Top Ten Low and No Cost Employee Retention Tips

Top Ten Low and No Cost Employee Retention Tips

RETENTION CONTINUES TO BE A HUGE ISSUE IN MY BUSINESS CONSULTANCY

1.        Employee Selection – Hire the Right Person

a.       Research clearly indicates that poor job matching is a leading factor in unwanted employee turnover!

2.       Open and Effective Communication

a.       A well written and communicated statement of purpose, will aid new and existing employees in aligning with the goals and values of the organization!

3.       Clear Expectations

a.       A satisfied employee knows exactly what is expected of them during a typical day!

4.       Outstanding Feedback and Recognition

a.       The need for recognition increases when employees know they are doing a good job!

5.       Treat People With Respect

a.       Recognize that each member of your team has unique backgrounds, experiences, talents and abilities!

6.       Share Training Responsibility

a.       You can spotlight the strength of certain employees, by asking for their participation to demonstrate your trust and the value you place on their experience!

7.       Have Fun

a.       Studies have shown that laughter dissolves tension, stress, anxiety, irritation, anger, grief and depression!

8.       Promote Work/Life Balance

a.       The realization and acceptance of the fact that people have lives and events of importance outside the office is a huge loyalty builder!

9.       Demonstrate Corporate Social Responsibility

a.       As organizations we can build personal relationships through our combined support especially to develop a “feel good” atmosphere among the entire staff!

10.   Utilize Connection and Exit  Interviews

a.       Change creates opportunity for growth and when utilized properly this can be a solid source of quality information for future development.

Employee Retention matters are a key indicator of a healthy and successful organization.  It is also one of the biggest challenges organizations face today.  Employee Retention has a ripple effect on every aspect of your organization.  Customer satisfaction, product development, sales and overall profitability are all affected by your organizations ability or inability to retain your best employees.  We are here to help.  Call or write and we will respond immediately!  And please feel free to share this Email.

Regards,

George F. Mancuso, CPC, CEO
Client Growth Consultants, Inc.

Employee Efficiency and Growth

Dear Gman;Would you kind enough to give me some tips on motivating my employees? I feel like most of my employees are just marking time and the next thing I know we are in a time crunch for a project. We are a manufacturing and service organization and this problem includes office, customer service and sales people. Wesley K., Hannibal, MO
Without visiting your business and observing your people it is a bit deceiving what is transpiring. However on the surface it sounds like they have a lack of focus which will destroy any chance you have at developing good time management skills for all.

Recently a friend of mine shared an idea with me and in part, allow me to put my spin on it and share some insights with you as well. At your next company meeting or through a company wide Email offer your employees this scenario:

Imagine arriving at work and you find that your workstation office is covered with $100 bills from the floor to the ceiling. As you find your way to your desk, on the loud speaker you hear the President announce, "Between the Hours of 9:00 AM and 11:30 AM and 1:30 and 4:00 PM today, you can keep all of the $100 bills that you can gather up – no strings attached!"

Ask yourself the following questions:

Would you REALLY wait until 9:00 AM to start?

Would you REALLY go to lunch?

Would you REALLY take personal phone calls?

Would you REALLY send or read personal Emails?

Would you REALLY go onto social Internet sites?

Would you even go to the bathroom or take a break?

You probably answered "NO" to most of those questions, because you would be extremely focused on gathering and keeping as many $100 bills as you could.

HERE IS THE REALITY THAT YOU MUST CONVEY TO YOUR EMPLOYEES:

Those $100 bills are in your office right now. In order to grow YOU as an employee or US as a company, harvesting those $100 bills is critically important to OUR MUTUAL success!

You have many people on both sides of the sales process and our co-workers can also be a distraction. And don’t forget that we often distract ourselves when our attention switches from work to family, friends, vacations etc.

Often family members and friends don’t realize they are taking money out of your pocket when they distract you during business hours. It is important to limit those distractions by just letting people know they should call you before work, during lunch or at the end of the day.

They take money from YOUR pocket because if your company doesn’t grow, you just might not get a paycheck next Friday. If you limit the distractions, you will earn more money long term and you will have more time.

WITHIN THE ENTIRE SPECTRUM OF THE ORGANIZATIONAL CHART(S), ALL MUST TAKE OWNERSHIP OF THEIR ACTIONS, ACTIVITIES, GOALS, TASKS, MISTAKES AND ACCOMPLISHMENTS!

IF YOU TAKE MY SUGGESTION THIS WEEK, I’D LOVE TO HEAR ABOUT THE RESULTS.
There are several ways to help people BETTER manage their time, become more organized, and learn to grow themselves while growing their organizations and take ownership of their jobs.

All of these are elements to improve your revenue and Employee Retention.

If you need more information, just contact me, George@ClientGrowthConsultants.com. .

Find a way to make a difference this week in your life and of the people around you.

Regards,

George F. Mancuso, CPC, CEO

Client Growth Consultants, Inc.

　

　

Six Critical Tools You Will Need To Improve Employee Retention

Six Critical Tools You Will Need To Improve Employee Retention
You can download the entire publication by clicking on the Headline Link

1.        Work that motivates, challenges and is meaningful:  Why should an employee come to work here?  Are you an employer of choice or convenience?  Is your company the ONE that most locals WANT to become an employee?  Read More….

2.       Leaders that believe in growing their people.  All Micro-Managers must check their guns at the door!  “…Good companies fix bad managers and bad companies condone bad managers.”  Read More….

3.       Retain Your Employees Before You Hire Them:  I’ll bet most of you are thinking to yourselves, “…What did he just say? “It is important to recognize that the most critical step in retaining employees comes before the hire itself!  Read More….

