Maintain Good Relationships with Employees – Going into your respective corners and mumbling under your breath about how “they” don’t get it isn’t productive. Open dialog with your staff will help you maintain a consistent view of office dynamics. When change looks like it may be coming, ideally you’ll have a sense it’s about to happen. You can then react appropriately. Directly Request Commitment – You can’t eliminate the pull of external interests, but you can... read more

Company Culture Is Key To Employee Retention

Welcome to the Culture Club – Why You Can’t Overlook Company Culture “Become the kind of leader that people would follow voluntarily; even if you had no title or position.” – Brian Tracy I recently attended a conference with the intent of learning some new skills I could apply to the marketing and branding aspect of business. Some of the most well-known and respected thought leaders in the industry were on hand to discuss personal experiences, offer advice, and discuss trends. The most surprising takeaway, however, was the overwhelming focus on the importance of company culture. As leaders, we often focus on bottom-line results and motivating our employees to get work done. If we’re on point, we understand the importance of leading by example – the “let’s go” mentality – rather than simply saying “charge” and watching our army from the top of the battlefield, hoping they execute according to plan. But culture is more than that and it plays an important role in retaining your employees. Here are a few ways you can ensure you build a strong company culture. Make Employee Success A Top Priority – Your employees want to know you have a vision for how they’ll succeed within your company, and possibly even beyond. Milestones are important, but what’s even more critical is a plan for growth within the organization. A shared vision for success will have a positive impact on your business. Understand Strengths – Everyone has weaknesses. Trying to figure out how to change an employee – to overcome weaknesses – typically yields little results. Strengths, on the other hand, can be maximized.... read more

You’d Better Make An Employee Retention Plan

Four Tips for Aligning Employee Goals You’ve got to have an Employee Retention Plan. Would you build an addition to your house without a blueprint? Of course not! Would you embark on a cross country trip without a basic understanding of timelines, finances, and landmarks? Unless you’re a drifter, probably not! Business is no different. No matter what line of work you’re in, without a guide for developing and implementing strategies, your organization will go nowhere. A key element of your plan is ensuring your employee goals are aligned with the company mission. Buy in from your staff is essential; otherwise your company will be bouncing in countless directions, which leads to inefficiencies. Large organizations may have the resources to invest in software solutions that force employees to get on the same page. For the average small- or medium-sized business owner, however, similar, albeit less complex outcomes, can be realized by following these four basic tips: Hire Smart or Manage Hard – Sure, this might cause you to take a step back, but the fact is your employees aren’t simply interchangeable parts. Each one has defined strengths and skill-sets. If you have the wrong people, make it a priority to find the right ones or managing becomes hard. When you have the right people, and those employees are matched correctly to the role, you can ensure they’re actively achieving the goals you set out. And those individual goals should align with company goals. Motivate – Employees need to feel committed to organizational goals. As Joel Trammel puts it, you want each person to think like they’re the CEO. But... read more

Pat Healey travels the country

speaking to groups about

employee attraction and retention.

He also gives intensive workshops

to help small business owners

build the best teams.

Contact Pat today to learn how he can help you.