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Talent replacement costs more than $$$. Did you know that?


The cost of employee turnover has a financial cost, but the intrinsic cost can be even greater. I believe that if you put people first your results will follow. There are simple solutions that you can put in place to reduce turnover and engage with employees.
With a holistic approach, we can hit on areas that employees crave, create pride and be known as an employer of choice. Not only will this reduce your turn & costs, you will recruit & retain a higher level of talent and outperform your market.
 
 
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Having a hard time stopping the employee revolving door?


Unfortunately, many companies have high turnover. I have seen this time and time again. Employee satisfaction is one of the first things that I look at to set a company up for success. Have you been paying attention to key indicators that your employees value in choosing and staying at a place of employment? In this video you will learn some of the common areas that cause employee turnover. Let's engage our team members and reduce turnover.

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Leadership Tip: Give Up the Addiction to Control

Leadership Tip: Give Up the Addiction to Control
Steve Jobs is famously quoted as saying, "It doesn't make sense to hire smart people and then tell them what to do; We hire smart people so they can tell us what to do." It makes so much sense right? So, why don’t leaders follow this advice? Why do leaders micro-manage? Why do leaders hire smart people then immediately force them into a box and tell them what to do, how to do it, and when to do it ... and then get mad when those people don't "think outside of the box??”    Something is wrong in today’s work environment. Gallup surveys indicate that 70% of employees are disengaged. In other words, they don’t care! Did you know that 70% of employees that voluntarily leave their jobs do so because of their boss? If you’ve attended any one of my leadership seminars you’ve heard me emphasize these numbers over and over again; but it’s so crucial that you understand what is happening today. Employees are done. They’re over it. And we see the fruit of this all around-and it’s not good fruit!   In the first paragraph I asked the question, “Why do leaders micro-manage people?” Or to paraphrase Steve Jobs’ quote, “Why do we hire smart people and then tell them what to do?” I think this is tied in to our addiction to controlling the world around us. Yep, I said addiction. People are addicted to control.    Want proof? Just state a strong opinion on any topic of the day on social media ......
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I Am Shocked By This Employee Satisfaction Metric

We recently released our Professional Development Research Report (free download here), and with any professional development, there is a component that is driven by the employee, and there is a component that is the employer supporting the professional growth of that employee.  I was truly saddened when I saw the results of this question:  Do you feel your company is sufficiently preparing you to advance to the next stage in your career?

Ready?  The percent that said that “Yes” their company was preparing them to advance in their career:

18%

This is a dreadful statistic, and even worse, it has real ramifications.  This isn’t a situation where the employee just shrugs his or her shoulders and continues on in their job.  We also asked, “How highly do you factor your company's support of your professional development in your decision to stay at the company?” 

So that lack of support from their company has a direct impact on employee turnover at the company.  People want to feel that they are progressing in their careers – they want to see their company support their goals, providing opportunities to learn new skills, acquire new knowledge, and advance.  And if they don’t feel their company is supporting them in those ways, they are ready to leave to a company that will.  So the question is:  Is your company supporting the goals of its team members in education and career growth, or are they risking losing their stars by not preparing them for advancement?

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Is That the Pilot?? Creating a Culture of Success Part Three

Is That the Pilot?? Creating a Culture of Success Part Three
Remember the video of an airline forcibly removing a passenger from a flight that had been overbooked? In the aftermath of that public relations debacle many passengers who fly that airline (like me) were left wondering, "Hmmm....could that happen to me??" In other words, am I safe with this airline? Can I trust that they will honor the ticket I've purchased from them? Then, there was another situation that occurred when a pilot from this airline showed up to her flight dressed in civilian clothing and not in her pilot uniform. I can imagine the thoughts in the mind of the passengers and crew as they saw someone who looked like a passenger enter the cockpit. I know what my thoughts would be! BUT, IT GETS BETTER! This pilot then started what was described as a "long, bizarre speech" on the aircraft's PA system that referenced Donald Trump, Hillary Clinton and a comment directed towards an interracial couple seated near her. Here is what one passenger Tweeted while this was happening... Randy Reiss @undeadsinatra So, y'all. I'm shaking right now. I just left my ----- flight 455 'cos the captain demonstrated that she was not mentally in a safe space. The passengers on that flight did not feel safe with her being the pilot because they did not trust her ability to fly the plane. The foundation of a high-performance team, your department, your community, your region, your portfolio, your company are based on the same things that made passengers want to get off that flight; the......
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Creating a Culture of Success-Part Two: Common Purpose

Creating a Culture of Success-Part Two: Common Purpose
When you think of companies that you’d love to work for (besides your current one, of course!) what companies do you think of? If you’re like me some of the companies on your list might include: Southwest Airlines: (I love the unconventional pre-flight safety briefings and the fun atmosphere on their flights!) Google: (Free meals. Ping-pong tables. Dog-friendly.) Twitter: (Free yoga classes. Free meals. Sense that what they’re doing is changing the world.) Patagonia: (Focus on work-life balance. Flex time. “Green.” Fitness benefits.) I know that some of you might be thinking, “That’s great and all but Google can afford to give their employees free food, I can’t do that!” Or, “I have to staff an office seven days a week, I can’t give people flex time!” Or, “I don’t want to bring in ping-pong tables and free beer!” And if you are thinking this, I get it! Creating the kind of corporate culture that inspires and ignites success doesn’t have to be about yoga, couches in the conference room and hoodies and jeans everyday.  However the one thing that all of the companies above (and on your list) share in common is a belief that there is a Common Purpose that unites everyone. In my leadership classes (shameless plug alert!) I say that the sign of a high-performance team is that it is obvious that everyone is working together towards a Common Purpose that everyone has bought into and believe in.  Beyond the Vision Statement One of the biggest culture killers is a vision statement t......
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What would you do if your employees asked to wear jeans to work?

