Our Favorite 6 Books from 2020

Part of growing your business is growing yourself. Educating yourself on the latest trends, historical insight, and learning from the greats is one of the best ways to grow your business. We take education seriously around here by encouraging our team to read one book each month and discussing how those concepts can be applied and implemented both personally and professionally. If you’re looking for your next business book club read, here are a few of our favorites from 2020. 

5 Disfunction’s of a Team by Patrick Lencioni

Written as a fictional tale turned non-fiction business book, the 5 Dysfunctions of a Team is a gem from Patrick Lencioni. The tale with a fable of a woman who, as CEO of a struggling Silicon Valley firm, took control of a dysfunctional executive committee and helped its members succeed as a team. From here, Lencioni gives step-by-step guidance for overcoming the human behavioral issues that ruin teamwork. 

  • Spoiler Alert: The five dysfunctions discussed are absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Lencioni breaks each of these down in a pyramid style, similar to Maslow’s Heirarchy of needs to clearly explain why your team isn’t functioning as well as it could. 

It’s an easy, entertaining, and quick read filled to the brim with useful information. Lencioni is no stranger to business reads, previous titles include The Five Temptations of a CEO and Obsessions of an Extraordinary Executive. He presents business topics in a way that is captivating and entertaining, not dry or boring. At the end of the book, he even provides a questionnaire and applicable exercises to help create real change in your company. Patrick Lencioni is president of his own management consulting firm. 

As a Man Thinketh by James Allen

If you’re interested in seeing how you may be standing in your own way and how to overcome your own negative thought patterns, this is the book for you. James Allen is one of the pioneers of self-help. He was born in 1864, well before self-help was a thing. Back then, he was known as a British philosopher who wrote inspirational books and poetry.

He writes about the effects of our own thoughts and how that can change our body, health, purpose, achievement, growth, and success. Today, As a Man Thinketh is still his most popular title. We love this classic work that has been in print for well over 120 years. It is truly an amazing source of wisdom and peace, and serves as the grandfather of many more modern self-help authors and speakers. 

Outside In by Harley Manning and Kerry Bodine

If there was a textbook on customer service, this would be it. Harley Manning and Kerry Bodine beautifully carve 14 years of research into one succinct roadmap for nailing customer service. As a Man Thinketh, explains the innovations that brought billions of investments to Fidelity while other companies suffered. It shows how a misunderstanding prevented Home Depot from achieving its true potential. It dives into what makes the Mayo Clinic so special.

 Using real-world examples makes this a relatable resource to customer experience and explains how to drive your business forward. Steve Forbes, Editor-in-Chief of Forbes said, “This eye-opener gives you a comprehensive, need-to-know look at how smart companies achieve sustainable success in dealing with customers.  Hint:  It involves the entire organization, not just those on the ‘front lines.’ The GPS-like guidance provided here is invaluable.”

We love this book because it’s applicable to everyone. Some business books are only applicable to leaders or executive-level minds, but Outside-In is something that any level of business can benefit from. It shows us how each piece fits together and how each one is essential to scaling your business. 

3D view of book

Scaling Up by Verne Harnish 

If you’re looking for a book that the entire team can benefit from reading, this is it. Scaling Up is a revision of the business classic, Mastering the Rockefeller Habits. When it was released over 10 years ago, Mastering the Rockefeller Habits soared in popularity. The Rockefeller Habits Checklists is used by more than 40,000 firms to scale their companies successfully.  Now, Scaling Habits is Mastering the Rockefeller Habits 2.0 includes everything you loved about the first version, in a more succinct, applicable, and updated format. 

As winner of 8 major international book awards and winner of the Readers’ Favorite International Book Award for Non-Fiction Business, this is a clear winner. This book is written for everyone from frontline employees to senior executives. It is designed to get your entire team aligned in contributing to the growth of a firm.

  • Spoiler Alert: The book focuses on four main areas – People, strategy, execution, and cash. It also includes several one-page tools including the updated One-Page Strategic Plan and the original Rockefeller Habits Checklist. 

If you haven’t read the original Rockefeller Habits book, don’t bother. This one is bigger and better than ever. It includes everything from the first version, but so much more. Verne Harnish is founder of the world-renowned Entrepreneurs’ Organization (EO), founder and CEO of Scaling Up, a global executive education and coaching company. She is also a private investor in many scale-ups.

Switch (how to change things when change is hard) by Chip Heath and Dan Heath 

Whether your looking to pivot your business, drop some weight, or make a major move – Switch is all about the study of change. This is a compelling, story-driven narrative, which makes the text more compelling to read than other research-heavy books. Chip and Dan Heath are brothers and the best-selling authors of Made to Stick. In Switch, they sift through decades of research in psychology, sociology, and other fields to study why change is so hard and how we can make it easier to get the results we want.  

“In our research, we studied people trying to make difficult changes: People fighting to lose weight and keep it off. Managers trying to overhaul an entrenched bureaucracy. Activists combatting seemingly intractable problems such as child malnutrition. They succeeded–and, to our surprise, we found striking similarities in the strategies they used. They seemed to share a similar game plan. We wanted, in Switch, to make that game plan available to everyone, in hopes that we could show people how to make the hard changes in life a little bit easier.” – Chip and Dan Heath 

We loved this book because it provides insight to changing your business, but also to motivating family members to embrace change. The authors use relatable examples in all areas of life from the cycle of domestic abuse to rebranding Target. It’s entertaining and educational, which makes it a must-read on our business bookshelf

The Dream Manager by Matthew Kelly

This is the ultimate mash-up in self-help and business books. The Dream Manager by Matthew Kelly begins with this important thought, “…a company can only become the-best-version-of-itself to the extent that its employees are becoming better-versions-of-themselves.” 

In an entertaining prose, a fictional company created by Kelly grapples with real-world problems every business faces. As the managers discover the secret to disengagement, turnover, and motivation, Kelly shares his insight and teaches valuable lessons. He looks at the connection between personal dreams and professional achievement at work to see how one affects the other. Matthew Kelly is the New York Times bestselling author of The Rhythm of Life…and twenty other books that have sold more than 15 million copies. 

We love this one because sometimes we forget what it’s like to dream. We get caught up in just finishing the to-do list of the day that we fail to recognize what we actually want. When we find a book that aligns with our views of positivity actually transforming business, we can’t recommend it enough.  

Built To Last by Jim Collins and Jerry Porras

If you’ve never read a busines book before, this is a good one to start with. James Collins is a household name in both the business world. He researches why some companies work and other don’t. In Built to Last, Collins and Porras look at 18 truly exceptional and long-lasting companies. They look at their beginnings, growth and success in direct comparison to one of its top competitors. 

