Retaining & Motivating Your Winning Team
March 28, 2009 by Susan Clarke · Leave a Comment
I continually hear from operators that today’s labor force is, “just not what it used to be” and that it has, “become harder and harder to find good help”. While this may possibly be true, there are people in this day and age who have been taught values and have a work ethic. It is up to you as a manager to find and secure them, to get this type of person on “your winning team”. Based on my experience as a trainer opening over forty restaurants for the Houlihan’s chain, I have found it’s up to the management to become leaders (or cheerleaders as I like to call them) and to educate and “cheer on” their staff. When it comes to retaining and motivating employees, the first person at whom to look is yourself. What kind of an example are you setting? Are you the type of person people want to work with and for, as opposed to against?
Once again, the first step is to hire the right people. In hiring 101, my first lesson is that, Attitude Outweighs Skill! As a training manager, I figured out rather quickly that it is easier to teach a skill than it is to change an attitude. I’ve seen managers hire only people that have experience. Unfortunately, a lot of the times the seasoned employee brings a bad attitude with that experience. I feel it is impossible “to motivate” someone. People motivate themselves. However, as a role model it is possible to “modify behavior”, it just takes a lot more time and work on your part.
So, assuming you’ve hired right, the next step is supplying knowledge and educating your staff. This requires clear and complete communication. You need to let your newly hiredpersonnel know from day one, exactly what is expected of them. You should be conducting meetings on a daily, weekly and monthly basis. Make sure they have all the information they need to do there job. That means that they 1) have a complete written job description and information about the operation, 2) have sampled every item on the menu and any specials you are offering, 3) can describe the dishes, know the ingredients used and how the dishes are prepared and served.
Motivation is something within a person that incites him/her to action–Drive. When it comes to motivating, there are a number of incentives (behavior modification cues) that you can provide. Some of these are: money, promotions, employee achievement awards, contests with prizes, health care insurance, educational opportunities, tuition reimbursement, day care facilities, transportation, stock options or even a percentage of ownership. All of these come off of the bottom line, and if you’re like a lot of operators out there, that’s just not so easy to do these days.
So I like to look to Free Incentives, which are just as motivating if not more so and only require the investment of your time. Great leaders inspire their people to want to achieve and to want to be a team player. They “cheer” them on at all times. Leader’s delegate responsibility. They allow their staff to be part of the decision making process. People motivate themselves when they realize that they are valued and they have a say in their job.
Praise and recognition for a job well done is another great behavior modifier. Think about how often you correct or reprimand your staff as opposed to praising them. Unfortunately, in our society we are programmed from childhood with substantially more negatives than positives. Start “catching” your people doing things right instead of when they are doing things wrong. Create an environment that lets them know how much you appreciate them and how you couldn’t do without them. After all, that is the truth! If you could run your operation by yourself you would, but you can’t, so tell your people how you feel and reap the rewards.
Delegating responsibility is not about giving up your power and control. It’s about giving yourself less stress, which in turn will create a more positive environment. I believe when it comes to work, we should have fun and make money! My premise is very simple and basic. It is up to you to have fun in your work and to allow all of your people to have fun in their work as well. If you allow them that opportunity and you supply them with the knowledge and tools to do their jobs, they will be happier in their jobs, reduce your turnover and in the long run make you more money. This is called creating a win-win situation for yourself and your associates.
I’ve had my fair share of discussions with operators on how people are motivated and I continually hear that money is the answer. While money will motivate a good majority of your people, it is short term. Think long term, hire people who exhibit a positive attitude and who possess the behavioral style best suited for the job, constantly remind yourself that you are their “cheerleader” and role model, and don’t forget that your attitude and behavior will set the tone and has a direct effect on everyone around you. By following these simple steps you will be well on your way to retaining and motivating your winning team!
Creating Your Winning Team
March 28, 2009 by Susan Clarke · Leave a Comment
An understanding of people and yourself, gives you a tremendous edge in any interaction involving people.
- Do you have any idea the amount of money you’ve lost because of turnover?
- Are you spending time each week resolving conflicts among team members?
- Are you sure the person you’re hiring is “right for the job”?
- Do you really understand your employees and do they really understand you?
For years management has agreed that an employee with the “right attitude” is more valuable then an employee with good skills and a bad attitude. Until now there has not been a practical and valid way to understand a person’s attitudes and behaviors and how they affect work and relationships. You will learn and be able to understand:
- How you and your team behave on the job
- How stress affects you and your team members
- Things that motivate you and your team
- Recognizing the similarities and differences of others in the workplace can:
- Enhance your communication and your relationships
- Increase morale and overall job satisfaction
- Reduce stress, conflict and turnover
When you are ready to go to the next level Susan Clarke can help you achieve that goal.
“Helping You Find & Keep Top Performers Who Make Your Customers
Feel Good About Spending Their Money”
The FUN-damentals of Generations X & Y!
March 28, 2009 by Susan Clarke · 1 Comment
In today’s ever changing and diverse work environment, in order to survive and thrive you have to be able to relate to and identify with the people you come in contact with on a daily basis.
Generation X started entering the workforce in 1980. They are fiercely independent and amazingly entrepreneurial. What are you doing to position and promote them into supervisory and management positions? Susan will share how you can use their talents to the fullest and make your life easier by understanding them.
And then, just when you thought you had your employees figured out, in comes a new generation! The Why Generation was born after 1980 and if you want to keep this young talent, (that’s right, they are extremely talented) you better understand how to lead them.
Susan’s programs are highly educational, entertaining and interactive. She uses a combination of lecture, with discussion and role playing sprinkled throughout, to keep audiences members on the edge of their seats. Attendees will walk away armed and recharged to go back into their offices and create an environment that allows both Gen Xers and Gen Y’s to flourish and breathe new life into their associations. This program includes:
- 15 Keys to Managing Generations X & Y
- 5 Ways to Create an Atmosphere That Celebrates Success
- 3 Ways to Create More Fun
- 6 Ways to Keep Motivation On Going
- 7 Keys to Retention
- 6 Killer Ideas for Rewarding Them
The FUN-damentals of Emotional Intelligence
March 28, 2009 by Susan Clarke · Leave a Comment
Did you know that it’s your IQ (Intellectual Intelligence) that gets you hired and your EQ (Emotional Intelligence) that gets you promoted and increases your income?
Did you know that salespeople who are optimistic sell on average 37% more than their negative counterparts?
Did you know that the main reason Los Angeles Police Chief Willie Williams contract was not renewed was because of his inability to work well with his subordinates and superiors? People who are emotionally adept–who know and manage their own feelings as well, and who read and deal effectively with other people’s feelings–are at an advantage in all areas of their life.
The five areas of Emotional Intelligence covered in detail are:
- Self awareness–knowing one’s emotions
- Managing those emotions
- Motivating yourself by applying the four keys
- Recognizing emotions in others
- Handing relationships effectively by applying the four keys