e customer to be served with the best results humanly possible, a more modern approach to the theory of customer satisfaction must be realized which is that the customer should not come first; the employee should. Therein in itself is one of the most successful ways to attract a good employee.

When a business puts its employees first, many things can happen. To begin with, the employee is happy. If the employee is happy, the service that the employee provides to the customer will be far more outstanding than if he or she were not happy. If the service is outstanding, the customer will be happy and that only spells successful results for the business.

This does not mean that an employer must wait hand and foot on the employee. No, it simply means that careful consideration to what an employee thinks,

Hiring good employees is not only important to business, it’s essential. Employees are the heart and soul of a business; they are the mechanism that makes a business run; they are the breath of life that enables a business to be something more than an idea. A business cannot run unless someone (employees, in this case) is doing the work. Any intelligent business owner should want good employees.

EMPLOYERS NOT THE ONLY ONES TO FEEL THE EFFECT

Bad employees not only affect an employer by driving down sales, costing the company unwanted expenses due to negligence or simple lack of motivation, etc, but they affect the customer as well. Of course, once a customer has experienced a bad employee, it automatically affects the employer in obvious ways. Although this seems like common sense to most people, it is uncanny how most employers will overlook this fact, whether it’s because of time constraints to effectively deal with the problem or lack of better judgment. Whatever the case, it is a fact that sales get driven down and production slowed for a reason. That reason could very well be because of the customer’s lack of satisfaction with whatever service he or she had received and that lack of satisfaction stems from bad employees.

FIND THE RIGHT PEOPLE TO START WITH

This is one of the most important things you, as an employer, can do. Getting the right people into your company to start with gets things moving in the right direction at the very beginning.

According to Chairman and CEO, Hal F. Rosenbluth, and Consultant, Diane McFerrin Peters, of Rosenbluth International, the third-largest travel management company in the world, “Most of us choose our spouse with care and rear our children with nurturing and compassionate attention. Yet, we tend to select the people who will join our company on the basis of an interview or two, and once they have joined, they often find that they must fend for themselves.

This contrast illustrates the disparity between the environments of family and work. But, given the amount of time we must spend at work, wouldn’t we all be happier if we took as much care at the office as at home to create a supportive environment? Wouldn’t we also be far more successful?” (28).

The answer is yes.

THE CUSTOMER DOES NOT COME FIRST

It’s important to remember that if you want quality employees, your company must be of the same caliber. If you expect to attract an employee who thrives to be as dedicated to the business as possible, doing more than what is expected, and putting forth 110% without any consideration being given to the employee’s personal needs, thoughts, and desires, you are truly fooling yourself. And, eventually, your business will suffer for it.

It’s obvious to most, by now, that benefits and perks play a large part in attracting employees. I need not explain the many benefits that a company should make available to attract a good employee because it should be common sense to most, by now. I will say, however, that attaining a good employee must go much farther than just having a great set of benefits. After all, does a wonderful benefits package actually attract only good employees? Of course not. There must be more to it than that.

For the customer to be served with the best results humanly possible, a more modern approach to the theory of customer satisfaction must be realized which is that the customer should not come first; the employee should. Therein in itself is one of the most successful ways to attract a good employee.

When a business puts its employees first, many things can happen. To begin with, the employee is happy. If the employee is happy, the service that the employee provides to the customer will be far more outstanding than if he or she were not happy. If the service is outstanding, the customer will be happy and that only spells successful results for the business.

This does not mean that an employer must wait hand and foot on the employee. No, it simply means that careful consideration to what an employee thinks,

is uncanny how most employers will overlook this fact, whether it’s because of time constraints to effectively deal with the problem or lack of better judgment. Whatever the case, it is a fact that sales get driven down and production slowed for a reason. That reason could very well be because of the customer’s lack of satisfaction with whatever service he or she had received and that lack of satisfaction stems from bad employees.