The only question the authors ask is, “What makes the truly exceptional companies different from the comparison companies and what were the common practices these enduringly great companies followed throughout their history?” They answer this question with hundreds of examples from companies like General Electric, Wal-Mart, Walt Disney and Hewlett-Packard and Boeing.   

We love this book because it’s an inspiration to executives and entrepreneurs everywhere. It’s filled with relatable information and provide practice concepts that can be applied to start-ups and multi-national corporations alike.  

The Cost Of Disengaged Employees

company culture

What if I told you that at the end of the year, you’re going to be facing a $25,000 fine? 

Would you be OK with that? What if it was $40,000?  

The truth is, in 41 percent of companies, disengaged employees are costing over $25,000 per year. Sometimes, in 25 percent companies, that price goes up to $50,000. The employees who are sleepwalking through the day are costing companies billions of dollars and it’s time to do something about it.

A recent survey by the State of the American Workplace stated that 70 percent of the American workforce is made up of disengaged employees. Basically, these employees show up, but are “checked out.” Although, they’re putting in the time, but lack all passion or energy for their work. 

The other 30 percent are engaged employees who work with passion, who feel a profound connection to their company and are driven, innovative, and will ultimately lead the organization forward. 

We need more of the later, and less of the former. 

employees engaged in meeting

So how do you transform your disengaged workforce into a powerhouse of productivity? It includes a change in company culture, employee retention and employee appreciation. 

Start with learning why people are disengaged.

Why are your employees disengaged? 

  • They feel stressed and isolated at work. 
  • Their skills aren’t being utilized. 
  • They aren’t appreciated for the work that they do. 
  • Their manager focuses on the negative and gives very little praise. 
  • Their contributions are often overlooked, or credit is given to someone else. 

Cognizant employers understand the cost of disengaged employees and are striving to use programs, benefits, and plans that encourage engagement and employee retention. Not only is it more profitable to engage your employees, but it pays for itself over and over by avoiding turnover in the future. 

happy employee

The benefits of engaged employees

According to Gallup, “Engaged workers stand apart from their not-engaged and actively disengaged counterparts because of the discretionary effort they consistently bring to their roles. These employees willingly go the extra mile, work with passion, and feel a profound connection to their company. They are the people who will drive innovation and move your business forward”

Engaged employees create profitability, increase employee retention and are more efficient throughout the company. 

  • Highly involved employees report 22 percent higher productivity 
  • Engaged employees have 25 percent lower turnover
  • Your business is 70 percent more likely to succeed long term if your employees are engaged. 
  • Safety incidents are reduced by 48 percent. 

Company Culture and Employee Engagement 

In simple terms, your company culture is how your employees and managers interact when no one else is watching. Is it comfortable? Intimidating? Fun? Professional? Casual? The answer has a direct correlation with employee retention.

The number one reason that employees go the extra mile is when they feel a sense of camaraderie. They feel that employee appreciation. In simple terms, they know their managers and they like them. 

It is a strong company culture that supports relationships and growth that allows employees to flourish. While 90 percent of CEOs agree that improving company culture will also improve the value of their company, only 15 percent are happy with their current company culture. 

The truth is, company culture is not complicated if you are dedicated to making a difference. Let’s get started: 

  • Take in feedback. You have to be willing to talk to them. Ask them about their lives, their work, their families. Give your employees a platform to speak freely. 

Gallup provides 12 questions to ask your employees. Gallup Access uses these questions as the most powerful predictors of employee engagement.

  1. I know what is expected of me at work. 
  2. I have the materials and equipment I need to do my job right. 

These first two questions are about the basic needs of your employee. If these two questions are not a resounding “YES” then there needs to be some serious adjusting to satisfy the first tier in the hierarchy of engagement. 

  • At work, I have the opportunity to do what I do best every day. 
  • In the last seven days, I have received recognition or praise for doing good work. 
  • My supervisor, or someone at work, seems to care about me as a person. 
  • There is someone at work who encourages my development

These next three questions are about the individual. These show how the individual feels about him or herself and their role within the company. These are key for showing how you’re doing on employee appreciation. 

  • At work, my opinions seem to count.
  • The mission or purpose of my company makes me feel my job is important. 
  • My associates or fellow employees are committed to doing quality work. 
  • I have a best friend at work. 
company culture

This group of questions evaluates the teamwork aspect of your company and how this individual feels in relation to the team as a whole. These questions are key for employee retention. 

  1. In the last six months, someone at work has talked to me about my progress. 
  2. This last year, I have had opportunities at work to learn and grow. 

These last two questions focus on growth opportunities for the individual. How they answer these gives you insight into how they may feel about their future with the company.

These 12 questions can be a great place to start measuring employee retention, employee appreciation, and engagement within your organization. Once you have the information, it’s time to implement some strategies to increase employee retention and stop wasting time and money on disengaged employees. Discuss options with your team and implement a plan to make real changes.

  • Be Transparent. Don’t take the data and just keep it closely guarded so no one sees. Make both the good and the bad transparent and clear. This is an important part of authenticity and inclusion.
  • Make a plan. Use small groups to decide on 1-3 actionable items to make a difference and improve the company culture.  
  • Increase Accountability. Check in with your team to see how things are going and share what you’ve been doing. See if it’s making a difference by connecting with your team regularly. 
  • Make great goals. It’s important for everyone in the company to know what they are working towards and how they can contribute. Recognize top performers and those who are noticeably improving. Show employee appreciation all along the way for day-to-day tasks. 

People are social creatures, and it only increases when we aren’t happen. People are likely to share a good experience with three people, but will share a bad one with 10 or more. If they hate their job, everyone in their circle will hear about it and your company suffers as a result. 

By allowing disengaged employees to continue working for you, you risk losing engaged employees and put your entire company at risk. Make the changes in your company culture to transform your team, and distance yourself from those who are unwilling to connect with your vision. 

Sources: 

https://www.culturalstrategiesllc.com

https://www.forbes.com

The 10 Behaviors that Make Great Managers

manager in meeting

Over the years, Google has become the gold standard in valuing your employees. Google’s company culture places a premium on employees’ happiness and it shows. The tech giant is always topping the list of the best places to work in the U.S. and 86 percent of their employees say they are satisfied with their job. 

Clearly, Google is synonymous with happy employees. 

