Pat Healey speaks about employee attraction and retention strategies

Pat does it all:

He consults with business owners one-on-one to help them develop and implement optimal employee attraction and retention strategies. As a long time successful business owner himself, Pat understands every facet of what it takes to find and keep the best talent, including all the latest online methods of employee attraction.

Pat-healey-consults-on-employee-attraction-and-retention-strategies

He works with top level managers in small groups to uncover and address their most urgent needs. Interactive seminars are ideal for this type of process, and attendees always come away energized and revitalized to resolve their challenges.

Whatever format you need, Pat Healey can deliver employee attraction and retention strategies.

Pat Healey delivers employee attraction and retention strategies

He also loves working directly with full teams—with and without the boss being present. These lively sessions can open everyone’s eyes to underlying problems and point the way toward mutually satisfying solutions. Pat has a huge toolbox of techniques he uses to drill down to the true reasons teams are struggling. He can then guide them to reconstitute themselves into highly productive teams that thrive. Learn more about his workshops here: Workshops

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Pat is a dynamic, entertaining presenter who also loves to give keynote speeches to large groups—as well as breakout sessions as a way of delving deeper into his message.

Employee Retention Expert Pat Healey

travels the country

speaking to groups about

employee attraction and retention strategies.

He also gives intensive workshops

to help small business owners

build the best teams.

Contact Pat Healey today to learn how he can help you. 503-720-5973

Employee Engagement Keys: Being A Better Boss

Are You Listening to Your Employees? – How to Deepen Relationships and Get Results “Being heard, is so close to being loved, that for the average person, they are almost indistinguishable.” ~David Augsburger Are you listening to your employees? According to a 2012 study by John Izzo, author of the book Stepping Up: How Taking Responsibility Changes Everything, the top reason employees don’t take initiative at work is because managers don’t listen to their opinions before making decisions. Employees want to know you’re listening and care about their beliefs regarding the direction of the company. Bosses who listen are likely to experience more employee engagement and see their employees looking for ways to make the business better. Efforts will improve, customer relationships will prosper, and new ideas will flow more freely. Here are 5 ways you can better listen to your employees: Stop being the “boss” – Yes, you’re still the person in charge, but you need to approach your relationships with employees on an even level. Listen as if you’re having a conversation with your business partner. Be Present – Don’t live through email and the phone. Get up and talk to your employees, and have meaningful conversations. Your discussions don’t even have to be fully work-related. Remember, you’re trying to deepen your relationships. This is the heart of genuine employee engagement. Consistency Counts – Your employees need to feel comfortable. Friday afternoon fire drills and emergency meetings add to discomfort and foster distrust. If you have business concerns, give employees time to hear and absorb problems and allow opportunity for discussion. Monitor Body Language – Everyone has their... read more

Employee Retention Strategies

Eliminating Awkwardness – How to Build Real Relationships with Employees Employee retention often comes down to how well a team member meshes with the rest of your staff. A lot of discussion lately has revolved around the idea of introverts versus extroverts in the workplace. We’ve all had that person in our office who struggles to coalesce. You can’t force him to blend in, but you can create situations where his guard goes down and he relaxes. Maybe having lunch or a few drinks together is all it takes. Until you get to the point where you’re knocking back a few brews during happy hour, you can apply retention strategies in the workplace to eliminate some of the awkwardness and strengthen relationships with those types of employees. Express Your Appreciation – Perhaps the simplest way to get your employee to slough off some discomfort is to frequently espouse your appreciation for them. Positive reinforcement will help your employee relax and, hopefully, open up some. Just remember to appreciate your whole team—don’t make an example of the person you are actually focusing on. Provide Reward – Whether it’s money, public recognition, extra time off, or some other unexpected benefit, when you reward an employee, you’re strengthening your relationship. You get to know her as a person – and vice versa – and that creates motivation. Watch their body language. You’ll see your awkward employees begin to relax. Again, keep it fair, or you risk causing new troubles. Be Real – You were probably an employee once, so you can remember the days when you and your co-workers would talk about... read more

Employee Retention Starts With You As An Employer of First Choice

Are You As Good a Manager as Gregg Popovich? Gregg Popovich, coach of the San Antonio Spurs, won the NBA finals for the sixth time in his career in 2014. His teams won the championship in 1999, 2003, 2005, and 2007, but then faced a drought until 2013, when they lost in seven games to the Miami Heat. A rematch of that finals contest begins later this week. Experts point to several reasons why Popovich is such an excellent coach, notably his mastery of game strategy. His teams have made the playoffs in 17 of his 18 seasons at the helm and he’s received three Coach of the Year awards. But what really sets Popovich apart is his ability to adapt. “The real beauty of the Spurs lies not in the wins themselves, but in how they are achieved. Popovich’s willingness to adapt to his players, instead of making his players adapt to him, has been the key to the team’s nearly unprecedented success.” While the Spurs have had the luxury of certain core pieces of the team remaining fairly constant during Popovich’s tenure – most notably, Tim Duncan, Tony Parker, and Manu Ginobili – the rest of the cast has fluctuated. Popovich is able to, as Shaquille O’Neal says, “Get guys that are not really NBA stars but make them play at a level to which they look and perform like stars.” Now think about your staff. You probably have a core set of superstars, who remain consistent year in and year out. What about the rest of your team? Are you helping them to eventually reach that... read more

How to Deal with Difficult but Valuable Employees

To retain or not to retain…that guy drives me crazy . . . but I’d hate to live without him. He keeps me up at night. But our office wouldn’t be as successful without him. Most managers, at some point in their careers, will say–or at least think–a variation of the statement above. You’re bound to have that one person on your staff who requires a bit more maintenance than the majority of your employees. Now, if this person were just difficult and didn’t contribute to the success of your company, you’d send him on his not-so-merry way. You have no reason to keep a problematic person around who doesn’t deliver results. But the conundrum is that your tough nut is quite valuable to the bottom line. So what can you do? Though every situation is different, a deft touch and the following strategies will help you balance the scales: Be Transparent – Have frequent meetings with your difficult employee and lay your cards on the table. Let this person know that while you appreciate his effort and the success he brings to the company, his tactics do impact the rest of the staff. To ensure everything is on the level, make sure you have an HR person present to document the discussion. Set Measures – Establish a game plan when you meet with this employee. Bring a list of the precise issues that are affecting morale and culture, and then offer solutions and measurements to work toward. You’re not asking this person to change who he is – mavericks have value – but you are asking him to... read more