It is rare today for employees to stay with one organisation for the long tenures that were the norm before the Great Recession. In fact, “job hopping” is the new norm, especially for Millennials.
This episode shares how to leverage this fact rather than fear it. By engendering a lifetime of loyalty from former employees, leaders can see them “return” in the form of customers, partners, clients, advocates, contractors, and even returning employees.
This episode is a pragmatic answer to the outdated corporate mindset around employee turnover. Instead, it shifts the focus to creating lifetime loyalty from your alumni who will bring back business again and again.
We welcome the author of “The Boomerang Principle: Inspire Lifetime Loyalty from Your Employees” Lee Caraher
“They’re dead to me.”
“I’m not going to spend all this time training them just to have them leave.”
“They’re job-hoppers who don’t know a good thing when they see it.”
“I’m on a constant training revolving door—as soon as someone’s trained up, they’re out, and I have to start all over again.”
“Why am I wasting my time? It’ll be faster if I do the work myself.”
These are sentiments you have heard many times from entrepreneurs, CEOs, managers, and supervisors when discussing those known as “Job Hoppers”.
We discuss:
Intergenerational teams, organisations, and workplaces
Millennials, Gen X, Y, Z and Boomers
Purpose and vision
The Boomerang Principle
How to leverage top talent
How to leave well
How to create an alumni of past employees
More about Lee here:
Transcript (done by AI)
[0:13] It is rare today for employees to stay one organization for the long ten years that were the norm before the great recession in fact paying is the new norm.
Especially for millennials.
Today’s episode shares how to leverage this factory then orange and during the lifetime of loyalty from former employees leaders can see them or return,
in the form of customers partners science advocates contractors and even returning employees.
[0:41] Today’s episode is a pragmatic answer to the updated corporate one center and employee turnover.
Instead of chips the focus to creating lifetime loyalty for me when i will bring back business again and again.
You’re welcome author of “the boomerang principal inspire lifetime loyalty from employees” Lee Caraher, welcome to the show,
thank you so much for having me a happy here its great tp be here
I thought a great way to start would be some quotes and i’ll get contacts this cause afterwards here we go,
they are dead to me i’m not going to spend all this time training them just have them leave their parents who don’t know a good thing when they see is.
[1:22] I’m on the concentrating revolving door as soon as someone trained up the red the door why am i wasting my time it will be faster to do the work myself.
Please enter the sentimental value of heard many times run to panera ceo’s managers and supervisors and your work helping companies.
Who is the director general teams
organizations on work places this is the can you send it to answer in this book and i do love of you give assembly contact dollars.
Show air force today people would say ok but if you send this to make pizza.
But those are the things in my first package is coming in management which i wrote after failing miserably at keeping millennials in my business i was doing all this work shop’s eleven to country united states and germany and some and canada
add every and every single session seven with razor handle that you know what screw this when he’s dead to me you know believe me that’s when my friends understand
and i will just start over kill with no you can’t help people be that’s because um.
[2:30] It’s just so the start that one somebody leave the company that they would be back to you.
Because why we know that jen z and millennials are.
Who having to leave companies
wyd between three and five years sometimes one to three years there planning out and see if you doing all the work to bring someone into your company you probably have done a good job probably
add finding a person to which it so.
[3:03] Should know that someone is leaving you doesn’t actually necessarily reflect on your flex on them,
and what if you brought everybody back who is good who left your company at one time where the other imagine.
The incredibles efficiency and message that was sent to the rest of the world.
[3:24] So instead of thinking about people as dead to them when people automatically leave the company we should be saying
congratulations on your new.
[3:34] Get how can i help you and i hope you come back so that’s what i wrote the block because to many people were spending too much energy not.
Ensuring people will be wanting to stand a company by training then by walking them my figuring out what they wanna do in life.
And by having that’s very negative view of that people are dead to that money left.
Just lamp the audience know that in this book you do a great job of explaining.
How to leave well so you do have an option to come back you also.
Give great examples of how do i rearrange.
Good find all time if i’m expecting to leave in organization how do i reinvent myself before that perhaps even stay if i get it different opportunities within the organization.
