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a man but not at all flattering to a woman. Yet a lot of what has helped me become a great leader comes down to something that’s not on that list, and it doesn’t come off as aggressive. Becoming a third-party listener who isn’t emotionally involved allows me to approach problems from a solution-oriented mindset. By merely listening to the core issues of the situation, I can then use my innate strengths as a woman to help reach mutual conclusions that benefit everyone. The result isn’t bossy or unapproachable, but rather strong and guiding. Expectations are an essential part of how a leader is interpreted. Unfortunately, what we expect from a woman doesn’t match what we want from a leader. I saw a case study recently that illustrated our current perception of women as it pertains to leadership roles. Howard vs. Heidi was a research project that presented a potential new hire to multiple businesses. The two prospects were completely the same on paper. They were a venture capitalist, former entrepreneur, proficient networker, co-founder of a tech company, executive at Apple, and joined the board at several successful companies. The only difference was the name . The results found that potential employers perceived Howard to be highly competent, likable, and very easy to work with. Heidi, on the other hand, came off as competent, but no one wanted to work with her. Given that gender was the only variable in the case study, it is reasonable to infer a gender bias that high-achieving women are less likable than high-achieving men. Does that sound like bias to you?
Sandler Training has committed to focusing resources on leadership training for women by women. We want to bring the tools and skills needed to manage people and be strong, successful women in the workplace. If you’re going to ditch the kind of thinking that keeps you stuck and find empowerment in who you are as a woman, reach out to us today. The world is ready and waiting for strong female leaders, and we want to help mold them. –Joan Stephens RETENTION: BUSINESS’S SILENT KILLER 3 STRATEGIES TO SOLVE YOUR RETENTION PROBLEMS
OFFER INCENTIVIZED EXIT INTERVIEWS
As the economy continues to surge, the primary threat to growing businesses shifts from revenue to retention. Consistency within your staff is crucial to implementing effective systems and models, and retention has a causal relationship with your company’s bottom line. The cost of hiring a new employee can add up quickly. Depending on the nature of your business, the hiring process can cost thousands to tens of thousands of dollars. With more big
need to take time and reflect on how they can expand their horizons.
There is an abundance of valuable information available in exit interviews, but unfortunately, they can go wrong real quick. To bypass the generic responses and lack of meaningful data, try offering an incentive after completion of the exit survey.
KEEP YOUR FINGER ON THE PULSE
Most business owners assume employees leave because of money. In actuality, employees more often than not leave because of morale issues. When the economy is hot, success abounds, and morale is generally less of a problem. But what happens when shifts occur? Engaging in team training and communication is a great way to keep morale high. Local events and company engagements are also an effective way to foster relationships with co-workers. These retention strategies are just the beginning. Head on over to our blog at crossroads.sandler.com or reach out to our offices today for more information.
TAKE OWNERSHIP OF YOUR COACHING
companies poaching talent from startups and small businesses, retention becomes pivotal to preventing your organization from becoming a stepping stone. We’ve found the following components to be successful when looking to implement an effective retention model.
Businesses only go as far as their leadership will take them. Leaders
can’t help their teams grow without guiding the path to discovery. But that means leadership becomes the linchpin to growth, and that
can be a hindrance. Sometimes weaknesses will stand in the way of progress, and that’s when leaders
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