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Will You Add? - 5 Best Practices for Retaining Your Best Talent
Winning those first few sales is one of the toughest challenges you'll face when getting your new cleaning business off the ground. Some prospects may be uncomfortable working with a new business owner. They may be interested in your services, but feel you don't have the experience they're looking for. Part of their insecurity may be a trust issue -- they may feel more comfortable working with a cleaning company who has a proven track record. So how do you gain the trust of new customers?First you might ask them what it would take to make them comfortable, and then work with them to accommodate their request. Perhaps they're looking for testimonials from other satisfied customers. If you don't yet have any customer testimonials, then think about whom you could ask for a reference. If you
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars, to Dove bars in the freezer -- free of charge. It is not abused, or raided, but it is appreciated and almost expected. When you are th
The Automobile business has changed forever. I was born and raised in the Car Business. My Family had been involved in the Business all their lives starting in the Used Car Business progressing to the New car Franchised Business. We built a great big new facility on the north side of town and had a lot of good years and some not so good years. My family sold the Business when things got pretty tough. The Economy started to get rocky interest rate went up to 18% we we're having a gas war and so on. After the sale of the business my Parents retired and I went on back to the Business working for someone else.Things started to turn around when the Government Administration changed and slowly the Car Business had some years of wonderful growth! During the early Clinton Administration things w
Because employees now know they are potential free agents, they are looking for the best package, not just more money. Who are the people you would hate to lose? It's time to use these five best practices for retaining your top talent so they aren't as eager to see if the money is greener on the other side of the fence.
1. Give them a quality team
Top talent wants to work with other top talent. Most sports are set up where the worst team gets the top talent in the next draft. No longer do players willingly accept this. Some ask to be traded; others refuse to go to the team that wanted to draft them. John Elway was ahead of his time in this refusal. They all say they want to play on a winner.
Employees are singing the same song. The best talent wants to be part of a team awash in great talent. Why? Because they know they will be challenged to improve, they know the coworkers understand how to pull their own weight, and they will respect those they work with.
Your top talent is looking for more top talent, and so should you be if you want to keep what you currently have.
2. Provide perks they value
The best expect to be treated that way. Top talent expects to be treated like they matter to an organization. Google is on the fast track and they know without top talent they can't stay the course. They offer their employees free car washes and oil changes in the parking lot while they are working. Other top talent organizations frequently offer exercise facilities free for use during working hours. They know it keeps the employees alert, fresh and demonstrates that employee health is important.
One executive in one of my audiences told me he provides a break room for his employees. In fact, he proudly offered, "It is a profit center for my company!" I challenged him to consider offering break room contents for free so more profits could appear on the bottom line and not the break room line item. Take care of the people taking care of you!
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars, to Dove bars in the freezer -- free of charge. It is not abused, or raided, but it is appreciated and almost expected. When you are th
Often managers get frustrated with their employees and instead of making constructive criticism, they go into a rage, which makes them look unstable. The small business owner should never go into a rage in front of his customers, because it is not normal. This makes you look like an unstable person. And, who wants to do business with an unstable person, do you? What you should say to the employee is: “We are on the same team so let’s work together to solve this problem.” Take time and learn how to make constructive criticism of people on your staff. Customers should not have to stand around and wait for you to tell off an employee before they can make a purchase, regardless of what the person has done.An important part of management is being able to skillfully critique your emplo
1. Give them a quality team
Top talent wants to work with other top talent. Most sports are set up where the worst team gets the top talent in the next draft. No longer do players willingly accept this. Some ask to be traded; others refuse to go to the team that wanted to draft them. John Elway was ahead of his time in this refusal. They all say they want to play on a winner.
Employees are singing the same song. The best talent wants to be part of a team awash in great talent. Why? Because they know they will be challenged to improve, they know the coworkers understand how to pull their own weight, and they will respect those they work with.
Your top talent is looking for more top talent, and so should you be if you want to keep what you currently have.
2. Provide perks they value
The best expect to be treated that way. Top talent expects to be treated like they matter to an organization. Google is on the fast track and they know without top talent they can't stay the course. They offer their employees free car washes and oil changes in the parking lot while they are working. Other top talent organizations frequently offer exercise facilities free for use during working hours. They know it keeps the employees alert, fresh and demonstrates that employee health is important.
One executive in one of my audiences told me he provides a break room for his employees. In fact, he proudly offered, "It is a profit center for my company!" I challenged him to consider offering break room contents for free so more profits could appear on the bottom line and not the break room line item. Take care of the people taking care of you!
