Hey There, Don’t You Get It? Your Employees WILL Leave You If You Don’t Take Care of Them
Again? Didn’t we go over this recently? Yup. I told my readers how to start down the road to prevent this. So, how come that last week, two different glass companies, from different parts of the country, called and wanted some advice on how to retain folks? In my consulting life I give the first phone call some free advice and then, after that, the meter starts ticking. Well, neither of these two companies went beyond the first few minutes because they disagreed with my program. Ethically, I can’t tell you who or where these calls came from, but we may just end up together at their auction in the not-too-distant future.
Quoting Bob Dylan from 1964, “The times they are a-changing.” I will tell you right now that at least 75% of our industry has a help wanted sign pasted in their window. You upset someone at your company and in less than a day he/she will have a new job. Now what? Don’t upset folks at your company!
That was easy and the blog must be over. (Well, not really … read on.)
People who work for you want to be respected for the job they do. This comes in so many ways. Pay the market wage or 50 cents or a buck more.
Give an excellent benefits package and don’t charge your folks a ton of money to take part in it.
And most importantly, respect your folks as members of your team and not as wage-workers who should thank you for their payroll check every Friday.
Have regular (monthly) meetings with your entire team and let them know what work is coming up and how they will be part of this work. Talk about new equipment or a new truck on order. Teach any new technologies coming your way and how that will improve safety and/or how it will improve the work flow. Talk about a company dinner or a holiday-time company party.
Enough of the talking … start to listen without interrupting anyone. Ask questions so that you completely understand what is being asked of you and then either answer the question to the group or make an appointment to speak with the questioner later today or tomorrow. You can also tell the group you want a week to do some homework and you will give a solid answer no more than a week out.
With few other details, listening is the key to your employee retention. If your employees trust that you have their best interests at heart (and they will clearly feel it if you don’t), they will be at work tomorrow. If they sense that you are giving them a line of BS, get ready to hang up your own help wanted sign.
Right on point Paul… I am seeing this too. As great as automation is, and it really is… happy employees are the critical component to helping a business succeed. It is so expensive to hire, train and retain employees today – why not do what you have outlined above. Try it, it might just work.
What a great thrill to hear from you and thank you for your comment. You are totally correct that it costs less to retain people with good programs than to constantly rehire and retrain.
Tom, my email is email@example.com. Can you send me a phone number I can call you on? Love to hear from you.
As a manager or owner with Glass Contractors I’ve been with for almost 40 years,
one sentence has been my mantra through the decades.
” Serve those who serve your Customers”
So, I took four hundred words to say what you said in six words. Will you become my editor? Seriously, if you can maintain this in your company you are truly an entrepreneur whose business will grow because of your well-entrenched team. Thanks for replying to the blog.
Spot on. I have no idea why no owners actually implement these practices. I’d like to stop quitting/looking for a new shop to work for every 2-5 years because ownership never does what they promised when they hired you. It’s all literally smoke and mirrors with most shop owners it seems. Especially if you make them great money – then they turn into vampires and only want more at the expense of everyone. What ever happened to making a honest days wages for an honest days work? Think Ill start exploring “contract work” so if they decide to go back on their word there is a legal ramifications.
Thanks for your comment. I hope that many owners read your thoughts.