Category Archives: Employee Retention

You Can’t Lead if You Can’t Develop

There are three realities in leadership: Leaders are defined by their results. The act of leadership is about the ability to influence others to accomplish the desired result. You will never succeed at your first two responsibilities if you can’t … Continue reading

Posted in Accountability, Add value, Business Growth, Business Strategy, Corporate Culture, Employee Retention, Employee Turnover, Execution, Growing your business, Leader, Leadership, Leadership Development, Leading Change, Managing Change, Performance Improvement, Personal Development, Randy Pennington, Results, Trust, Uncategorized | Tagged , , , , , , , , , , , , , , | Comments Off

Why You Will Lose Your Best Employees

Your best employees are contemplating quitting. Some of them already have – even though they are still on the job.

Hiring is picking up – especially for the stars who more than compensate for their cost with superior performance. Your best employees will have the opportunity to leave.

Are you vulnerable for an exodus? Chances are the answer is yes if you are guilty of any of the following:
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Posted in Add value, Business Growth, Business Strategy, Corporate Culture, Employee Retention, Employee Turnover, Growing your business, Leadership, Leading Change, Managing Change, Randy Pennington, Results, Trust, Uncategorized | Tagged , , , , , , , , , , , , , , | Comments Off

The Scary Side of Mentoring

The old-fashioned view of mentoring is someone outside a learner’s chain of command who equips that learner with new skills and knowledge. It is an archaic expert to novice or smart to unwise philosophy. The goal is the transfer of information or expertise, much like pouring knowledge into the head of a passive learner. It is the model that antiquated teachers used to teach facts students only recalled long enough to score favorably on the test. Continue reading

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Leaders Ought to Know

Have you ever watched a leader make a decision or take an action and think, “They ought to know better.”

I find that sentiment to be especially true when it comes to people issues. Leaders ought to know how to motivate others. They ought to know how to treat people with respect and act with honesty. They ought to know how to take action and make good decisions.

That is where Phillip Van Hooser comes in.

Phil knows what leaders ought to know, and he shares it in his new book, Leaders Ought to Know: 11 Ground Rules for Common Sense Leadership.
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Posted in Accountability, Business Growth, Business Strategy, Corporate Culture, Decision Making, Employee Retention, Ethics, Execution, Growing your business, Leader, Leadership, Leadership Development, Personal Development, Randy Pennington, Results, Uncategorized | Tagged , , , , , , , , , , , , , | Comments Off

Stop Complainers; Eliminate the Energy Drain & Get More Results

Are your people complaining? Do you see more work drama than work? Then, you’re not unusual. Seventy-seven percent of people spend at least 3-6 hours a week dealing with complainers and energy draining situations. However, before you start polishing up on your coaching and counseling communication skills, look at what’s creating the creating the negative behavior. Continue reading

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Is Temporary the New Permanent?

A friend emailed me late last week with a question: Are temporary jobs replacing permanent jobs as the standard in the workplace?
The answer is it depends on how you define a temporary job.

The use of temporary jobs is definitely increasing as companies work to keep their flexibility. Employers learned a lesson during the past recession: You don’t want to be caught with a huge overhead when the economy starts faltering. Continue reading

Posted in 2012 Business & Workplace Predictions, Accountability, Business Growth, Business Strategy, Corporate Culture, Employee Retention, Execution, Growing your business, Innovation, Leader, Leadership, Leadership Development, Performance Improvement, Personal Development, Randy Pennington, Results, Trust, Uncategorized | Tagged , , , , , , , , , , , , , , , , | 2 Comments

If Shakespeare Wrote About Business Today

You may not remember Dick the Butcher. He was a rather forgettable character in William Shakespeare’s play, Henry VI, Part II. The chances are good, however, that you remember Dick’s famous line: “The first thing we do, let’s kill all the lawyers.”

Henry VI addresses England’s loss of its territories to the French and, most important, the personal jealousies that tor the political system apart. Dick, a follower of the anarchist character Jack Cade, believes that lawyers played an active role in keeping the common people down.

So what would Shakespeare’s character say today if he were to write about the poor performance and caustic environment that plagues many organizations and keeps workers from being productive?
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The Only Leadership Principle You Will Ever Need

It is time to stop thinking about new management initiatives and start embracing leadership principles. Programs and initiatives come and go. Principles never end.

There is only one leadership principle you will ever need if your goal is a culture where everyone is committed to consistent results, strong working relationships, and volunteered accountability. Continue reading

Posted in Accountability, Add value, Business Growth, Business Strategy, Corporate Culture, Decision Making, Employee Retention, Employee Turnover, Execution, Growing your business, Innovation, Leader, Leadership, Leadership Development, Mistakes, Performance Improvement, Personal Development, Randy Pennington, Results, Trust, Uncategorized | Tagged , , , , , , , , , , , , , , , , , , , | Comments Off

Performance Reviews Would Be Great If…

Complete this sentence: Performance Reviews would be great if ….

I asked participants in a series of workshops that question last week, and their answers were surprising and inspiring. There were the usual responses thrown in for comedic effect such as performance reviews would be if I always received top reviews and the maximum pay raise. But, most of the responses suggest that performance reviews could be valuable tools to provide feedback, encourage improvement, and enable results.
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Act Now To Earn Trust

People trust you, right?

Most people won’t look you in the eye and say, “I don’t trust you.” That is especially true if you are in a position of power. But, the symptoms of mistrust are there. It is up to us to see them.

You could be experiencing a lack of trust if you are seeing any of the following:
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