It happens that my cat is an old guy…almost 20 years old. Until recently it was the standard visits but in the last several months, he developed diabetes. Yes…a diabetic cat. He needed to go on insulin (I know what you’re thinking….is this guy nuts?) so because the rest of his health looks pretty good, we decided to go forward. This has necessitated frequent visits to the vet’s office as we are regulating his diabetes. What I learned as an employee retention trainer was fascinating.
In the office there are the owner who is the head vet and two other vets. One is a young guy and the other is an older guy. The owner who is also older and is semi-retired. He works a couple of days part-time doing the surgeries. There is a head of the office, various receptionists and vet techs. I learn this just by talking to all the people over time and observing. As I listen, I see a recipe for an employee retention nightmare. Clearly, there is no employee retention strategies in place.
Just last week I had to bring my cat in and the young vet who had been seeing him was gone…he quit. I was not surprised in that when I spoke with him it was clear he felt he wasn’t growing in his career because he was getting no mentoring from the owner who knows a lot and he was under the impression that would be the case when he came on board. Okay…so I see the other vet. As we talk, he is not a happy camper. He is working an incredible amount of hours with the other vet quitting. The owner continues to do part-time surgeries, so the remaining vet is now doing the work of two people with no end in sight. Veterinarians don’t just show up at your door yet the owner is not pitching in to help with the workload.
The remaining vet is getting testy and it shows in his interactions with the staff. But the owner doesn’t see this because he is not around…he is missing in action! This employee recruitment expert sees the older vet’s interactions with the staff deteriorating as the stress is building. The tension at the front desk and between the vet techs and the vet is palpable. I suspect I will go in and find more people have quit in the next few weeks.
Being in tune to what is going on is essential for a leader to maintain high employee retention. Stepping up to help carry the load is a must. Being present to address employee negative interactions is required so turmoil doesn’t drive people away. All of these actions are part of any employee retention strategies. Lastly, nobody in the office is getting an C.R.A.P. when they need it most. (Caring, Respect, Appreciation and Praise). In times of stress, neglect is the last thing you want. In fact, you have to give your people more C.R.A.P. If you are an owner of a small business reading this, do keep this in mind because the implications for your business are huge!
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 or click on the link below to find out how to Give Your Employees C.R.A.P.® and learn the C.RA.P. philosophy AND how it can reduce employee turnover by 35-80%