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.

 

 

What are you teaching your people… great managers teach.

When you think of the great managers that you have ever worked for I will bet one of the things that made them great was how much you learned from them. Don’t misunderstand, learning what not to do because they were so terrible as a manager is not the same as really learning from a great manager.

But think back. what made each manager great?

I think one of the saddest things I have learned over the years of training people is that when I ask this question more than half of my students will say they have never had someone they considered a great manager. I look at them incredulously and ask again but they will insist that they have never had someone they considered a great manager with many saying they haven’t even had someone they considered good.

What a sad state of affairs when so many companies have not sufficiently trained their management staff to give their employees a great managerial experience, enhance productivity, increase profits and make peoples lives better.

Remember that Mental Prosperity is your key to success and how you teach your people in the methods of Mental Prosperity will determine how you are thought of and how you will be remembered.

When I train managers I invite them to exceed their own expectations. I invite them to read fifteen minutes each day on a book on managing. I invite them to listen to some great masters on how to treat people. I invite them to sign up for Quotes Of the Day so they can gain additional insights into many different areas of their lives. I invite them to share the best of the best with their staff, to use quotes at meetings and in memos. I invite them to be specifically open to what their staff says from the feedback about these quotes. I invite them to place a suggestion box and encourage their staff to anonymously submit their thoughts about how the quotes they use affect their staff and how the staff thinks they as the managers stand up to the scrutiny of those quotes they are proponents of.

I invite the managers to offer incentives to their people for reading books about managing people, treating people, communicating with people.

You as a great manager can have a huge affect upon your staff, how they treat their coworkers, their staff and even their families! You are set up to be their teacher and everyone knows how one great teacher can change a students life. And you have that power!

Will you step up to use it is the only question. I hope you will.

Blessings in your greatness.

steve@stevesapato.com

Were you trained to become a manager? Most managers are not… what you need to know…

Were you trained to become a manager?

Did you go to management classes taught by an outside vendor? because 90% of all in-house management training is taught by someone who has limited management training themselves and merely inherited the Training Position.

This in itself is not a bad thing but because of the nature of most companies we are all limited in our knowledge and our abilities to perform or excel outside of the scope of our experience. That means they can only teach you as much as they know. But we all know that each generation teaches less than they know so you aren’t even being trained via what they know but only what they can pass on to you.

What most companies desire is to achieve excellence in their organizations. Most understand that this excellence is achieved by utilizing their greatest resource – people. And most companies understand that the greatest loss of productivity is through the mismanagement of people and the under utilization of their abilities and skills.

Now I ask again, who trained you and what additional training are you achieving on your own?

I write this management blog for the mere pleasure of helping struggling managers learn more about how to get the most out of themselves and out of their people. I hope you enjoy reading it and forward it on to your peers.

But let’s talk about what is really happening. If you are relying on a simple afternoon training class or some video training you were required to take then you are missing the most important part of management training. The interaction. The ability to ask questions in and of a person who has suffered through many of the things you are trying to figure out. Who has gained knowledge and background after years of managing as well as taking courses from others who we can learn from. The Great Management Trainers are never boring because we have been forced to set through hours and hours of terrible management meetings, hours and hours of boring meetings because the managers didn’t know how or understand the purpose of those meetings. And we have put ourselves out there to learn from other trainers and learned that boring is not only bad but ridiculous!

Now you need to step up your game. You want the bosses to notice you? Then you need to be noticeable! You need to start showing them the results that only a great manager can achieve. And you can start that process by self training. Don’t wait for your company or your bosses to train you. Don’t wait! Take on the leadership you want by learning to be the leader they need.

Read some of my past blogs and then follow the new ones and encourage your bosses and other managers to hire a GREAT management trainer (hint hint nudge nudge) to come in and start the process to make your company into the successful and powerful organization they want it and you need it to be.

I am Steve Sapato with http://www.mentalprosperityblog.com and I have been training corporate managers for over twenty years.

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Were you trained to become a great success story as a Manager?

Were you truly trained to be a manager? To manage your friends?

 
One of our greatest challenges in any business is improper training and no one suffers from that more than the position of Manager.
I was recently speaking to a group of managers and several asked similar question. They all revolved around them being promoted within their department to the managers position.
And I hear some of you saying, well Steve, what’s wrong with that?

The answer is nothing and everything.

If you organization is as sharp as I hope they are then what probably happened was that the department manager was replaced and you were invited to step into the managers role. With that being said, I hope your company then sent you or brought in an expert on being a Great Manager (me). And that they spend several weeks training you about what being a manager means, how you need to understand people, attitudes, difficult situations. How you need to know the five emotional languages your people speak without speaking a word. I hope they taught you about the D.I.S.C. method of knowing your people so that you would recognize what each person brings to your department and how you will need to deal with them in such different ways.

And IF they promoted you to be the manager of the department you were just working in I hope your company really spent some time training you AND working with your people so that when you move from being their ‘friend’ and co-worker into the management position there won’t be the typical awkward and often times hostile environment that occurs when you have to manage them, discipline them and reprimand them.

If your organization does not do both of those things you will be in for a huge learning curve that will undoubtedly affect morale, productivity and office relationships.

And if your organization did not set aside time to train you as a manger you will have to take your personal time to read the right books and listen to the right material so that you can optimize your newly acquired position.
If you don’t do your due diligence in these areas you are facing hard times and possibly even being a failure as a manager because your people will resist you moving from their co-worker to becoming their manager.

I hope you understand these issues and ask for all the help and assistance you can get and do not let your own pride prevent you from becoming one of your companies greatest assets; a Great Manager.

I am Steve Sapato, author and trainer in Mental Prosperity the way to find your success in your future at mentalprosperityblog.com

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Great Managers know one thing….

The most famous unfamous man in the world (3)

Great Managers are few and far between and if you think you are a great manager know one thing… unless you have people asking to work for you when one of your people leave, you are not as great as you think you are. Remember, people will want to come to your department or organization because it might mean opportunity, promotion or change in their environment but if you are a great manager, people will be coming to you privately, to talk, or in an email, privately, where they will say things like, I just want you to know, that if you ever have an opening I would love to be on your team. Then you ask them why and they might say something like, I have seen …how fair you are/good you are with your team/how you treat your people/because so-and-so has told me what a great manager you are…

If you are not receiving these kinds of accolades or requests then you are probably not as good a manager as you think you are.

Being a manager is not what you thought it was going to be. Sure, you might be pretty effective in your job. Yes, you might get the results that your superiors expect from you and yes, you might even get accolades from your bosses and those are all necessary and good for your survival but…

that does not make you a great manager.

Great Managers get all of those things plus they have put together a team that works like a team, acts like a team, produces like a team and more importantly, likes coming to work! A Great Manager takes the skills their people bring to the organization and enhance those skills with the skills of others.  They find out what one person excels in and what that same person falls down in. One person might be great at details or stats or keeping you abreast of their progress but not excel at the actual design, implementation, connections, creativity that is required… while another person might excel at the creative part but not be great at the details part. A Great Manager creates a team within the team to accomplish all that both of these people excel at. A Great Manager knows their people and in that knowing creates additional gifts that the team will aspire to achieve and relate.

A Great Managers knows one thing.. and that is, they still have so much to learn and they can learn it from their team as well as their bosses.

Bring Steve in to speak and help your organization grow. www.stevesapato.com