Posts Tagged ‘human resources’

Stop Wasting Talent-Part-2

Wednesday, January 20th, 2016

Alright, we left off on a good note. I asked:

Your job is rewarding and challenging. This applies to you to. Are you happy? Are you looking? Are you doing a little extra to make sure you don’t lose valuable employees? Okay then, work it!

Several kind readers have shared privately the challenges they face with public vs. private sector staff. The public sector has less money to keep its talent and the private sector is also stretched thin as money to retain good employees is often not a high priority.

So, what are some of the top ways of keeping YOU happy? How do we make sure You stay put? Besides money, what can we offer YOU that help bring real value in your professional and personal life?

With my teams I made a point of doing some of the following.  I wish I knew about all of these.

Armed with this knowledge you’ll have a stronger chance of utilizing, cultivating and keeping talent. Not in order of most important to least because each of us is unique!

  • Train Us– Right below money rest two very important wants. Employees understand that training makes them better, grows knowledge and understanding and increase opportunities for advancement.
  • I Belong!-Feeling like you contribute, matter and make a difference is huge. Being recognized in the hallway matters too. Don’t pass up a chance to chat with your staff. If YOU don’t feel this are you going to consider looking for another position?
  • Information Share– Let your employees in on what’s going on. Let them feel part of the process. Also, allow them easy access to top management so that they can present Thoughts, ideas and even concerns.
  • Recognize a Job Well Done-From first year to seasoned veteran we desire praise and often pick up our game after receiving it. And, giving/receiving praise has a positive chemical reaction in the brain and body! Appreciation is VERY important!
  • Job security- Employees from 21-88 need to know/feel that their job is waiting for them when they arrive every morning. Just a hint that it doesn’t will have them looking from work elsewhere. And in a strong job market the opportunities rest firmly in their court.
  • Kind, tactful and helpful guidance and criticism- The emotional well-being of employee’s matters and it should matter to all managers. As adults, we want to be treated with respect regardless of title and position. Kindness, humor and constructive guidance are far more effective than brute force and a crappy attitude.

 

  • Open the door-let ‘em in- Sir Paul McCartney had it right. Being included and feeing part of what is making the company tick matters to many employees. And, they often bring valuable insight that can be the catalyst to further grow and prosperity for individuals and the company.

 

Working is an honor, privilege and a necessity. 28 years at a Berkshire Hathaway Fortune 500 company and speaking from coast to coast have taught me the value of each of us. Collectively, we have a greater chance of meeting goals, exceeding expectations and having some fun in the process. THIS is what successful companies and great managers strive for. Are you part of this awesome team or do you need to make some changes?

 

Scott Lesnick is a keynote speaker, consultant and author of Kidjacked-A Father’s Story.

Check him out at www.scottlesnick.com

Stop Wasting Talent-Part 1

Thursday, November 19th, 2015

images

Fact:  It takes time, effort and money to hire a new employee.

Fact: It takes time, effort and money to train that new hire.

Fact: Your new employee will decide within 30 days of being hired if they’re staying or looking for another job!

Your job is to make them wanna stay. They need to be convinced that they made the correct choice. Yes, I said it is your job and here’s why…

The unemployment rate which has been around 5.4% is now at 5%! To put it in other terms- if you want a job you’ll get hired! The pendulum has swung again and employees hold the power. That’s leadership!

How to keep folks from moving on is tricky, but there are some steps you can take to assure that you’re giving them reason to stay put. Who is doing this to retain folks? A lot of companies are and so should you. And, this includes employee that have been with you for awhile!

Offer small perks- Have a car service pick up cars for oil change and car wash. Friday dry cleaning work pick up. Give staff their birthday off.

Competitive compensation and benefits- Health and life insurance plus a retirement plan are essential.

Flextime- Show some love here and you’ll keep your staff longer. Work from home (1-2 days a week), no vacation days needed to take your child or parent to the doctor. Half day Fridays during the summer. (may need to rotate people i.e. they get 2-3 Fridays a month.)

Keep those doors open- If you’re a fan of statistics you’ll appreciate this one. Leaders who communicate well with their staff have a better chance of keeping them. People desire a manager who they can chat with about work issues. Pretty simple, right?

Then why are so many managers sucky at communications? I don’t place all of the blame on them. As a company we must make sure that our managers are comfortable listening and communicating to different generations and cultures. Training may be the answer here and it’s money well spent. If you force feed employees crap and don’t communicate well with them they may regurgitate the same or leave.

Your job is rewarding and challenging. This applies to you to. Are you happy? Are you looking? Are you doing a little extra to make sure you don’t lose valuable employees? Okay then, work it!

Scott Lesnick is a highly requested professional speaker, trainer and author. Visit him at www.scottlesnick.com

 

Roses Are Blue

Monday, August 10th, 2015

 

 

 

 

download

 

As Leaders, we all know the importance of compromise in our professional and personal lives.

Without it, things fall apart quickly. With it, opportunity improves and progress is made albeit sometimes slowly with challenges along the way.

However, your ego can get in the way along with personal feelings. Susan knows this first hand.

As a C-level executive, she has seen a lot and been through even more. At a recent conference she shared with me one of the reasons she beat the odds and rose to the top – not only as a woman but as a mother, wife and dedicated employee.

“Many managers around me were working towards the same goals as I was; climbing the corporate ladder. Leadership was in our blood. Most of them didn’t succeed. Time after time I would sit and watch as good people around me self-destructed, gave up or moved on. It wasn’t confidence or lack of ability that slowed them down or ended their careers; it was their desire to compromise.”

She explained, “People respect compromise Scott. They also appreciate it especially if you’re on different sides of an issue. They hate and I mean HATE those who are inflexible. Communication is so very important.”

“This is nothing new,” I replied. “Compromise has lead to many great accomplishments for thousands of years. What’s the key to reaching compromise and avoiding an impasse?”

“Well, it begins with repeating the other person(s) goals, demands, and desires back to them in a succinct manner,” Susan continued. “The key is making sure that each side understands what is at stake as well as the position of the each party involved. People who are not flexible lose in the long run. Those who can grit it out with less emotion and more productive dialogue win!”

“What does it matter the color of a rose? Red, yellow, pink. We can dye them to fit any occasion-even blue. Compromise allows conversations to move forward. Solutions are often reached and both sides can feel a sense of victory. Without this, you end up at an impasse,” she explained.

“That can cause ill will, lack of progress and a decrease in overall productivity and efficiency. No one needs that!” she concluded.

What are your challenges at work? Do you look for compromise and lead well or do you say it’s my way or the highway?