This employee retention speaker and employee retention author likes to talk to everyone about employee retention and how long people have been at their current employer. Then this employee retention trainer will then probe deeper. Often times, people look at me as if I’m off my rocker. Then, I explain what I do for a living and they always become very open and cooperative.
Just the other day, I had to have my air conditioning unit at my house go through the normal yearly maintenance and, of course, this employee recruitment expert struck up a conversation with the service technician who was working on my unit. We got chit chatting and I mentioned that my youngest son had a really old air conditioning unit. He asked how old my son was and when I told him 26, he said, “Oh the same age as me.” Of course, everyone says that “young people” don’t stay in jobs long so I asked him how long he’d been with the company and he replied, “9 years.” He went on to explain that he started cleaning up in the shop when he was 17 during high school. He began to tell me about his career and why he has been at one place so long. Here are the key takeaways:
- He would be sweeping up and putting things in order and he would talk with the technicians in the shop. They started telling him about what they do and how things work and gave him some manuals so he could start to learn more about HVAC. Learning is incredibly important to young people. Also, a sense of helpfulness and community.
- The owner saw him reading the materials and asked if he wanted to learn more, so the OWNER began showing him things and became his mentor. More learning. More growth.
- As he became a senior in high school the owner told him they were always looking for technicians and, if he was interested, the company would pay for his tech school education. The owner is smart and realized he had already invested several years of training in the kid. Tuition assistance and more mentoring. Great employee retention tools!
- The owner would review his grades and provide guidance while he was going to school. Regular performance feedback and appreciation…another driver in employee retention strategies.
- The owner gives him feedback but does not look over his shoulder and second guess everything he does. No micromanaging. Micromanaging drives people out of the organization.
- He likes the people he works with. He is not buddies with the people he works with, but the owner has fostered a sense of camaraderie and community. They help each other out and work together to get things done.
- Lastly, when things got slow during the Covid-19 lockdown the owner kept his people busy doing things that never seem to get done. If you give loyalty…you get loyalty.
What I just outlined is simple stuff…it’s just not easy to put it all together in one recipe. This owner has. It was interesting because when several of this owner’s other techs put in my new furnace 6 months ago, they said many of the same things so this was not just one person saying it…it was all of them even though their stories were slightly different.
Loyalty isn’t dead…not in some organizations! Remember…Give Your Employees C.R.A.P.® (Caring, Respect, Appreciation and Praise) Why? Because C.R.A.P. Works!
Reach out to me on LinkedIn, call or text me at 414-305-9626 to find out how to Give Your Employees C.R.A.P.® AND reduce employee turnover by 35-80%