A properly structured company-sponsored 401(k) match is perhaps among the best answers to the question on how to best reward longevity in your company and reduce needless turnover we’ve all suffered from at one point or another.
The Internet’s become an easily accessible and influential forum for current or prospective customers to share their opinions of your company’s service. And, a negative review — whether it’s warranted or not — can crush your company’s credibility in just a few sentences.
Amidst all the challenges that tugged at your productivity, you overcame and achieved. You deserve a pat on the back, so, here it is. Feels good, doesn’t it? But what about the guys and gals with their boots on the ground. Are they gaining the recognition they deserve?
Employee turnover exists at most organizations — big, small, public, or private — and the type of turnover can be a combination of involuntary or voluntary, healthy or unhealthy. Reducing employee turnover requires management to analyze the root causes of turnover.
I get questions about interviewing all the time. Something that comes up over and over again is how to figure out if an employee really wants the job. We all know that someone who needs work will say whatever it takes to land the gig.
Irish playwright George Bernard Shaw once stated, “The single biggest problem in communication is the illusion that it has taken place.” Have you ever found this to ring true as you think back on some of your conversations with your employees?
Have you ever told your team what you want your company to sound like? Seriously, what do you want your business to sound like on the phone? If this is a foreign concept to you I am challenging you to put some thought into it.
Have you ever found yourself frustrated with trying to get your techs to implement a new process or hit performance targets? Have you thought, “I don’t know what else to do; I’ve trained them, I’ve told them, I’ve asked them, and I’ve even begged them, but they still won’t do it?” If so, keep reading; we’re going to discuss this issue.
I was on the East Coast conducting seminars for two great companies, Isaac Heating & Air Conditioning in Rochester, New York, and Wooldridge Heating Air & Electrical in Lynchburg, Virginia. One is in the North and outgoing and the other is in the South and laid-back. Those are the differences. Now for the similarities.
Owners and managers take note; weather is happening. This might sound silly, but good and bad weather is all around us all the time and yet we wait to react until things get extreme. This behavior really needs to stop.