Pat Healey will fire you up about employee retention

For Better Employee Motivation, Stop Stressing!

Who’s your Chief Humor Officer? Stressed ManagerChade-Meng Tan, author of Search Inside Yourself: The Unexpected Path to Achieving Success, Happiness (and World Peace), is Google’s official Jolly Good Fellow. Believe it or not, that’s his official job title. As he says on his website, his job is to, “enlighten minds, open hearts, [and] create world peace.” Meng, as he’s more frequently called, guides people through a number of exercises during his lectures, all designed to minimize stress and embrace happiness. His techniques are designed to help people alter their focus. And if a company like Google realizes the impact stress and negative thinking can have on your productivity and happiness, it’s hard to deny there must be something to it. Even the Mayo Clinic believes negativity can have long-term consequences. Everyone has different strategies for combating stress and converting negativity into positive change. Here are a few that may work for you: Focus externally – Yes, you experience stress. We all do. You can choose to obsess about it and let it wear you down, or you can choose to focus on other people. By redirecting your attention, you release personal tension and open the door to helping out others. Be good – ET knew what he was talking about, right? When you’re kind to others, it lifts you up. All those little things that are dragging you down will often float away. As Sophocles said, “Kindness begets kindness evermore.” Recalibrate Perspective – A simple list can be all it takes for you to see all the good floating around. Take time each day to reflect on the good... read more

Great Boss, Or Bad Boss?

What’s your management style? Would you say you adhere to a tough love method? Do you believe in the idea proffered by Ilana Yurkiewicz that many bosses think, “harshness creates competence?” Then you might be a jerk. If you are a jerk, you’re probably ruining your employees. And that’s affecting your business. Bossing around your staff doesn’t work. In fact, it makes your employees angry, which in turn makes them not want to work hard and succeed. As a result, you limit the opportunities for the discovery of new, innovative ideas. Those new ideas are what help your company develop. Think about it! Why would someone you treat poorly want to grow in a negative environment? If you’ve historically been a jerk, your employees aren’t going to buy it if you suddenly flip a switch. They’ll likely look at you with suspicion, so you have some work to do. Here are a few simple tips to begin tilting the positive vibes back your way: Stop Focusing on You – Rather than making your employees feel like they should always concentrate on making you happy, try doing something nice for them. Buy lunch now and again. Offer to take your team on a coffee break. You’re not going to immediately escape suspicion, but you can set the stage for consistent positive behaviors down the road. Lead Your Team by Example – You know the stories about incompetent generals who run their soldiers out during war, only to watch them slaughtered from up high, safely away from danger. The kicker? They blame defeat on the dead and wounded, not their poor... read more

How To Up Employee Engagement

This post was inspired by the NFL Draft. For those who don’t follow football, the 32 teams in the league take turns picking former college players, securing their rights with the hopes they’ll improve their squads. In total more than 250 players are drafted over the course of seven rounds. While first and second round picks are highly touted and expected to make an immediate impact on their team, what ultimately makes a team’s draft a success is those later round picks. Team general managers are often graded by how well they uncover those hidden gems in rounds 3 through 7. For example, New England Patriots Quarterback Tom Brady, winner of three Super Bowls, is a former sixth round pick. The same strategies applied in the NFL can be applied to your team. While you have people on your staff with titles like manager and leader who are crucial to your company’s success, you likely have employees with more mundane titles who are equally, if not more, important. They’re the ones who carry the influence. About half of all first round NFL picks – the ones tabbed to be leaders – are busts. But every team has those mid-round selections that go on to be stars. You need to find and nurture those team members. Here’s how: Issue Challenges – Put out a request to your staff and see who steps up. On a level playing field, you’re bound to see some of those unheralded employees make an impression. Open the Door – Or as Harvey Mackay says in Inc, “reinstate the good ol’ suggestion box.” Put out a... 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.