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4 Hard Truths About Why Your Key Team Members Quit

A while back we talked about the real reasons why you weren’t hiring new employees, and shared the hard truths behind why you might be hesitant to find and hire new talent despite a need for help. Today, I wanted to share a little more hard truth- this time surrounding the reasons why your employees quit. As a business owner, you may have an idea of why you have turnover, but it generally boils down to four main categories.

1. Lack of Recognition

One of the main reasons that employees look for another position has to do with lack of recognition from management. They think “I have been busting my hump for these people for the last ten years and I haven’t had a raise in three and all they ever do is give praise to Julie and I have done twice as much as Julie….etc” Really taking the time to celebrate victories with your employees and recognize their hard work goes a long way to keeping them happy in their current position. And it’s important to think outside of the “employee of the month” box and really get to the heart of recognizing hard work and talent on your team.
Hiring Tip: If your job opening has growth opportunities make sure to list that in the listing. A lot of job seekers are looking for this specifically and will help you stand out amongst the crowd.

2. Lack of Growth

Does the position have the opportunity for promotion? Employees that have no promotion opportunities, are already at the top of their pay grade and have no coaching or mentorship opportunities available to them are the most likely to leave to look for something else. Depending on your company, you may not be able to offer up a promotion in the traditional sense but mentoring or coaching your key team members to grow in their field can go a long way to keeping them interested and engaged.

Hiring Tip: Instead of hiring for a project manager right out of the gate consider hiring for a project manager level 1 or level 2, allowing the candidate room to be promoted over time.

3. Lack of Management

We have all heard the phrase, “people don’t quit jobs, they quit managers.” And this is very true. If they aren’t getting recognition, training or advancement opportunities it’s usually because of a manager. You want to make sure that your managers know what they’re doing and value their team and are doing all those things that are important to be able to keep those people.

4.Money

Everyone has economic needs and it’s important to pay your employees fairly. This should be a given. But when we talk about money and compensation it really comes down to two things.

  1. Are you being fair? Are you paying the person what they are worth to the company?
  2. Are you being respectful? Are you paying them what the market values their skill set at?

We can’t all compete to pay the highest wage, but you can make sure that you are being fair and respectful of your employees and their economic needs.

Hiring Tip: It’s also important to note here that often times when an employee comes to you asking for more money, what they really mean is that they want more independence, autonomy or growth opportunities. Those things can often be achieved with a larger salary, but there are other ways to make an employee feel appreciated without offering up more money. So if you are paying a fair wage, it might be a good idea to look at other factors that are at play here.

David Finkel Author, ‘The Freedom Formula: How to Succeed in Business Without Sacrificing Your Family, Health, or Life’

Source: 4 Hard Truths About Why Your Key Team Members Quit

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What To do When Your Network Marketing Team Members Quit ***Download my Guide to Generating Business & Sales Online here: http://www.tanyaaliza.com/40download In this episode, I share my best network marketing training tips on how to get past the frustration and disappointment that can linger on when someone quits your network marketing team. What’s your initial reaction when someone in your team decides to quit your network marketing team? Do you turn around and say, “Have you gone mad?!”  Or do you wish them well and mean it? Despite your best efforts to coach and support team members, there will always be some that leave. Everyone has their own theory on why people quit network marketing, but generally, people quit things all the time. They quit their job, their marriage, college, their dreams and every industry imaginable. It’s a fact of life and it’s inevitable. However, for most people, this kind of event shakes them up and leaves them feeling frustrated and disappointed. It may have already happened to you, and it’ll most certainly happen to all network marketers. So, if you’re stuck on an emotional roller coaster every time someone in your network marketing team decides to take a hiatus, then this network marketing training is for you. In this episode, I’ll be sharing some tools and strategies I use that will help you prepare for this type of situation and not allow it to detract you or prevent you from growing your business ****Download the FREE Resource mentioned in this video – My Guide to Generating Business, Leads and Sales Online – http://www.tanyaaliza.com/40download ———Connect With Tanya———— Tanya Aliza on Social Media: http://www.tanyaaliza.com http://www.facebook.com/tanyaaliza http://instagram.com/tanyaaliza http://twitter.com/tanyaaliza Share this video – https://youtu.be/6yUaFH23DC0 About this video: In this episode I share with you some of my Network Marketing Team training tips so that you know what to do if you have a teammate quit or cancel. In this network marketing training I also share so network marketing tips so you can understand why people quit. I hope you find this one of your most best network marketing training.