And then also as a business that we don’t condemn those that leave and often this happens when somebody leaves organization they get the blame for a lot of,
unfinished business or for doing projects that didn’t go anywhere before we even start let’s go.
[4:36] Make sure everybody’s on the same page and you’ll do a great job and running down through the generations that are in the workplace today so we’re on the same page with the inter generation workforce.
[4:46] No today around the world this is the first time in history we have five generations in the.
So the silent generation who is now
between sixty six seven eight es three i’m always down to the bottom is the excess that no lights and now they got the tens now the oldest twenty in the workplace is twenty three almost twenty four years old of course
it’s traditionally would have who maine
generations in the work force required to work with shorter incapable stayed much longer in their careers however the economy is one factor in having
what people work longer and then people are living longer as well and then third if you are planning on
twenty year retirement if you’re gonna live and extra twenty years you might retire till seventy for twenty years retirement so all those things together.
I’m have put in a position where we’re five distinction interactions with their distinct moments in history that define them that color were their outlook.
[5:49] And so much is put into the conflict between generations i think this is not new it’s worth living through that and because they’re five generations in the distinctio it just feels much more prevalent today than it ever has
i millennium sa get a hard rock only god should i get to hard rock.
That’s really offensive but the last year of humor you know i think a lot of the reps forget that you would call it really in two thousand and two thousand my two thousand ten is when the whole millennial suck narrative starts.
I’m pretty clean united states and that is in the wake of the storm climbing the great recession and the displacement of ten million boomers and general surgeon general who lost their jobs.
Add the same time you have the younger generation who was more educated what is one more access to people and information than the other order come patriots ever had are trying to get work.
[6:47] And they won’t work that matters and of course this is also not know what work that matters.
Just is never set it neither did exercise out loud
until they had made and the other thing as make enter the work force they expected more from their work.
When they’re older colleagues had so it’s just a confluence of issue i’m so they are lazy there untitled.
I don’t know how to work this is just crap they are not lazy they do not know how to work it looks different than we do they are very motivated
and there are usually motivated by the things that we older people would have just accepted and the reason they are motivated by the things that my generation wouldve just accepted is because my generation
their parents have taught them you have to put up with stuff right and you should be valued for who are you what are you can do whatever you want.
This also is combined west street inflation
red united states in particular has had a significant impact in the workplace sell in the last fifteen years coming into twenty eight fifteen so from two thousand to two thousand fifteen the average grade point average,
united states roses by a full point in colleges.
[8:10] So on a four point scale which is why in general are great in united states you could actually get a five point eight l which of course.
Is it possible my mass however all these exceptions are made a new contact to get a five point eight one a four point scale so.
All grade sort of loaded up,
so when people graduate from college with a four five or anything between them and wanted to the workplace and course it’s very unusual
what you would exceed expectations the first time you tried anything in there in a new environment but this is not these kids experience based on their college grades and they had so much appointment of
my work is done and actually it’s not it’s not even close to done this is a common it still remains a comment phenomenon for early grads from college in all different walks of
life and all the hot wash of korea,
add because they have not had the critical feedback and feedback works good even if the screen wasn’t so that was a big is now in a and b work you expect to keep working at.
A work you would not there’s a more recent ipos.
And the college grading system today so all these things together make this impression by the people that there is no how to work in the theater and title.
[9:34] Eighty million people can not be entitled.
Million people could not be lazy eighty million people do not know how to work it physically impossible maybe it’s you that we need to shift and understand where the genesis of all this conflict is
are you reminders this isn’t.
Entitlement to dolphin conditioning but let me about the job helping aspects of helping isn’t new to most boomers engine access we just forgotten the late nineties and we haven’t learned how to deal with efficiently,
i’m positively sure.
[10:09] Show job hopping is not new it’s just as boomers and ten boxes of come into management situations they realize how challenging job hunting is for organization and how expensive it is for an organization and frankly
when we hire somebody we know where they are going to leave it is not a mystery.
