It’s the question every business owner or HR person asks. It’s the question that many businesses struggle with. How can we decrease employee turnover? So maybe you have already figured out how to find great people. But the problem for many companies is this: They can’t figure out how to keep them. “New research from Allegis Group reports that 83% of 1,400 employers surveyed believe retaining talent is a growing challenge.”Read More›
It’s an experience. A single moment that makes a person feel something. A feeling that a person associates with something. Many successful companies create experiences for customers to delight them and increase loyalty.
For decades, we’ve known that we not only need to deliver a quality product or service, but that we need to focus on the customer experience. But what we have unintentionally ignored is the fact that employees are expecting the same. We’re not talking about massage therapists and bowling alleys necessarily; but employees want to feel good working for your company.
It’s not just about culture or employee engagement. It’s not just the small benefits or perks you offer. It’s about designing work for and around the people who work for you. It’s about making sure your team wants to come to work. Making sure they actually enjoy working for your company. For over ten years now, Glassdoor has released an annual list of the “Best Places to Work” based upon the overall employee experience. According to an article by Forbes, the factors that contribute to this ranking are “overall satisfaction, career opportunities, compensation, work-life balance, and business outlook.” They also include a ranking for each company’s CEO and even the interview process.
Working with a leadership team recently, we spent some time discussing how to retain our best recruits and employees. We found that in this particular case, employees were voluntarily leaving within ninety days. And we figured out that it was because of the employee experience.Read More›
What would happen if we all took what we knew, and threw it away? Flipped it upside down? What if what we think we knew was actually holding us in the past? What if it was keeping us from reaching unknown and untapped potential? What if curiosity was the only way to move into the future?Read More›
So, you’ve decided to conduct a company-wide employee survey. An admirable goal—one shared by many progressive organizations. What now?
Conducting an effective employee survey can be complicated. And if done incorrectly, can potentially damage internal relationships.
How then can you avoid the pitfalls and conclude with meaningful results?Read More›
Office politics is a topic that is typically avoided and rarely acknowledged. But it actually has a
remarkable impact on productivity in the workplace. The difference between a historic and a modern view of office politics is how we address it. The fact is, there is a need for office politics – it’s how we get things done. Embracing this view is the key to getting to the next level, which is differentiating between office behaviors that are positive and welcome or negative and offensive.
The topic of workplace ethics and integrity is one familiar to most business executives. Our culture continually forces companies to redefine how they view workplace behavior, decisions made, and the impact on customers, employees, and daily operations. The basic definition of Ethics revolves around what is considered “right” and “wrong” in the choices we make every day. There isn’t one set of rules or morals designated as the authority on conduct. Each business must adopt…and apply for itself…what guidelines are considered universal and what constitutes a violation of those guidelines.Read More›
Today more than ever, employers want employees to own what is expected of them. That means acknowledging responsibility for their outcomes. And in return, employees expect their employers to demonstrate ethics and integrity in their actions. When both parties agree to accept these goals, the result becomes a culture of Personal Accountability.Read More›
We’ve all been busy…really busy. And many times we get so caught up in saving a minute here, or an hour there, that we lose many of the qualities that make life worth living — particularly the quality and joy that others can bring to our lives.
Success in business or in your personal life can become meaningless if there is no one available to share the fruits of that success. Therefore, setting aside time for building relationships with others is very important.Read More›
Are you tired of leading teams? Do you just wish everyone would quit so you don’t have to manage anymore, and you can do the job yourself? (After all, you probably do it better anyway…)
Here are a few tips to help you create employee turnover in your organization.Read More›
Non-Family Members in the Family Business
As you may know, Revela is a family business. Our founder, Wayne Nielsen, started this business (among other companies) so that it would be around for his grandchildren’s grandchildren. We’re a smaller family business, but we do business across the United States. Family businesses come in all sizes. We work with a few in different industries: banking, manufacturing and distributing, transportation, and other business services.
Family business owners often contemplate who will take over the business when they retire. Revela is now owned by Wayne’s daughter, Andrea Fredrickson. Actually, many owners consider their family members as first options. Leadership teams may consist of spouses, siblings, children, cousins, etc. All the same people that sit around the table at Thanksgiving dinner. But as a non-family member in a family business, sometimes you have to wonder… Where do I fit in?Read More›