Eric Jacobson

Archive for the ‘Employee Retention’ Category

8 Ways To Show You Value Your Employees

In Employee Engagement, Employee Retention, Employee Satisfaction, Eric Jacobson Leadership, Value Employees on February 16, 2017 at 5:50 am

There are eight specific actions business leaders can take to show that they value their employees, according to Andrew Leigh, author of the bookEthical Leadership — Creating and Sustaining an Ethical Business Culture.

Those eight behaviors are:

  1. Attention — Pay attention to what people say to show your interest.
  2. Listen — Make time to hear what colleagues, peers and employees have to say to show you care.
  3. Positive Language — Find words and phrases to show employees they’re needed.  Examples are, “We couldn’t have accomplished this without you,” “That was really useful.”
  4. Document — Put praise in writing to increase its impact.  Make clear where the credit belongs.
  5. Micro Sessions — Create two-way communication sessions.
  6. Visits — Schedule visits to teams and work areas.
  7. Stories — Share stories that highlight unusual contributions and provide your personal response to them.
  8. Invite — Ask people to contact you directly with their issues and concerns — not to bypass the normal channels, but in addition to those channels. Then, set up systems to respond quickly and positively when people show the courage to contact you direct.

Leigh is a founder of Maynard Leigh Associates the United Kingdom development company.

He is author of over 20 books on management, many translated around the world. His book, Charisma, has been translated into over 17 languages and his long running Essentials of Management was short-listed for Book of Year award by the Chartered Institute of Management.

Originally trained as an economist, Leigh has an MA in the field of Human Resources, and is a Chartered Fellow of the Chartered Institute of Personnel and Development.

The Exit Interview

In Employee Retention, Employee Satisfaction, Exit Interviews, Human Resources on January 30, 2016 at 6:55 am

Knowing why an employee leaves your company can help you to reduce your employee turnover rate.

That’s because you can use the reasons a departing employee provides to gather information about processes, people and departments that might need some redirection to correct situations that may have contributed to the employee’s reasons for leaving.

So, do an exit interview whenever possible with each departing employee. Ask each person:

  • Why they are leaving
  • What they liked about their job
  • What they would have changed about their job
  • How they felt about the cooperation level among co-workers
  • How they felt about communication and interaction with co-workers
  • Whether they received the necessary training to do their job
  • Whether they received frequent coaching and balanced feedback from their supervisor
  • Would they recommend a friend apply for work at your company
  • How they felt about their pay
  • How they would describe the morale in the company and in their department
  • What they would change about their department and the company
  • Whether they received the necessary information to perform their job effectively

You can find other great advice about exit interviews in the book, The Essential HR Handbook, written by Sharon Armstrong and Barbara Mitchell. The book is a quick and handy resource for any leader, manager or Human Resource professional.

How To Retain Your Employees

In Employee Retention on June 29, 2015 at 5:47 pm

I had the pleasure of interviewing Leigh Branham over the past few years. He’s the author of the popular book called, The 7 Hidden Reasons Employees Leave.

He told me that in research that he has done about the leaders of companies that have won “Best-Place-To-Work” competitions in 45 U.S. cities, that there are six things these effective leaders do that don’t cost money. They do, however, cost time and effort. But, that is time and effort that can pay big dividends.

Here are the six things you can do:

  1. Make the commitment to create a great place to work.

  2. Inspire employee confidence in decisions and clear business direction

  3. Work to build trust based on honesty and integrity

  4. Practice open, two-way communication, especially in times of uncertainty

  5. Look out for the organization before you look out for yourself

  6. Believe employees should be developed and retained; not burned out and discarded

Thanks for these great leadership tips, Leigh!

How To Reduce Employee Turnover

In Employee Retention, Eric Jacobson Leadership, Eric Jacobson On Leadership on February 26, 2015 at 7:35 pm

Knowing why an employee leaves your company can help you to reduce your employee turnover rate.

That’s because you can use the reasons a departing employee provides to gather information about processes, people and departments that might need some redirection to correct situations that may have contributed to the employee’s reasons for leaving.

So, do an exit interview whenever possible with each departing employee. Ask each person:

  • Why they are leaving
  • What they liked about their job
  • What they would have changed about their job
  • How they felt about the cooperation level among co-workers
  • How they felt about communication and interaction with co-workers
  • Whether they received the necessary training to do their job
  • Whether they received frequent coaching and balanced feedback from their supervisor
  • Would they recommend a friend apply for work at your company
  • How they felt about their pay
  • How they would describe the morale in the company and in their department
  • What they would change about their department and the company
  • Whether they received the necessary information to perform their job effectively

You can find other great advice about exit interviews in the book, The Essential HR Handbook, written by Sharon Armstrong and Barbara Mitchell. The book is a quick and handy resource for any leader, manager or Human Resource professional.

Ask Your Employees These Six Questions Often

In Employee Engagement, Employee Feedback, Employee Retention, Employee Satisfaction, Engaging Employees, Eric Jacobson On Leadership on August 20, 2014 at 7:57 pm

As explained in John Baldoni’s, book, Lead With Purpose, Marshall Goldsmith suggests all leaders make it a habit to regularly ask their employees these six questions:

  1. Where do you think we should be going?
  2. Where do you think you and your part of the business should be going?
  3. What do you think you’re doing well?
  4. If you were the leader, what ideas would you have for you?
  5. How can I help?
  6. What suggestions or ideas do you have for me?

