Category: employee retention

4 No-Cost Ways to Keep Employees Happier

We all know employee turnover costs money. So keeping good employees should be more than a goal – it should be a cornerstone of your workplace culture. Keep in mind, however, it is important to note the word “good” in that last sentence …

Tip 1 – Job Description

Your employees should have a thorough job description by which you and they can judge their performance. If you don’t have it already written then ask the employee to write it for you so that the two of you can go over it. Your employee will feel much more secure (a good thing) and you can address anything that is not being accomplished in a non-threatening scenario. HINT: This is also a great opportunity for the employee to list things they would be interested in doing. We all like to utilize our talents!

Tip 2 – Check your Org Chart

Your employees should have one person they report to directly: one person who decides ultimate priorities. The “too many chiefs” syndrome – being given high priority tasks by multiple people – is extremely frustrating and simply not acceptable. First you get tears; then they start calling in sick. Many of us have helplessly seen this play out. Watch for it.

Tip 3 –  Smiles Everyone, Smiles

No, I don’t mean to look like a nut. However, your mood can greatly influence your employees performance. Think about it: you might just be fretting over last nights football game but they could see it as worry (over the company) or dissatisfaction (of them). And you being either makes them very worried. So instead of working wholeheartedly, they are worrying. Get it?

Tip 4 – Chuck the worm in your apple

This might be an odd tip. But, get rid of the negative Nelly in your midst. They are harming your bottom line every day by distracting good employees with their “no win” talk about the economy, the government, kids today, your industry, their husband; anything they can complain about. Allowing them to daily poison your workplace is a foolish, costly mistake.

Embrace the power of cheery! Keep those employees happy and productive!


No Chance to Advance? Think Sideways!

In many small office situations there simply is no next rung on the ladder. This can create a stale work environment; and lead to a good employee getting a “wandering eye”. The thing to do is think sideways!

I know that more work sounds like the last thing any employee would want but the truth is more responsibility, more ownership, more creative latitude could be just what the business coach ordered!

Everyone likes to use their talents and skills. So your job, as the boss, is to find a niche that fits. Bring them in on annual planning. Give them some ownership in merchandising. Ask for their input on customer service. Appreciation and work fulfillment are strong anchors. Engaging your employee’s creative side will make them much more likely to stick with you and not look elsewhere.

Stop the bleeding! Start with you!

lwm mondayExperiencing high turn-over at the management level? Are they moving on up the food chain? Or maybe taking the plunge and starting a business? Yeah, it’s them alright … the people that you chose to hire. I know, you thought for once it wasn’t going to be your fault! Well, of course, it isn’t always your fault! The last person that could claim me as an employee (the greatest guy and boss in the world, by the way) had no way of knowing that entrepreneurism is practically a religious belief in my family. But, sometimes (sorry) you are the problem.

Hiring can be hard. Especially in a small office where you are spending a lot of time with these folks – you want to like them! That’s not the problem. You can like them. However, they can’t be just like you. They need to have skill sets that do not overlap your own. And they definitely need to have goals that don’t mimic yours – because if they do and you are surprised when the go into business for themselves – well, Sherlock, maybe you should be reading a blog that explains the “if it walks like a duck” adage.

So, if this is a problem you are experiencing, take a step back. Create an accurate job description and then make a list of the skills that would match up. Then create a “skill set” wish list. Now you are ready to start interviewing with a clearer focus of hiring the right person – the one who might want to do well and stick with it!