Can i purchase the last person you have to turn off the lights right cell instead of being fearful of the job hopper we should acknowledge the happiness of a career
do you go from job to job and maybe career to career will be over and expect to have.
[10:46] Multiple careers not just multiple jobs at multiple careers in their life and
by definition they would need to exchange functions and change the realm of knowledge and skill base to achieve that so instead of being worried about it she said
i changed my mind knowing that i tell all of my employees
in the first week and i co any new employee i know you gonna leave me looking crazy like i just got here.
If we are pretty picky about who we hire but i am very up front about it leave
hope you leave after many many many yards and hope you leave after you’ve had so much experience irritable for tape that you learn all these different skills you can imagine and that when you go out into the world you are proud of being a table for tag
and because i have this point of view i’m actually to take the fear of
and then leave feeling off the table and they me focus in what is the job we have to do and what is the thing what does the same thing that the person feeling that drop wants to do and how do i match those two things up because that we can match with the work is with the person who wants to do the work.
End shift accordingly overtime we win we always,
is there anything on that is any job you doing today is going to look very different than three to five years.
[12:11] I started my company which is a public relations foreign before twitter no fifty percent of revenue in social media qualified said.
We only do things we damn i be out of business right and that is a m.
After my functional point of view we all of us will be doing things very differently so we have people who are
are looking for new things i wanna stay relevant and we use their energy further up for what they want for their own careers for our benefit companies until it doesn’t work anymore
everybody when’s that and the company has kept people longer which is a benefit.
[12:52] Keep become more official overtime institutional knowledge increase over time um you had to replace a recruiter other am
costs and the person comments.
Probably if they have chosen chosen to stay because it is the job market now has
decided actively to stay independent exhausted the experience of thinking right now in their lives game from the company and when they leave,
you’re excited the day state and he and they’re on to the next thing and hopefully they to our appreciation of the flexibility that you afforded them in their own career.
What are the things i really was struck by this idea of being loyal to people who believe you because.
[13:37] So many people give so much of the energy that time that families time to businesses and then they leave and then they get condemned for living and this comes into but no send them.
Can you share a staggering statistic saying sixty percent of people you interviewed and survey across the country indicated,
that the company’s either have a strict policy on spoken one but well understood.
[13:58] Rules against hari hiring former employees regardless of how well they did in the previous position
any recent survey half of companies either still have recently abandoned the policy against hiring boomerang employees
even if that employee left in good standing i thought that was staggering and disappointing as well that we can then those really businesses
so excited right we’re all looking for the top twenty five percent you could be a small company a large company we’re all looking for those top twenty five percent of performers and performance is not just about achievement performances about.
Play god and working together installing problems that
you can’t even put on paper there’s so many things that people contribute to work because he.
Play beyonce the function of the job that they did not contribute to our culture and they say that they are no longer valuable to you when they left
really it’s the wrong definition of loyalty number one because it okay if doing something when you do not have to do it while they have not doing something because your getting paid that is a transaction has nothing to do with loyalty
not one thing while he is going out into the world and i see somebody who i want you to meet and i say aiden
oh my gosh i just made you need to meet up i know you guys are gonna get along number one and i think you benefit from meeting each other than xl.
[15:21] Me waiting for you to pay me back is not right so what let’s get rid of the rec use the right definition of loyalty and you’ll so understand that when people live at macon heard your help us we should be helping them help us any
situation so your footprint as a company
expand every single time somebody leaves you face speak for who you are even if they’re not employed by anymore so how can we flip point of you to say there’s another ambassador for my company going out to the world how can i support then how can i help them do well
and how can i help them help me help my company in india and i miss the way we can all be larger in virtue of the fact that people believe us.
I love the idea of the designin the book that really resonates with me you said lower the means leaving when you’re no longer motivated the most loyal employee can do
it’s a leave when he or she is no longer interested or motivated by his hard work.
[16:22] Are the opportunities available at the company i really identified with this i left the company at that moment where i was getting promotions.
I just drove to make myself for dinner but i really loved because i was bored i was no longer revolving.
