Promoting And Winning
Business owners and key executives are always looking for good talent and often ask if I would refer potential candidates. Although I ultimately agree to keep my eyes peeled for such talent, my mind always wanders to the question, “Why not simply promote from within?”
This is actually a misnomer. One either promotes an existing employee (promoting from within) or one hires an external candidate to fill a position (promoting without?). So, we’re really talking about promoting key employees versus hiring externally to fill a vacancy.
I’m a big fan of promoting employees. When properly planned and executed, it works wonders for employee morale and customer loyalty. It is less risky and less costly, especially compared to external hires that end up being a poor fit.
Need more reasons? Employees already know your customers, your values, and how the organization works. There’s tremendous value stored in the institutional memory. External candidates generally have no idea about these factors and may never fully adapt to your culture. Employees who see the potential for growth within the organization are more loyal to the organization and convey their feelings to customers. Conversely, employees who only see a dead end send negative vibes to customers.
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4 Steps to Employee Accountability
How accountable are the people in your organization?
This is a question that reveals a great deal of frustration amongst many of the CEOs and business owners I’ve spoken with over the last year or so. So many leaders are struggling with how to create a culture of accountability that one would think that there are hordes of unaccountable zombie workers running amok in today’s workplaces.
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Employee Engagement: A Dramatic Opportunity
Still think employee engagement is just another buzz word? Top-performing organizations don't--they achieve superior outcomes because they understand the importance of employee engagement.
In a recent survey, Gallup, Inc. found that world-class organizations boast a ratio of engaged to not-engaged employees of 9.6 to 1. Average organizations, on the other hand, score a dismal 1.8 to 1. On average, only 29% of employees report feeling engaged with their work. More than half (54%) reported that they were not engaged while a shocking 17% indicated that they are actively disengaged.
Perhaps this explains why most entrepreneurs at the helm of growing companies along with managers who are leading growing departments are so concerned with how to manage people. This represents a huge opportunity for entrepreneurs and executives to develop their leadership skills as well as their work force to achieve dramatically improved outcomes.
We all know business leaders who are struggling to find the right balance between maintaining control and delegating. Many are convinced that they simply can’t delegate important or sensitive matters. Others create exceedingly rigid processes in an effort to maintain control. Others define the outcomes, set the parameters and closely monitor the outcomes. The difference in approach is driven by the managers’ confidence in the work force. Which approach would you take?
How can you gauge the extent to which you are missing the opportunity to take advantage of the knowledge and creativity of your work force? If you answer yes to three or more of these questions, you have a real opportunity to make dramatic improvements in employee engagement:
- Does my work force suffer from low morale?
- Are my revenue and profits stagnant or declining?
- Do employees tend to point fingers and dodge accountability?
- Is employee turnover increasing?
- Do employees gossip more than in the past?
- Does my work force lack the skills needed for me to delegate more?
To take full advantage of the opportunity that awaits and to tap into the full potential of your people, please contact us.
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I've been buying amazingly delicious fresh corn from Brad's for several weeks now. It wasn't until someone asked me a couple of days ago how I managed to get my hands on such sweet, juicy corn this early in the season that I even gave it any thought.
You see, around here, the saying about corn had always been, "knee high by July." The corn from Brad's is locally grown and always praised by our friends when we take some along to cookouts--most eat it right out of the pot with no embellishments!
While I confess that I do not have the answer to how the wily farmer Brad manages to get us this treat so early in the season, I do know that Brad is more than a farmer. He's an agricultural entrepreneur who is serious about having fun with the business of farming.
Brad operates multiple remote produce stands and welcomes customers to his Churchville farm where you can find anything from apples to zucchini, including plants and flowers. In the fall, he operates a corn maze and hay rides out to the pumpkin patch.
The produce is always top-quality and I've noticed a high level of employee loyalty. Despite having to work in weather that is often inhospitable, I see many of Brad's employees cheerfully return year after year. Not only is Brad in the business of growing, his business is growing!
As business leaders, we can learn from Brad. What are you growing? When I ask this question, I often get the obvious answers: "My bottom line." "My profitability." How about growing your employees? It's been proven time and again that paying some attention to your work force can yield big results in terms of customer loyalty, productivity, and profitability.
So, why not feed and water the crop? Spend some time helping your work force develop a robust set of attitudes, skills and knowledge to better help you achieve your goals and you'll reap an amazing crop just like Brad.
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