I’m sharing something about myself that not many people know about. It’s my operating manual. If you don’t have one for everyone in your business, create one now. In this season of giving, now is the perfect time because there is no greater gift you can give someone than making them feel seen.
Here’s the thing. We’ve got it all wrong, how we’ve been managing our employees (like, really really really wrong). The good news is we can course correct by implementing simple changes—one small, yet impactful step at a time. Perhaps starting with this manual.
The problem: You hired people to fill a job description. Why is that a problem? Because anyone can create a resume that sings to any task you require. Does it mean you’ll find a fantastic employee? Not one bit. And that’s what entrepreneurs and business leaders have been doing.
Traditional recruiting equals employee turnover. You know it’s true. Because when you hire someone to fit in a square box, you’re forgetting the most important aspect of hiring that person. They are a person. Be it one hundred or one employee, you hired a human. We all have basic needs and when they aren’t met, we usually move on to greener pastures.
I love this quote from Thoreau, “Do not hire a man who does your work for the money, but who does it for the love of it.” I posted recently about how I’d hire someone with passion and human potential over their resume, and that doing this increases your chances of keeping your employees. Well, I got some salty comments. It’s to be expected. Realizing that you can’t keep your employees with your traditional tactics is crucial right now because there’s a lot of movement in the job force, many unhealthy workplace cultures, and a major need for business owners to overhaul their own skills when it comes to leadership.
One of the comments that really stuck out to me was something to the effect of, “Yeah, pay them 10% more…” alluding to all employees who care about money. The tone was a bit icy and showed a lack of value and respect for team members.
So, I’m going to say this over and over until people listen and implement this shift: You can pay an employee a great salary. If you do not have a reciprocal relationship with your employees built on trust, empowerment, development, and acknowledgment of their needs, your employees will not be dedicated to your mission, and they will always have one foot out the door as they look for a workplace they can be proud to spend their time and energy in.
Of course, you have to pay your employees. But if you provide your team with an unbeatable quality of life in and out of work, you will keep the best talent, and they will make your business thrive and increase your profitability.
I should know. We’ve done exactly this.
Let’s recap.
The problem: Hiring people only by matching a job description will set you up for failure because you’re not looking for their passion, innate talents, and human potential.
The solution: Shake up your recruiting and retention efforts by focusing on human needs and watch dedicated employees work in their roles as if they are your partners.
It’s easy. Here are three steps to take today:
- Leave your ego out of it (you heard me). No one grows in their comfort zone. Shift your mindset about leadership. Was I told I was a great boss? Sure. And people I loved working with still left. Since I had a small operation and we all had a lot of autonomy, I figured we were A-OK. I was fooling myself and it was right in front of me. To change this, I had to stop doing what I always did because I was limiting the potential of my company and employees. Heck, I limited my own potential. Ouch.
- Create operating manuals. Visit Predictive Index and Appreciation at Work sites so you and your team can create their own operating manual. These simple quizzes will generate manuals for each person. It’s fun, and it serves a greater purpose. Through the manual, you not only learn about the human you hired but how they work best—which means that they can do their best work.
- Accept and correct. Accept that we business owners haven’t done everything right. The pandemic shone a huge spotlight on the fact that a lot of folks don’t want to be worker bees, sacrificing quality of life for jobs they don’t feel are worthy of their time. We were reminded that life is short, and now people don’t want to spend their time where they are not seen and valued. It’s a fact. So, some tough love here—get on board or lose out.
These are just a few of the insights from my book, All In, which is launching on January 2, 2024. This was no casual undertaking, writing this book. Like all the others I had to walk the walk, and it got a little uncomfortable here and there as I audited my management and leadership styles and results. But the results now are that I have a team who tells me at least once a week how much they love their jobs and how they would never leave (what a bunch of squatters).
I go out of my way to support my team and their dreams. And they support mine. That’s reciprocity. That’s giving. And that’s the good stuff.
Stay tuned for more steps for leadership, recruiting, and just being a good ol’ human who hired humans. I’m so excited to watch these steps make everyone in your business and those you serve feel as though they are truly working toward the betterment of humanity.
Wishing you endless good health and wealth.
—Mike
Get in on the workplace revolution we need to make business and employment better. Pre-order All In now!
