I’ve pulled another article from the archives as I believe it’s something we as business owners need to keep in mind….

I had breakfast this morning with one of my sisters at a nice little restaurant in Denver. The waitress sat us immediately, and then started listing all of the house specialty coffees. When my sister and I both said, “Just plain coffee please.” The waitress laughed, and said, “I like it plain too, but I’ve got to tell every customer the specials.” She then took our orders, and within minutes brought our coffee, food, and casually, yet, efficiently checked up on us during our meal. As we were leaving, I said to my sister, “She’s really very good.” My sister’s reply was, “Yes, too bad she won’t last here.”

Her comment struck me because it was so true. This waitress probably wouldn’t last at the restaurant. Her confidence, positive attitude, and efficiency were so apparent, if I had a staff position open in Denver, I would have talked to her about interviewing; she made that much of an impact. I’m sure other customers who are business owners or managers will pick up on her attitude and appeal too. Someone’s sure to steal her away.

With companies downsizing right and left, organizations are struggling to maintain productivity with a smaller and smaller workforce.

The only way to help assure success, is to have staff on hand with the right attitude. People with positive attitudes tend to get more done in less time, provide better service to customers, and make fewer mistakes. With strategic interviewing, finding the right person with the right attitude is somewhat achievable. Training them to learn new skills is relatively easy. However, keeping them once you’ve hired them is your biggest challenge. Just as I noticed this waitress’ potential, other employers seeking “good help” will notice the potential in some of your staff – and may well try to steal them away. To keep them, the value of staying with your organization has got to out-weigh their perceived value of going elsewhere. So what’s of value to them? What do you offer in isolation or as a “packaged deal” to make the scales tip in your favor? Is it the money, learning opportunities, camaraderie, co-workers, benefits, advancement potential, job security, flexible hours, work/life balance programs, closeness to home, support, being valued as a person, nice physical work environment, or something else?

Think about your employees for a minute, especially those with great attitudes.

Ask yourself, “If they were teased with an offer from another firm, what do we offer that would make them want to stay here?” If you have a hard time answering that question, I can guarantee your employees will find it relatively easy to move on. Why? Because whoever has made them the unsolicited job offer, WANTS them. That alone is incredibly appealing. In addition, the new organization, may offer some of the benefits listed above to add further appeal. If your employees don’t feel wanted, valued, and supported with at least a few benefits (and notice not all of the benefits listed above cost money), you’re in a vulnerable position.

To help maintain your organization’s productivity and viability, value your employees – and treasure those with great attitudes.

Copyright MMII – Liz Weber, CMC, CSP – Weber Business Services, LLC – www.WBSLLC.com +1.717.597.8890

Liz supports clients with strategic and succession planning, as well as leadership training and executive coaching.