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Pat Healey
An employee attraction and retention expert, seasoned business owner, author and national speaker, Pat Healey is also creator of the Employee Attraction & Retention System for self-employed business owners working in the insurance and financial services industry.
An employee attraction and retention expert, seasoned business owner, author and national speaker, Pat Healey is also creator of the Employee Attraction & Retention System for self-employed business owners working in the insurance and financial services industry.

Pat's posts

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As tough—and even surprising—as it may seem, employee retention really does start with the boss/owner. Your goal should be to become an Employer of First Choice. When you filter your actions and decisions concerning your team through that point of view, great changes can occur. Read my article about it here.

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Employee Retention Tip: Show employees you have a vision for how they’ll succeed in your company. And show them you're a genuine person who does understand their needs.

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Employee #retention starts with not driving your team nuts! Do you change your rules? Give conflicting instructions? Great article: I can help you become an Employer of First Choice. Give me a call.

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Hey, it’s Love Week, but sometimes it’s your tough-to-love employees who consume your mind. Like today. I had a rough episode in my office recently that got me to thinking about this. To retain or not to retain—that is the question. Read my post on Dealing with difficult employees here:

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Employee Engagement: It’s not so much about what generation you belong to, as which stage of life you’re in.
As much as we all love quick fixes, there really is no one-size-fits-all answer to upping employee engagement (which of course is key to long-term employee retention). It would be a really bad idea to herd your team into a room and try to improve everyone’s commitment to your business all at once. Sure, you can hope to inspire most of your staff with some dazzling new plans, but each person will respond differently.
A more effective approach is to deal with each team member individually—learn what combo of incentives and paybacks are most likely to product maximum results. Some people care most about a flex schedule. For others it’s all about the paycheck. Other workers want challenges to grow their skills and resume. If you don’t know what motivates each person, you can’t create for them an optimal environment.
You invest a lot of time and money in attracting and retaining each employee, so make it matter—treat your team members as people not sheep and you’ll have a win/win result.

When Employee Retention Fails

Sometimes the new year brings unwanted changes. Change – particularly employee turnover – is a constant issue when you’re a manager. The key to dealing with it is acknowledging its existence and being prepared when those changes occur. Read the full article on my blog:

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Build On This Year’s Gains
Last week I urged you to take stock of yourself, your life and your work/life balance. (It’s not too late to do that…see my checklist in that post.) Now it’s time for planning the year ahead. I love this time of year when the new calendar flips over—it feels like a brand new opportunity to infuse energy into my company—and my team. I like to get away in late December and brainstorm new ways to give even better service to my customers and inspire my team to aim ever higher.
I always take some new business books to inspire me on my retreat. On my stack this year is one I wouldn’t normally have sought out—which is exactly why it’s there! I’m interested in new perspectives, so I’m going to read #GIRLBOSS by Sophia Amoruso. This review sold me:
“Among the glut of leadership books featuring paunchy old men in power suits, at least #Girlboss has a shot at standing out . . . it’s clear why young women admire her . . . #Girlboss is targeting the same readers as Sheryl Sandberg’s updated Lean In for Graduates . . . So buy #Girlboss for your daughter…”
—Bloomberg Businessweek
Then I bring a small whiteboard, or sometimes I go old school and bring a big pad of newsprint to do a mind map or flow chart. (Despite all our whizbangy techie toys, our brains are still wired to think creatively when we send our ideas through our hands.)
These are the kind of questions I ask myself:
·      What new things did we try this year that worked well? How can we expand them or make them even better next year?
·      Who on my team really stood out this year? What further projects can I give her to keep her engaged?
·      What new talents emerged among my team members? How could I maximize those skills to our advantage?
·      What new feedback did I get from my customers this year? Are there aspects of our service that need buffing? Could I assign someone else to work on it for a fresh perspective?
·      What’s something I’ve always wanted to offer in my business, and is this the year I can make it happen?
·      What team incentives and rewards can I plan on for the coming year? Who is emerging as a real leader? Make sure to have lunch with him in January and find out what he wants to accomplish this year.
For employee retention, it’s imperative to keep your stars engaged and challenged. Find out what their goals are and actively help them reach them. Don’t be all talk and no show.

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The holidays and the end of the year inspire contemplation. It’s easy to lose sight of our personal and professional goals in the day-to-day running of companies and lives. If you’re working as hard as most people, you deserve a break to take stock of your life.

Here’s some low-calorie food for thought:
·      How’s your work/life balance? Do you know who your kids’ best friends are and how they spend their time after school?
·      What kind of example are you setting for your kids and other family members? Do you hope some of them grow up to follow in your footsteps? If not, why not?
·  When’s the last time you had a Date Night?
·  When’s the last time you took a day off on a whim just because it was a Tuesday?
·  How genuinely joyful are you to roll into work most Mondays?
·  Do you take your work home with your every night? Do you really need to, or does it disguise something else that’s missing in your life?

That’s enough for one session, but you get the idea. I make year-end review and year-ahead planning an annual ritual that I encourage everyone to do. How else will you ever know where you are on your glide path? Happy self-examination.

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“If you’re a B2B marketer, it’s likely that you’re used to working with your company’s subject-matter experts to create content for your prospective customers. You can apply this same process – working with current employees – to your content creation efforts for prospective employees.”
Great article on using content marketing to attract the best employees.

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Are You Listening to Your Employees? – How to Deepen Relationships and Get Results

"Being heard, is so close to being loved, that for the average person, they are almost indistinguishable." ~David Augsburger
Are you listening to your employees?

According to a 2012 study by John Izzo, author of the book Stepping Up: How Taking Responsibility Changes Everything, the top reason employees don't take initiative at work is because managers don’t listen to their opinions before making decisions. Employees want to know you’re listening and care about their beliefs regarding the direction of the company. Bosses who listen are more likely to see their employees looking for ways to make the business better. Efforts will improve, customer relationships will prosper, and new ideas will flow more freely.

Here are 5 ways you can better listen to your employees:
1)   Stop being the “boss” – Yes, you’re still the person in charge, but you need to approach your relationships with employees on an even level. Listen as if you’re having a conversation with your business partner.
2)   Be Present – Don’t live through email and the phone. Get up and talk to your employees, and have meaningful conversations. Your discussions don’t even have to be fully work-related. Remember, you’re trying to deepen your relationships.
3)   Consistency Counts – Your employees need to feel comfortable. Friday afternoon fire drills and emergency meetings add to discomfort and foster distrust. If you have business concerns, give employees time to hear and absorb problems and allow opportunity for discussion.
4)   Monitor Body Language – Everyone has their share of bad days. But as the boss, your employees look to you for a sense of how business is progressing. Staying positive is contagious. As a result of good body language, your employees will be more open to engage in dialog with you. And even if you’re having a bad day, avoid being negative.
5)   Don’t Interrupt – This one is critical. Your employees are taking the time to tell you their thoughts, feelings, and ideas. When you interrupt, you’re essentially discounting the value of their point. Even if you don’t agree with what your employee is saying, you need to give them the opportunity to fully express their viewpoint.

Are you listening to the employees in your organization? Do you want to learn how you can further strengthen your relationships and improve results? Contact us to find out more.
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