6 Ways To Retain Employees

In Employee Retention, Eric Jacobson On Leadership on March 28, 2014 at 7:01 pm

Eric Jacobson Leadership

I had the pleasure of interviewing Leigh Branham over the past few years.  He’s the author of the popular book called, The 7 Hidden Reasons Employees Leave, and he’s the owner of the Overland Park, KS-based business called Keeping The People.

He told me that in research that he has done about the leaders of companies that have won “Best-Place-To-Work” competitions in 45 U.S. cities, that there are six things these effective leaders do that don’t cost money.  They do, however, cost time and effort.  But, that is time and effort that can pay big dividends.

Here are the six things you can do:

  1. Make the commitment to create a great place to work.

  2. Inspire employee confidence in decisions and clear business direction

  3. Work to build trust based on honesty and integrity

  4. Practice open, two-way communication, especially in times of uncertainty

  5. Look out for the organization before you look out for yourself

  6. Believe employees should be developed and retained; not burned out and discarded

Thanks for these great leadership tips, Leigh!

How To Reduce Your Turnover Rate

In Employee Retention, Eric Jacobson On Leadership on March 24, 2014 at 4:01 pm

Knowing why an employee leaves your company can help you to reduce your employee turnover rate.

That’s because you can use the reasons a departing employee provides to gather information about processes, people and departments that might need some redirection to correct situations that may have contributed to the employee’s reasons for leaving.

So, do an exit interview whenever possible with each departing employee.  Ask each person:

  • Why they are leaving
  • What they liked about their job
  • What they would have changed about their job
  • How they felt about the cooperation level among co-workers
  • How they felt about communication and interaction with co-workers
  • Whether they received the necessary training to do their job
  • Whether they received frequent coaching and balanced feedback from their supervisor
  • Would they recommend a friend apply for work at your company
  • How they felt about their pay
  • How they would describe the morale in the company and in their department
  • What they would change about their department and the company
  • Whether they received the necessary information to perform their job effectively

You can find other great advice about exit interviews in the book, The Essential HR Handbook, written by Sharon Armstrong and Barbara Mitchell.  The book is a quick and handy resource for any leader, manager or Human Resource professional.

Encourage Peer Coaching

In Coaching, Company Culture, Corporate Culture, Employee Retention, Eric Jacobson On Corporate Culture, Eric Jacobson On Leadership, Peer Coaching on November 1, 2013 at 5:46 am

Do you create an environment at your business/organization that allows peer coaching?

Hopefully you do. If you don’t, encourage peer coaching among the members of your team. Peer coaching can be formal, informal or a combination of both.

You’ll likely find that everyone on your team has a skill, technique, behavior that they can teach a fellow team member. That coaching is rewarding for both parties, and it helps everyone to learn an important skill for being a successful leader — coaching.

Culture Is Every Employee’s Responsibility At SWA

In Company Culture, Corporate Culture, Employee Retention, Employee Satisfaction, Engaging Customers, Engaging Employees, Eric Jacobson On Corporate Culture, Eric Jacobson On Leadership on May 27, 2013 at 10:20 am

Eric Jacobson Leadership

If you’ve flown Southwest Airlines you know they’re tops in airline customer service, driven by a leadership style that creates a company-wide culture where all employees own that culture.

According to SWA Chairman, President and CEO Gary Kelly, as reported in the company’s in-flight magazine, “every company has a culture, whether that culture is supportive or stifling, active or passive, fun or discouraging.”

“One way we do culture differently is by making Southwest’s culture everyone’s responsibility. In fact, we ask everyone to ‘own it,'” says Kelly.

Here are some of the ways that SWA keeps its winning culture in the forefront that you can also do to keep employees motivated and to drive great customer service:

1.  Form a corporate culture committee and a local culture committee that organizes low-cost employee events throughout the year.

2.  Include a section related to culture on each employee’s annual performance appraisal.  This goes for every employee in your company, including the entire management team.

3.  Explain your company’s culture on the first day of each new hire’s orientation and training.

4.  Foster a culture that encourages celebration.

National Volunteer Week — Encourage Your Employees To Volunteer

In Employee Retention, Employee Satisfaction, Engaging Employees, Eric Jacobson On Corporate Culture, Eric Jacobson On Leadership, General Leadership Skills, Leadership, Management, Motivating Employees, Volunteering on April 23, 2013 at 5:56 am

National Volunteer Week is April 21-27.  The week when nonprofit organizations throughout the U.S. will celebrate and honor their volunteers.

If you are not already volunteering, what a great time to start.

And, if you are a workplace leader who supports a volunteer program at your business, you already know that by encouraging employees to give back to your community you are:

  • building teamwork
  • motivating employees
  • attracting new hires

In fact, job seekers much prefer companies that have a strong volunteer program. And, a growing number of businesses are rewarding employees who volunteer by giving them extra vacation time and other incentives.

Fortunately, throughout the U.S. there are hundreds of volunteer opportunities where employees can contribute individually, or where leaders can organize teams of employees to volunteer together on a routine and scheduled basis.

To find organizations in need of volunteers, go to Volunteer Match and type in your zip code.  You’ll be presented a list of nearby volunteer opportunities.  Also, you can find opportunities on iParticipate.

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