What’s the worst thing about death is the business sometimes then create a story about u they try to justify it in some way instead of actually going that’s a really good thing to do under if you say a very loyal thing to do.
I mean a loyal person says i am not contributing the fullest and i’m actually taking something away from this organization when i’m getting to at and that’s the most wild things are good.
Absolutely do if you were not contributing anymore or they don’t see that point where they may contribute again i request you over the course of your tenure at a company you may have
periods of high performance and okay performance i may be personally related right by starting my company because my mother was dying many people in my company.
Parents die during the course of their tenure and so we flip their work so they still contributing but they’re not necessarily responsible for everything they are when things are bad at home
so be on that maybe and a natural flow of interest and achievements
if u was good and just wanna do something else in your company you can not do it in your company.
[17:43] You should i stay or if you just stay we have a woman that your company who is gonna go back to school in a year she’s already told us,
well yeah ten months to replace search you can be part of that whole discussion
we had one of the people who left earlier and my company earlier this year and been with the company eight years which is extraordinarily long time
or public relations firm in san francisco and we are the conversation for eighteen months about the fact that he was i’m sure this is what you wanted tho.
[18:14] So he took it to heart what i said my book rated mature is what am i doing maybe i should visit while you know you wanna go.
[18:22] No i said we don’t have to leave unless you know where i would log into performing a contributing and doing your work.
What is okay to stay what is have this conversation in if you want me to help you figure out what snacks that will help me figure out which max and then that
someone’s leave a medical leave and someone’s better leaving someone had somebody in their family i mean people are came back in he was
a person who held it all together for those account with all those people got back on board when he was can i transition back into other accounts you know he said to me if i’m gonna leave now that i’m late cuz i’m not on anything
i’m in a transition of all my accounts and we’re gonna go find something for me lets go find something for me if i’m fine now i want to leave,
and give me eight weeks of notice a weeks notice then eight weeks of notice we would have very positive conversations with our clients
alright behind this decision.
Table to put people in place an have tremendous overlap and then week you was leaving he was supportive.
[19:26] Who is better sweet about the whole thing is i got my gosh no people to mess me.
[19:31] Am i so you know we’re gonna miss you go by people are coming mr work necessarily and that means you’ve done your work you done your job.
[19:40] Everything is so seamless because you were so loyal to us thank you what everybody has appointed yo.
[19:49] What is business had this point and heel on my god be so much happier you tell us the change the original recording retaining the best employees,
emerged in the recovery from the great recession have flip the emphasis and employer branding for being a great place to work to being a place where people work.
[20:07] Seems like a very social but it’s a very dramatic shift in emphasis
it’s a very traumatic show me anything if your top performer performers wanna be around the performers
and they want to be around people where they can achieve more and i can contribute to better achievement in their on the same page just much more seamless in netflix and
most people are not looking for conflict.
[20:31] And in a place where we not only have had a quote were changed it so you have many more people being forced heater.
Roughly for a direct contractor because you are not pushing nobles companies putting more people below the line but i’m number one and then
who we all know that we can’t count on any company to keep us forever
right if nothing else we learned that the last ten years i’m so the whole implied contract if you well between cup and predicting the united states between companies and their employees been shattered
it was never there at all and.
The idea that if i’m good and i operate well and i’m operate to a positive i can pretty much go wherever i want.
Yes pretty true and almost every part of this country in almost every single industry now course are industries that does not qualify for that
calling some of the energy fields and depending on where you are in this country and finding it very challenging however most white collar jobs.
Best top twenty five percent can write their own ticket they want to go where is good.
[21:41] When i connect you with the contribute with a candle be alive with the purpose of the organization i can be around other people who have the same values.
Well kinda situation you no how many
swings you have any office and how many ping pong tables in the office not giving computer free no ceased to be important i mean what becomes more important,
are the warriors and the purpose of an organization how people get along together and achieve together
yeah you mentioned their contractors in the experts predict that by twenty twenty more than fifty percent of all jobs will be held by contractors that employees,
i’m building on the concept.
[22:18] Use a company’s most common breast themselves as talented browns no not only for our products and services.
[22:24] As importantly for their ability to hire developers exceptional people
who are proud to be associated with employeurs i’m this is really important this idea of building a brand called you.
But you are.
[22:37] Maybe later on linkedin and social media are your own blog or your own side
get your own site opportunity because that’s legion that alliance to a brand that makes the branch look good while the worse thing that can happen to a co.
[22:52] Is somebody who is known for being a top performer leave you off their resume.
[22:59] Happens all the time it’s the worst possible thing i thought you were defects in such yeah i talk about it the body blood of those companies.
[23:08] No quit trying to get good people in the door.
[23:12] In many ways corporate structure at sforce this in employees are people who are working during network but the top twenty five capp thirty percent racing and then say you know what i’m gonna do this instead.
And i’m not gonna put up with this alpha but that so back to original point about you know you’re dead to me on my gosh are you doing a shrinking your talent pool from which to paul because of the nature of all those things.
So let’s explore then how to create an exceptional talent brand new set the first step of creating a culture of return to create a kosher to stay for.
If you are people leaving your right about the wrong thing right because you know theyre gonna leave we should be focusing energy on what
is it that will keep people in our twenties and does anybody want the ledge and all the people were taking advantage of is very few people
it’s very few people you want to create organization where people are happy to come to work.
Where they are feeling and making a difference in the world where they like what they’re working well.
[24:17] Feeling and that they are even more interesting and relevant.
[24:21] We all know how important being relevant in today’s work force is i like i said earlier you know all of our jobs gotta change within three years so we have to continually stay relevant messaged company’s job to stay relevant personal to your point about the.
[24:36] Set your brand you have to stay relevant oh so where we can put your focus in right so wine is what is your mission and vision them and what you here for and being really crystal clear on that
who is having values that
particularly the behavior that you are expecting from your employees the bosses the people their partners than your customers so that’s what you’re doing is not reading your soul three is the behavior among people.
And for is understanding how
individuals feeling to a machine individuals have their own aspirations have their own life problems in their own life.
How to golden springs feeling too i function
anna team that you have in the company and i got the last cases that if you do not feel like you belong to the organization.
There’s no reason to stay i’m five
things are all about belonging to an organization where your role is understood and appreciated where your work is contributing to a greater good that is circulating about your vision and mission and hopefully you are doing no harm in the world,
evolution of purpose driven life is not just business but life is well as providing.
Globe in the cultural vision and values very important and i love what you said about vision great visions are based in the future there is preparation along big they are emotionally charged and paint a positive or helpful picture of the future.
[26:04] Hear u break down whatever good vision should look like and i think this is really important.
Because you need to include your stuff or your senior management team at the very least.
If your company of wine you can do it yourself if you have more than one person i need to include other people we talked earlier about start of your generation doesn’t rise.
Some of the generation provide that divide us is ur understanding of language in and
the more we can i involve everybody least a portion of everybody in the process of articulating vision and values or the more likely we are to be using that kind of language
that will include everybody in the organization i’m sure that everybody understands and if its me imposing a vision for company of one it’s fine.
Let’s since people are choosing to be there we all know we make better decisions by taking other peoples and remain at all,
human agree with them it mean that take everybody’s recommendations with my having importantly make better decisions and the more you can be in my book i recommend a book called the advantage buy pad mini me the best block
would this group process that ive ever
read the riddle of him and a friend after that process that he has into my organization if the organisation that i help through my other company
let’s move on back to the hunter generations aspect because you say one of em are that way turn generation.
[27:34] I’m comfortable with hierarchy been confident in their ability to make shit happen on their own because we live in because it kinda hot to.
Put the millennials demand a new style of leadership and management great to share a bit of this.
[27:49] A few things about them when is the baby rays by she may be disappointed with the fact that they did
remember when we also have been told their whole lives that they can do whatever they want and most of them have had more power in their hands then went to the moon so they can access any
where they think they can access any piece of information of any person you can see that one single tweet sense.
[28:14] Two terminal at airplanes
no parts and they have a lot of power or that marshall so all of these things together
where you stay it’s much more of a flat world that hire electrical one.
