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Suggest You - Know How to Hold 'Em - Attracting and Keeping Top Performers
Call them what you will: Loss Prevention, Assets Protection, Security, or Store Detectives. The larger your store, the more you need to protect your assets from shoplifting. Shoplifting costs businesses millions of dollars every year. Protection is important, but if your customers feel like they're being watched, they'll feel uncomfortable and shop elsewhere. While a visual deterrent will make dishonest shoppers think twice about stealing, if you're interested in catching thieves, your surveillance will need to be covert.
5. Know what thy enemy does. Be on top of your competitor's practices around attraction and retention of top performers. Don't get blindsided by a top performer coming to you to tell you what they have been offered. Be aware first and ensure you address it once you find out. If you are consistently establishing a top performers' value they won't go looking elsewhere but often when we don't pay attention to what else is out there they may be scouted right out from under your nose.
Powerful leaders know that the success of their company is built on the quality of their people. As leaders, we must make our people our priority and this is and will be the biggest challenge.
Cheryl Cran, CSP (Certified Speaking Professional) is the author of t
Have you ever given a thought to business stationary you use in your business? Some of you may wonder what the big deal about business stationary is. The fact is that high-quality business stationary can help you build a positive image about your company irrespective of the type and size of business. Moreover, well-designed and professional business stationary can help your business stand apart from your competition.Business Stationery - An effective and powerful tool for business communication and moreB
One executive management client had left a specific financial institution because a competitor wooed her. Once there, she wasn't as happy as she thought would be and was wooed back again to the original employer. She did this back and forth thing two more times! This is very common in specific industries as the fight for good people continues. So how do we attract the top performers and second to that how do we keep them from jumping?
Here are the top five things leaders can do to attract and keep the best of the best:
1. Top talent want to work for the top companies. If your company is committed to superior practices, has profile and brand recognition and is known for exemplary management practices, you will have a list of salivating hopefuls lined up to work for your company. This would be a good problem to have. Bottom line - the company needs to be working towards being the best, brand recognition and having excellent employee systems in place.
2. Build it and they will come. If your company is revamping, rebuilding or restructuring, be aware that every man and his dog out there has been through some form of reengineering in the workplace. To attract top talent you need to be able to show the vision of where you are taking the company and offer the opportunity for the talent to be part of building the new dream. Top performers are often drivers, which mean they are turned on by challenge, change and results.
3. Recognize and reward over and over again. Money isn't everything to top performers. On a list of ten items that are important to top performers, money ranks at number four. The most important element for top performers is having challenging work, the second is having an open and honest work environment, third is recognition for work and fourth is money. Again top performers thrive on opportunities for recognition in the form of time off, family days off or flex work schedules.
4. Don't take them for granted. Like anything, the novelty and excitement of a new job tends to wear off after about six months or so. Human nature is often to leave a good thing alone and this could be the worst thing we could do to our top performers. Ongoing coaching, retreats and training are crucial to top performers. Again people at the top of their game tend to be lifelong learners and are eager to learn as much as they can. Do not underestimate the value of providing ongoing learning opportunities, reimbursement for college or university and giving them challenging projects where they can be stimulated and challenged.
5. Know what thy enemy does. Be on top of your competitor's practices around attraction and retention of top performers. Don't get blindsided by a top performer coming to you to tell you what they have been offered. Be aware first and ensure you address it once you find out. If you are consistently establishing a top performers' value they won't go looking elsewhere but often when we don't pay attention to what else is out there they may be scouted right out from under your nose.
Powerful leaders know that the success of their company is built on the quality of their people. As leaders, we must make our people our priority and this is and will be the biggest challenge.
Cheryl Cran, CSP (Certified Speaking Professional) is the author of t
When you start a medical billing service you need to be prepared not to receive a payment for at least thirty to forty-five days. It would be nice if all of your clients paid you within ten days but this is just not realistic. The majority of your clients may not be able to pay you until they are paid themselves. Usually this is what happens with smaller clients. However, with larger clients if only a few of their patients pay, you will still get paid because they will have an accounts receivable account setup just for situat
Here are the top five things leaders can do to attract and keep the best of the best:
1. Top talent want to work for the top companies. If your company is committed to superior practices, has profile and brand recognition and is known for exemplary management practices, you will have a list of salivating hopefuls lined up to work for your company. This would be a good problem to have. Bottom line - the company needs to be working towards being the best, brand recognition and having excellent employee systems in place.
2. Build it and they will come. If your company is revamping, rebuilding or restructuring, be aware that every man and his dog out there has been through some form of reengineering in the workplace. To attract top talent you need to be able to show the vision of where you are taking the company and offer the opportunity for the talent to be part of building the new dream. Top performers are often drivers, which mean they are turned on by challenge, change and results.
3. Recognize and reward over and over again. Money isn't everything to top performers. On a list of ten items that are important to top performers, money ranks at number four. The most important element for top performers is having challenging work, the second is having an open and honest work environment, third is recognition for work and fourth is money. Again top performers thrive on opportunities for recognition in the form of time off, family days off or flex work schedules.
