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The Secrets to Finding (and Keeping) Great People

October 28, 20225 min read

Ask any business leader for their biggest challenge.

“Finding and Keeping Good People” is likely to be their first reply.

It’s a common refrain… Right up there with increasing sales and maintaining or improving profitability.

Ironically, the solution for the other big challenges: improving sales and profitability, often depends on finding, and keeping good people!

Finding good people can certainly be a challenge. So, where have they all gone?

  • The recent pandemic and work-from-home options have changed the way many people look at work.

  • Stimulus payments provided people with as much or more to stay home than they got when showing up for work. While well intended, and certainly helpful or essential at the time, the extent of this move played a major role in The Great Resignation. Or The Great Reluctance to return to work.

  • Government mandates for minimum wage increases with no mention or regard for increases in productivity have put the emphasis on what workers “get”, and not on what they have to “give” or do to cover the increase in labor rates.

  • New generational values that prioritize meaning, impact, work-life balance, and job hopping as the best way to get ahead are increasingly the norm.

The workplace landscape has certainly shifted. But human nature has not...

Here’s a Secret for Finding Good People - Nature

Most, if not all people want to matter. They want to make a difference. To feel important. To contribute to success.

Let this drive HOW you look for people.

Promote the roles you want to fill, emphasizing these items:

  1. Why the role matters and its importance.

  2. The difference they can make with the team, the customers, and perhaps the larger community.

  3. Most importantly, how their contributions will contribute to success.

Describe these priorities ahead of (or instead of) whatever tasks, responsibilities, wage range, and benefits your job posting would normally include.

Then watch the “good ones” reply.

In a sea of sameness and transaction-oriented listings (“You do this – we pay that”), the “good ones” will be drawn to the roles where there’s a worthy challenge. Where they can make a difference and matter.

Are you looking for a receptionist? Or "Someone to be the best part of our customer’s day? Delivering delight and ensuring that customers look forward to continuing their business."

Are you looking for a truck driver? Or "Someone who can safely and reliably deliver valuable supplies to help customers who depend on your business for their success?" Then offer priority and extra consideration for anyone who can be a role model and set a great example for the rest of the team.

Are you looking for an experienced COO? Or "Someone who’s driven to inspire and generate improved reliability and productivity from multiple teams in a competitive industry?"

If your job postings simply show a list of tasks and responsibilities along with a salary range and benefits, the best you’ll do is attract people willing to trade their time to work on your tasks for your money. At least until they find another opportunity to do fewer tasks in less time for more money. Then you get to start over.

Here’s a Secret for Keeping Good People - Nurture

People not only want to matter and make a difference. They want to be encouraged, appreciated, and trusted. They also want opportunities to grow and prosper.

This goes not just to how you look for people, but how you lead them. When you create an environment that brings out the best in people, word gets out. “Good people” not only want to join your team. They want to stay, contribute, and prosper.

People who might have been “not great” in other organizations may thrive in yours, given the right culture and support.

Encouragement may be the best gift you can give to anyone.

  • Believe in them. Then ask for their ‘best work’ and watch what you get. Quite often you’ll be impressed.

  • Express appreciation for their efforts and diligence. For their attitude, initiative, or any contributions they make to help the team and business to achieve its priorities.

  • Then trust them with new responsibilities and opportunities for growth, spreading their influence to others.

Adapting or adopting a leadership style that nurtures each member of your team will not only enable you to keep good people but help them to improve even more.

Here’s the best part…

The total cost to apply every one of these recommendations, to find and keep good people, is (wait for it…)

$0 Nothing – Nada.

Just an awareness and commitment to appeal to human nature, and lead with a nurturing approach that people want to become part of and don’t want to leave. One that encourages them to thrive.

Applying these ‘secrets’ might require some changes in the way that you recruit or lead.

But they’re all fun. They all work. And they’re all free!

(Want help? Book a FREE Strategy Call.)

What are two changes you could make, right now, to find and keep good people?

P.S. If you would like to find and keep great people, here are two great options to make it happen:

  1. Check out the Changing Lanes for Business Coaching Program. It’s 4 simple steps in 4 weeks to accelerate progress and transform your business.

You can use “finding and keeping great people” as your focus for the program and lead the change you need to succeed. It’s guaranteed!

Includes small group training on Zoom, plus a private weekly coaching call to ensure your success.

  1. Book a FREE Strategy Call for examples and ideas on how to find and keep good people in your business. And how the Changing Lanes Coaching Program can help you solve that problem, and any other challenges you're facing.

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Tim Rhode

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