FIND THE RIGHT PEOPLE TO START WITH

This is one of the most important things you, as an employer, can do. Getting the right people into your company to start with gets things moving in the right direction at the very beginning.

According to Chairman and CEO, Hal F. Rosenbluth, and Consultant, Diane McFerrin Peters, of Rosenbluth International, the third-largest travel management company in the world, “Most of us choose our spouse with care and rear our children with nurturing and compassionate attention. Yet, we tend to select the people who will join our company on the basis of an interview or two, and once they have joined, they often find that they must fend for themselves.

This contrast illustrates the disparity between the environments of family and work. But, given the amount of time we must spend at work, wouldn’t we all be happier if we took as much care at the office as at home to create a supportive environment? Wouldn’t we also be far more successful?” (28).

The answer is yes.

THE CUSTOMER DOES NOT COME FIRST

It’s important to remember that if you want quality employees, your company must be of the same caliber. If you expect to attract an employee who thrives to be as dedicated to the business as possible, doing more than what is expected, and putting forth 110% without any consideration being given to the employee’s personal needs, thoughts, and desires, you are truly fooling yourself. And, eventually, your business will suffer for it.

It’s obvious to most, by now, that benefits and perks play a large part in attracting employees. I need not explain the many benefits that a company should make available to attract a good employee because it should be common sense to most, by now. I will say, however, that attaining a good employee must go much farther than just having a great set of benefits. After all, does a wonderful benefits package actually attract only good employees? Of course not. There must be more to it than that.

For the customer to be served with the best results humanly possible, a more modern approach to the theory of customer satisfaction must be realized which is that the customer should not come first; the employee should. Therein in itself is one of the most successful ways to attract a good employee.

When a business puts its employees first, many things can happen. To begin with, the employee is happy. If the employee is happy, the service that the employee provides to the customer will be far more outstanding than if he or she were not happy. If the service is outstanding, the customer will be happy and that only spells successful results for the business.

This does not mean that an employer must wait hand and foot on the employee. No, it simply means that careful consideration to what an employee thinks,

el management company in the world, “Most of us choose our spouse with care and rear our children with nurturing and compassionate attention. Yet, we tend to select the people who will join our company on the basis of an interview or two, and once they have joined, they often find that they must fend for themselves.

This contrast illustrates the disparity between the environments of family and work. But, given the amount of time we must spend at work, wouldn’t we all be happier if we took as much care at the office as at home to create a supportive environment? Wouldn’t we also be far more successful?” (28).

The answer is yes.

THE CUSTOMER DOES NOT COME FIRST

It’s important to remember that if you want quality employees, your company must be of the same caliber. If you expect to attract an employee who thrives to be as dedicated to the business as possible, doing more than what is expected, and putting forth 110% without any consideration being given to the employee’s personal needs, thoughts, and desires, you are truly fooling yourself. And, eventually, your business will suffer for it.

It’s obvious to most, by now, that benefits and perks play a large part in attracting employees. I need not explain the many benefits that a company should make available to attract a good employee because it should be common sense to most, by now. I will say, however, that attaining a good employee must go much farther than just having a great set of benefits. After all, does a wonderful benefits package actually attract only good employees? Of course not. There must be more to it than that.

For the customer to be served with the best results humanly possible, a more modern approach to the theory of customer satisfaction must be realized which is that the customer should not come first; the employee should. Therein in itself is one of the most successful ways to attract a good employee.

When a business puts its employees first, many things can happen. To begin with, the employee is happy. If the employee is happy, the service that the employee provides to the customer will be far more outstanding than if he or she were not happy. If the service is outstanding, the customer will be happy and that only spells successful results for the business.

This does not mean that an employer must wait hand and foot on the employee. No, it simply means that careful consideration to what an employee thinks,

n employee who thrives to be as dedicated to the business as possible, doing more than what is expected, and putting forth 110% without any consideration being given to the employee’s personal needs, thoughts, and desires, you are truly fooling yourself. And, eventually, your business will suffer for it.