4.       Measure The Return On Investment Of Keeping Top Performers:  Most companies today recognize the value of attracting and retaining a strong, competent workforce. But most also don’t fully appreciate how they can improve retention rates.  Read More….

5.       Talent Asset vs. Tenure Asset;   “….The only thing worse than an employee who quits is an employee who quits and stays!” Talent and Tenure are not necessarily two assets that go hand in glove.  Read More….

6.       Realizing That Employees Have A Life Outside Of The Office; Does your company confuse allegiance or loyalty with hours at the office?  If so there may be a rutted rocky road ahead for your organizations future.  Read More….

 

If you would like a copy of all Six Critical Tools You Will Need To Improve Employee Retention, just click the title. 

Regards,

George F. Mancuso, CPC, CEO

Client Growth Consultants, Inc.

Achieving Sales Goals

“My sales people set goals, but don’t seem to achieve their goals on a consistent basis.  How can I turn this around and help them and us achieve “our” goals?”

There isn’t a week that goes by that one of clients doesn’t ask me some variation of that question, so here are a few suggestions.

SUGGESTION ONE:  Each month or quarter have your sales personnel tell you what they will “BUY FOR THEMSELVES” when they reach their goal and the three things they are willing to do to ensure they do achieve their plan. They also must come up with a consequence, if they don't hit their goal.

Print up a picture of the GOAL...the three commitments and the consequence for each individual and hang it up by their desks. The consequences make it fun... and can be something as simple as giving up coffee, or eating fast food etc. for the following month. Sales men/women will do things for THEIR REASONS - NOT YOURS.  They have to see the WIIFM in order to motivate them to achieve higher levels of production.

SUGGESTION TWO: I don't believe you “make” someone a Top Producer. I believe you HIRE THEM - people with a history of high achievement. Sometimes we hire DUCKS and expect them to be EAGLES!
They can be a great DUCK, but will never reach “Top Producer” status. Hire people with a track record of over-achievement and sales experience.   The alternative is to hire a GREAT DUCK and train, lead, guide, motivate, train and train and stay totally involved in their climb to success.  But if they don’t have the drive to achieve high levels, it may be an exercise in futility.

SUGGESTION THREE: Each quarter sit down as a group and have a "QUARTERLY GROUP PERFORMANCE REVIEW" Each employee should make a list of the following before the group meeting:

1. What they did that WORKED this past quarter (made money and gave them results!)  If you demonstrate to them and their peers what is working, they will probably continue to do these functions.  Peer pressure within a sales environment is huge.

2. What they are doing that is NOT WORKING or is a big fat waste of their time.  They need to stop doing those things NOW!  Get a commitment and a plan to stop bad habits and change.

3. New techniques they will implement to meet goals this next quarter. THREE techniques - one each month, so they have 21 days to form the new habit!)

 SUGGESTION FOUR:  At the last month of each quarter; .....I suggest you ask them to write down a list of the clients they will do business with in the next quarter. Top ten KEY ACCOUNTS - Twenty back up Clients Additional Targets!   Make the lists public to the rest of the team.  This will help each other keep them on track.

 SUGGESTION FIVE: In December, have each sales person writes down their W-2 for the coming year; Show them the DAILY RESULTS they need to achieve based on their INDIVIDUAL STATS AND RATIOS! Count the working days in each month so they know exactly what the RESULTS are needed to achieve goals on a daily basis. It's not the number of calls that is important; it's the daily commitment to hit certain daily RESULTS.

 SUGGESTION SIX: Mandate planners daily. If they are not an experienced Planner, have each of them start by writing down the top six Priorities (closest to the money) they need to accomplish the following day. This should be done every day prior to Leaving the office.
These are only suggestions and you are welcome to modify any of these to make them work for your company/process.  Have a great week!

Regards,

George F. Mancuso, CPC, CEO
Client Growth Consultants, Inc.

Do You Have What It Takes To Manage Your Employees?

Do You Have What It Takes to Manage Your Toughest, and Often Best, Employees?

If you think leading employees in your small business is hard, try being responsible for opera divas, television news reporters, egocentric physicians, mercurial musicians or high-strung brides. You know the types whose pictures could appear next to "high-maintenance" in the dictionary.

     It takes special skills to get such folks to perform at their best. After all, the most accomplished and talented people don’t think they need guidance.  A lot of them, one way or another, always had been able to get what they want, as they have never tasted failure.

     The challenge in leading such personalities—if your small business is lucky, you’ve got them—is that they are often extremely sensitive. Use the wrong approach and they may work against you.
     As it turns out, most of them have a lot in common, and those shared characteristics seem to be the very ones that explain their effectiveness as leaders.  For starters, all are willing and able to demonstrate genuine respect for their employees and clients—no matter the industry or area of interest.
     All are refreshingly unassuming about their abilities and effusive about the skills of the people they work with and for. If anything goes wrong, the true professional blames himself and not the team.  All of them also are able to establish credibility with those they lead. They do it by demonstrating excellence in their field, and by being transparent about their goals. The "what you see is what you get" approach engenders trust. And it takes many forms.
    These leadership skills are, no doubt, difficult to acquire. But they are crucial to running a business and retaining staff.  Talented people aren’t as motivated by money as they are by the opportunity to improve themselves and their work. They are always asking themselves, "Am I getting what I need?"
     If the answer is no, they won’t hesitate to leave, which could leave your small business in big trouble.  It takes special skills to get such folks to perform at their best. After all, the most accomplished and talented people don’t think they need guidance.  Handling them is a skill that is inherited or needs to be learned.
     So there they are—leaders to learn from. Let the class begin or in the alternative, contact me George Mancuso and I promise I can help.

Regards,

George F. Mancuso, CPC, CEO
Client Growth Consultants, Inc.