The millennial and gen z now i generation where the
i believe to access almost anything as they had sincere in their teens so that come into ours and it’s it’s a call.
I have to love players and your not supposed to talk to the boss and the boss’s boss without talking to both of us what kind of stuff which is how i grew up.
[28:51] In the workplace this is false laters if you were well for this generation so that wants and expects to be asked.
We expect to their opinion to matter they expect that there will be important and because it always has been.
And there are some conditioning as you said earlier so the first thing we need to do is argue that we shouldn’t the smiths
eighteen to twenty two twenty three years upbringing just because it started working
i will have to order that and then figure out how we can enjoy all those things at the same time create a culture that also let people and shit an orderly fashion because if everyone spent to do if they wanted to do we would probably like that whole up to so nose
things you can do right off the bat is what i say to millennials and younger people i say all the time you know what you’re gonna start a job and your gonna have a great idea.
[29:53] You’re gonna see a big hole day one university of utah own organization and say hey i know how to fix that
add my family to is not the same one day one.
Just wait a couple weeks just wait a couple weeks is the most offensive thing you could do if you’re not hope you not hired as a fixed term engine twenty two year old ran out is to
observed for a while and then maybe you understand why there’s a hole or maybe you want but.
That’s just offensive to the people who are there if you were told day one of meeting somebody you have a big haul me to philip for you you have thanx very much so just wait i’m everything i told write it down keep it note.
Observed because i am for about a month so you can couple weeks we are couple weeks.
The second thing is to do it their way first right so there is a process the prices exists for a reason you may never understand the reason but we want to understand why.
I’m pretty clean jan ZION news one st and why did you add this one is this the old way you can we do it better.
Can we use technology to make things better so up doin their way first and then after abit you understand their way.
[31:11] Menu can have your your idea how it could be done better.
Ask to talk to somebody your botmaster with your manager to see is it possible.
[31:20] Goodnight i’m wondering if i could do it this way
can i be able to save a couple hours here and get this other information here.
Is that how does that sound to you i new my gott someone who says that is such a great idea unfortunately we have all these compliance things that you cant see yet.
[31:38] I only been there few weeks
can’t see all the compliance things that are process actually generates in the system by god that’s a great idea i wish i could do that or you might get some of it yes let’s go for it make sure that you cross the t’s and dot the i’s.
Will you make it a subject that has actually mad yeah you don’t need to know your to young well if it gets bad person
you know nothing time to start thinking about okay what can i suck at his job and feel like buying a new boss in the company or go find a new job,
right
i’m just leaving that day right you can learn something from every organization for every person on if you get someone who’s just giving you the stronger i am all the time.
[32:23] That’s not the right match so what can use i got a job where you learn so you can go flying to somebody else and not let that person hurt you beyond this organization.
Before we move on from london.
[32:34] Go to bed condition not entitlement when do the things that you often hear of the country sticks your hair is.
[32:41] They want feedback on everything in the pot on the back for every little thing you know what i can from generation where
didn’t.
Are the top and the black was very close to kicking ass so huge hitting goal looking for things of your manager didn’t come to you that was a good thing,
when do the things i thought was really interesting was just like you said.
Hierarchy doesn’t exist for millennium because its over the world is accessible.
You can reach people who use you can find the e-mail address you can find them on social media etc to attract,
the same thing happened with conditioning of feedback because in a world where you live on social media you can see getting feedback on everything whether you want to learn.
Absolutely you know um how many when i doing am i doing right and someone has to do.
Say good to hear what the spirit says to do with charts.
I’m which are not noticeable but church became really popular about twenty years ago.
Small kids etc make them not gonna do the dishes in the dishes breakdown the dishes
put doing the dishes in five steps and everytime make sure that things right because you can say with employees is the employees all the time but hope you have a good day i’m sorry
i broke your flowers condition people to break everything down in
en que the steps and meeting to have check-in that every single staff well that’s what you get.
[34:06] Play so hard your job is a manager to say okay or contacts so much more contact than you probably ever needed.
