414-421-9626 jeff@jeffkortes.com

This employee retention speaker and employee retention author was recently conducting a workshop and during the brainstorming activity people were asked, “What will you do differently as a result of what you have learned today?”  One participant brought up what, in the opinion of this employee retention trainer was something profound.  He said, “I am going to ask my people to tell me what they don’t think I want to hear.”  That IS profound.  He is not asking them what they think but encouraging them to tell him the things he doesn’t want to hear, but in his heart, knows he should here.  From an employee retention strategies perspective, that will enable him to get at THE most important things that people are often reluctant to bring up.

That approach is so critical from an employee turnover perspective because it digs deep into the thorny issues that are often avoided that can be driving people to leave the organization.  When this employee recruitment expert was working as an HR leader and involved with continuous improvement teams, we often struggled getting these things out but, when we did, we found they usually produced incredible results, improvements in productivity and gains in quality.  We used to say, sacred cows make the best eating.  This person’s question gets at those sacred cows.

In order to take your employee retention to the next level, these are the types of questions that need to be asked.  These are hard questions because people will tell you things that get at the heart of the stupid things you do as a leader that are getting in the way of your organization being the best it can be and from being a leader in your industry.  The things you might hear are things you suspected but were never confirmed by anyone.  Once you have those answers the potential is limitless.

As I always say, employee retention is simple…it’s just not easy.  Asking a question like this leader is willing to ask isn’t going to be easy but because he has the courage to ask it, I am willing to bet that the responses will provide benefits that are worth the pain.  Lastly, remember to Give Your Employees C.R.A.P.® (Caring, Respect, Appreciation and Praise) because C.R.A.P. Works!