Do the Opposite – Employees Will Love You

When I finished my active duty service with the Navy I took a job as a sales representative.  The company sent me to a training session with a world renowned sales trainer.  During one session he asked us to list the first word that came to mind when we heard the term “salesperson”.  We all listed words like “pushy”, “obnoxious”, and “slick”.  He told us that if those are the words 95% of the pubic used to describe salespeople we should become the exact opposite and we’d be successful.  For me that strategy worked very well.

Employers can apply this lesson after they read the article linked below.  Not only does the article list the most hated jobs, it also provides great insight as to what employees hate most about a job.  It’s not what you might think!

Today it is the company with the best talent that beats the competition and increases profits.  Employers don’t want their top talent hating their jobs.  Read the article then be sure your company is doing the opposite!

10 Most Hated Jobs

Step 4 or 4: High Performance Teams

Give employees a career instead of a job

“That’s just not fair!”

Whether it is true or not, this is not something you want employees to say.  Often is beyond a company’s power to control how employees feel.  However, company’s can avoid creating situations that might cause an employee to think or say this.  Companies DO have a great deal of control in which they hire and promote.

In my executive search business we often hear from executives who feel this way.  Either they have been passed over for a promotion or they have seen others passed over multiple times.  Sometimes their company never considered an insider for an open position. Whatever the reason, these people feel like a commodity instead of a valued contributor.  If this kind of perception starts to permeate the workforce the company is doomed – especially now that top talent is harder to find.

There are many reasons why a company would go outside to hire top talent; they don’t have a qualified person internally, they want fresh perspectives, they want competitor intelligence, etc…  Hiring outside is expensive, time intensive, and dangerous (see steps 1 & 2)! Often it can be avoided if companies have a career development culture instead of an open seat culture.

Hiring from your current employees only works if you diligently practice Step 3.  It also means a huge ROI on your labor expense.  When employees believe they have the opportunity to grow and advance they don’t spend time looking elsewhere.  When they enjoy a company development program they have greater confidence to take on more responsibility.  Employees will take their performance more seriously and pursue self-development agendas.  Giving an employee a career is a long-term investment strategy, one that every company must follow.

This is the final installment of the four steps to building a high performance team.  Putting these steps into practice will have tremendous impact on company profitability and competitive edge.  Don’t wait until your competition has all the top talent, beat them to the best people now!

Keep Your Employees Happy and You Will be Happy

Retention of key employees is one of the greatest challenges faced by corporate leaders.  This issue has more to do with maintaining and growing profitability than any issue facing businesses today.  There are a few simple ways to make your employees feel important.  It is also crucial that you attempt to keep them happy! A happy employee is an employee who will remain loyal to you even when another opportunity presents itself.  One way to keep a strong solid relationship with your employees is to celebrate anniversaries!  The following are companies who have implemented programs to let their employees know that they are valued.

At the Leo Burnett Company in Chicago, Illinois, every employee receives a gift on Anniversary Day.  Some of the gifts given were jams and jellies, a model train, statues and customized bottles of wine.  In addition, they gave one dollar for every year of the agency’s life.

At Nissan in Smyrna, Tennessee, any employee with 12 months of service qualifies to lease a Nissan car for $160 per month.  This also includes maintenance, tax, license and insurance.

Every Westin Hotel has an Annual Banquet honoring employees with more than five years of service.

Mary Kay Cosmetics employees receive 20 shares of stock on their 5th Anniversary, on their 10th they receive 80 shares and on their 15th they receive 120 shares.

The Walt Disney Company plans service recognition awards, peer recognition programs, attendance awards and milestone banquets for 10, 15 and 20 years of service.

At Hallmark Cards in Kansas City, Missouri, employees can invite any and all of their friends throughout the company to share their 25th Anniversary Cake.  Typically, 200 to 1,000 people show up for each celebration.

Pitney Bowes, headquartered in Stamford, Connecticut, has an Anniversary Vacation Policy that gives an employee with 25 years of service an extra month of vacation.  The same benefit is then offered to the employee every 5th year.

The JCPenney store in Laurel, Montana, had a 25th Anniversary Sale to honor Pat Mullaney, who had managed the store for 25 years.

Ryder System’s 50th Anniversary Celebration was celebrated with a cake that was shaped like a truck and covered with yellow icing.

At Raychem Corporation in Menlo Park, California, celebrated their 25th Anniversary, it held a gigantic community party to which it invited all of its employees, their families and special guests.  The maker of high-tech industrial products held a daylong celebration at its 140-acre plant site.  Everyone was served a steak dinner.  There was continuous entertainment for seven hours, featuring headline acts and 15 carnival rides, including a ferris wheel and a merry-go-round.

These examples are of companies who have gone above and beyond to ensure that their employees remain loyal to them.  Of course there are other ways to recognize your employees.  One idea is to simply have a plaque engraved with your employee’s name on it when they reach 5, 10 or 15 years of employment with your company.  Everyone likes to be recognized and appreciated for the work they do.  Implement a program that is right for your Company Culture.

Employees Taking Flight – article from Fast Company

Many HR professionals are seeing more employee anxiety and discontent.  Our clients are telling us that employee turnover is becoming one of their fastest growing expenses.  It seems odd, given the current rate of unemployment, that employees would voluntarily quit a job with so much economic uncertianty.  What this underscores is how little corporate executives focus on the issue and how important it is to your employees.  Employee satisfaction and engagement is not just for HR; it is job one for every corporate leader.  Executives cannot afford to delegate this responsibility.

The following article from Fast Company demonstrates how easily you can attack this issue: