Our friends over at www.findmyworkspace.com provide tips on how you can ensure the longevity of your good employees.
One of the biggest challenges of an entrepreneur is how to attract and recruit good talent. And once you build your dream workforce, you have to do your best to keep your employees. High employee turnover rate costs the company time, money and productivity. It can also negatively impact workplace morale and disrupt the working dynamics in your organization.
It is no secret that recruiting and training new team members cost significantly more than retaining your current employees.
Your “rockstar” employees are those whose skills match your requirements; they have a healthy working attitude and they also jive well with your organization’s culture. They are rare gems and you have to take deliberate action plans to retain them. The key is to start now and do not wait until they are halfway out the door before you move.
1. Offer competitive compensation, benefits and perks.
The easiest way for another company to pirate your star employee is through higher monetary pay and other benefits. If you can afford it, raise your employee’s salary to be at par with the industry or even higher.
The good ones especially deserve it. It also communicates to people that you respect their contributions and efforts and that you value them.
Insurance (health, life) is usually very much appreciated.
Consider also non-monetary perks such as flexi-time and work from home arrangements / telecommuting, so that your employees can enjoy better work-life balance.
Some companies also include unique perks such as happy hour fridays, pizza days or free grocery or laundry pick-up.
2. Have clear job descriptions and expectations.
Employees stay longer when they fully understand their role and feel significant in the company. A detailed job description helps people understand the scope of their responsibility and know what’s expected of them.
Keep in mind also not to give employees additional functions not stated on the job description, unless it has been clearly discussed and agreed on.
Setting clear targets and objectives at the start of the annual or fiscal year is crucial for any organization. Do not leave your employees guessing as to what results are expected.
Properly rewarding them for a job well done gives them a sense of accomplishment and oneness with the company.
3. Establish a good relationship with your employees.
Experts stress the importance of talking to your employees- getting their feedback and inputs, knowing how they are and what they are feeling, expressing your appreciation for them, etc.
Ask them these questions: Why are you here? What do you like most about working here? What do you like least? What is your main reason for staying? What would make you leave? What would you like to change about this organization? What can I do for you?
Opening lines of communication with your employees reassures them that they can ask questions and offer their suggestions without fear of repercussion.
Try to have a comprehensive talk / review with your employees regularly- maybe twice per year or once per quarter.
4. Provide a growth plan and career advancement.
Foster your employee’s personal and professional development through trainings and workshops. Allowing them time-off from work to attend seminars and investing in their growth would go a long way in helping them feel valued.
Great employees are those who are keen to grow and do new things. People who want to learn become demotivated when they start to see their current job as a dead-end road. Encourage the thirst for learning by giving them a clear career path for advancement. Communicate the path that you see for them in your company and make sure to promote from within when the opportunity arises.
5. Get them on board on the company’s mission and vision.
Let them feel connected to the organization’s goals and objectives. When employees see the bigger picture, they feel excited to be part of the team that will bring the company closer to the achievement of this vision.
Remember that your people are your most important asset. It’s crucial that you value and take good care of your employees. Make it your aim to build long-lasting and mutually beneficial working relationships with each of your team member.
SkyBridge Receives “Exporter of the Year” award from Global Chamber Phoenix
The SkyBridge air logistics project received the “Exporter of the Year, Services” award, granted by the Phoenix Global Chamber within its annual Grow Globally Fair, which brings exporters and importers together, along with international investors.
The award was presented to SkyBridge, a company chaired by Ariel Picker and directed by Felipe Monroy. The effort to position www.skybridgeaz.com as one of the leaders in the international logistics sector within the business community in Arizona has been coordinated by Marco Lopez, president of Intermestic Partners.
SkyBridge is planned to become the first international air cargo hub to house Mexican and US Customs in the United States.
Its operations are based at the Phoenix-Mesa Gateway Airport and will allow e-commerce companies and manufacturers, among others, to do business in Mexico and throughout Latin America, with a more efficient and profitable transport of goods between countries, thorough inspections and adequate security controls.
The development of this project will create 17,000 new direct and indirect jobs, as well as more than 3.5 million SF of development which will include industrial, aeronautical, office and commercial real estate.
The construction plan will detonate other benefits in the border region. Arizona’s proximity to Mexico and its surroundings are highly favorable for business, and they make the state a natural center for air cargo companies, large and small, eager to see their businesses grow on both sides of the border.
In this sense, Grow Globally Fair gives global business leaders the opportunity to see what’s new, who is new and how they can grow better.
With that purpose, the Phoenix Global Chamber awards prizes in honor of the success achieved in international markets and in the United States, whose categories are: Exporter of the year, product; Exporter of the year, services; Importer of the year; Landed Company to see; Cross-border consulting; Transcendent leader of the community; International banking; International commercial law; Immigration lawyer; Diplomat of the year; Translation and localization; International logistics; International accounting and taxes; International finance and insurance; International Emerging Risk; International Talent and Payroll: International Real Estate Leader; International wealth management; International business training and discourse; International IT services; International market; International education; Collaborating Organization; International nonprofit; International business city; an Elected leader with global mentality; Young Global Leader, and Global Leaders of the tribe of the year.
Axel Andorff and Carsten Isensee, new SEAT Vice presidents for R&D and Finance
The Spanish car company, SEAT is betting on the future by hiring two prestigious new executive vice presidents. The company hired Axel Andorff as the new executive vice president of R&D (research and development), and Carsten Isensee has been appointed as the new executive vice president for finance. With both appointments, SEAT is focusing on Innovation and securing the company’s record profit and investment figures.
Who are Axel Andorff and Carsten Isensee
Research & Development and Finance are two of the most important areas on a car company. The new vice presidents of these areas, are both executives with international experience and extensive knowledge on the car market. Axel Andorff will be replacing Dr. Matthias Rabe (who will run the technical development operations area at Volkswagen), and Carsten Isensee, who is taking over for Holger Kintscher (who will be working as head of IT and finance at Volkswagen).
Let’s see who are these two new incorporations to the SEAT executive staff.
Axel Andorff (R&D Vice president)
Axel Andorff is a German economic and mechanical engineer (from the German University of Kaiserslautern), with 20 years of experience at the car market, where he worked for Mercedes and held various positions in the research & development area of that company.
New responsibilities at SEAT
The new R&D vice president will be in charge of the company’s innovation projects, especially those involving connectivity and car electrification, developing technologies and new forms of mobility. He is in charge of the SEAT Technical Centre, who is focused on R&D. It has an area of 43,000 square meters, prepared and equipped (of a total area that covers a surface of 200,000 square meters). More than 1000 qualified engineers work on this center, using advanced technology (simulations, virtual reality…) to create modern and reliable cars, and developing new car technology.
In 2018 SEAT allocates 862 million euros on total investments and R&D expenses, 47% more than in 2017.
Carsten Isensee (Executive Vice-President for Finance)
Carsten Isensee has a degree in business management from the German University of Wilhelmshaven, and he has made his entire career in the Volkswagen company. His last charge was in China as an executive vice president for finance.
2018 was a historic year for SEAT. Sales have grown by over 10%, increasing from 468,400 sold vehicles in 2017 to 517.600 in 2018. With the incorporation of Carsten Isensee to the company, they expect to continue increasing their sales along 2019 and the next years.
New responsibilities at SEAT
The Finance vice president joins the Spanish car company with the objective of reinforcing the company’s profit record and investment figures, and to strengthen its financial basis for future Automotive (LINK NOFOLLOW) projects.
The car market is a very competitive sector. Last years SEAT increased its figures on sales, profits and investments. With the new vice presidents incorporations, the company is focusing on increasing these figures and securing its position on the market.
As SEAT president Luca de Meo said: “It’s time to look to the future with the ambition to grow”.
Gutemberg Dos Santos and Robert Kiyosaki share their vision of leadership
Gutemberg Dos Santos is a Brazilian-American entrepreneur and one of the main promoters of the use of Blockchain technology and crypto economy.
Gutemberg Dos Santos a couple of years ago sponsored an event in which the Guinness Record broke with the largest number of people playing Cash Flow, a game developed by Robert Kiyosaki. Today, Dos Santos shares some reflections that emerged on that occasion about what a good leader is.
A good leader is an excellent guide to reach common goals. If I want my team to work successfully I must share my skills and offer the best tools for their performance. I am also committed to strengthening the capabilities of each of the members and never assume that we all work the same as diversity enriches and complements the unit.
Sharing experiences. If I share my experiences with the rest of my team regarding the success and failures I have had in some projects, I will empathize with my team and together we will be able to reach the goals proposed for the company.
Listening. This part is essential for a business to
Motivating my team. I take my time to know my team, how old they are, what is their educational and socioeconomic level; what goals they pursue in the short and long term. This will help me find keywords that guide me to be empathetic with them and be able to have better communication.
Being proactive. When facing a difficult situation, I try to get the best out of it, without falling into frustration and rather detect alternative solutions. Trusting and being flexible. I am attentive to the capacities and strengths within my work team, this way I trust people in order to delegate tasks, likewise I am open to
For more information, please visit : www.gutembergds.com
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