As I was looking at lunch meat in the deli, I noticed that all the pre-cut bags of lunch meat all were around 1 lb. in size. Because only this employee retention trainer eats lunch meat in the family, I didn’t need anything that big. So, I asked the clerk if she could cut me a ½ pound of turkey. No problem we can do that. Then I began talking with the deli manager and asked, “Why does everything come in 1 lb. packages?” The deli manager responded, “Don’t get me going.” Of course, this employee retention expert began talking to her.
The deli manager told me that most of her customers want the ½ lb. packages, but the corporate office will not let them put out anything less than the 1 lb. packages. She explained that as a result, the staff ends up throwing out way more lunch meat as most people don’t want that amount of meat. She went on to explain that she has told this to the people incorporate. They have basically told her, “Shut up and put out the 1lb. packages.” So, as she said to me she got “tired of battling” with corporate and gave in. She now puts out all 1 lb. packages.
When this employee recruitment expert heard this, he was disappointed. Organizations talk about having their employees “engaged” and “energetic.” They talk about the fact that people don’t get involved and offer up ideas and they should act like “owners.” Listening to employees is a sign of Respect that helps drive employee retention. It tells the person they are valued and that their ideas are valued. It’s also one of the easiest things to do and doesn’t cost a dime. It is one of the key components of C.R.A.P. (Caring, Respect, Appreciation, and Praise.) In this case, it’s also an operational issue. The organization could be taking care of their customers better as well as avoiding spoilage.
When I was an HR Leader, I started in a facility. Then I became a corporate guy. When I moved to corporate, I made it a point to provide support and expertise, but I remembered how much it irritated me when corporate tried to get involved and run my facility. This speaks to the issue of hiring good people and leaving them alone…don’t micromanage them. If you act in a manner that irritates your managers in the facilities and they then become disengaged, imagine the impact on the people that work for them. You have now started down the path of disengagement that is not a part of sound employee retention strategies. So, in closing, if you are a corporate person reading this, one of the best ways you can help your facilities…stay out of the way!
Remember…Give Your Employees C.R.A.P.® (Caring, Respect, Appreciation, and Praise) Why? Because C.R.A.P. Works!
Are you concerned about the employee turnover you are experiencing? If so, email me at firstname.lastname@example.org to get my Employee Retention Self-Audit. In the email, make the title “I’m Desperate” and I will get the self-audit out to you!