management training

How to get GREAT employees

Why is it that some managers seem to always find good employees? Why are those few managers so blessed and why do so many others struggle to find those good employees.

That answer is in the answer to this question: when do you start hiring your next employee?

What was your immediate response? Was it, as soon as I know someone is leaving? Was it as soon as we get the permission from the boss or HR ?

The real answer is, you start hiring your next employee as soon as you hire this one.

Yes, most of you agree. But how does this process work for you?

Each member of your team is dependent upon each other member of your team as well as upon the supervisors and managers of those teams. Each member is given value and responsibility based upon how their team culture is developed. And based upon how you encourage and reward your team is how your team grows and how you will find your next great employee.

Many managers think they will find good employees and great employees from the talent pool that is either offered via their company or through agencies they utilize.

But the really great employees come from the recommendations of your current employees. It is their constant accolades and banter that tell others how good a place your department or organization is to work for. Great employees are always looking to work for great managers and companies that will promote and encourage their success.

It is how you treat all of your current employees that will bring you additional great employees. It is the words your current employees use to describe their organization and manager that have others waiting for an opening. The new employees coming to your department are because of the people that you make feel valued.

There are numerous methods and tactics that will help you become a great manager, because great managers are made not born, are gleaned from other Great Manager articles, additional books and further training.

Where you will find your next great employee will be from your own staff and the recommendations they make to other top quality potential employees.

Steve Sapato- the most famous unfamous speaker in America and trainer of Great Managers.  steve@mentalprosperityblog.com

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Why are your people leaving? I quit!

Why are your people leaving? How can I stop attrition now?

So tell me, as the lead of your company, department, organization, team, are you having a problem with high turnover? Do you know why?

If you read the statistics there are dozens of reasons but if you listen to the workers there are usually only a couple and the most predominant one is, bad manager.

Does that mean there are a lot of bad managers out there? Of course! Tell me this, how did you learn to become a manager? Did you take a course that lasted several weeks? Months? Or did you receive any training at all?

Did your manager receive any real training? I am not talking about a three-hour seminar on being a good manager. I have taught those, I know how they work, I have gone into companies and tried to make my sales pitch to make their training months long with weekly feedback, hands-on experience with direct feedback. I have tried to set up reporting where the employees tell me the strengths and weaknesses of their boss. And the companies refuse.

But make that about sales and the companies go wild offering weeks of training teaching their sales staff how to close the sale. But what they miss is that just like reduced sales, turnover is a huge cost to companies. Probably of the greatest expenses a company can endure.

So then why don’t companies do something about their managers, train them, listen to their employees, find out what really is causing turnover.

I worked in a separate training unit in one organization and the employee training manager told me he was losing one-third of the staff every single year for the five years he had been at that organization. That’s crazy. And what was being done about it? Nothing. He knew it was because of poor management. He heard the stories. He went to his bosses and their bosses to ask that management training become mandatory to help reduce this terrible situation but to his chagrin the leadership always left it as voluntary training for their managers. When I left that organization he was still experiencing that same turnover two years later.

So tell me, why are your people leaving? Do you really know? If you are doing exit interviews and it’s their managers conducting it, you will never know the truth. And if it’s your HR staff that has not been properly trained to find answers by asking the right questions, listening and asking some more then you will still not find out the truth.

My course on Questioning and Listening helps everyone who attends, from sales people to management people to front desk people to receptionists and CEO’s to find real answers, keep the people who used to want to leave, and sell more products.

There is no secret to all of this but there is an intuition when you Question and Listen to your people.

I am Steve Sapato and I teach people how to be better so other people can feel and be better too.

steve@mentalprosperityblog.com

Great Managers are involved! And if you think you are, think again.

One huge area where managers fail is being involved with their people. No, I don’t mean they go bowling or drinking with them. They are involved with them on a professional level at work. Now the real question is, what do I mean by ‘involved’?

Involved is a state of mind as well as a physical interaction with your entire organization. You have to make constant appearances, have constant open two-way communication. You have to listen to your people, hear their fears, ideas, thoughts, concerns. You have to stand in between them and …

Yes, I paused there. You have to stand between them and … the leadership of your company, the management that they get frustrated with, the coworkers that they get upset with, the rules that they disagree with, the things that make them unhappy at work. And you have to stand between them and those things without creating a barrier, a division or a wall the separates them from those things. You have to be the person they can go to with all of these concerns and you have to be able to calm them, salve their fears, communicate effectively with their concerns and help them see how what they do, want to do, don’t want to do can all be worked out by staying within the parameters of the norms associated with their job. And that sometimes, they will have to simply accept what they cannot change and you have to offer them the wisdom to know when that is.

You will become a great manager by communicating effectively on all of these fronts especially when they do not perceive you as having done any of those things. Then you will have become a great manager that they will support, stand by, and do things for because they will believe in you as much as you believe in them.

And all of that must be done without alienating them from any other person or part of your organization. Can you do that? Do you know how to do that? And if you don’t, then what you need to do to become that GREAT Manager is start learning how to do that by 1) Reading the right things 2) Listening to the right tapes/cd’s/programs 3) attending or associating with the right people or seminars that can help you learn and grow into the person you want to be.

And helping your people do the same things.

I am Steve Sapato and I train managers to become GREAT MANAGERS. You can learn more at my website mentalprosperityblog.com and write to me at steve@stevesapato.com for answers to yoru questions and help in becoming.