Are there different employee recognition criteria for today’s employees?
On 60 minutes this week, there was a segment on this generation. They called them “The Mellenials.” There is a trainer in Lakewood, CO named Eric Chester who calls them “Generation Why?” If you are struggling with these new aliens who have invaded your workforce, be sure to visit these resources.
The following are what is referred to in my book, Coffee and Other PERCs - How to Keep Your Staff as PERCs – Preferred Employee Recognition Concepts. They are tips on things you can do for employees of today’s generation. I came up with these PERCs with the help of my Gen Why’er daughter, Leanne:
? Don’t be condescending to your employees. Although Gen Why-er’s are younger, they are not dumber. They ask a lot of questions because they truly want to know the answers. Give them the same chances as your older employees, and the same consequences, too. No one is asking you to be their parent. However, you are their leader. So lead, and help them to follow.
? Benefits, benefits, benefits! Things are very important to Generation Why. Such as:
*Make sure that you are giving your employees discounts, where applicable. It is difficult to explain why someone should work in a clothing store and not be able to afford the clothes they are selling. Or to work in a soft drink factory and go thirsty.
*I am working with a Health and Wellness Center (Lifetime Health and Wellness in Denver) that has come up with a great program for businesses, both large and small. They offer FREE cards to the businesses and their employees with large discounts on all of their services. They have gotten other businesses, such as dentists, etc., to work with them. Their philosophy is that they have to take a discount on insurance that they accept. So they will offer the same discount to other businesses that can’t afford or don’t offer insurance to their employees. Follow along, it gets a little tricky here. Don’t be afraid to contact local chiropractors, massage therapists, etc., and talk with them about giving your company a discount. They will be happy to get the clients, and your employees will be happy to get the care at a reduced rate.
? Well-equipped break rooms are a must. Wal-Mart has small microwaves and dorm refrigerators for an extremely low price. Gen Why-er’s want to feel comfortable where they are (and by the way, so do I). They want to know that they can bring a snack for later and have a place to keep it cold or heat it up.
? Don’t be afraid to let these employees in on the reasons behind their job. They will work much more diligently if they know there is a reason for it. They tend to act like it doesn’t matter much, but need to feel included.
? Know exactly how important each of these employees is to your organization and treat them appropriately. The job is YOUR priority, not theirs. Their priorities are friends, family and fun. You come in eventually. They will work hard for you as long as they think you are working hard for them. If you have hired a go-getter who is helping your business, help her get ahead. If you have hired a shower-upper, give her a reason to leave. She’ll jump at it.
For more of the story, and to find out how to deal with all of your employees, be sure to go to KeepYourStaff and see what else is available.
Tuesday, November 13, 2007
Sunday, September 30, 2007
What is employee retention?
What is employee retention?
Does this mean you have the same employee for over two years? Five years? Do you keep 80% of your staff? 55%? After all, that’s more than half, right?
So, what is employee retention? A good description would be Keeping the Best Person for the Job On the Job. This sounds simple, but certainly isn’t easy. It can mean a shake-up in your organization.
First, make sure you have the right person in the right job. Some things are obvious. You have someone with a technical degree as your IT specialist. You have the Founder as the Boss. Now, what about the other positions within your organization?
Do you have an introvert as a salesperson? Let’s call her Susan. Sure, she knows your product better than anyone, but she’s shy. It takes everything Susan has in her body to pick up a phone and make a cold call. When you bring her into your office and talk with her, she gets very excited about your product and its uses. She is great at putting together a marketing plan, but she sits back and lets you put together her sales quotas. Her sales are down, but she is a great employee. What is employee retention with Susan?
Would you consider putting her in your marketing department? How about Research and Development? Find someone who may not be as familiar with exactly how each piece of your product interacts with the others, but just loves to talk to people (you will probably find this person in your files as a blabbermouth who can’t sit still in their cubicle). Let’s call this person Frank.
If you have Susan available to answer client questions and put Frank on the phone and in the field doing what he loves (talking), you will have both increased sales and increased employee retention.
Be sure to check out my book at: www.KeepYourStaff.com or my video at: http://youtube.com/watch?v=D1Dt1OHi7mI to find out more.
Does this mean you have the same employee for over two years? Five years? Do you keep 80% of your staff? 55%? After all, that’s more than half, right?
So, what is employee retention? A good description would be Keeping the Best Person for the Job On the Job. This sounds simple, but certainly isn’t easy. It can mean a shake-up in your organization.
First, make sure you have the right person in the right job. Some things are obvious. You have someone with a technical degree as your IT specialist. You have the Founder as the Boss. Now, what about the other positions within your organization?
Do you have an introvert as a salesperson? Let’s call her Susan. Sure, she knows your product better than anyone, but she’s shy. It takes everything Susan has in her body to pick up a phone and make a cold call. When you bring her into your office and talk with her, she gets very excited about your product and its uses. She is great at putting together a marketing plan, but she sits back and lets you put together her sales quotas. Her sales are down, but she is a great employee. What is employee retention with Susan?
Would you consider putting her in your marketing department? How about Research and Development? Find someone who may not be as familiar with exactly how each piece of your product interacts with the others, but just loves to talk to people (you will probably find this person in your files as a blabbermouth who can’t sit still in their cubicle). Let’s call this person Frank.
If you have Susan available to answer client questions and put Frank on the phone and in the field doing what he loves (talking), you will have both increased sales and increased employee retention.
Be sure to check out my book at: www.KeepYourStaff.com or my video at: http://youtube.com/watch?v=D1Dt1OHi7mI to find out more.
Sunday, September 16, 2007
Welcome!
Welcome to the primary posting of my blog. This is your one-stop-shop for ideas on keeping your business' most valuable assets - your staff!
As you come back (often) to this blog, you will see what I call my PERCs (Preferred Employee Recognition Concepts).
An example of a PERC, and one of my favorites is:
Business cards. Imagine with me:
A pretty young woman in a restaurant. A handsome young man asks her what she does. Her reply: “I’m a receptionist.” Next scenario: Same woman, same man and same question. The reply is now a business card handed to him with “Sally Jones, Front Office Assistant for the Fred Smith Company” emblazoned on the front. Business cards are now your cheapest forms of advertising. And I will tell you a secret. They are also very important in employee retention. All the way down to the “Maintenance Staff Engineer.”
I will have more PERCs, as well ideas for you, so do come back.
Diana
As you come back (often) to this blog, you will see what I call my PERCs (Preferred Employee Recognition Concepts).
An example of a PERC, and one of my favorites is:
Business cards. Imagine with me:
A pretty young woman in a restaurant. A handsome young man asks her what she does. Her reply: “I’m a receptionist.” Next scenario: Same woman, same man and same question. The reply is now a business card handed to him with “Sally Jones, Front Office Assistant for the Fred Smith Company” emblazoned on the front. Business cards are now your cheapest forms of advertising. And I will tell you a secret. They are also very important in employee retention. All the way down to the “Maintenance Staff Engineer.”
I will have more PERCs, as well ideas for you, so do come back.
Diana
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