Retaining Employees

Everyday Ethics and Integrity

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.

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How rewarding is your environment?

Supervisors play a key role in any organization, creating a link between organizational goals and front-line employees. They have a dramatic impact on employee performance and behavior…especially motivation. Supervisors are agents of their organizations and have corresponding power and accountability.

The job of a supervisor (as we would define it) is to get work done through other people. And in order to be effective, they must understand how to create an environment that motivates people to be successful. They must understand how their environment rewards or punishes employee behavior.

There are two main reasons people behave the way they do.

  1. They do things because there is something in the environment rewarding their actions.
  2. They do things to avoid something that they don’t like.
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10 Ways to Create Employee Turnover

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.

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Who Cares About Employee Engagement?

All the time, we see themes become popular in management. They seem like fads…something that will gain hype and eventually die down again. And by the time you implement a process, your employees have already found something else that’s more important. But one of those themes never went away: Employee Engagement. Whether you call it engagement or another term like accountability, ownership, empowerment, or commitment, it all revolves around creating an environment where employees act interdependently to drive your organization’s success. So, if you thought this was another fad, take out your notepad and write this down…It’s NOT.

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The Generational Divide: Working with Millennials

Recently, several managers have asked for suggestions on how to challenge, motivate, and retain talented Millennials. On the flip side, a few managers have also expressed the opposite problem: being frustrated about working with and managing the Millennial generation. We’re finding that the frustration is typically blamed on generational differences.

We typically hear comments such as, “When I was that age,” or “This Millennial generation doesn’t have the same work ethic that my generation had.” Negative references are made about Millennials who use their smartphones all the time, and their constant use of social media sites. Or that they think they can show up for work whenever they feel like it and demand a flexible work schedule.

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Dear Boss, I Quit! – Making changes for new generations

  • “I can’t stand my boss; I need a new job!”
  • “I wish I had more time off. My family is just as important.”
  • “I know what I’m doing…get off my back!”
  • “I wish my job was more fun…”
  • “Why bother? Nobody listens to my ideas anyway.”

These thoughts run through employees’ minds in almost every company. And the part that’s scary is…eventually they are going to do something about it. As someone managing employees, you may think that everything appears great from the outside. Sales are up, your team has a good relationship with your customers, and you don’t see any immediate problems.

Since there are no major problems, why change? Because even though you don’t see it, you’re about to lose valuable employees! In your eyes, things are fine. But in your employees’ eyes, one of these things could be the final straw…it’s only a matter of time.

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Your Employees Are Leaving

It happened again. One of your star performers is leaving and you had no idea he was even looking!  He’s been with you for several years. You’ve watched as he’s been promoted through the company.  He’s been involved in some key projects over the years and you’ve invested in outside training to enhance his skills. But now he’s gone…Just like that! What happened?

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Just Send Them to a Workshop!

I just left a meeting with a prospective client. Like most of our clients, she came to me because she thinks her team needs some training. “They need to take responsibility. They need to communicate better. They need some motivation. I want to send them to a workshop!”

If it’s not an actual statement, at least the thought goes through the minds of managers and executives across the globe daily. But should you send them to a workshop?

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Believe in Your People – Employee Appreciation Day

When you think about the success of your company or department, what comes to mind? To whom do you attribute your wins? Is it because your manager set clear deadlines? Is it because you rocked the proposal that you delivered? Or was it because of your people?

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10 Ways to be a Jerk Boss, and a Pretty Lousy Manager

Looking for ways to really lock in that jerk persona you’ve been working so hard on? When being rude just isn’t enough…try using something from this list. Here are some sure-fire ways to be a lousy manager.

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