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Why Your Managers Should Become Opportunity Managers

To successfully recruit, hire, train, retain and build the capacity of Opportunity Youth, organizations need a strong corps of frontline managers who have unique skills to successfully supervise, support and develop these young adults. We call these managers “Opportunity Managers”.

Opportunity Managers build strong working relationships with their team members. They are kind and empathetic, set clear (and high) expectations, and create an inclusive culture with high levels of support. These leaders are also strong at the day-to-day tactics of people management including coaching, giving and receiving positive and constructive feedback, communicating effectively with their team, and creating an environment where entry-level employees can grow over time. Given the skills that Opportunity Managers possess, it is no surprise that these managers frequently have a profound impact on the lives and the careers of the young adults that they supervise.

Becoming an “Opportunity Manager”

At Grads of Life, we believe that strong managers are “made”, not “born”. Skills such as relationship-building and effective communication are skills that can be learned. We have developed the Opportunity Manager Training (OMT). The OMT is an engaging, relevant, and actionable online training to help frontline managers learn to effectively supervise and support their team. The training is 100% online, self-paced, and contains actionable modules that frontline managers can begin using immediately.

One such module highlights the impact that a frontline manager had on one of her team members.

The Return on Investment

Kelly’s experience is a powerful example of how skilled managers can help their team. Research shows that when frontline team members – especially Opportunity Youth – feel supported, the business thrives. In 2007, The GAP created the This Way Ahead Initiative to recruit and train Opportunity Youth to work in its stores. The initiative has expanded over time because participants stayed with GAP twice as long as their peers and have higher employee engagement scores. Given the high cost of turnover and low employee engagement scores, it makes business sense to engage with new ways to improve on retention and engagement metrics.

Having frontline managers who effectively manage diverse teams also benefits the managers themselves. McKinsey surveyed frontline managers and found that over 80% of them are unhappy with their performance. The study found that the majority of managers surveyed are not engaged in “high value” practices such as coaching their team members, a practice that ultimately improves the performance of the organization. As managers become more effective in their work, and as their team members become more productive, these managers will likely enjoy their work more. This pattern can lead to a virtuous cycle.

When strong managers support their team, their team members have greater workplace engagement and higher performance rates. When team members perform better, not only does your business grow but you now have a pipeline of committed, high-performing individuals who can grow your business and grow with your business. It’s a win-win-win.


Learn more about our Opportunity Manager Training, and how Grads of Life can help your organization grow your frontline talent.

Philip Price is the Product Management Lead at Grads of Life. He designs, builds and develops online programs and face-to-face trainings to help workplaces become more inclusive and effective. This past year, Philip designed and built the Opportunity Manager Training, an innovative program designed to help frontline managers more effectively supervise and support diverse young adults in the workplace. Prior to joining Grads of Life, Philip designed and developed online training programs for frontline healthcare workers and built leadership development programs for managers at Fortune 1000 companies.

Philip is an educator at heart. He is committed to serving young people who have not traditionally been served well. He has led schools in Philadelphia, PA and Providence, RI and has worked with young people as a teacher and outdoor educator in Providence RI, New York City, Florida and South Africa.

Philip holds an MBA from American University, and MA from Columbia University Teachers College and a BA from Brown University. He lives in Philadelphia with his family.

Source: Why Your Managers Should Become Opportunity Managers

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https://youtu.be/NANOjjCdmRI
Introducing Sandler Opportunity Manager for CRM, Desktop & Tablet devices Sandler CRM is designed to help Sandler clients integrate the Selling System® into their professional day-to-day lives. The tool provides constant post-training reinforcement and can be integrated into your existing CRM system, used as desktop application, or accessed on your tablet device. Sandler CRM is available on Salesforce.com, Oracle on Demand and many other CRMs systems. Sales organizations will benefit from more accurate forecasting, better teamwork across the organization and maximization of its CRM investment. Make the most of your training by finding out more about the Sandler reinforcement tools today.