To do a job why are we doing this job what does it contribute to the organization why do we do with the way we do it just take that extra half an hour to go through the steps here are the steps to help on things i should take,
give me a recipe for additional probably take three or four hours from me takes thirty minutes but having them for ten years you know when will take three to four hours if you get two for our senior net ten come talk to me you know but
until then don’t contact me
you are the best imo you can say here is all the steps here are the check in points were gonna check in here in here,
just see how i’m going make sure i’m here we expect to see at this point
you need to check in if you’re if you’re on the track to get to that moment when giving people context to say when i get checked in
what why would you check in and under what conditions would you have to checkin which is most of the time i’m not sure that i think i always the first four years of anybody is career after college has been challenging.
[35:18] You know we have years rahul i’ve been and for your chunks.
Are you going to the workplace and now its wide open thing for the rest of your life but particularly for this group.
Who’s had a lot of check ins who i am you see this in high school and college learning is upside down in high school now so people doing their homework in the classroom and watching videos and reading at night so.
[35:40] You know i’m not gonna situation.
Doesn’t take a genius to figure out why do people want more chickens right in the thing is the habit now use that check-in taxi do better work in a more efficient way
i think that that happened is within a shift in the business environment like you said during vacation.
Working hours in the world is global nice we could you work with different time zones etc but also people
want a work life blend the balance so for example
what are the coach says we really go to yoga at four thirty PM.
Log in later and do my work then this is more than i did not only by millennials
get yeah average amount in this how do you enjoy that would in the business so here’s where the group takes precedence over the person rights were all responsible to a team or to other people
are working and here’s where we need to make sure that our work teams.
R u teams in our clients and general some clients somewhere right is not impacted by my desire to have yoga at four o’clock so we need to understand the full flower of the work that your doing when is it due what are the other lovers right
set one to understand that that we can backup me back up by saying ok mate team is so it’s imagine you want to go to the thursday yoga at four.
[37:01] In the car and you have funding go to your person to your boss at five o’clock
on thursday that person and then take it and move it along the chain in them friday wen she go to a client with a few weight a four o’clock to give it to your manager.
[37:19] You have now turn yourself in your manager disturbance good your out the door to yoga.
Right you don’t have any time to explain what you’ve done to answer any questions that person might have to help them move on instead you as the person is going to yoga you need to move that deadline back a few hours
and
i also understand if i’m gonna give it to you at noon do you have time to look at this before three thirty one is when i’m planning to go to yoga.
Set device name no i don’t got some of that but i do have time at noon while back it up back it up
so your job and your life choice can impact your team’s
did you have that point of view you start looking at your weekend of very different kind of way you look at what you want to get done on the weekend we’re you wanna be in a week and then you figure out when do i need to get things done
said that everybody else can get there were dead when i am out of the office i could be out of the office cuz i’m going to a ballet recital i could be having because i’m going to the dentist i could be having because i’m going to yoga.
But if i take my calendar when i wanna get done in my work and my responsibility to my team into consideration first.
And you didn’t refund the right hiking sunday looking for whole week in four k when do i need to move things around me that thing that you do friday.
[38:41] You can do friday noon instead of monday at ten
you have to control your work flow into possibly can and your deadlines so that no one else is impacted by your schedule the first time other people are impacted by your schedule you should expect the freedom to go away.
[38:57] You should expect that of course there are emergencies all the time.
Right someone has to have my cracked tooth paste to go to the dentist and my father
hasn’t falls on wednesday if it all these things happen all the time but it should be the exception not the rule
in general because we can do a lot better job of all of us scheduling around work understanding how everybody else impacts my work and i am getting ready outfits were so that i can have the schedule that i want to move and their responsibility back to the employee.
If i’m unemployed and living a business you talk about living in a way that you can come back well love you share this you might be leaving a bad boss right
but the organization you’re awesome and you don’t know who is going to have access your files later and other kind stuff so wine
i think the prudent thing to do is leave a company’s so that you can come back because.
[39:52] Yeah ten years who knows three years even when there who knows where that your company is gonna shift in on my god look at this great opportunity available at south.
