This excellent blog post by was written by Kristy Schoenberg (Entrepreneur, Startups and People Ops Enthusiast)
How to Stop Your Employees from Leaving
Long gone are the days of staying with a company for 30 years before collecting that prized gold watch. Today competition in the job market is fierce — but it’s not just the job seekers problem anymore.
When a valued team member quits his or her job, it can set off a chain of difficult events for the company — and the co-workers they leave behind.
First — bosses and teams often find themselves scrambling to divvy out the workload. Most (if not all) of the resigning individuals intellectual property is destroyed — and this can cause great frustration for all parties involved.
Second — depending on the talent that left — many of the remaining team members may feel shaken up over the loss — especially if they were a close friend or colleague. They may feel demotivated to continue working for a short time, and this can be disastrous for company productivity.
And third — hiring a replacement isn’t easy. Resumes flood in for unqualified candidates — tons of interviews — who has time for that?
Yet people managers everywhere still don’t get why their employees leave. Or more importantly how they can get them to stay.
Here are some simple tips to help you keep your team members on board (and keep them happy).
To read Kristy’s 6 tips click here.
Looking for ethical ways to tip the scales in your favor. Whether you are selling a product, presenting an idea, or asking for a date, these six principles can help. It is definitely worth watching.
This animated video describes the six universal Principles of Persuasion that have been scientifically proven to make you most effective based on the research in Dr. Cialdini’s groundbreaking book, Influence. This video is narrated by Dr. Robert Cialdini and Steve Martin, CMCT.
The key component when you are working with people, either in a leadership position, business or personal relationship is trust.
Distrust breads resistance.
Trust breads willingness.
Think of the best relationships you have and I would bet that they are solid because the level of trust between you is high.
Then think of those relationships that frustrate you. My bet would be that they are difficult, because the trust level is low to non-existant.
If you want people to work for you and not just do what they are told – work at building their trust in you.
If you want to increase your sales – work on building trusting relationships with your customers.
If you want your personal relationships to grow – work on building the trust between you and that person.
So this begs the question, how do you build trust between two people?
Visit my next post, to learn some tips that will help you do just that.