Results of an Interesting Study: Good employees quit at a 54% higher rate when they work with a toxic (bad-apple employee.)
The cost to engage a toxic employee is 3x that of a non-toxic employee.
Applicants who are self-proclaimed “rule followers” are 33% more likely to be a toxic employee.
Source: Cornerstone [Read more…]
“Make sure whatever you send to the President goes through me first. If you want to speak to him on the phone or see him do the same. I have to protect him from getting bogged down with too much information and too many appointments.”
This is what managers, directors, and supervisors are told by a client’s executive secretary. If you have your secretary or assistant do the same, beware. [Read more…]
1) Ditch the term “employee.” Progressive companies refer to their staff to as “business partners,” “colleagues,” “team members,” or “associates.” All of these infer a level of respect for the individual. Smart.
2) Ditch the term “customer satisfaction.” Satisfaction isn’t enough. Strive for higher levels of customer loyalty. Measure the number of repeat and regular customers. Strive for higher levels every year.
3) Ditch micro-managing. Instead, help, guide, approve, thank, coach. When you are sure employees are competent, empower them.
4) Ditch boring meetings. Maybe even ditch some of the meetings. And certainly do all you can to make your virtual meetings interesting through employee involvement, contests, brainstorming, etc. Be creative! Make sure you are not the only one talking.
5) Ditch the discussion of revenue and talk profitability to your “business partners.” Remind them that
REVENUE IS REALLY NICE! PROFIT IS WHAT MATTERS!
6) Ditch conflict situations. Apply conflict management techniques – whether the conflict is between you and someone else, between two team members, or between departments.
7) Ditch people in leadership positions who do not demonstrate the values of honesty, integrity, professionalism, health and safety, accountability, family, and your other core values. Every leader should treat employees exceptionally well and lead in the same way. Create “guiding principles” on how you lead, and how to treat people.
8) Ditch under-performers. As hard as it is to attract, hire, and retain employees these days, eliminate underperformers. You can’t afford to have them on your team- especially if top performers have to make up for the slack in their work.
9) Ditch using the term “back to normal.” Strive for higher aspirations if you want to achieve success in today’s world. Business has changed.
10) Ditch negativity. It’ just too hard for people to have a smile on their face and stay motivated to perform if you or anyone on your team is negative. Negativity has a powerful force of it’s own.
If you’ve read my book, Wake Up and Smell the Competition, or attended one of my presentations on leadership or employee motivation, you know I believe that every company should adopt a “Zero Tolerance for Bad Bosses” policy. [Read more…]
Every season, sports professionals state with supreme confidence that they will be the champions by the end of their respective seasons. Of course, there can be only one champion. No way around it. [Read more…]
A few years ago, a sales manager inherited a ten-person sales team that was ranked dead last out of 64 branches. His one and only producer was an 18-year veteran with the company. [Read more…]
CHRISTINE CORELLI & ASSOCIATES, INC
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