The 80/20 Rule And How It Can Change Your Life

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What is the 80/20 Rule and could it actually make 80% of your work disappear?

If you’ve studied business or economics, you’re well familiar with the power of the Pareto Principle.

The Man Behind The Concept

Vilfredo Federico Damaso Pareto was born in Italy in 1848. He would go on to become an important philosopher and economist. Legend has it that one day he noticed that 20% of the pea plants in his garden generated 80% of the healthy pea pods. This observation caused him to think about uneven distribution. He thought about wealth and discovered that 80% of the land in Italy was owned by just 20% of the population. He investigated different industries and found that 80% of production typically came from just 20% of the companies. The generalization became:

80% of results will come from just 20% of the action:

Pareto’s 80/20 Rule

This “universal truth” about the imbalance of inputs and outputs is what became known as the Pareto principle, or the 80/20 rule. While it doesn’t always come to be an exact 80/20 ratio, this imbalance is often seen in various business cases:

• 20% of the sales reps generate 80% of total sales.

• 20% of customers account for 80% of total profits.

• 20% of the most reported software bugs cause 80% of software crashes.

• 20% of patients account for 80% of healthcare spending (and 5% of patients account for a full 50% of all expenditures!)

On a more personal note, you might be able to relate to my unintentional 80/20 habits.

I own at least five amazing suits, but 80% of the time or more I grab my black, well-tailored, single-breasted Armani with a powder blue shirt. (Ladies, how many shoes do you own, and how often do you grab the same 20%?)

I have 15 rooms in my house, but I spend about 80% of my time in just my bedroom, family room, and office (exactly 20%).

I’m not sure how many miles of roads are in the small town where I live, but I bet I only drive on 20% or less of them, as I make daily trips to my kids’ schools, the grocery store, the bank and gas station.

On my smartphone, I have 48 different mobile apps pinned to the tiles, but 80% of the time I’m only using the eight on my home screen.

When I go grocery shopping, I definitely spend the most time in the aisles that are around the edges of the store: produce, the fish market, dairy, breads—and generally skip the aisles in the middle of the store (except for health and beauty).

As a massive introvert, I don’t actually socialize too much, but when I do, 80% of my time is spent with the same 20% of my friends and family members.

In my research into the productivity habits of high achievers, I interviewed hundreds of self-made millionaires, straight-A students and even Olympic athletes. For them, handling every task that gets thrown their way—or even every task that they would like to handle—is impossible. They use Pareto to help them determine what is of vital importance. Then, they delegate the rest, or simply let it go.

How You Can Use It

So how can you apply Pareto’s principle to gain more time in your life?

Are you an executive? You’re surely faced with the constant challenge of limited resources. It’s not just your time you need to maximize, but your entire team’s. Instead of trying to do the impossible, a Pareto approach is to truly understand which projects are most important. What are the most important goals of your organization, or boss, and which specific tasks do you need to focus on to align with those goals. Delegate or drop the rest.

Are you a freelancer? It’s important to identify your best (and highest-paying) clients. Of course, you don’t want all your eggs in one basket. But too much diversification will quickly lead to burnout. Focus on the money makers and strengthening those long-term relationships.

Are you an entrepreneur? The temptation always exists to try the new and exciting. There’s nothing inherently wrong with that, but it boils down to your goals. Are you trying to grow your current business? Would an 80/20 mindset help you to stay focused on your strategic plan and spend less time chasing endless new opportunities?

No matter what your situation, it’s important to remember that there are only so many minutes in an hour, hours in a day, and days in a week. Pareto can help you to see this is a good thing; otherwise, you’d be a slave to a never-ending list of things to do.

So, what 20% of your work drives 80% of your outcomes?

