Wake Up Before They Go
Strategies for developing happy and loyal employees
Learning the hot tub business can be a challenge and for your employees, the learning curve can be high — as can the rewards. If more people are quitting or switching their allegiance to your competition, it’s time to look at the whys and the hows to keep the people you want.
Exploring the ‘why’
People leave for many reasons, and the only way to understand why is to ask. It’s OK to dislike confrontation, but asking someone why they are moving on doesn’t need to be a negative conversation. It can be simple: “I appreciate you and your work ethic and am curious why you’re leaving.”
Looking back on my many years working in retail, I realized I left jobs because it was time for more responsibility, I was moving or I was unhappy with the people I was working for. Only one man asked me why I was leaving my job as a visual merchandising manager, saying he thought I was doing great work. I told him that moment was the first time since joining the company that I heard any feedback about my performance. Had I thought I was valued, I wouldn’t have been looking for a new job.
Showing appreciation
If you appreciate your employees, let them know. Acknowledging their good work won’t “spoil” them. You’re not their parent — they are fully grown beings and like all humans, they thrive on praise.
For example, one manager with a team of ten people shared online that he personalized employees’ paychecks. Even if your employees get direct deposit, this can still be done via email or actual notes.
“I have a small unit of ten reporting to me,” he wrote. “I write a personal note, and it goes with their paychecks. Every two weeks, it forces me to think about something I noticed and appreciated.”
Another manager would ask her team to submit someone’s name with an accomplishment that impressed them each quarter. She read them, chose a winner and gave them a day off. It gave her a chance to see achievements she didn’t know about plus it allowed everyone to recognize their teammates.
One dealership created a wall of fame. When an employee received a positive letter, email or call from a customer about their service, it got framed and put on the wall. The manager also gave that employee a small gift certificate but felt that the framed letters meant more than the gift. It helped internal relations, and customers also enjoyed reading the letters.
Prioritizing well-being
Stress can cause colds, flu or stomach issues — all sorts of miserable reactions. If you have an employee who seems to be constantly ill, it’s worth looking at what may be stressing them out. If appropriate, you can ask about their stress level, and if it’s work-related, discuss how their stress could be lessened. Perhaps it’s a work/life balance issue, or some extra training could be a good investment for them and the company.
Far too many people are thrown into jobs with little to no training. Then, when they screw up or stress out, they are perceived as dumb, high-maintenance or unworthy. Even an experienced sales or service person needs to learn what your store specifically requires.
Work/life balance is an issue that affects many people. Our work takes up a good percentage of our time and gives us the money to live, but without joy in our work, it saps our energy for our lives. Look at what you are promoting. Do you reward workaholism? Do you expect employees to work every weekend? Do you compliment employees for working long hours — or for their quality of work?
Flexibility is key to creating a positive work environment. You can’t let everyone do what they want to do all the time, but you can be flexible when it’s important to individual needs. Each person has their own idea of freedom, and it will pay off if you can discover what that means and what is needed.
An astute manager will view work/life balance and stress reduction programs as strategic business tools rather than employee perks. When people feel heard, have balance and feel appreciated, there is a far greater chance they will work harder, produce more and be loyal to you and your company.
