Engineers

There is no magic wand when it comes to attracting and retaining a productive engaged
professional workforce. But there is some basic ‘blocking and tackling’ that small business leaders and managers should take into account.

Many workers and managers say that pay and benefits are motivating.  On the job, though, there is not enough money to make be dedicated, work hard, or stay in a job if they are miserable.

It is said that employees will move to a different company for a few more dollars.  Reality is: when they feel like they’re making a contribution where they are and are acknowledged for it,  they are more likely to stay. (Of course, setting wages competitively and fairly from the start is an indicator of how management will treat people in the future – think about it.)

You know the saying, “People don’t leave companies or jobs, they leave managers.”

The culture of an organization begins at the top, with the Owner or CEO.  If managers feel their leader doesn’t value what they do, tries to squeeze them, keeps them uninformed, or is disrespectful, they are likely to treat their people the same way.

2 Solutions

  1. Leadership Coaching will give you or your managers the insights needed to create great relationships, a productive workplace, and engage workers.  Learn more about it here.
  2. Strategic Growth Program specifically focuses on creating a vision and implementation plan that will connect you with your people in an extraordinary way and create Breakthrough Results. Get the specifics here.

Testimonial: “I credit Ann with helping me better understand who I am and what makes me tick. Gaining insight into my strengths and weaknesses allowed me to become a better leader to my managers and employees and ultimately was the key to success in building a happy and productive workforce.” — Kelly Eger-Smith, President, American Environmental Consulting Inc.