Back in 2008, Google launched Project Oxygen. This internal team focused on researching great managers. For Google, this research started because much of the leadership believed that managers were not important to success. In the end, this research was the key to developing the best management in the industry while, increasing performance and employee retention. 

manager in meeting

Initially, they found 8 key behaviors that made great managers, and caused better employee outcomes. Ten years later, in 2018, the study was revisited and revised to match the newly evolved company.  They added two new behaviors and slightly three others. Since then, these standards became the gold standard for creating a strong company culture: 

  • A good coach 

A great manager is a good coach. This means they don’t just solve problems on the spot. They have a future focus to help their team grow and develop rather than just put out fires all day long.  This requires managers to trust their team.

  • Empowers the team and does not micromanage

Great managers know the power of autonomy. They give their team the ability to manage their own environment and meet their objectives on their own rather than stepping in and taking over. They show their employees appreciation by giving them the power to work. 

  • Creates an inclusive team environment

When you have a manager that shows genuine concern for your success and well-being, it creates a safe and motivating environment. No one feels embarrassed to give a crazy idea or ask a question. Each member feels genuine employee appreciation. Team members reflect new ideas the same as the manager, so be the example to entertain all ideas and spitball them around.

  • Productive and results-oriented

They are willing to actually get to work right alongside their team and do the tough jobs. They don’t get bogged down with issues and instead, they focus on results. When your manager is willing to do the same work you’re doing, it does wonders for employee retention and employee appreciation.  If your team is behind on a deadline, or short-staffed, jump in and sacrifice your regular tasks to work alongside them. This can also benefit you to see the procedures and communication of team members on a new level.

  • Good communicator

A great manager is a good communicator. They aren’t the ones doing all the talking. Instead, they listen and are empathic. They are transparent and share information to grow their team.  They communicate regularly, and effectively.

  • Supports career development and discusses performance

It’s motivating to work with someone who supports you and your goals. Good managers show employee appreciation by sharing praise, and also point out when performance is lacking. Both of these contribute to employee retention because their manager is supporting their goals. 

  • A clear vision/strategy for the team

It’s important to have a leader who knows where they are going and what it takes to get there. They have a strategy and a direction and are ready to implement their plan.  They think long-term and reinforce company values often.

  • Great Technical skills

A great manager has key technical skills to help advise the team. Most of the traits of a great manager are soft skills, but a truly great leader must also have the technical know-how. They must understand the job as well as their employees do.  If you haven’t had the training required for these skills, consider taking a few months and immerse yourself into the job to really understand what is required and is effective in your field.

  • Collaboration

This means they can work with other teams, people, and departments across the company. They show their team how to do this as well, so everyone works together in a more productive way.  They believe everyone has something to contribute and that the best team is a diverse team.

  • Strong decision maker 

They must be decisive. When the team is split or when a decision must be made, they consider each side carefully, but they make a decision and stand behind it. 

The work at Google is inevitably demanding, and that empire needs an army of people to keep things running smoothly. However, the attention at Google is on the individual. Creating and supporting great managers allows each employee to succeed individually. 

Implement Your Own Manager Feedback Survey 

Wondering how you’d rank as a manager at Google? Take the time to find out. Google gathers feedback from employees on a semi-annual basis. The survey is sent electronically and the answers are completely confidential. Managers receive a report of anonymized, aggregated feedback only. The survey itself is short and is published for others to use.  It’s roughly a dozen statements using a “agree” or “disagree scale. Each statement is based on one of the ten behaviors of successful managers at Google. The following questions are taken directly from Google at www.rework.withgoogle.com you can use them as is or tweak them to fit your company culture. 

  1. I would recommend my manager to others.
  2. My manager assigns stretch opportunities to help me develop in my career.
  3. My manager communicates clear goals for our team.
  4. My manager gives me actionable feedback on a regular basis.
  5. My manager provides the autonomy I need to do my job (i.e., does not “micro-manage” by getting involved in details that should be handled at other levels).
  6. My manager consistently shows consideration for me as a person.
  7. My manager keeps the team focused on priorities, even when it’s difficult (e.g., declining or deprioritizing other projects).
  8. My manager regularly shares relevant information from their manager and senior leadership.
  9. My manager has had a meaningful discussion with me about my career development in the past six months.
  10. My manager has the technical expertise (e.g., technical judgment in Tech, selling in Sales, accounting in Finance) required to effectively manage me.
  11. The actions of my manager show they value the perspective I bring to the team, even if it is different from their own.
  12. My manager makes tough decisions effectively (e.g., decisions involving multiple teams, competing priorities).
  13. My manager effectively collaborates across boundaries (e.g., team, organizational).

On the questionnaire, there are also two open-ended questions: 

  • What would you recommend your manager keep doing?
  • What would you have your manager change?

The process of uncovering the traits of a great manager has had surprising effects across the workplace. In a New York Times article, Laszlo Bock, former senior vice president of people operations at Google acknowledged that the company had historically hired managers based on technical expertise. “It turns out that that’s absolutely the least important thing,” Bock says. “It’s important but pales in comparison. Much more important is just making that connection and being accessible.” 

Google’s quest to find a better boss can uncover the keys to help all of us to become the better boss that our employees, our company, and our future needs. 

Sources: 

https://rework.withgoogle.com

https://www.businessinsider.com

Discovering your Company’s Core Ideology

writing core values

If you hear the words “vision”, “purpose” or “ideology” and think “Collins and Porras” then you know exactly what we’re talking about here.

Built to Last (written by both Collins and Porras) and Good to Great (written by Collins) have been described by The Economist as “the Harry Potters of management literature”. 

In fact, if you haven’t picked these two books up yet – head to Amazon and click the “Buy it Now” button. We’ll wait. 

Oh good, you’re back. Congratulations on the best purchase you’ve ever made. These books are the building blocks of creating an amazing company vision that will build your empire. Built to Last was a fixture on the BusinessWeek bestseller list for more than six years and Good to Great (which has been translated into 35 languages) was, in 2008, the bestselling business book of all time. OF. ALL. TIME! 

For this reason, Collins and Porras are now synonymous with all things company vision, ideology, values, purpose, and basically helping businesses figure out what they are doing and why they are doing it. 

Collins and Porras’ philosophy is a great place to begin the journey of strategic alignment within your company and creating a company vision, a unified focus and motivated people. 

Company core values

So, while you wait for your two-day shipping to arrive, here’s a rundown to get you started on discovering your company’s core ideology. 

CORE VALUES

What is it? Beliefs, principles or tenets that are absolutely non-negotiable within an organization. Typically, these are 3-5 values that are truly critical and important to your business – the things you couldn’t live without. 

Why does it matter? Core values matter because they don’t change regardless of situations or external justification. They keep your company grounded in what is truly important and help guide decision-making within the company. 

