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Digg it UP - Can't Keep Good People? Probably Your Own Fault!
You're young, keen and 21. You may have just left training college or university. You feel you could rule the world and you have the answers to all the unasked questions. On top of that, you have an interview coming up soon, a permanent job on the horizon offering good pay, good perks and pretty good prospects. All that money and security, what more could anyone want as a starter?It is 15, maybe 20 years later and, yes, you did get that wonderful job
• 79% didn’t feel appreciated
• 74% burned out
• 71% balancing work and life issues too difficult
• 62% conflicts with supervisor or co-workers
Get the picture? Notice that, as a
Believe it or not there are lots of employment opportunities in auto detailing and this is a career as it is the type of business you can learn as you work. It only take a few months and you can go from an apprentice to a seasoned of veteran of the industry in a busy detail shop.Many people who work in the auto detailing business are actually independent contractors and they get paid for every car they do and the shop deals with a customer and cuts t
Maybe you think you’re not offering enough money, or your healthcare benefits aren’t very competitive? Perhaps available parking spaces are too far from the front door.
Sorry, Bunkie: According to surveys, it’s not likely any of those things. Instead, the problem may be a lot closer to home, that is to say, you, the departing soul’s manager. It seems that the most prevalent reasons given by professionals for leaving one job for another fall entirely within the accountability of… drum roll… the ex-boss!
Here’s what I mean, as evidenced by this list of employees’ “leading reasons” for changing a job from a survey by the Society of Human Resource Management:
• 89% offered higher salary elsewhere
• 85% didn't see enough career development potential
• 79% didn’t feel appreciated
• 74% burned out
• 71% balancing work and life issues too difficult
• 62% conflicts with supervisor or co-workers
Get the picture? Notice that, as a
I have the privileges of having a few multi-millionaire friends whom I can mix with. This helps me stay up to date with the happenings in their businesses and how they deal with them. By networking with multi-millionaires, I have put myself in a position to help myself get there as well. I can see and hear how they do what they do to make millions of dollars every year. I can observe their actions and behaviors, as well as their thought processes. I can tap
Sorry, Bunkie: According to surveys, it’s not likely any of those things. Instead, the problem may be a lot closer to home, that is to say, you, the departing soul’s manager. It seems that the most prevalent reasons given by professionals for leaving one job for another fall entirely within the accountability of… drum roll… the ex-boss!
Here’s what I mean, as evidenced by this list of employees’ “leading reasons” for changing a job from a survey by the Society of Human Resource Management:
• 89% offered higher salary elsewhere
• 85% didn't see enough career development potential
• 79% didn’t feel appreciated
• 74% burned out
• 71% balancing work and life issues too difficult
• 62% conflicts with supervisor or co-workers
Get the picture? Notice that, as a
When it comes to a driver's success throughout his or her career there will always be one factor that will stand out time and time again above all else...more important than the equipment you drive, more important than the freight you haul, and even more important than the company you were working for. The biggest factor in the level of success and happiness a driver will find will without a doubt be your dispatcher. Everything in trucking begins and ends r
Here’s what I mean, as evidenced by this list of employees’ “leading reasons” for changing a job from a survey by the Society of Human Resource Management:
• 89% offered higher salary elsewhere
• 85% didn't see enough career development potential
• 79% didn’t feel appreciated
• 74% burned out
• 71% balancing work and life issues too difficult
• 62% conflicts with supervisor or co-workers
Get the picture? Notice that, as a
When is my box going to be delivered to me? This is a common question fielded by The UPS Store employees. The fact is that The UPS Store locations have nothing to do with delivering packages. Their role in the UPS system is to facilitate shipping.The local hub facility is responsible for delivering packages to the local area. They receive tractor trailer loads of packages to be sorted and loaded onto trucks throughout the night so that when the drive
Here’s what I mean, as evidenced by this list of employees’ “leading reasons” for changing a job from a survey by the Society of Human Resource Management:
• 89% offered higher salary elsewhere
• 85% didn't see enough career development potential
• 79% didn’t feel appreciated
• 74% burned out
• 71% balancing work and life issues too difficult
• 62% conflicts with supervisor or co-workers
Get the picture? Notice that, as a
I ran across an interesting article the other day originally published in a newspaper in Danbury, CT and posted on their online news feed at newstimeslive.com.The article deals with the practice of including address labels used by some charities as a part of their annual appeals. The writer, Fred Lucas, found that there is more criticism of the practice than there is support. Donors may send in a small donation more because of a sense of obligation
• 79% didn’t feel appreciated
• 74% burned out
• 71% balancing work and life issues too difficult
• 62% conflicts with supervisor or co-workers
Get the picture? Notice that, as a manager, you possess control over practically EVERYTHING on the list. Only the first may be out of your control, though you have either authority or influence on that one too. You may not, however, see your own job quite that way. And therein lies your basic rub.
Managers who do define themselves as something more than just 5-star generals may in fact view this list as an apt description of what they currently do. Nurturers, coaches, orchestrators, career counselors—bosses who incorporate all these roles into their mandate probably experience the sting of employees leaving much less often than blood-and-guts command-and-controllers.
Studies over the years have shown repeatedly that the best-run companies, i.e., most profitable, routinely pay attention to employee wants, needs and feelings. The annual Fortune “Best –Companies” lists are rife with firms that behave this way. Given this reality, your firm (and you) should too.
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How to Terminate an Employee and Live to Tell the Tale
Creating Customer Service Excellence
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