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars, to Dove bars in the freezer -- free of charge. It is not abused, or raided, but it is appreciated and almost expected. When you are th
Employers today are caught between the proverbial "rock and a hard place". They need more qualified personnel to do some of the most basic of tasks but the labor pool is tight and qualified personnel are limited. Many employers have resorted to hiring bodies in hopes of retaining a few good ones ("Like an archer that wounds at random is he who hires a fool or a passer-by". Proverbs 26:10). And some employers have even decided to delay the growth of the business until the employment market changes.Answers to the problem of hiring and keeping good employees are often difficult to come by and may demand a change in the way things have been done in the past. But change is inevitable; and the way an employer manages change has a direct impact on their success. Some employers are what I ca
Employees are singing the same song. The best talent wants to be part of a team awash in great talent. Why? Because they know they will be challenged to improve, they know the coworkers understand how to pull their own weight, and they will respect those they work with.
Your top talent is looking for more top talent, and so should you be if you want to keep what you currently have.
2. Provide perks they value
The best expect to be treated that way. Top talent expects to be treated like they matter to an organization. Google is on the fast track and they know without top talent they can't stay the course. They offer their employees free car washes and oil changes in the parking lot while they are working. Other top talent organizations frequently offer exercise facilities free for use during working hours. They know it keeps the employees alert, fresh and demonstrates that employee health is important.
One executive in one of my audiences told me he provides a break room for his employees. In fact, he proudly offered, "It is a profit center for my company!" I challenged him to consider offering break room contents for free so more profits could appear on the bottom line and not the break room line item. Take care of the people taking care of you!
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars, to Dove bars in the freezer -- free of charge. It is not abused, or raided, but it is appreciated and almost expected. When you are th
1. Career choice tests. There are a lot of tests out there designed to tell you what kind of career would be best for your personality and skill type. You can find some cheesy ones online that don't tell you much, or you can go to a career center/guidance center at your college if you are in school or apply at an employment agency that has one. Ask to take a career choice test; I'm sure they will have something for you. These tests are only to help you get ideas, and the results shouldn't be taken as your fate. Many times they are far from what you were originally planning to do and if thats the case it gives you something to think about.2. Job shadowing. It's a really great way to see what different careers are like, so you shouldn't underestimate it. It's easy to set up a day for jo
One executive in one of my audiences told me he provides a break room for his employees. In fact, he proudly offered, "It is a profit center for my company!" I challenged him to consider offering break room contents for free so more profits could appear on the bottom line and not the break room line item. Take care of the people taking care of you!
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars, to Dove bars in the freezer -- free of charge. It is not abused, or raided, but it is appreciated and almost expected. When you are th
Work at home employment opportunities are growing by the day. If you have ever dreamed of working full time from home and making a full time income, then you just need to find the right work at home employment opportunity and the rest will just be chocolate pudding.In the old days - that is, in the really really old days - everyone worked at home. Work at home employment was the norm. Then, the Industrial Revolution took people out of their homes and put them to work in a factory. Thanks Henry Ford!Well, today, there is a new revolution. It's called the Digital Revolution or the Internet Revolution. You can think of it as a new Work-At-Home Employment Opportunity Revolution. Whatever you call it, one thing is for sure. Everyday people have expanded opportunities to work from home
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars, to Dove bars in the freezer -- free of charge. It is not abused, or raided, but it is appreciated and almost expected. When you are the best, you expect to be treated as such.
3. Keep the job exciting
This is the biggest challenge for business leaders because it has never been as important to keeping good talent as it is now. Not only are competitors better and making job opportunities sound fantastic, but we are becoming a society where everyone is ADD! We constantly are looking for the excitement, the adrenaline rush, or the thrill in our entertainment and our personal lives. Television programs shift the camera angle on average of every 3.4 seconds. Cruise lines now offer constant activities such as rock wall climbing. Sporting events fill breaks in the action at stadiums with music, cheerleader routines or on field entertainment. If every part of our lives are filled with this stimulation, why should work be any different?
Leaders need to be sharing their excitement for work. If the manager is down trodden the workforce will reflect that and the top talent will be looking for the exit door. Exciting leaders encourage excitement in others and create work environments that buzz with excitement. Top talent thrives in top working environments. Great sales people love the excitement of "fresh meat." Give them new client to work with, new elephant prospects to try to land, keep them in the field and out of meetings. Ask your best people, what can add excitement to their work day. They will let you know how to create a work environment that will keep them.
4. Challenge them regularly
When I talk about creating challenges I am not referring to constantly giving them higher quotas, or being a manager who is very "challenging" to work with. In fact, those two ways are sure to drive off top talent.
To challenge your top talent, get them involved with problem solving. Not reaching the market share you desired? Ask them what they are seeing in the field. Not maximizing your line efficiency? Don’t ask the engineers to study it, ask your top operators how can that maximization occur? Your best people enjoy the challenge of finding answers and want the opportunity to offer ideas and suggestions. When their input is used for innovations they take owne
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