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Archive for the ‘Staffing’ Category

Retaining Staff Begins with Good Leadership

I recently placed an employment ad on Indeed. In fact, the ad was only open for three days and I did several telephone interviews.

One of the questions that I asked potential employees was this:

Why are you leaving your current job and all the applicants told me: Management!

That reminded me of a phrase that I hear often: ” People leave management not the company.” In fact, I was reminded to keep growing as a leader and creating a great place to work. In this economy, most companies are seeing a high turnover, however, I have found that when you take good care of your employees, they will be loyal to you.

Today I want to share with you 5 ways to take good care of your employees:

  1. Be a positive leader. People want to work for positive people.
  2. Create a family live environment. Encourage the staff to support and check on one another. Afterall, thats what family do right?
  3. Offer extras to your staff such as: stock your break room with refreshments, provide lunch often, bless your staff with random gifts, etc.
  4. Celebrate staff birthdays. Everyone wants to feel special on their birthday. Besides, if they have to work on their birthday, it might as well be a special day.
  5. Get to know what your employees like and talk about that often with your staff. Afterall, they support your dream, so why not support what they like?

Once you create a place where employees want to be, your employees will love to report to work and you will get to see what it feels like to have a dependable and loyal team.

What has been your experience with retaiI look forward to your feedback on this post.

With your Success in mind!

Shiketa Morgan

For your leadership development, be sure to download my Art of Owning a Center Coaching Audio.

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Leadership, Marketing, Staffing

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Is Your Hiring Process Working For You?

For many years I had a very strategic hiring system in place. That system included the following steps:

  1. I required the applicant to apply online
  2. An onsite interview was scheduled
  3. A classroom observation is required
  4. After the classroom observation, I would talk with the staff member that was in charge of observing the applicant
  5. We contacted the former employer to check the applicants track record
  6. Then I would gather all the information that we had and made a hiring decision

Once we hire the employee, we hold an onsite orientation which included completing all personnel forms, introduces the new employee to the team and giving the employee a tour of the facility.

This entire week I have been busy doing telephone and Zoom interviews. One thing that I discovered is this: I absolutely love doing Zoom interviews. In fact, I can see the applicant as if we were in the same room and I can also feel the applicant’s energy via zoom.

Furthermore, after doing multiple Zoom interviews this week, I was able to weed out some applicants and select the best candidates for the center.

Also, I recently decided to create a new virtual orientation video to provide the new employees with a on demand orientation that saves us time and energy. I must say that the potential applicants loved the convenience of watching a video from home.

So, with all the above in mind, I must say that my old system was no longer working and I have been inspired to go to a more virtual hiring process. After all, it can be exhausting doing all those face-to-face interviews, the applicant can save gas money and you can save lots of time with a virtual hiring process.

How is your hiring process? Do you prefer face to face interviews? Do you love to do zoom interviews? Do you have an orientation process? Have I inspired you to make any changes?

If you are a Center Owner, I want to inspire you to download a copy of my Directors handbook; a step by step guide to managing staff and you will also find my Art of Owning a Center Coaching series very inspiring.

I look forward to hearing from you!

Shiketa

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Staffing

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