How do I know my core values? Typically, your core values are discovered, not decided. They can’t be created out of nothing because otherwise they are less authentic and lead to cynicism. To test whether a value is truly core, Collins suggests asking whether you would want your organization to stand for this value in 100 years and he even goes so far as to ask whether you would continue to hold this core value “even if at some point in time it became a competitive disadvantage”?

writing core values

For Example: Let’s look at SONY as an example for core values. Sony has three distinct core values:

1. Elevation of Japanese culture and national status 

2. Being a pioneer – not following others, doing the impossible

3. Encouraging individual ability and creativity. 

These are the things that they will never change regardless of whether Sony makes televisions or hoverboards. These are what the company is grounded in and what they are always using as guiding principles to make decisions. 

CORE PURPOSE

What is it?

Every company has a purpose, even if it’s not well articulated. This is the heartbeat of your organization. It’s the fundamental reason why you’re in business and why you do what you do.  This isn’t your product or service, but it’s a motivational purpose that grabs your soul. 

Why does it matter?

Your purpose is your guiding star, it’s something that is forever pursued but not actually ever reached. It determines the line by which all other decisions should be measured. 

How do I know my core purpose?

Again, your core purpose should come naturally and fundamental. It is discovered, not created. To determine your core purpose, Collins and Porras suggest asking questions such as:

·      How could we frame the purpose of this organization so that if you woke up tomorrow morning with enough money in the bank to retire, you would nevertheless keep working here?

·      When telling your children and/or other loved ones what you do for a living, would you feel proud in describing your work in terms of this purpose?

For Example: 

Let’s look at Sony again. Their core purpose is “to experience the joy of advancing and applying technology for the benefit of the public.” This is very different from their core values (elevating Japanese culture, being a pioneer and encouraging individual ability). But the two work together to create a core ideology of Sony, Inc. 

 Core Purpose + Core Values = Core Ideology

Let’s look at another example – Disney

Core Values of Disney: 

·      No cynicism 

·      Nurturing and promulgation of “wholesome American values” 

·      Creativity, dreams, and imagination

·      Fanatical attention to consistency and detail 

·      Preservation and control of the Disney magic.

That’s a lot of core values and it encompasses a lot of non-negotiable beliefs. On the other hand, their core purpose is very simple: 

Core Purpose: “To make people happy.” 

When their values and their purpose are combined, they created a company that is untouchable. 

Core Purpose + Core Values = Core Ideology

These two things define a company’s timeless character. It is the meaning and inspiration to the people inside the company. Most of the time, the general public never even knows the core purpose, values, or ideology of a company. BUT they will feel it. You can tell that Disney does things differently. Their attention to detail and their creativity is unmatched and well known. However, only the people within the organization need to commit to that ideology, the public just gets to benefit from it. 

Your core ideology often determines who works for your company and who doesn’t. You can’t impose new values on people, so the people within your organization should be predisposed to the same ideology you share.

For Collins and Porras, their vision framework is about preserving the core and still stimulating progress. It’s not either core or progress. The two elements work at full force, inextricably linked and working to create your future. 

Sources: 

Collins, J.C. (2002). Vision framework. Available as a PDF from Jim Collins’ website

Collins, J.C. & Porras, J.I. (1996). Building your company’s vision. Harvard Business Review

Reingold, J. & Underwood, R. (2004). Was “Built To Last” built to last? Fast Company

How to build Culture through COVID

zoom meetings

If anything could destroy your company culture, it was 2020. At first glance, it’s easy to see how the huge shift to remote work, closing the doors and extreme downsizing could demolish any positive culture you’ve worked to build in your business. However, ongoing analysis of 1.4 million employee-written reviews on Glassdoor, tells a very different story of the workplace amidst the 2020 pandemic. 

The truth is, 2020 might have been exactly what your company needed. 

An economic downturn can unravel the social norms that hold your company together. In the process of such an extreme change, it gives an opportunity for your true values to shine. According to the MIT Sloan Review, the average culture and values rating across the Culture 500 companies spiked during the early months of the COVID-19 pandemic in the U.S. In fact, April-August 2020 occupies the top five spots in culture and values ratings for the preceding five years.

How is it possible that people were actually happier with their company culture and values in the midst of wide spread lockdown, layoffs, and shift to remote work? Because companies realized the importance of positivity, flexibility, communication, and other values. 

clear communication

What’s Your Most Important Value? 

Above all the research and ratings for these 500 companies, one important theme stood out in the months of the pandemic. Employees of highly rated companies valued honest communication and transparency above anything else. In fact, they were 88% more likely to write positively about leaders’ honesty and transparency (46%). Employees also expressed more positive sentiment about transparency (42%) and communication (35%) in general. In late April 2020, MIT asked over 400 HR leaders an open-ended question about the most meaningful thing their organization did to support the transition to remote work during COVID-19. The top answer?  High-quality communication. In fact, many employees grew to trust their employer for information on the virus rather than government, news outlets, or social media. 

Your employees value their paycheck and their office space, but more than anything they value your honest and transparent communication. However, it’s rare to find “transparency” or “communication” on any list of company values. In an earlier study of the corporate value statements of more than 500 larger companies, only 12% listed transparency or communication among their official corporate values. Perhaps this works most of the time, but during times of crisis, the quality of communication is essential to maintaining your company culture. 

covid company culture

Creating a Virtual Company Culture

Other positive reviews on Glassdoor mentioned values like integrity, positive thinking, compliance with regulation, and fair treatment across employees. 

The top rated companies also did a much better job in addressing issues related to employee welfare. They helped employees balance work with family responsibilities, protected employees’ physical health and safety, and supported their mental well-being. 

With so many companies looking to rebuild in a new, changing, and more virtual world. How do you build a strong virtual company culture in 2021? Here are a few ideas to get you started: 

1. Keep the Communication clear 

Even after the initial crisis is over, understand the value of your communication and keep the transparency as much as possible. 

2. Hire the rebel. 

Look for those who are resilient, adaptable, and creative. You want to be able to leverage differences, and keep going when the world is turned upside down, which might mean you need to hire the positive changes you seek. 

3. Enhance Inclusivity 

Zoom meetings can offer a much-more-level playing field for employees in other locations. Expand meetings to include everyone. Some companies even began offering forums for all employees to listen and share what’s on their minds, answer questions, etc. 

zoom meetings

4. Model Your values. 

Company culture improves when you really show your values. If your company has a philanthropic side or a desire to serve the community. Now is the time to build on those values and model what you believe. 