It’s obvious to most, by now, that benefits and perks play a large part in attracting employees. I need not explain the many benefits that a company should make available to attract a good employee because it should be common sense to most, by now. I will say, however, that attaining a good employee must go much farther than just having a great set of benefits. After all, does a wonderful benefits package actually attract only good employees? Of course not. There must be more to it than that.

For the customer to be served with the best results humanly possible, a more modern approach to the theory of customer satisfaction must be realized which is that the customer should not come first; the employee should. Therein in itself is one of the most successful ways to attract a good employee.

When a business puts its employees first, many things can happen. To begin with, the employee is happy. If the employee is happy, the service that the employee provides to the customer will be far more outstanding than if he or she were not happy. If the service is outstanding, the customer will be happy and that only spells successful results for the business.

This does not mean that an employer must wait hand and foot on the employee. No, it simply means that careful consideration to what an employee thinks,

e customer to be served with the best results humanly possible, a more modern approach to the theory of customer satisfaction must be realized which is that the customer should not come first; the employee should. Therein in itself is one of the most successful ways to attract a good employee.

When a business puts its employees first, many things can happen. To begin with, the employee is happy. If the employee is happy, the service that the employee provides to the customer will be far more outstanding than if he or she were not happy. If the service is outstanding, the customer will be happy and that only spells successful results for the business.

This does not mean that an employer must wait hand and foot on the employee. No, it simply means that careful consideration to what an employee thinks, wants, and suggests should be considered. Do not treat an employee as if he or she is a factory robot working on a clock. Treat them as people. Treat them with respect by talking to them as people and not “talking down to them” as “employees”. In fact, a good idea would be to remove the term “employee” all together. One successful company I know of refers to its employees as “associates”, thereby empowering their “associates” with a feeling of more respect and purpose.

EMPLOYEE LEADERSHIP AND FLEXIBILITY A MUST

An open, friendly atmosphere is a must in a workplace. Micro managing, as most already are aware of, is frowned upon. This is for a reason. When a work environment is open enough for all employees to contribute and offer ideas and suggestions, without ridicule or negative response, this sparks creativity in an employee and, again, empowers them to contribute more to the business. If everyone feels as though they are a part of the leadership process and not just a worker bee, they will have a satisfying feeling that can go a long way. Micro managing completely kills this system.

An employer must be flexible. Does there really need to be a rigid schedule? Does lunchtime really need to take place at a specific time? Who actually needs a clock to tell them when they are hungry? This line of thinking is what is needed in every faucet of business, as simple as it seems. It makes an employee feel more like a human; it makes them feel as though the business respects them as a person and will put them first. Once that consideration is instilled in an employee’s mind, there isn’t anything that he or she wouldn’t do for a business. And, when a person looks forward to waking up in the morning to begin working in a place where they feel management gives them respect and thinks highly of them, they will put forth the effort to show appreciation.

HIRE NICE PEOPLE

Experience and degrees are great ways of measuring employees’ qualifications and potential…but ask yourself, are they nice people? A person can be the most qualified, educated, and experienced possible employee on the planet but if they have the personality of a wet paper bag or of a caged wolverine, it’s guaranteed they’re not going to do much for your business. Those that have to work with them will be disgruntled on a daily bases and begin putting out a poor performance. The customers that receive service from them will be unhappy and I need not say what happens after that.

Hire nice people. Nice people can do wonders for a business. Sound picky? It is. But, when it comes to your business, can you afford not to be picky?

A nice person can learn anything. Nice people are pleasant to be around and are easy to teach. They are notoriously quick to learn. So, even if your nice person does not have the skill set that you are looking for, one might consider the possibility of training. Think about the potential, especially if nice people seem to be rare in your neck of the woods.

HOW DO YOU FIND NICE PEOPLE

This should be obvious. During the interview process, were they down-to-earth or were they focused solely on success, success, and more success? As crazy as it may seem, the total, success driven fanatic may not be the best op