 

Here’s What Hiring Managers Actually Care About – Aimée Lutkin

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You can’t jump into the mind of the person sitting across from you in an interview and know exactly what they’re looking for. But there are, fortunately, some basic qualities most hiring managers think are pretty important across the board. In a survey of 800 people who have been responsible for interviewing and hiring at their company, Netquote put together some general observations about the process. The things we’ve always suspected as being personally important—like our creativity—are actually pretty low on the scale of the manager’s scale. Here’s what they actually do and don’t want to know……..

Read more: https://lifehacker.com/heres-what-hiring-managers-actually-care-about-1830079581

 

 

 

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8 Time Management Hacks to Optimize Your Life In and Outside Work – The Oracles

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Time is everyone’s most valuable and scarce resource. Managing it effectively can be the difference between success and failure. These Advisors in The Oracles share how they manage their day to optimize their business success and personal life. To really manage and maximize your time — to squeeze every opportunity out of it — you have to appreciate how much you have. Take control of your time, and don’t allow others to. Get family, friends, colleagues, and employees to agree on the most important priorities……..

Read more : https://www.entrepreneur.com/slideshow/322152

 

 

 

 

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Do This One Thing If You Want To Stand Out In Competitive Environments – Esther Choy


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In one of the most-viewed TED Talks of all time, Simon Sinek said all business discussions and decisions must “start with why.” Most people don’t do this, he says. “Very, very few people or organizations,” says Sinek, “know why they do what they do.” Similarly, in our careers, we know our credentials. They’re what we put front-and-center in our resumes. Some of us know our competencies. But very few of us have considered sharing our character. And just as Sinek encouraged organizations to “start with why……..

Read more: https://www.forbes.com/sites/estherchoy/2018/10/21/do-this-to-stand-out/#328f2d09522a

 

 

 

 

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5 Ways To Go From Being A Good Boss To A Great Boss – Karlyn Borysenko

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There are a lot of bad bosses out there – that’s no surprise. In fact, 65% of Americans would choose to fire their boss over getting a pay raise. But what gets lost in the midst of trying to stop an awful lot of bad behaviors is the fact that there are a fair number of good bosses out there as well. These are bosses who genuinely care for their team members and want to do the right thing by them. Bosses in the “good” category are already doing a lot of things right, but still have room to move from “good” to “great,” and drive engagement and team productivity on a whole new level……

Read more: https://www.forbes.com/sites/karlynborysenko/2018/10/15/5-ways-to-go-from-being-a-good-boss-to-a-great-boss/#4ee9bf81488a

 

 

 

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Google Says The Best Managers Have These 10 Qualities – Zack Friedman

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It’s called Project Oxygen. Beginning in 2008, Google researchers wanted to understand what makes a manager great at Google. Here’s what they found.Project Oxygen…Google sought to identify the common threads among Google’s highest performing managers. Based on internal research, Google then applied its findings to its manager development programs….

Read more : https://www.forbes.com/sites/zackfriedman/2018/08/30/best-managers-google/#2e67c5054f26

 

 

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What Does Good Knowledge Management Look Like – Paul Whiffen

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What does good knowledge management look like?

In our article 7 steps to knowledge management success we looked at how to turn knowledge into action to make it real but what does good knowledge management look like?

To answer this question, once again, I called on Paul Whiffen and his two decades of experience in KM to explain.

“When introducing knowledge management strategy to an organisation, there are some familiar questions and barriers to overcome.

The most common ones I hear are:

  • we tried lessons learned before without success;
  • isn’t this mostly about when people leave or retire and we need to get their knowledge?;
  • we found it very theoretical and conceptual;
  • isn’t KM mainly about IT?;
  • it’s hard to convince the Business that KM has real value.

How can these be overcome?

1) Treat knowledge as an asset

We live in an increasingly knowledge-based world. My belief is that knowledge is a key commodity and we should treat knowledge as the main asset for individuals, companies and countries.

It is about distinguishing the theory of knowledge management from the practicalities of it. For an organisation to do this and to make the most of its knowledge it must regard it as an asset and manage it in a structured way.

2) Bring theory to life

To bring the theory to life, you need a structure which is both practical and pragmatic.