5. Show Appreciation. 

It’s more important than ever to show your employees you appreciate them. Working through a pandemic is not for the faint of heart. Every industry has been affected. Show employee appreciation through creative means with any budget level you have. 

5. Pay attention to employees’ emotional, personal and working experience needs

Allow for opportunities to build relationships through virtual lunches, morning coffee meeting or informal phone calls. Pay attention to employees environments, families, and the overlap of both schooling and working from home. Check in with employees and be flexible along the way. 

6. Keep meetings short. 

Put a cap on virtual meetings to avoid hours of video calls all day long. Shorter meetings ensure greater focus and more effective problem solving. Many companies have set a 15-minute limit on meetings to reduce fatigue throughout the day. 

7. Celebrate

Don’t forget to acknowledge and celebrate things like birthdays, anniversaries, workiversaries, and achievements from your employees. Showing your interest and employee appreciation through these moments can encourage a company culture that cares about its people. 

8. Switch Up Onboarding

You may have new employees who have actually never met the other members of your staff in person. Reinvent your onboarding process. Get to know these new employees and help them to feel like they are a part of the team. This can go a long way to increase employee retention over time. 

Your company culture should be a million critical priority this year. Dig deeper than you have before. Look for creative ways to show your employees appreciation. Live your values and develop deeper company traditions. This is an ongoing process, a positive company culture is not simply “achieved”, it is built every single day and it’s always evolving. If you want to ensure you have a business that continues to thrive through unprecedented time, it begins with the core values at the foundation. Those values will not only help your business to survive but to actually thrive in the face of crisis. 

Source: 

https://everfi.com

https://www.mercer.com

https://sloanreview.mit.edu

https://hbr.org

21 Business Goals for 2021

social media goal

It didn’t take very long into 2020 for your big audacious goals to turn into something more like “survive, stay safe, and keep the business alive.” So far, 2021 is continuing the trend of uncertainty, but it’s time to come out from beneath the fear and panic of 2020 and start making some real plans. 

Many business owners didn’t even bother making goals for 2021 because there was too much unknown. By now, we understand that although this year may be unique, it’s not an excuse to lose focus on the biggest picture.

Here’s a list of 21 business goals perfect for 2021 Whether you’re looking to expand or simply regain stability, you can use these to grow your business to new heights this year. Pick 2-4 to focus on this year and break them down into quarterly, monthly and then weekly actionable items. 

office goals

1) Cut Costs  

This is usually at the top of the lists every year for every business. But if 2020 taught us anything, it’s that you don’t want to have any unnecessary company debt or overarching overhead. Make sure any costs you cut aren’t those that will come back to haunt you. 

2) Work on Your Website 

Online is king. If you don’t have valuable content marketing now is the time to get on the bandwagon. Work with a marketing team and give your website a refresh and create valuable content you can share on social media. 

3) Improve Customer Service  

This is one of those things that can always be improved. In 2020, we saw what happened when customers disappeared. Instead, this year focus on catering to those customers, gather feedback, change processes and make improvements to please the people that matter most. 

4) Review Your Finances  

Take a good hard look at how COVID-19 impacted your finances. Decide what you’ll do if you get shut down again and how you can recoup lost cost.

5) Increase Productivity  

Make sure this one is a goal, not a wish. Productivity is always nice, but transform this one into an actionable goal by making sure you have actionable plans in place to help increase productivity. (Don’t just hope your employees work harder.)

6) Decide What Changes to Keep 

2020 required all businesses to make some changes, but some of those might actually help you thrive into the future. Perhaps you implemented a new reservation system, outdoor seating, work from home opportunities, or reduced meetings, be intentional about your changes in 2021. 

7) Reduce Your Paper Use  

This is a great way to save money. We learned a lot of things in 2020, and how to eliminate paper waste was just one of them. Embrace a greater shift to digital to save money and boost productivity.   

8) Increase Market Share  

Any successful campaign to increase market share starts with good market research.   

9) Audit Your Marketing Activities  

See what you could do better this year to get customers in the door. Marketing is an essential business activity that we take for granted when things are going well. Perhaps consider a new or lower cost marketing strategy this year. 

10) Step Up Your Networking  

If you missed your annual conference, or networking event last year, make an effort to network individually this year. You can also research more virtual networking events for your industry and go from there.   

11) Research New Markets 

Perhaps you can take your current product or business and offer it in a different way or to a different market. If you can pivot rather than drown, it may save your company completely. 

12) Get on Social and Get Seen   

If you have been pretty quiet on social media, 2021 is the year to change that. Get out there and put your business where your customers will see it on the regular. If you already have social media, take stock of your analytics. Review your data for insights on engagement, and focus future efforts based on these insights.   

social media goal

13) Offer a New Employee Incentive  

If you’re hiring, offer new employee incentives like a referral program, additional PTO, paid lunches, etc. These are a great way to boost productivity and overall positivity in the workplace, no matter what happens in the future.

14) Boost Your Employer Brand  

Make this the year more people want to work for your organization. You can do this by taking care of your employees, offer flexible benefits and unique opportunities just to show you care. 

15) Develop a New Product  

Sure, this may sound scary, but adding a new product is one of the most successful things any company can do. Especially when we’re just getting to open the doors again, give people a reason to come back. 

16) Engage with Customers Personally 

Make sure your customers know that you appreciate their loyalty. Create relationships with those you see on a regular basis and give them an exceptional experience. 

17) Offer More Flexibility  

Help your employees manage this year by offering them more flexibility. Allow them the autonomy they may need to support their family needs and encourage creativity to meet company goals. 

18) Address Staffing Needs  

Look at your current staffing needs with a fresh pair of eyes. Do you have too many employees? Do you need to add to your team? Be clear about your goals so you can ensure you’re being as efficient as possible.

19) Connect to the Community  

We’ve all been through a lot this last year, step into your community and look for ways you can contribute through community outreach efforts. 

20) Provide Customer Resources   

Just as it’s important to be flexible with your employees, be flexible with your customers as well. Offer more payment plan options, layaway, or lower cost alternatives to help meet them where they are with limited budgets this year. 

21) Address Mental Health Concerns 

Make sure your head is in the right place, and you’re paying attention to the mental health of your employees so you’re ready to tackle 2021 with optimism and renewed energy. 

https://www.entrepreneur.com

www.nsc-tech.com

ONE ON ONE MEETINGS THAT DON’T SUCK

meetings with boss

Managers and employees often are reluctant to actually schedule a one-on-one meeting and it’s easy to see why. Some managers are not comfortable dealing with one-on-ones while employees see them as punishment or ineffective. So, what’s the point? And is it worth the time? We say absolutely, positively yes. 