4. Don't take them for granted. Like anything, the novelty and excitement of a new job tends to wear off after about six months or so. Human nature is often to leave a good thing alone and this could be the worst thing we could do to our top performers. Ongoing coaching, retreats and training are crucial to top performers. Again people at the top of their game tend to be lifelong learners and are eager to learn as much as they can. Do not underestimate the value of providing ongoing learning opportunities, reimbursement for college or university and giving them challenging projects where they can be stimulated and challenged.
5. Know what thy enemy does. Be on top of your competitor's practices around attraction and retention of top performers. Don't get blindsided by a top performer coming to you to tell you what they have been offered. Be aware first and ensure you address it once you find out. If you are consistently establishing a top performers' value they won't go looking elsewhere but often when we don't pay attention to what else is out there they may be scouted right out from under your nose.
Powerful leaders know that the success of their company is built on the quality of their people. As leaders, we must make our people our priority and this is and will be the biggest challenge.
Cheryl Cran, CSP (Certified Speaking Professional) is the author of t
How many times have you purchased leads from an Internet lead provider or direct mail vendor, only to wonder…Where are my leads? Has anyone called my lead? Did we sell cars from our leads? Are there any referrals?At the end of the month did your lead provider leave you with more questions than answers? What happens with your lot-ups? Are there follow-up and closing opportunities at the bottom of your sales rep’s drawer? What about those phone calls that come straight into the dealership? I
3. Recognize and reward over and over again. Money isn't everything to top performers. On a list of ten items that are important to top performers, money ranks at number four. The most important element for top performers is having challenging work, the second is having an open and honest work environment, third is recognition for work and fourth is money. Again top performers thrive on opportunities for recognition in the form of time off, family days off or flex work schedules.
4. Don't take them for granted. Like anything, the novelty and excitement of a new job tends to wear off after about six months or so. Human nature is often to leave a good thing alone and this could be the worst thing we could do to our top performers. Ongoing coaching, retreats and training are crucial to top performers. Again people at the top of their game tend to be lifelong learners and are eager to learn as much as they can. Do not underestimate the value of providing ongoing learning opportunities, reimbursement for college or university and giving them challenging projects where they can be stimulated and challenged.
5. Know what thy enemy does. Be on top of your competitor's practices around attraction and retention of top performers. Don't get blindsided by a top performer coming to you to tell you what they have been offered. Be aware first and ensure you address it once you find out. If you are consistently establishing a top performers' value they won't go looking elsewhere but often when we don't pay attention to what else is out there they may be scouted right out from under your nose.
Powerful leaders know that the success of their company is built on the quality of their people. As leaders, we must make our people our priority and this is and will be the biggest challenge.
Cheryl Cran, CSP (Certified Speaking Professional) is the author of t
If you are just starting out in construction, the process of bidding may be a little confusing. When you are drawing up an estimate, you are basically calculating the total expense of the project you want to bid on. It is important that you remember to include all expenses and allow for unforeseen expenses that may crop up. When you estimate a job, you need to stay as close to the estimate as possible.This is very important because if you do not estimate properly, and ask the client for more money to complete the proje
4. Don't take them for granted. Like anything, the novelty and excitement of a new job tends to wear off after about six months or so. Human nature is often to leave a good thing alone and this could be the worst thing we could do to our top performers. Ongoing coaching, retreats and training are crucial to top performers. Again people at the top of their game tend to be lifelong learners and are eager to learn as much as they can. Do not underestimate the value of providing ongoing learning opportunities, reimbursement for college or university and giving them challenging projects where they can be stimulated and challenged.
5. Know what thy enemy does. Be on top of your competitor's practices around attraction and retention of top performers. Don't get blindsided by a top performer coming to you to tell you what they have been offered. Be aware first and ensure you address it once you find out. If you are consistently establishing a top performers' value they won't go looking elsewhere but often when we don't pay attention to what else is out there they may be scouted right out from under your nose.
Powerful leaders know that the success of their company is built on the quality of their people. As leaders, we must make our people our priority and this is and will be the biggest challenge.
Cheryl Cran, CSP (Certified Speaking Professional) is the author of t
Fact: More millionaires owe their millionaire status to Network Marketing than any other method of business.As you read every word of this article you will become amazed at how you can easily create wealth with Network Marketing. Simply by putting into practice the same methods the most richest people on earth use.O What is Network Marketing? All the top people use it, and are cashing in on it already. The masses try to hide it, and it's that secret word called Network Marketing.Network Marketing is
5. Know what thy enemy does. Be on top of your competitor's practices around attraction and retention of top performers. Don't get blindsided by a top performer coming to you to tell you what they have been offered. Be aware first and ensure you address it once you find out. If you are consistently establishing a top performers' value they won't go looking elsewhere but often when we don't pay attention to what else is out there they may be scouted right out from under your nose.
Powerful leaders know that the success of their company is built on the quality of their people. As leaders, we must make our people our priority and this is and will be the biggest challenge.
Cheryl Cran, CSP (Certified Speaking Professional) is the author of the soon to be released book “The Control Freak Revolution” as well as “50 Ways to Lead & Love It” and “Say What You Mean- Mean What You Say”. Cheryl’s clients include top performing companies in North America. To find out more go to http://www.cherylcran.com
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