A KM framework includes the roles, processes and technology supported by governance and both a knowledge management and change management strategy.

3) KM framework

Within a KM framework, the roles, process and technology become embedded within an organisation and accepted and established as the ‘norm’.

Roles include

  • Central KM team
  • KM Plan Managers
  • Community Managers & Facilitators
  • Subject Matter Experts
  • Knowledge Domain Owners

Processes include

  • Team learning
  • Individual knowledge transfer
  • Knowledge sharing communities
  • Corporate process for managing lessons identified
  • Knowledge cafes and markets

With this belief, structure and framework as a starting point an organisation can develop the tools and skills for good knowledge management and make it real.

Indicators of KM success

When considering what good knowledge management looks like and the measurement of how successful a knowledge management implementation has been in an organisation I tend to look at the following key indicators:-

  • has a KM approach been authentically adopted?;
  • does the Business understand the value?;
  • is it being applied as part of ongoing business as usual?

For me, the key thing I have learned over the past couple of decades is that this is a knowledge-based world, and increasingly so.  Those organisation that proactively manage what they know and use knowledge management to future-proof themselves,  will outperform those that don’t.   I have seen organisations and projects struggle when they have neglected this, and flourish when they have taken it seriously.

Conclusion

When we have better knowledge

  • we make better decisions;
  • we innovate better;
  • we manage risks and opportunities more effectively;
  • it’s a more fulfilling organisation to work in.”

 

 

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Reputation Management SEO – Hannah Taylor

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The internet is a wondrous tool that allows you to promote your brand and tell your story. However, that doesn’t mean others can’t also share their perspective. Whether these publishers are sharing false or accurate information, you want to make sure you’re doing your best to maintain control of how your story is being told and perceived by the masses. Contrary to popular belief, not all publicity is good publicity.

So, what should an individual or company do when their brand name is returning negative or unwanted results on search engines?

Let’s take a look at some common questions I have been approached with over the years.

  1. Is there any way to completely remove negative content about my brand from the internet?
  2. What is Brand Reputation SEO (sometimes called reverse SEO or negative SEO)?
  3. What steps can I take today towards managing my brand’s reputation in Google search results?

Is there any way to completely remove negative content about my brand from the internet?

Sometimes. Maybe.

Some firms claim to offer this service, but it comes with a hefty price tag and is not guaranteed (Ironistic is not one of those firms). The only real method one can take to remove something from the internet is to contact the webmaster directly and request that it be removed. I find this tactic has a meager rate of success as many authors will not take further action. You also run the additional risk of fueling the fire, inspiring them to write additional content on the matter or promoting the existing content more heavily.

However, keep in mind that if the posted content is genuinely wrong and potentially damaging to you or your business, talk to your lawyer.  An official cease and desist letter from a law firm can work wonders at times! There are certain situations where you can have information removed from Google, but in most cases, you will need to contact the webmaster – especially if you want it removed from the internet entirely.

So, if this isn’t the best option – what is? Enter brand reputation management SEO.

What is Brand Reputation Management SEO?

Brand reputation SEO is one tactic to aid in online reputation management through traditional search engine optimization best practices. The concept is simple – when someone does a Google search for your brand name, you want to control as much real estate at the top of search results with positive content so that any potentially harmful or brand-damaging content is buried lower in search results.

What steps can I take today towards managing my brand’s reputation in organic search results?

Let’s take a look at how you can start gaining control over search results through reputation management SEO tactics. Below is the process I use when assisting clients in this very situation.

1) Planning & Strategy

Do your research.

Identify which keyword variations of your brand are returning the unwanted results. Focus on this list for your brand reputation SEO efforts.

Examine existing online properties.

Create a list of all existing sites (on separate domains) that you have control over. This could include your company website, your personal website, social media channels, YouTube videos, managed local listings, and so on. Then, evaluate where your managed web properties rank in relation to the unwanted search results – later, you will focus on optimizing these properties for the keywords identified.

Explore additional opportunities.