There are a thousand statistics and reasons why a one on one meeting should be on your monthly to-do list, but we can sum it up in one word: connection.  

One on ones meetings are critical for managers to build productive working relationships with each member of the team. It is a way to provide an uninterrupted private time to talk about project status and personalized feedback and mentoring. Research has shown that focusing on building a relationship with your direct reports can actually change their brain to be more open to new ideas and innovation. 

If you’ve never had a one-on-one with your employees, or it’s been a while, here’s a quick guide to get you started on the right path. 

one on one meetings

Know the purpose: 

This is not a performance review or a disciplinary meeting, this is a chance for connection. The purpose is to understand the individual needs of each of your staff. Know what they like, dislike, where their interests are and what they care about. One-on-ones can help in gaining insight about their perspective on the company and the work that they are involved in. 

Create a Schedule: 

Regular one-on-one meetings will remind your employees they are part an important part of organization. Set a realistic schedule and stick with. Keep your meetings as consistent as possible. Do not cancel meetings according to your mood. Post the schedule so everyone knows when their turn is and they aren’t surprised when they get called into your office.

Prepare, but don’t have an agenda  

As the leader, prepare for this meeting as you would any other. Make a list of topics that you want to discuss, but this is about your team members having the opportunity to bring their concerns and questions to you as well. You may want to have a loose outline in case your employees don’t have much to say, but the goal is to have a free-flowing discussion.  Here’s a very simple 4-step outline that can help get the ball rolling: 

meetings with boss

·      Step 1: Start With Excitement 

Ask them what they are working on right now, what they are excited about, what tasks they prefer doing, etc. This gives you the chance to assess their current workload and assess their level of motivation. To get the most of your one on ones ask them about their interests and if they actually enjoy what they are doing. This allows you to efficiently allocate employee resources and use everyone’s skills and talents.

·      Step 2: Ask For Their Feedback, Don’t Give Them Yours 

This is your opportunity to listen and learn. Ask how you can be a better leader without getting defensive or critical. For example: 

o   Is there anything I can do to help employees be more successful?

o   What are the challenges you face at work?

o   How are the team members working with each other?

o   What is the best and worst part of your job?

o   What do you think about the new plan that we discussed?

o   What would you want to do for making work fun?

o   What change you want in the organization?

o   Ask them what you can do to help make their job easier. 

·      Step 3: Give Them The Opportunity To Speak Privately

Ask them if they have anything else they’d like to speak about privately. This may give them the opportunity to share personal information with you that may provide valuable insight into the lives of your employees. 

·      Step 4: Express Gratitude

It does not always take expensive gifts to show your employees you appreciate them. Simply tell them. Employees thrive at work when they know their efforts are meaningful and their contributions have meaning. Tell them how important they are for your organization, talk about something they’re doing well, be specific rather than a general, “oh yeah – thanks for all you do”. When you share with your employees your gratitude, they will never forget you and will return to you many times. 

DO’S AND DON’TS OF ONE-ON-ONE MEETINGS: 

Do: 

Be present and positive

Do not take these meetings as just another item to tick off on your to-do list. Consider it as a precious moment for making a connection. Turn off your phone and be fully present with just one person for a few minutes. Give them your full attention and drive the conversation with positivity. More positive the things turn, the more will they be inspired and productive. 

Mix Up the Location

Whenever possible, get outside of the conference room or the office. Consider walking while you talk – go outside, grab a cup of coffee or a snack in the afternoon. A change in the environment will often invigorate the discussion and allow for you both to speak your mind in a more casual environment.

Coach

Back in 2008, Google launched Project Oxygen, to determine what makes a manager great. They found 8 common behaviors among top performing managers. The number one behavior was being a good coach. This is not someone who is critical or demanding, but instead someone willing to mentor and help. Use your one-on-one as an opportunity to coach, not to reprimand. 

Respond with Action: Walk away with a definitive plan and next steps to take so that in your next meeting so that neither of you is in doubt as to what is happening next.

meeting online

DON’T: 

Blame

Constructive feedback is OK, blame is not. Your employees will speak up only when they know they won’t get in trouble. Playing the blame game will close down communication very quickly and ensure nothing useful will be derived from the meeting.  

Cut it short

It can be tempting to cut the meeting short if there’s work to get back to and your employee seems resistant to the conversation. Resist this temptation and take advantage of the time. Even if it’s a rather quiet walk, finish the walk – open up yourself about obstacles you’re facing and perhaps they’ll be more willing to open up as well. 

Gossip

You might be tempted to use this time to gossip about office politics. Avoid doing this at all costs. This only spreads negativity and leave a bad impression. Don’t get into the mud, keep the conversation pointed in a positive direction. 

Drag it out

We don’t want to cut the meeting short, but there’s no reason to make it drag on either. Try to keep each one-on-one to 30 minutes.  Split the time so that both of you are able to share your messages and be listened to. Take five minutes at the end to decide your action items moving forward and finish up. If they are consistently taking longer than 30 minutes, you may need to schedule them more often. Some prefer a monthly check-in, while others think weekly is best. Decide what works for you and what schedule is most effective.

With these guidelines, you can really drive meaningful positive change in the lives of your employees. Consistent one-on-one meetings allows the relationship between managers and their direct reports to continually grow and develop through meaningful connection. 

Sources:

payscale.com

Untapped the Creativity You Hired

creative employees
How to find the talent and creativity in your existing employees

One of your biggest company assets is creative employees. The creativity from top employees allows your company to innovate, build, expand and grow in new ways. This is why employers pay millions to recruit top talent.

However, you might be missing the bigger picture.  No matter how creative an organization’s workforce might be, if employees are unwilling to speak up and express their innovative ideas to the organization’s leaders, that creativity remains an untapped resource. 

Luckily, there are steps both leaders and employees can take to use the creativity that is there, empower the employees you have and create new ideas that will change the world.

For Leaders:

If you are wanting your employees to contribute and be willing to come forward and share their best ideas, create an environment to foster that. Sometimes the best thing to do is lead the way yourself. 

employer listening to employee

1. Ask

Research shows one of the primary reasons employees refrain from speaking up is because they don’t believe their leader wants to hear their concerns or suggestions. So, start by asking. Ask for thoughts or suggestions to help the organization grow and succeed. Ask for new ideas for marketing, giveaways, or customer service. This shows that you value their input and are an active leader, engaged in growing the company. 

