Why Are You Still Here? 5 Ways to Keep ‘Em Coming Back Every Day

Why Are You Still Here? 5 Ways to Keep ‘Em Coming Back Every Day

Turnover is a real issue, even in the most employee-friendly company. Things happen and situations arise that drive the cycle of departure, but as the boss, you can take steps right now to ensure the employees you value remain as members of your team. Keeping employee motivation high may seem impossible, especially when everything in the company does not go as planned. However, the most trying times in your business may create extraordinary opportunities to reflect on organizational behavior and give your corporate culture a boost.

  1. Exercise an Open-Door Policy

One of the easiest ways you as a manager can get your employees to want to stay is by making yourself and your counsel available. In good times and bad, some people may require more reassurance or guidance than others. Some may feel uneasy about their performance and desire feedback to improve it. Showing your workforce that you want to help gives them the chance to engage with you and get the coaching they need to perform at their best.

However, you need to strike a balance so problematic people do not take up all your time. Establish office hours and allow people to sign up for 15-minute time slots. If a matter demands more time, extend it as needed. Creating boundaries with the process makes it run more smoothly.

  1. Take Action When Issues Arise

Allowing complaints against an employee to stand without recourse sends the wrong message to the rest of your workforce. Taking action to stop the spread of poor attitudes and behavior demonstrates that you know what is happening in the business and that you are willing to make difficult decisions to rectify any issues. If you ignore rumors and negativity too long, it can take root and affect employee morale.

  1. Stay Away From Micromanaging

Your workers should lift each other and stay on task without you involving yourself in every aspect of the job. Empowering people drives employee motivation. It fosters an environment of autonomy and allows people to feel less fettered when performing everyday duties. It also helps promote a creative environment and may push employees to go above and beyond the norm.

  1. Recognize and Reward the Good

When something goes wrong, it is easy to dwell on the negative, especially when it comes to a careless mistake. However, if your corporate culture practices employee-shaming, you will not spur employee motivation. On the other hand, if you flip the policy and spend more time praising the excellent work done, employees should take notice.

Rewards and recognition do not always have to be financial, although money definitely motivates. Set up a monthly luncheon and choose a top worker each week to attend. Send a company-wide email that turns the attention to the good things people do. Pointing out the hardworking members of your workforce encourages others to push themselves. Reward shows employees you recognize the good, so when something negative requires your attention, it will not seem that is all you focus on.

  1. Take Team-Building Out of the Office

Hanging around the office day in and day out can become a drag. Get with your management team and put together fun out-of-office days to mix in some excitement. You do not need to make it elaborate; take smaller groups to the movies or maybe do a ropes course or outdoor activity. Even a simple barbeque in the park is a great way to lift the spirits of all.

Employee motivation is essential in retaining people in a competitive market. If your workforce gets the impression you don't care about them, it can send some of your best people packing. Taking a few simple steps to show workers their worth to the bottom line can keep them clocking in day after day.

Terminating an  Employee 101:  How to Know When it’s Time to Let Go

Terminating an Employee 101: How to Know When it’s Time to Let Go

Severing an employee isn’t easy, but it can be necessary. If you have any workers who are toxic to the company, it’s time to let them go. Ideally, employees and employers come to an agreement about employee severance. Then, each party goes its separate ways. This is ideal but not always the usual. When employee motivation is down, you need to look at the employees responsible. For unsure employers, this is when you know it’s time to let an employee go and when to do it.

Misconduct and Unethical Conduct

Misconduct is serious. If an employee shows any sexist, racist or problematic behavior, let him or her go. Do not allow threats or other misconduct to go undisciplined. Unethical conduct can include the following:

  • Theft
  • Slander
  • Fraud
  • Dishonesty

Your company’s reputation hinges on your employees. Don’t let one employee ruin your reputation.

Absences and Poor Performance

Employee motivation goes down if they notice some co-workers aren’t working as hard. Poor performance and chronic absences are a reason for termination. If productivity slips, it may be time for a talk. If the behavior does not change, then it may be time for termination.

Drama and Complaints

Office drama happens. You can’t always avoid it. Some people, unfortunately, like to cause drama. If someone is stirring the pot, gossiping and always the center of drama, it’s a problem. This creates a negative corporate culture.

Complaints also matter. If your employee has customers, vendors and coworkers filing complaints, it’s time to look closely at that person.

Lack of Growth

The office is a place for personal and professional development. If your employee is not willing to improve or to train, then he or she may drag the company down. Employee motivation needs to be high. If your employee makes mistakes and doesn’t seek to fix them, he or she is not useful.

