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Casey couldn’t understand why his organization was losing ground. Projects weren’t getting completed, people were frustrated and staff were taking new jobs! It finally dawned on him when he talked with his remaining staff about the lack of initiative he was seeing.

The teams had stagnated – they weren’t excited about what they were doing. Looking further, Casey realized the systems they had developed were based on an outdated approach to success. Their plan was based on common sense – something a lot of people feel isn’t so common anymore. Some of the steps taken:

Find people doing things right and giving them a pat on the back for following the right procedures. This can be done verbally or with a hand-written note – if you would like a copy of the notes we use just email me at sherry@dimension11.com and put Employee Notes in the Subject Line and you will get them within 24 hours.
Daily touch base with staff and learn about them as individuals – their likes, their dislikes, their families (spouse, kids, pets), hobbies, community involvement. The more you know about your staff the greater the relationship and the greater the desire to be part of your organization.
Ask a simple question of all staff – how can we make our organization better and then let everyone know the results of this question.
Begin to work on the top 3 items brought forward by staff. Funding problems – let staff know what you can do now and what might have to be put forward to another year, or not done at all – better yet, ask the staff for input on where the funds available today should go.
Check compensation packages to ensure they are in line with other similar organizations.
Examine the procedures manual and update it for today’s processes based on best practices.
HR examines the performance appraisal process and makes adjustments to focus on the results necessary for individual and department goals instead of simply looking at a yearly discussion realizing the need for regular daily/weekly analysis.
Stay interviews are held with individuals to discover why staff choose to stay – this is valuable information to help leaders know what needs to remain the same and what needs to change.
Exit interviews are also helpful to learn why people are leaving your organization.
The CEO holds regular town hall meetings with the entire staff so everyone hears the steps being taken and the wins happening – this helps everyone feel the energy of success.

If you are looking forward to 2019 and wondering how you can improve your organization, give some thoughts to the suggestions above. Choose the ones you can easily implement and plan for the others moving forward. The more involved your staff is in the direction the organization takes to achieve its goals, the more success you will see. Start today and see the difference quickly!

Sherry’s CORNER

Recently a client asked a question I think may be valuable for all leaders. The question was, “Why am I losing employees to other organizations?” I suggested one of the main reasons people leave an organization is their boss – the person immediately above to whom they report. If you are losing staff it’s always the first place to look.

Yes, there are other challenges:

Do you have a career path outlined for them? It’s critical for the younger generation!
Are they aware of how important they and their role are in the organization?
Are there situations you are not aware of that might make a difference – perhaps a necessary change in hours, location, type of work?
And, of course there is the financial element – however, this one is not always at the top of the list.

By connecting with employees frequently you may learn things that will help them remain with your organization. Nothing beats close relationships to keeping people employed with you!

Please share your thoughts – email me at sherry@dimension11.com.

QUOTE

“No company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.”
Jack Welch

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