Last week we talked about 5 of the 10 steps to increase your ability to hang on to that great new employee. So, let’s dive right in to the remaining 5.
Step #6 – the total compensation statement. It’s a really great tool, that I don’t see used often enough. You and I both know that the true cost of an employee goes beyond their take home pay. There are taxes, the cost of benefits and paid leave among other expenses. All those costs should be tallied for each employee and provided to them yearly in a total compensation statement. It can really help your employee understand that the investment you’re making in them is significant.
Step #7 – give them good equipment. In the past I’ve told the story of a new job I took with a famous animation company (and no – not the one with theme parks), to be their HR Director. Although they had 4 weeks notice I was coming, when I got there they had no office, no desk, no phone and no computer ready for me. I was expected to sit on the end of my boss’s couch, with a note pad, and operate from there. And once they did secure a desk and PC, it was in a hallway
Needless to say, it didn’t give me a feeling of warmth and belonging. And, in fact, made it almost impossible to do my job. And while they apologized every day for the lack of space, equipment etc. – well let’s just say I didn’t stay long. In fact, that was the shortest job I ever held.
All I can say is – do not let this be you. Be ready, have the equipment ready, make sure your new hire has pens and pencils – maybe even give them a flower on their first day. Make them feel welcomed – it will go a long way.
Step #8 – be a quality manager. In HR we have a saying, employees don’t leave companies, they leave managers. In fact, the greatest contact an employee has with the company is through their manager. So, if their manager shows honesty, integrity, fairness and great communication – that halo effect is transferred to the company.
“…employees don’t leave companies, they leave managers“
But, if the manager is secretive, dishonest, takes credit for the work of others and just generally is on the naughty list – that is the impression the new team member will have of the company.
Give your managers the training and tools they need to be great managers – and that means also being a great coach. Remember, a team member’s job is to do the task, a managers job is to motivate and inspire the team member to do the task better.
Step #9 – show your appreciation. It’s true what they say, recognition can go a very long way. When you show your team appreciation, it tells them you see them, and are aware of how hard they work and what they bring to the party – and you are grateful for it. It’s inspiring to hear ‘thank you’ – and as long as it’s genuine, it can’t happen too often.
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Alright – let’s review the steps:
Oh, and step 10? Well step 10 is to review the other 9 steps regularly, and make sure you add, update and upgrade as necessary. This is a living process – don’t let it become stale, because then it will lose it effectiveness.