What would you do if your employees asked to wear jeans to work?
I know it may sound weird and different to some of you reading this, but if I am honest, I feel the most confident and “professional” when wearing a blazer, collared shirt, dark blue jeans and dress shoes. In business situations that do not require my wearing a suit, the blazer/jeans combo is my “go to outfit.”   (In fact as I write this post I am sitting at O’Hare Airport in Chicago, heading back home from a speaking engagement on the East Coast and, yes, I am wearing my preferred outfit, and NO the picture isn't me. But you already figured that out.)     So you can imagine my excitement when I was in Denver for a speaking engagement and I ran into a few colleagues that I used to work with when I lived in Colorado and they told me that the company changed it’s dress code since I worked there. The new dress code?    Yep, you guessed it….blazers/jackets and dark blue jeans.    The associates told me how they asked the leadership of the company to consider the change, how the leadership said “yes!” and how excited they all were about it.    Now, some of you just had a conniption (is that how you spell it??) thinking about your people sitting behind their desks NOT in suits or traditional “business attire,” but in jeans! And I can understand why you might have some heartburn just thinking about it.    BTW: This isn’t about jeans!   I don’t want you to ge......
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Take This Job and Shove It?

Take This Job and Shove It?
Nearly 2.8 million Americans quit their jobs in September, according to a recent article (12/4/14) in USA Today. The article cites the improving economy (it is improving, right?) as the reason for the exodus of people leaving their jobs. When the economy was down, employees felt fortunate to simply have their jobs; so they decided to stay put and ride out the economic downturn, figuring it was better to have a job that they didn’t like, than to have no job at all.  Now that things are better and workers feel more confident in the future, they’ve decided that now may be the time to make the move on to new careers. Paul McDonald of staffing firm Robert Half is quoted in the USA Today article as saying, “There’s more people poking their heads out and looking … rather than taking that hunkered down position.” So … are your people the ones looking for new opportunities? Are they now feeling emboldened to at least put their feet in the water and see if they can find a better opportunity somewhere else? The odds are good that the answer is yes!  If you lead people, or employ people, why should this matter to you?  Because you don’t want your good people to go, especially your tenured ones. These are the people that know your industry, your company’s culture, the expectations, the ins and outs of the operations. They don’t have an organizational “learning curve” that they need to master, they’re the ones that set the curve. And, ......
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When the Boss Isn't Happy ...

When the Boss Isn't Happy ...
As someone who has spent the vast majority of my career in a management or supervisory role, I think I am uniquely qualified to tell you what your boss really wants from you."Why is this important", you ask? After all you say, "My boss is a complete moron!" (Meanwhile some of you reading this are thinking that if your boss got up to the level of moron, that would be a huge improvement over his or her current condition.) I have no doubt that many of the people that I have managed over the years are probably thinking the same thing, but nevertheless, I still feel it important to know what your boss really wants from you. In a nutshell, your boss really wants you to make him or her look good. I mean, really good. There was nothing more frustrating as a manager than to be chewed out or embarrassed by the actions (or inactions) of someone that I supervised. Whenever I have had employees who consistently underperformed, or just said and or did goofy things, this immediately reflected negatively on me (which it should)...and which I didn't like.Right now in your organization there are people who suck. You know who they are. (Hopefully it's not you.) These are the people that make managers feel less like they are professionals leading a team of talented individuals, and more like a kindergarten teacher on the first day of school.The difference is, kindergarten students usually figure things out after a few weeks, while many of the people......
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Do You Need to Reach Out to Your Least Favorite Person?

Do You Need to Reach Out to Your Least Favorite Person?
A few weeks ago Maria Lawson wrote a phenomenal post asking the question, “Do you need to fire your favorite manager?” Her post explored the idea that sometimes we keep people employed because we really like them, even though we know that they really need to go and challenged readers to consider making the tough decision. Her post got me thinking about the other side of the coin ... is there someone on your teams that you need to reach out to, that perhaps you ignore, or don’t give much attention to for whatever reason? Perhaps your personalities just clash. Maybe she’s a slob and you’re a neat freak. Maybe he thinks that your closed office door means, “walk on in!” Maybe her performance is not up to par with your expectations. Or, quite simply~you may just not like him! Odd Man Out In the early part of my career, I’ll admit, I wasn’t always a great leasing agent, I think I was average to good, but not a “rock star” and I believe that frustrated some of the people I worked with. I was also going through a really difficult season of my life, so I wasn’t always myself; which made it easier for me to be the odd man out. Even though I got better as time went on and found success as a leasing consultant, I still had moments when I felt overlooked and I was ready to leave the industry. Reaching Out Then, I met someone who reached out and looked ......
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