2. Praise (and reward)

It’s about fostering an environment where it’s safe to speak up, take risks, and promote ideas. Openly recognize and commend those employees who do come to you with ideas and suggestions. When employees see other members of the work group safely voicing their opinions, they are more likely to do the same. You can even go as far as to make creativity a contest or offer employee recognition gifts for ideas that are implemented company-wide. It’s not called bribery, it’s called motivation.  

3. Provide Resources

Some of the best ways to make sure your employees are equipped to contribute their own innovative ideas is to regularly share relevant information with them. Let them know what is going on and what direction the company is headed. Allow them opportunities for increased responsibility, a place at the “big kids table”, experience gifts to expand their skills, and the ability to think outside of their normal day-to-day responsibilities. 

give resources to employees

4. Allow Them to Struggle 

When an employee presents an idea that isn’t fully developed, don’t take it over and solve it for them (thus turning it into your idea). Let them wrestle with it, and bring it to you when they’ve worked out the kinks. Push them to figure out how to get what they need—on their own.

5. Create a Mentorship Program 

There’s lots of ways to mix individuals from different parts of the company and create a more creative culture. Perhaps you start a book club where you read a book on marketing or management and then discuss. Maybe you team up individuals for a task that don’t usually work together or ask several members of leadership to mentor new employees. Whatever you choose, find opportunities for your employees to get outside their comfort zone and learn from one another.

For Employees:

1. Seek out opportunities for growth

If you want to be a leader, you must find opportunities to lead. Look for opportunities for problem-solving, communication and persuasion. Volunteer to take on additional responsibility when it’s available, especially those that will increase your ability to build a relationship with your leader.

2. It’s not what you say, it’s how you say it 

Don’t hastily pitch a radical idea and then get upset that you’re not being taken seriously. Instead, start small. Research shows that people are much more willing to comply with a large request if an initial, smaller request is made first (also known as the foot-in-the-door technique). Break down your idea into more easily digestible suggestions that can be implemented in stages. 

3. Develop resilience

Even in an environment where creativity is fostered, not all of your ideas will be implemented. You must have thick skin when your idea wasn’t as practical, feasible or brilliant as you originally thought. Rejection and resilience is part of the creative process. In order to get a few good ideas, you’re likely going to have some terrible ones first.  

4. Learn how to Network

Stop dreading networking events, and embrace them. Learn who the creative minds of your industry are and go talk to them, learn from them, and create a connection. These are key skills for leaders at any level, but can be important when you need a brainstorming buddy or a sounding board for a new idea. 

Give (and take) Ownership 

Sure, you teach your employees how to make smart, informed decisions. But if you still require that they run every idea by you before they’re allowed to make a move, you just destroyed the empowerment you worked so hard to create. 

Office creativity won’t come unless your employees feel like they are a trusted, valued, and impactful part of the company. This starts with trusting your employees and giving them authority to make decisions. It also requires those employees to take ownership of their choices, own the failures, and fix their own messes if necessary. 

When you make your employees feel like an integral part of the company, they will naturally rise to the occasion and emerge as creative leaders.

Sources: 

https://journals.aom.org

https://www.entrepreneur.com

https://www.themuse.com

How To Measure AND Boost Employee Satisfaction

employee retention

Satisfied employees are people who are excited to come to work, motivated to do a good job, and open to changes and collaboration. However, this is sort of the unicorn of employees. In fact, only 40% of employees are happy with their job. The other 60 percent are showing up because they have to, looking for something better, or doing the bare minimum. 

This is a BIG problem.

When your employees love coming to work, you get a happier staff. You get a motivated team who is more productive, has fewer absent days, better collaboration, and will stick with you for the long haul. Ultimately, satisfied employees make your company grow into the best place it can be. Oh, and the best benefit, your employee retention is high. They say for years, perfecting their skill and thinking deeper.

But how do you measure employee satisfaction? How do you boost the bad days and make improvements? That’s where we come in. 

Measuring Employee Satisfaction 

First, you have to know where you are in order to know where you need to go. We must first measure current employee satisfaction and keep this measurement going on a consistent basis. Here’s a few ideas to get you started: 

Hold 1-on-1 conversations 

This is the best way to see how the individuals are doing both in and out of the office. Enter this conversion seeking to understand your employee, not to change their opinion. JUST LISTEN! Follow up with them later, once you have had time to consider any changes that may or may not need to be made.

Post a survey on a regular basis. 

Surveys also help you get quantitative data that is completely honest and anonymous. To help you gage how you’re doing instantly.

Do some research

Stay informed of current salaries in your area or industry, make sure your benefits are competitive and look into what you can do to go above and beyond for your employees. Offer employee experience gifts or employee rewards that are unique and actually useful rather than the age-old pen or certificate no one wants. 

employee satisfaction

Boosting Employee Satisfaction

Once you have a good idea of the current level of contentment at your company, the real work begins. Commit to improve your employee’s satisfaction and support their careers.  By using the following tips, your employee retention will soar, productivity will increase, and your company will thrive.

Start In-House 

Think about the simple things you can do in-house to boost the mundane of everyday work. Hosting fun events, have a food truck show up for lunch, hire a local car detailer to detail the vehicles in the parking lot while they work. A little employee gift can go a really long way and doesn’t have to break the bank. 

Encourage Traditions 

Sure, the company summer barbeque is fun but get a little more creative in your company traditions. Volunteer at a community event, create unique “company holidays” of your own, allow your employees a day off or a unique employee gift on their work anniversary. 

Host an Annual Awards Ceremony

By treating your best employees to a yearly bash on the boss’s dime, you’ll encourage generosity, inspire performance, and incite a little competition. This is a great opportunity to give unique employee gifts and showcase the talents of your team. 

Help Them Help You. 

Give your people the freedom to get creative, to come up with their own ideas and run with them. This can be difficult to do if you like to keep a strong sense of control, but it can pay off in the long run. 

employee retention

Let Employees Vent

Amy Balliett, of Killer Infographics, points out that not every employee is comfortable speaking up.  That’s why she uses software called TinyPulse which lets her employees let her know when things are off, anonymously.  “It keeps it from something that will fester.  Festering makes an angry employee who will leave.”

Get a Mascot

This lighthearted mood-booster can be easy to adopt in any office. Choose a mascot (or let the employees vote) Whether it’s a goldfish, a stuffed animal, a concrete lion, or even a robotic BB-8, it really doesn’t matter. Having something iconic that can roam around from department to department to boost performance is a way to keep spirits up and create a little healthy rivalry.

Take care of the family

Your employees are working to provide for their families, support that effort. Pay attention to whose kid is going to the football championship, whose wife just had a baby, or who has a parent in the hospital. Acknowledge these, and offer things like a house cleaning service, childcare, or meal delivery to support your employee when they get home. 

