This employee retention speaker and employee retention author is fortunate to have excellent neighbors that live around him. Recently, one of my neighbors was looking at putting up a fence in his back yard and making some changes to the grading in his back yard. In order to do this, he planned on having a surveyor come in to determine exactly where the lot line was so that he didn’t accidentally put his new fence on my property. That’s smart. He mentioned it to me so that when I saw some stranger out in the back, I wouldn’t wonder what was going on. That’s smart too.
When he mentioned what he was going to do, this employee retention trainer mentioned to him that when the houses were originally built 30 years ago (he is new to the neighborhood) there had been a huge problem with drainage of water between all the yards because the lots are on a hill. The city engineering department came in and regraded the whole area to avoid flooding. I explained he might want to ask engineering if it was okay to regrade. He took my advice, checked with engineering and was told he could not regrade because it would impeded proper drainage. Had he done so, engineering would have made him return it to the original state….at great expense to him.
How does this relate to employee retention strategies and to how you run your organization? All too often, when leaders are looking at changes in the organization, they ignore their employees and “just do it.” Then the leaders find out that they really don’t understand how the operations works, screw things up and have to fix them. This usually costs time, money and impacts productivity and service. Almost more importantly is the fact that these leaders send the message they don’t respect their employees enough to see them as knowing their jobs and respect them enough to get their input. Actions like this leave a sour taste in people’s might. That sour taste builds over time and get’s employees thinking that the “grass might be greener” elsewhere.
Don’t get me wrong, leaders still need to be decisive and make decisions…that’s their job. However, I recognized years ago as an HR leader that employee involvement is an important part of leadership. It also drives productivity, quality and employee retention. Part of C.R.A.P. Leadership® (Caring, Respect, Appreciation and Praise) is respect. If you respect your people and their expertise….ask for their input before making decisions. Give Your Employees C.R.A.P.® Why? Because C.R.A.P. Works!
Reach out to me on LinkedIn or drop me a note at jeffkortes.com to find out how to Give Your Employees C.R.A.P®. and reduce employee turnover by 35-80%