Next, determine other opportunities for content generation around your brand name on other domains. Is there an opportunity to put out positive press releases about your brand? Can you find other listings of your business that you could claim and manage? Are there other positive ranking articles by other authors that you could contact and request certain optimization updates be made? Are there videos you have or could produce to be optimized for your brand?

Plan your tactics.

Finally, put together a list of specific tactics you plan to use to regain control of your brand or name in search engine results. I’ve included some general recommendations below; however, these should be custom tailored based on your specific situation.

2) General SEO Tactics and Tips for Building Out Your Task List

Use these SEO best practices to include your name in all existing and newly created positive content.

Include your name as the title tag of the page or post.

The page’s HTML title tag is one of the most important aspects of SEO. Search engine crawlers will look at this to determine what the page is about – so we want them to know it is about you! Keep this in mind for things such as social media profiles and listings sites as well, as most of these sites will default to using your profile name as the title tag.

Include your name in the page URL.

When possible, make sure your name or business name is included in the URL. If you are optimizing for a keyword/name that has multiple words in it, include a special character (typically a hash) between words to indicate a space to web crawlers. For example https://www.ironistic.com/team/hannah-taylor/ or https://www.linkedin.com/in/fosschris/.

Include your name in the content.

Make sure the variation(s) of your name that you are monitoring is within the content of the page. You’ll want to make sure you’re not keyword stuffing but incorporating variations of the brand name naturally within the content.

Include images with keyword rich alt text and file names.

For the content pages you are working on, always include an image of the business or person for which you are optimizing for. Save the image file using a name that corresponds to what you are optimizing for and then add an optimized HTML image alt tag.

Additionally, you can post images on sharing sites such as Pinterest, Twitter, Flickr, Instagram and Facebook with optimized file names. These images may appear in image search results.

Build additional websites.

If you don’t have one already, consider building a website or multiple websites using the identified keywords as the domain and filling it with SEO rich content. The website we developed for Karen Curione is a great example of a resume site that is optimized for Karen’s name.

Karen Curione

Build domain authority.

For the websites you own and the positive content you want to promote, you’ll also want to monitor the domain authority and work on improving that over time through high-quality link building. Link building can be time-consuming and challenging, but it is an essential aspect in improving your organic rankings. Need to learn more? Here are 7 facts about link building for SEO.

Don’t forget about the power of video SEO.

Did you know that YouTube is the second largest search engine behind Google? Your brand name will get searched for directly within YouTube plus YouTube videos can also appear in Google organic search results! I have a whole bag of tricks when it comes to optimizing videos on YouTube so I’ll write about that in my next post. Sign up for our email using the form to the right to see future posts!

Consider adding PPC to your bag of tricks.

If you’re looking for a quick win on taking up some valuable real estate with positive content about your brand, consider running a paid advertising campaign to bid on the keyword you identified earlier. Your ad will appear at the top of the search results and will effectively “push” negative results further down the page.

3) Monitoring & Reporting

This isn’t an overnight fix, so you’ll want to be sure and monitor your progress over time. I recommend setting up some sort of keyword-based web monitoring through free or paid tools so you can be alerted of new negative or positive content around your brand, such as Google Alerts (Free) or Brand24 (paid).

I also strongly recommend putting together progress reports on a regular basis. Take screenshots of the search engine results from your keyword list previously identified before you start implementing the tactics below. Then, periodically take screenshots of the same results so you can compare over time. I like to highlight the negative mentions in red and report on how many unwanted results are showing up on the first. Do this for any search engine (Google, Bing, Yahoo!, YouTube, etc.) that you are concerned about.

4) Get to Work

At this point, you’ve evaluated the situation, put together your plan of tactics, and are ready to start monitoring your progress. Now the real work begins. Start by identifying the “low hanging fruit” based on what you think will have the most significant impact and focus on those tactics first. I suggest putting all of the tactics you’ve identified into a task list and prioritizing them based so you can make sure you’re spending your time in the best way possible.

Feeling overwhelmed?  Ironistic can help! We can put together a customized brand reputation SEO strategy for your specific situation and work with you on an ongoing basis to execute tactics and report on our progress.

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