Early on in this process we looked at two separate profitability killers that nearly always feed off of each other and contribute to just about every metric a company tracks; the cost of high turnover and the cost of constant recruiting. In far too many cases, the responsibility for each of these...

I completely understand how many issues demand the attention of a business owner, an executive, a manager, and even front line supervisors every single day! But if we’re going to be the leader that truly does provide our team members with what they’re looking for - and deserve - from...

As we’re working to provide our best team members with a reason to stay by fulfilling their need for purpose through the work they do, I’ve never seen this be accomplished more effectively than applying the same idea I referenced to address the high cost of turnover; by breaking the...

Now that we’ve identified some of the causes of turnover, specifically the reasons great team members leave an organization voluntarily and the high costs associated with that voluntary turnover, and we’ve looked at the extended reach of those costs, let’s get to work at...

So imagine you’re overseeing a team of folks with an incredibly high workload to produce for your customer and it seems like all you can get done is interview, hire, and train new employees. Some of the ones coming on board connect with the team and stick around but a high number never stay...

The high cost of turnover certainly shows up on a balance sheet because it’s a huge profitability killer, but a company’s bank account isn’t all that takes a hit when great team members are making conscious decisions to jump ship! Just as top-down leadership and poor...

For the majority of folks who are investing their time into reading this, I’m guessing you need little additional convincing to ensure you’re being intentional about addressing each of the things that made the list of top reasons for turnover… But at some point in time, each of...

Once we’ve worked through an employee turnover calculation and developed a turnover meaning that focuses on the part that’s killing our profitability, it’s time to get serious about identifying the causes! If we want to get a handle on the cost of high turnover, specifically the...

Over the last several years, I frequently referenced a study I initially found from Gallup that cited some Bureau of Labor Statistics data in saying that “According to a Gallup study, “The U.S. Bureau of Labor Statistics has found that the U.S. voluntary turnover rate is 23.4%...

When I searched the phrase “results of combining leadership and management” the vast majority of the results I found were articles comparing and contrasting the two. While I make it a point to be as loud as I possibly can in emphasizing that adding manager to a title does not...

For more than 20 years now, I’ve heard John Maxwell emphasize that “EVERYTHING rises and falls on leadership.” I even remember when Uncle Ben gave similar counsel to Peter Parker, a.k.a. Spiderman, saying that “with great power comes great responsibility!” If we...

With the importance of a “realistic, clear-eyed, complete assessment of the current state” in mind, I’ll challenge you to get really honest with yourself… Do you have that kind of clarity for what your current costs are in areas like turnover, productivity, or downtime?...