Employee retention is a huge component of having a successful business. Once you have taken the time to train your employees, you want to make sure that they stay with you.
If they don’t stay, then you have the cost of filling the gap left by that person, the cost of finding their replacement, and the cost of training their replacement. It is much more economically advantageous to you for them to stay.
In order to retain your employees, it is important to create a workplace culture where they want to stay. Here are three key strategies for employee retention.
It’s important to have core values of truth and mercy. Living those values will bring about a godly culture in your home or workplace. But how does that work practically? Are there situations when those core values conflict?
God calls you to stand for truth, but also to exemplify mercy (Micah 6:8). And He does not want you to choose one over the other.
Here’s a scriptural perspective of how truth and mercy work together, to demonstrate you do not have to have these core values conflict.
Trust is the key ingredient of a healthy workplace culture, and trust is a huge predictor of the success of the leadership of any business. When your team trusts you and each other, everything works better. That’s why it is important to develop a Culture of Trust in your business.
We are wired to want to trust others. And we are disappointed when people fail to live up to those expectations. When trust is absent, everything becomes more difficult.
Building trust will be key in moving your business forward. Your trustworthiness will be the most important aspect of your leadership. But you have to earn the right to be trusted. You have to show that you are trustworthy.
Here are five B’s necessary for building a Culture of Trust.
As a leader, one of your greatest assets is the morale of your team. How you wield your influence can profoundly affect the culture of your organization. The more intentional and consistent you are in building the culture, the greater the benefits you will see from your leadership. That’s why it is so important to create a Team Culture in your company.
Most of the time morale is noticed only when it’s not there. No one typically thinks about morale if it’s good. You will do everyone on your team a favor if they don’t have to notice the (lack of) morale in your company.
Here is a five-step process you as a leader can use to build morale in your company—and create a Team Culture in the process.
People appreciate appreciation. In fact, they crave it. People want to be acknowledged for who they are and what they do. And you as a leader will do well to express appreciation to those around you.
People need appreciation in certain times more than others. They will need you to be aware of what those situations are so that you can be prepared to meet that need.
Here are the five situations when your team will need appreciation.
As a leader, it is important for you to think through how you can best lead your team. But before you can lead others, you must learn how you can lead yourself. To maximize the impact you can have on the people around you, you must develop your Active Leadership ability.
By Active Leadership, I mean leadership that is fully engaged and intentional. Active Leaders think through the impact they want to have—and the thinking they need to cultivate to achieve it—and they deliberately use every opportunity they have to influence their followers to that end. They take their responsibility as leaders very seriously because they realize all their actions have ripple effects.
As you learn how to better lead your team—and how to lead yourself—here are three areas where you can implement an Active Leadership perspective.
To develop a strategic company culture, you must think through how you want it to look. Only by putting the thought in beforehand, will you be able to have it turn out the way you want it to turn out.
Alternatively, if you don’t put the thought in on the front end, you will not have the kind of culture you want. You will end up with a culture that just happens. And that nearly always is a recipe for disaster.
Here are three areas to think through in order to reap a strategic company culture.
Have you ever seen how a lack of respect can ruin the culture of an organization or a family? When people don’t respect each other, they lose an appreciation for each other. And that can devolve into nasty personal relations—all because people did not respect each other.
Respect has become a hot topic within the realm of leadership development. At the 2017 Global Leadership Summit, Bill Hybels listed ten rules of respect that can apply to any group of people at work or home.
Here are the “Respect 10” that Bill Hybels presented as I have interpreted them. How many of these have you instituted in your home or workplace?
Your followers expect certain things from you as a leader. They want to know that you will provide them what they are looking for. But first it is important to know what your followers want.
Your followers all want the same things—whether they are your children, the members of your church, or the employees at your business. They are all looking for your leadership to provide four things.
Here are the four things your followers want.
As a leader, you are the one who sets the tone on your team. If you are putting yourself first, then everyone else will put themselves first too. But if you are putting yourself last, then they will follow your example.
Putting yourself last shows that you are there for the team, not the other way around. By seeing your example, your team will also realize they should think the same way.
Here are three reasons why you as a leader should always be putting yourself last.