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HR Matters // A Newsletter On: Creating exceptional workplaces and extraordinary results

What’s Love Got To Do With Employee Retention: Plenty

There seems to be a lack of love going around these days when it comes to bosses. You know there is no love lost when employees come right out and say they wish their bosses would find new jobs elsewhere! Yes, this actually occurred. A recent TinyHR New Year Employee Report asked one thousand working Americans to share their workplace wishes for the New Year. Participants were asked what one thing they wish they could change about their manager. The #2 answer was to have the manager quit.

Most of us know someone who is not in love with his or her boss. (Could that someone be you?) In fact, they are not even in like! They remain in the relationship until such time as they can find an exit. Yet employers continue to turn a blind eye when it comes to the subject of employee turnover and bosses.

Now there’s even an app that makes it easy for users to post anonymous messages about how much they love their employers. It’s called Memo. One click and the world will know exactly what your people think of the company, as well as their bosses. Should you be concerned? The answer is no, if you have a team of magnetic leaders that others enjoy working for. Don’t know how well you are doing? Check out the app, and other sites like Glassdoor.com.

The cost of employee turnover is considered part of doing business. Some turnover is needed, but what if your terrible bosses were costing your company a bundle? Use my free employee turnover calculator to determine the impact that unwanted employee turnover is having on your bottom line. The last person that did so wrote to me and said, “The results are shocking!” Don’t worry. I won’t see what you fill in, unless you choose to send me the completed results for a quick complimentary consultation.

Now don’t get me wrong. Not everyone is going to be in love with his or her boss, but if few in your organization even like the boss, then you’ve got a problem that needs to be addressed right away.

Shhh…The Link Between Silence and Productivity

I’m from New York, where it’s all about volume. Loud communication was something we learned before we could even walk. Naturally, I brought this into the workplace, and like many I assumed that those who were loudly tooting their own horn were the most productive. It wasn’t until years later, after spending a summer afternoon clamming on Cape Cod, that I realized that sometimes the most productive people aren’t necessarily the loudest.

Here’s what occurred on my day of reckoning. I was out with friends having what I call clamming wars, and was deep in the muck on the shores of Cape Cod. My husband and I teamed up against two of our neighbors to see who could dig up the most clams.

I have to admit, my team was quite vocal everytime we scored a clam, which by my count was many. The other team raked for clams quietly in the distance. You can imagine our surprise when the quiet team hauled in considerably more clams than our team. Who would have thought?

Sometimes we forget that the most productive people in an organization aren’t the ones who make the most noise. In fact, it’s often the quiet ones who out-produce everyone else.

Being quiet strengthens focus. It's hard to focus on the task at hand when you are making so much noise. The other team who participated in the clamming wars never took their eye off the prize. Our team, on the other hand, did a happy dance in the sand every time we hit pay dirt. In retrospect, this was probably valuable time wasted.

Being quiet calms others. Quiet people have the ability to calm those around them. For example, when everyone is stressing out because it looks like a team isn’t going to meet their deadlines, it’s usually the quiet people who are able to calm people down and carry them over the finish line.

Being quiet conveys confidence. You don’t have to prove anything to anyone when you are confident. You know you do a good job, and you believe that eventually others will take notice.

Being quiet means you think before you speak. Quiet people are usually thoughtful thinkers. They think things through before making a statement -something you probably wish many of your workers would do before taking up your valuable time.

Being quiet gives you the space to dig deep. Quiet people tend to delve into issues and ideas before moving on to new ones. Compare this to the surface people in your organization, who often move onto other matters without giving thought to the gold that may be sitting right below the surface.

The next time you evaluate team performance, be sure to give credit where credit is due. Remember that at the end of the day, it’s not about the noise one makes, but what one actually gets done.

Rules of Attraction: Your Monthly Tip on Attracting and Retaining Top Talent

Stop trying to be everything to everyone, or you’ll end up being nothing to many. Figure out the ideal people you are seeking to attract to your organization. Then brand your organization accordingly, so that you are pulling the right talent towards you.

New Offering For My Best Clients! Executive Force Field Summit

Companies are in desperate need of talent. Do you know where they’re getting it? They’re blatantly STEALING it from companies like yours! And up until now, there’s been nothing that you can do about it.

In a recent poll, 64% of survey participants said that within the last twelve months they were approached either directly or indirectly about a job opportunity from one of their main competitors. Sixty-four percent!!! They’re sucking the lifeblood right out your organization, and most companies aren’t doing a single thing about it. Even worse - most aren’t even aware it’s happening! It shouldn’t be this way. What if you could create a force field around your organization that prevents others from pulling out your superstars?

Today I’m introducing The Executive Force Field Summit. This new offering will be delivered in the form of a private half-day on-site summit for executives and their teams who want to understand the true financial impact that unwanted employee turnover is having on their business, as well as what they can do to prevent their people from being poached.

This program is for those who are serious about employee and talent retention. You and your team will work together to build a force field around your organization to prevent talent from being whisked away. Together, we’ll identify the black holes where talent may be seeping out of your business and close the gap on areas where your company is most vulnerable. Included will be tactics and strategies that you can instantly implement to increase the magnetism needed to attract and retain the best.

I’m only doing this for a select number of organizations. Will yours be one of them? Contact me at 413-582-1840 or at Roberta@matusonconsulting.com for details and to schedule a date.

For more tips on attracting and retaining top talent, download a copy of Talent Magnetism. Call us today at 413-582-1840 if you’d like to discuss applying these concepts to your organization.

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Meet Roberta Matuson

For more than 25 years, Roberta Matuson has helped leaders in Fortune 500 companies, including General Motors, Best Buy, and, The Boston Beer Company, achieve dramatic growth and market leadership through the maximization of talent.

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“Your work with my senior group exceeded my expectations. I've never seen anything like it. We are now going gangbusters, and the team is really working together. Fantastic job."

Ronald P. Bryant
President and CEO
Noble Hospital

“Roberta has proven to be a trusted advisor and I wouldn’t hesitate to recommend her to other CEOs who are looking to accelerate the speed and quality of decision-making."

Tom Hopcroft
President & CEO
Mass Leadership Technology Council

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