The secret to making your employees feel like part of the family
What’s one thing you can do to increase employee morale, get important information faster, and increase the speed of your organization?
Invite your employees into closer relationship through a 30 minute weekly meeting.
A mentor of mine, Tom, was once a VP for Bank of America and told me about his relationship with his supervisor. Each week the supervisor would take him off site to a local coffee spot, buy him a drink and a danish, and talk to him about his favorite sports team, and then ask him these 3 questions:
1. What’s the best thing that happened this past week?
2. What else good happened?
3. What could have gone better?
Some years later, Tom’s supervisor passed, and as he was talking to the man’s secretary, he mentioned how big of a sport’s fan the supervisor had been. She informed him that he didn’t care about sport’s at all, but knew it was important to Tom, and so made sure to know enough to have a conversation about it with Tom!! Frankly, Tom had thought about quitting his job several times, but out of loyalty to his supervisor, he stuck around many years more than he would have otherwise, and this experience always stuck with him.
Now you might think this is a nice story, and maybe one day once your business is in top shape you can take time for a 30 minute meeting with each of your direct reports. But now? Hell would freeze over before you had time for one more meeting.
If that’s you, I need to ask a question.
How many times have you been blasted with questions or requests or messages when you dashed out of your office on the way to the bathroom?
Or on your way into your office?
Or basically any time someone gets a visual on you?
If you find yourself frequently getting interrupted by your employees, the next part of the meeting is for you.
But before we get to that, I wanted to share a testimonial from one of the employees at a business that implemented the weekly meeting system:
Hi Heston. Not sure if you saw this post… But it is a testament to your business coaching:
“Labor Day 2015 I started working for ___ Not knowing what to expect, I went to work a little scared, as many people do on their first day of work. Little did I know that this would be the best “job” that I ever had. I say “job” because it’s more like a lifestyle than a “job.” Everyone there has touched my heart as I hope I have touched theirs too. It is truly a FAMILY situation being there. Everyone is friendly and we include each other in our lives every day. Thank you to ___ and ____ for being such awesome bosses and friends. And to the Residents (past and present), Families and co-workers…. I’m happy to have you in my life now. Thank you! Thank you! Thank you!”
(names redacted for privacy)
High morale can take the place of extra employees, attrition, and better compensation, because high morale is happiness.
Back to the second part of the weekly meeting. In addition to taking an interest in your employees, and asking them what was the Best thing that happened to them this week, what else was good, and what could have gone better… teach your employees to hold all non-urgent questions and information until your weekly meeting. Once they know you’re going to take time for them, employees will stop interrupting you every time they see you for information vital to doing their jobs. You can have a calm and peaceful discussion each week, at a set time (preferably off campus, because you’ll find people are more open when they’re not on your business premises).
Not only will you find yourself with happier employees, you’ll find yourself more informed about what’s going on in your business as they share with you, and you’ll find less resistance when you make changes to your business, because you’ll have the trust of your people. With this and one or two other tweaks, you can cut your unexpected attrition to almost zero. We’ll get into that next time.
Guest Post by: Heston Glenn, Business Consultant
Heston helps small business owners automate their processes so they can get their lives back! Visit his profile and find out more here.