Scott Love on Employee Retention and Engagement
Monday, April, 24th, 2017 at 6:00 am by Mike J. Agugliaro
Scott Love shows managers how to be the boss nobody will leave. With over 20 years of empirical research, he gives managers tactical ideas to lead in a way that increases employee retention, reduces turnover, and attracts high achievers. He is a successful entrepreneur, professional keynote speaker, the author of Why They Follow, and is a graduate of the United States Naval Academy in Annapolis, Maryland.
Main Questions Asked:
- What is one of the biggest issues with employee retention?
- What are the first steps?
- What are some of the mistakes leaders make?
- How does culture play a part in someone staying or leaving?
- Talk to us a little bit about motivation.
- What can be the outcome of bringing the best people?
- How can we take conflict and turn it into a winning situation?
Key Lessons Learned:
- It’s easier to keep your existing customers happy than to find new ones, it’s the same with employees.
- Most people come to work to work for themselves, not the boss.
- Give your employees an emotional stake in the company.
- Employees join companies and leave bosses.
- Distrust is one of the major reasons an employee will leave, you have to live the core values of the company.
- Know what the vision and direction of the business is and be able to articulate it, without that how can an employee align. Most companies don’t tie in the meaning with the work.
- 20% of the people you hire bring about 80% of the results.
- Aim to develop everyone but focus the majority of your resources on the top 20%.
- Conflict isn’t about the emotions, it’s about the issue. Address the emotions first.
- Emotions are the reasons people follow or leave certain leaders.
- Start with yourself, all business is personal. What are your core values and personal mission statement.
- Cultivate leaders below you. A basic mentor program can create awesome results.
- Everything you do is always being observed, how you act is directly correlated to how your team responds to you.
- All the language we use shapes the shared values of our culture.
- An incongruent attitude at the top can cause people to leave, the top affects the bottom.
- Everybody’s motivation is different, you have to look for people motivated by making a difference.
- Recruiting is a marketing effort.
- Look within your own circle of influence, ask your team to create a list of people they respect the most and look for ways to find out what they’re currently missing.
- Ask your vendors, try to get referrals.
- Staying or leaving are always emotional decisions.
- Name one character goal you want to develop this month.
- Become the boss no one ever wants to leave.
- Determine and track your primary metric.
- Always be aware of what you do and how your team perceives you.
Links To Resources Mentioned
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