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Does your leadership make others want to “promote themselves to customer”?  

Does your leadership make others want to “promote themselves to customer”?  

Warning. If you have read any of my work by now, you know that I tend not to have a filter.

And oh, by the way? You don’t need the filter. In fact, if you’re like most, you probably NEED someone to tell it to you straight. Because many are afraid to hurt your feelings. Or you don’t want to hear it. Or don’t want to believe it.

Or – by golly, it’s just good to get some feedback every once in a while to make you better.

However – feedback to leaders is for another day. Today we’re going to talk about you.  I’ve asked a few different ways in months past… but now I’ll ask you a slightly different question:

Does your leadership encourage your people to promote themselves to customer? Put another way – do you drive your employees away – to the point that they are seriously thinking of jumping off the cliff – going somewhere else – anywhere else – even out of the company – to get away from you?

Do you even know if that’s the case? If they are thinking about it? I’d think twice before saying no. Research has proven that over 50% of people quit because of their IMMEDIATE manager. That could be you.

But of course… there are things that you can do. Now. So you don’t become that statistic.

  • One on one’s – Meeting with your people. Almost every company has it in their mission somewhere to know your customer. In this case, it’s your people. How well do you know them? How often do you meet with them? Doesn’t matter if you’re a virtual boss or not – you should meet with each individual at least 1 time per month. I’d recommend 2x per month, and even weekly if possible. Knowing is half the battle.

Don’t know what to say? Email me. I’ll give you some great un-filtered tips. You could start by tapping into their ‘what’s next’ drivers – what motivates them where do they want to go?

  • Do what you say. Say what you do. It’s simple and it’s what everyone needs – dogs, kids, employees. Doesn’t mean you have to reward with dog treats. I do NOT condone that!! But it does mean – follow up. If you say you’re going to do it – then do it.

Forgetful like me? No problem. Tell your people – if you forget you said “A” and then tell them to do “B” a week later – have them call you out on it. Helps in communication and transparency. Sounds crazy, works well.

  • Ask questions. Don’t be surprised by anything. Just like evals – they shouldn’t be surprised by anything you say in evals, you shouldn’t be surprised if they decide to leave.

One final note – You will still have people leave (spouse gets another job, goes back to school) – but the reasons that will revolve around you would be significantly reduced or disappear.

Oh – and since we’re talking about it…  have you ever quit a job?

On a similar thread, we’re doing some digging to find out some of the reasons why people fire their company. If you have 5 minutes – please fill this survey, and have a chance to win a $15 Amazon gift card. Your information will remain anonymous, and I will share the results with you.

Survey link: https://www.surveymonkey.com/r/QuitMyJob

Ever quit a job?

Ever quit a job because of a manager?

Why?

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