The most significant changes in my life, that endured, occurred Continue reading
Pre-meeting preparationis crucial. For example, sleep well, think well. An adult generally needs seven to nine hours of sleep on a regular basis. (And none of this staying up late on weekends and thinking you can jump back to your routine on Monday.) Inconsistent sleep patterns can take two to three days to correct.
Speaking of being prepared, you need two servings of protein in the morning to maximize the thinking process. One serving of protein comes from: 1 egg, 1 oz of cheese, 1 cup of milk or yogurt, 2 TBSP of peanut butter, ¾ cup pudding or 3 oz of tofu. Carbohydrates and sugars are sources of energy but create highs and lows, as they enter the system quickly.
There is growing evidence that coming to a meeting with the right attitude is also crucial. Your mindset going into a meeting will dictate what you get out of the meeting. Our emotions serve as filters, so it’s best to have an attitude that matches my blood type, B Positive.
Note taking and active engagement address the same concept of attentiveness. Note taking forces you to think about what is being presented: drawings force processing of the information, and asking questions force you to listen. All of these are crucial to the next step of making a protein marker in your brain. But, remember that different behavioral styles will interpret this rationale based on their own filters and may use the tips as an excuse for over application. For example, high Influence styles from DISC, please don’t dominate just to stay involved; and high Dominance styles, as a participant in a meeting, you are NOT in charge, so work on your listening skills as a way to stay engaged.
Reinforcing learning is required to create a lasting memory. If you do not do something with new information within about 30 seconds after receiving it, the protein marker in your brain does not form. If you do process the information, think about it, make connections, take notes, or draw an image, the information will be locked in place for about 90 minutes. Again, if you do not refocus on the information within this window of time, it is gone. But if you reinforce the knowledge by again revisiting the concepts or information, you now have created a bio-chemical protein marking that will last from eight to 12 hours. A quick review before bed and you are ready to start the process of remembering!
Written by: Dr. Ron Bonnstetter, Senior VP for Research and Development at TTI
If the answer is no, you probably want to begin looking, but if the answer is yes, then employee retention should be at the top of your list. With employee retention statistics that prove your best employees may be sitting on your payroll while patiently waiting for the “right” job, you need to be sure that you are managing employee retention with specific individuals in mind and long-term goals in place.
Employees Are Not All Alike
A good manager knows the strengths and weaknesses of their employees, but do they know what motivates them? Employee retention studies show money is NOT the reason most employees leave a job, which seems contrary to popular belief. In a recent study of over 19,000 job seekers, only 19% said money was the reason they were looking for a new job. Instead, more popular reasons included stress, mismanagement, lack of room for advancement and lack of employee development.
To effectively manage employee retention, it is important to determine the core values of each individual. What drives them to take action? What keeps them engaged and motivated? What needs do they have that should be fulfilled on the job? For example, let’s assume Arthur is a salesman for a medical device company that sells a new health care device to hospitals. What motivates Arthur to get out of bed each day, put on his suit and give a great sales pitch? Perhaps he knows that each time he introduces better technology to a hospital, he impacts the lives of many every day. Or, maybe Arthur’s personal goal is to be the top salesman in the company. Yet another possibility is that Arthur comes from a family of salesmen and takes pride in following in their footsteps. Whatever the case , the key is to know what motivates Arthur and ensure that employee retention strategies cater to his unique, personal motivators.
Employee Retention Must Fit Corporate Goals
Developing an employee retention strategy specific to each individual must start with an in-depth look at the company’s long-term goals and what it needs for success. What is the next level? What skills do you need to get there? Who has those skills and what skills are missing in the company? While it is not an easy task, it is an important step in the process of creating an employee retention strategy that will help you meet your long-term goals. Perhaps you will find that job roles should be re-organized, skills of certain employees are better utilized in another way, or certain employees are key to future success. Once you have determined how your workforce needs to adapt to meet company goals, you can implement an employee retention strategy that ensures your best talent is there to help you reach the top.