Oh my god i changed to sugar for salt and put a bot pic question on the buses chair you tube
i said where can the first time i stole company information.
Thank the people there because they were saying or is there not thinking walk through everything you can to come back.
Set your records clean and so is a people when you’ve decided to go right number one am
we’re gonna give your notice that day you give your notice why did you can get more than two weeks you’ll get more than two weeks two weeks is not enough time.
[40:39] I’m not be surprising things are going well in your company in your job that should necessarily be a surprise that you’re gonna leave the organization if an organization
if your organization where all my god this people i know like you know walk me out the door well as an organization but you can conduct yourself in a y where everyone will honor what you’ve done so
you give your notice in as a mammo here is the memo and i know without right members anymore but here is a place where you would
all the products that i got here is the status here’s the people you’ll need to know here’s when things are do hers recommendation how to get it done without me.
You know the people who work for you.
[41:19] Least three people will be reviewed on this day just a mistake here is there reviews clip and clip clip and here’s your input on those peoples progress since last time you had your review and your recommendation who they are important too just
do everything you would want to have done for you if someone left you write just do it and sometimes you never used it
are you have done the work and when you are giving your now that is if someone walked out the door which doesn’t happen that often
what else can happen regarding a competitor for sure but unless it’s very a tag and it doesn’t happen that often but be ready.
[41:57] Has there been and control maybe that break was i control on when you leave i’m and then i imagine it goes well and the person said congratulations i can i help you
when can i get next week or two you know and then you can just document while lifetime thinking about this and here’s my recommendation you can talk to that person and then for the next three for five weeks you can work your plan the keyboard spotting.
Say thank you to everybody,
do you want or keep showing up and not mean show up like your presents because you know that’s actually not a scale show up do your job do well.
Clean your desk try your hardest to get short time disease and then
say thank you in the u. we’ve here’s my new email i’m looking forward to thankful for my time here looking forward to connecting with you all once i’m settled in my new job all my stuff is in your head
just get it on paper and if you if you’re controlling your thoughts regardless of your bosses everyone around me is gonna take note
no matter what the narrative the company wants to say everybody wanna know what you did
ask question for you than you thought about creating an alumni club as a business so not sure how to do this and be nice way to wrap up today show.
[43:14] You’re a business owner if there is one thing you wanna do and twenty twenty it is starting but u don’t have one it’s so easiest thing to do to maintain to have a group of alumni out in the world who are.
Are your champions you can easily be loyal to sell if you graduated from college your part of alumni club right now.
And you get lots of requests for money he the only club but you’re not gonna get any requests for money you can do this in many ways so my company’s small so we use facebook private facebook group where there also several different
author shelf system two u can use mckenzie loan amount squirrel bread but at the very least when people leave your you welcome them
to the alumni club like i actually get people little card that says what can i club remove a invite them to the facebook group and then i add them to newsletter so
we doing our monthly newsletter the alumni get a variation of that.
[44:13] Goes through things when they get i know where they live their birthday right behind their email address could give it to me when i came on board and the facebook group we are posting techno,
or five times a week things are going on the agency what people were you still be with us are doing promotion with like people look at birthdays and stuff,
in the email newsletter my monthly newsletter that everybody in our newsletter of gas but they got a special first paragraph.
I might just a little updating what’s going on with the agency and then i send a birthday card on your birthday from the company.
And then once to twice a week if we have events we invite our alumni to come and if you are one of our clients and within a client so they’re giving us friends and family discount we offered to alumni as well.
This is a network that lets people know what you’re doing until the agency you people connected to each other through the benefits of the company that will work for and when we have a job opening be posted there first refund them email it to be posted in a facebook group
i miss has driven down our recording costs by over sixty percent.
[45:21] Because most of the people we hire happy recommended by people who use to work for us where can be able to find out more about you but you quit before to in the book.
The best place to go to her dot com LEE CARA the dot com if me on twitter and carry her books are there in my agency doubled forty AM you can link there as well
author of the boomerang principal inspire lifetime loyalty from employees llega her thank you for joining us.
Thank you very much.