Poor Time Management

Now and then tardiness happens. Good organizational behavior is important. This is especially true when it comes to time management. Say you have an employee with a case of chronic lateness who misses deadlines. Seek to work with him at first. Let the employee know that he isn’t meeting your standards. If the employee continues to struggle, then your company might not be the right fit.

Terminating an Employee

If you determine it’s time to let an employee go, when you do it is important. How quickly do you want the employee out of the office? You also want to consider your worker’s feelings. You should never fire someone callously. Make sure that you take the time to be considerate. This also includes terminating at the right time.

In the past, employers would fire on Fridays. This is a bad idea. The weekend gives the employee time to stew on the firing. He or she can’t jump straight into a job search but has to wait all weekend. Most employers agree that it is better to fire in the middle of the week. You don’t want to fire on a Monday. This leads to feelings of time wasted. Make sure to terminate early in the day.

Remember that a crying or upset co-worker can drop employee motivation. Give the terminated employee a quiet or private space if he or she is upset. Treat him or her in a dignified way. You should always have respect, no matter the conditions of the termination.

When it comes to firing an employee, always consider the matter carefully. Some decisions aren’t as clear as others. Take into account the advantages and disadvantages of keeping an employee. Someone who does more harm than good has to be let go. Nevertheless, remember even in cases of termination to treat all employees with respect.

3 Ways To Get What You Want

3 Ways To Get What You Want

No matter how much you’ve accomplished, there’s always the possibility of increasing your productivity and effectiveness so that you can achieve more of your professional goals. Follow these tips to reach higher still.

1. Set the Right Goals

The first step to achieving goals is to set the right ones. Many leadership and organization psychology experts use the acronym SMART — specific, measurable, achievable, relevant, and time-bound — to help you hone in on the types of goals that will set you up for success. Besides creating a sense of urgency, a SMART goal is clearly defined. “I’ll go to the gym for an hour before work every Monday, Wednesday, and Friday,” yields better results than a vague, “I’ll get in shape.”

In addition to setting SMART goals, it’s also important to focus on what you can control and not on the outcome, which is out of your control. According to Think Like a Warrior, by sports psychology expert Darin Donnelly, you’ll get the best results, and be happier, if you focus only on your effort and your attitude. Otherwise, if you focus on results and outcomes, you risk getting discouraged and giving up when something doesn’t go your way.

2. Change Your Habits

Most people know that our habits are what help or hurt us the most when it comes to goal achievement. You may be surprised to learn that one of the most effective ways to change a habit is to change your environment, according to Psychology Today.

Often people fall into negative habits due to surrounding stimuli, such as eating ice cream after dinner because you see the ice cream bowls in the cabinet while doing the dishes. In this example, you could benefit by moving the bowls so you don’t encounter them as often and can avoid the negative habit entirely. Likewise in a professional setting, correcting a negative habit could be as simple as turning your desk or working on a different team.

3. Leave Your Comfort Zone

True leaders are willing to make themselves uncomfortable at times for the sake of achieving their goals, according to Kathy Caprino, a career coach and leadership expert who contributes to Forbes. It takes courage, and a willingness to leave your comfort zone and speak up and propose changes to a system that isn’t working. When you point out flaws in the system, you’re bound to encounter naysayers who want to stay in their own comfort zones. However, when you consider what it takes to make a significant positive impact on your organization, it often requires taking a calculated risk.

Quotes from Louis Carter

Quotes from Louis Carter

Use laughter and beat the s&^t out of your ego to move to the next level as a leader. Let your ID fly!

Use laughter and beat the s&^t out of your ego to move to the next level as a leader. Let your ID fly!

Achieving goals begins with the first step and daily vigilant practice.

Achieving goals begins with the first step and daily vigilant practice.

Sales are result of Helping someone else.

Sales are result of Helping someone else.

Focus on what you can change and let go of what you cannot.

Focus on what you can change and let go of what you cannot.

Respect must be practiced and earned.

Respect must be practiced and earned.

Your emotional triggers cause chain reactions that can harm or revive your relationships.

Your emotional triggers cause chain reactions that can harm or revive your relationships.

When you provide genuine appreciation, you will rarely find opposition.

When you provide genuine appreciation, you will rarely find opposition.

Respect is the New Currency in the Workplace

Respect is the New Currency in the Workplace

Quote 4 Trust2

Trust is doing what you say you are going to do, no excuses.

Legacy means leaving our next generations happier than we ever could be.

Legacy means leaving our next generations happier than we ever could be.

Quote Two

The future belongs to those who discovery, research and development of our grandchildren.

Instead of throwing a “no” at people or a project, use a “yes, and” then co-create your future.

Instead of throwing a “no” at people or a project, use a “yes, and” then co-create your future.

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CEO & Founder of Best Practice Institute

Retain your best employees, increase productivity, and create a community that fosters peak performance.

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