How To Retain The "A" Players You Recruit

 How To Retain The "A" Players You Recruit

By

Eric M. Twiggs

“The deepest craving of human nature is the need to be appreciated.”  William James

What can you do to keep “A” players from leaving you?   As I ponder this question, I’m reminded of an experience I had back in December here at ATI.  Our office is in a suburb of Baltimore MD.  Thus, my fellow coaches and colleagues root for the Baltimore Ravens football team.

Our office could be considered “Ravens Nation”, because of all the cups, computers, and cubicles that are loaded with the team’s paraphernalia.  

Everyone supports the local team.  Everyone except for me.   I happen to be a Washington Redskins Fan.  As you prepare your jokes,please know that my choice of football teams is a topic for another day!

One morning, right before the Christmas holiday, I noticed that my co-workers each had a gift-wrapped package from upper management on their desk.  Inside the containers were calendars for the 2017 year.

Now these weren’t your ordinary calendars.  They had calendars with the Baltimore Ravens helmets and logos on the front.  There was a gift on my desk as well. 

As I opened it, I was shocked to see that mine was different from the others.   I received a calendar as a Christmas gift.   But mine was a Washington Redskins calendar.  Later, I found out that one of my fellow coaches who is an avid hunter, received a calendar with a hunting rifle on it!   So, what does this have to do with you keeping “A” players?

Here’s the big takeaway: Recognition that is personal, is also memorable.   Someone took the time to consider my personal interests, and thus, I’m still talking about it three months later! 

Have you taken the time to consider the personal interests of your people?   Keep reading to learn two strategies to keep your “A” players from leaving you. 

Recognize The Power Of Vision

Back in June, I was speaking with a shop owner named “Trish.”  She mentioned that she had a goal for her shop to be recognized as the ATI Shop of the year at the next Super Conference. 

When I told her that I planned to attend, she made the following statement: “I will see you on the victory stage.”  She had a vision of where she wanted to be. 

Nine months later, Trish Cleveland, and her husband Eddie, owners of Robe Mans Auto, were recognized on the victory stage as the Shop of The Year at the Super Conference!   This encounter confirmed the fact that you must recognize the power of vision.  In other words, if you can view it, you can do it!

What is the vision that your employees have for themselves? Getting them do a vision board, is a great way to find out. If your people have visibility to their personal goals, it increases the likelihood of achievement.  

I recommend having them use one the free vision board apps that can be downloaded to a smart phone or tablet. 

They can download and label pictures that represent what they want out of life.  Their vision boards will give you insight to their personal interests.   You will then be positioned to tailor your recognition program according to what THEY want, instead of what you always do.

Review Their Vision Boards

To show that you recognize the power of vision, you've conducted a team meeting, telling everyone to do a vision board.  The following week, you had a second meeting and confirmed that everyone did their vision board like you asked.   Your job is done, and you can check that box, right?  Not so fast!

Following up with your people, on their progress is the step that’s often missed.  According to a study that was reported in Forbes Magazine, people who merely thought about their goals and how to achieve them succeeded less than 50% of the time. 

Those who communicated regular progress updates to another person, reported succeeding 75% of the time.   In other words, your people are more likely to achieve their rewards, if you review their vision boards.

The late Zig Ziglar said best when he said, “You can get everything in life you want if you will just help enough other people get what they want.”  

Want to keep your great general manager?  Keep asking her how she’s doing with her goal to buy that home.  Want your best technician to stay?  Stay focused on asking him about the muscle car he has pictured on his poster.

Imagine if you worked for someone who checked in with you every 30 days and asked you about your goals.  Then, because of their follow-up, you achieved a major life accomplishment that was on your vision board. 

How likely would you be to leave them to work for their competitor?   Your employees would feel the same way about you if you helped them. 

Summary

So, there you have it.  Recognizing the power of vision and reviewing their vision boards, can keep your “A” players from leaving you.   Hopefully, the upper management of my favorite football team has pictures of the end zone and of the Super Bowl on their vision boards!

Sincerely,

Eric M. Twiggs

The Accountability Coach

www.autotraining.net

Looking to motivate your “A” players, but don’t know where to start?  Email etwiggs@autotraining.net to receive the 26 Reasons That People Buy Anything.  (Including your message)