Give Personalized Gifts

Take a moment to find out what the individual is “into.”  It could be cars, wine/beer, concerts, video games, anything really.  Then tailor an employee reward just for them.  A bottle of the best, tickets to a local concert, a massage after work, a gym membership or even just the next book in the trilogy they’re reading. It’s the personalization that matters. 

Attack the Real Issues

Employees can get on fine without snacks and parties, but they suffer when they feel they are undervalued, underpaid, and overworked. You can’t cover real problems up with a pizza party. If employees feel overworked, to find a way to create a more balanced workload. If they feel underpaid, figure out a plan to increase salaries. Acknowledge their concerns and find a way to make it right or you’ll lose out on your biggest assets. 

You may need to make large changes to improve employee satisfaction. Don’t be afraid to take risks to make it happen.

Bring in a Consultant

You’re a leader, not a mind reader. If you can tell there’s a problem but are lost on how to fix it, company psychologists and executive coaches can see things you can’t– and it might be worth bringing in back-up help. They can host a workshop for your company, take surveys, and help you come up with a plan for improvement. 

As a leader and manager, it’s on you to work to improve employee satisfaction. You need buy-in from your team to make real change. Make it light and positive, remind your employees that you’re doing this so you can create a better place to work. Ask for sincere honesty and participation to make the process easier. Ultimately, you’ll create a better work environment for them – and you’ll probably enjoy your job a whole lot more as well. 

Sources:

https://wheniwork.com

https://www.shrm.org

https://blog.hubstaff.com

https://www.gallup.com

Turning Resignation into Retention

retain employees

Americans tend to work longer hours and more days than any other culture in the world. Still, employee retention is a constant struggle. Today’s workforce isn’t interested in just getting a paycheck. They want to experience something more, and they are willing to make the sacrifice to get it. Simply having a job is no longer enough, your employees want to know that they are valued, appreciated, and making a difference in the world. Nobody wants to go to a job only to feel worse about themselves when they get there. 

Approximately 3 million U.S. workers leave their job each month. Yes, every single month 3 million people are leaving their company to find something different, something better, something more. If a job isn’t giving them the validation, appreciation, and motivation that they are looking for – they will leave and find somewhere that does. Sometimes turnover is unavoidable, (in fact, 80% of turnover is due to poor hiring) but some turnover can be avoided by changing your company culture to one focused on employee retention and support. 

retain employees

When an employee feels like their company cares about them, it is a game-changer. A positive work environment leads to decreased stress levels, an increase in confidence, and an increase in employee retention for the company. An impressive 55% of workers said that if they feel their employer cares about their well-being, they would want to stay at that company for 10 years or more. Simply put, take care of your people and they will take care of you.

So where do you start and how to you turn those resignation letters into retention numbers? We have a few ideas to get you started:

1. Start with Recognition 

This is the first step in employee retention. A little recognition can make a big difference, especially when it’s immediate and sincere. Employees need to know their efforts are recognized and valued. In fact, according to an analysis by Gallup, more than 80 percent of employees included in the analysis say recognition motivates work performance. In that same study, Gallup found employees who do not feel adequately recognized are twice as likely to quit. This doesn’t require any addition budget, planning, or time. It only requires you to look for the good that your employees are doing and acknowledge it when you see it. It sounds so simple, but doesn’t happen as often as it should. This is a great place to start changing the company culture and turning more resignations into retentions.

  • Simple Ways to Increase Recognition:
    • Send out a companywide or teamwide email to congratulate an employee for a job well done.
    • Always be willing to take the blame and deliver credit to someone else. 
    • Look for the good throughout the day and point it out when you find it. 
    • Compile a list of wins across the company to highlight at your next company meeting.
    • Spend a few minutes at the top of each meeting recognizing the good before diving into company problems or plans. 

2. Building Trust

retention

Appreciating your employees and recognizing their contributes builds trust and increases employee retention. Trust increases employee retention. It is imperative to have employees that trust in their leadership and in the company as a whole. In his book Trust Factor, Harvard Researcher Paul J. Zak states that compared with employees at low-trust companies, those at high-trust companies report 50% higher productivity, 13% fewer sick days, 76% more engagement and 40% less burnout.

  • Simple Ways to Build Trust:
    • Grab a coffee with your employees to discuss their unique goals so they know you’re invested in their personal and professional success. 
    • Keep as much transparency as possible with your team at all times to keep them in the loop about what is going on at work. 
    • Keep your office door open. 
    • Don’t play favorites and avoid badmouthing others at all costs. 

3. Increase Engagement 

Employees need to feel valued, recognized and know that their role has real meaning. nobody wants to feel like they are working a dead-end job that is useless and without any meaning. Increased engagement and meaningful contribution can be directly tied to a deep connection and sense of purpose at work. When you have engaged employees who feel like they’re making a real impact on the business, they also feel more valued and your employee retention increases. Employees who see the results of their hard work and are reminded just how important their work is, ultimately work harder to reap further rewards. In turn, this drastically effects employee retention. Studies show when employees feel supported by their employer, they’re 17 percent more likely to still be there in a year. There’s no reason to leave when they feel like they are engaged in making a difference.

  • Simple Ways to Increase Engagement
    • Design jobs that are fulfilling and provide ongoing support.
    • Offer growth opportunities to increase their skills. 
    • Put one or two less experienced employees on a big project or involve them in strategic decisions whenever possible. 

4. Show Appreciation and Put Your People First 

In a study conducted by Harvard Business School, researchers found that workers are distressed when managers don’t say thank you or express appreciation for their work. Recognition for achievements doesn’t have to be complicated. Sometimes it’s the simple gestures for doing well that reinforces employees’ accomplishments and motivates them to do more. This is a very simple step that can significantly increase employee retention. It’s important to note that this is separate from simply recognizing their efforts. Showing your appreciation is more about doing something for your employees, putting action behind your words of recognition.

employee appreciation
  • Simple ways to show appreciation: 
    • Encourage employees to take an extra-long lunch break
    • Offer work-from-home days
    • Encourage and support personal or professional development
    • Offer a free financial session or yoga class with a professional. 
    • Make home services like meal delivery, house cleaning or pet sitting available for employees. 

Your employees are the bedrock of your company’s success. Better employees mean better business. While your customers need to believe in your products or services, your employees need to believe in YOU and in each other. If you are looking for ways to turn resignation into retention, this is a great place to start. Cut down on costly turnover and increase employee retention and create a team you can build an empire with. 

https://blog.bonus.ly

https://builtin.com