Current and future labor shortages will continue to drag down your company’s growth, performance, profitability, and ability to keep customers coming back – and doing more business with you. When employees know that what they do matters, regardless of their position in the company, teamwork, engagement, and productivity go up – and the measure is as high as 40%, at little to no extra cost. When employees continually operate from their strengths and know that they are the company to the customer, the increase can be even greater. This is exactly what exceptional leaders know that average managers do not when it comes to employee training, retention, and motivation.
As leaders, we often think that employees work for money, above all else, leading us to believe that we have no influence over their motivations. But the good news is that money isn't the biggest motivator after all. Research shows three non-cash motivators – praise from immediate managers, attention from top managers, and a chance to lead projects – were just as or even more effective motivators than cash bonuses, a pay raise, or stock options. While a financial incentive may provide a short-term boost, praise, recognition, and career advancement are all far more powerful in the long term. So sure, money is important. And it only goes so far.
WHY SHOULD YOU ATTEND?
Every organization needs fully engaged, caring, committed and empowered employees in order to grow the business, improve the measure of customer satisfaction and succeed. Accountability with engagement equals profitability. With the right skills, education, and encouragement, you will build and sustain champions for current and new projects to grow the company. If you are suffering from the ‘productivity puzzle,’ the slowing of employee productivity in spite of improved technology, this will boost the results.
LEARNING OBJECTIVES
- Create "Raving Fans" for your business from exceptional customer satisfaction
- Adapt the 5 fundamental qualities of leadership that inspire and engage your talent
- Get a clear understanding of the 3 keys to improving productivity, retention, and morale called S.A.M.
- Setting high expectations
- Acknowledgement and
- Making a difference by believing in people’s future - Embrace the three questions to ask yourself every day to reach your goals
- Model what sets exceptional leaders apart from poorer performers
- Understand the 2 main reasons for employee turnover and how to remedy it
Bonus: Receive and test drive the four self-tests that measure and support engagement, retention, and long-term loyalty
- Self-Test: Rating Your Soft Skill Leadership Attributes (employee loyalty focus)
- Self-Test: Confidential Leadership Empowerment Survey (employee retention)
- COACH – Coaching Skills Self-Assessment (how to coach, empower, be coached)
- My L.I.S.T. – how to get to know the driving/ motivation side of an employee
WHO WILL BENEFIT?
Everyone is involved in improving the customer/patient experience through a very effective staff engagement, development, and training process. That would include CEOs, CNOs, HR and Customer Service Supervisors, and Managers.
Every organization needs fully engaged, caring, committed and empowered employees in order to grow the business, improve the measure of customer satisfaction and succeed. Accountability with engagement equals profitability. With the right skills, education, and encouragement, you will build and sustain champions for current and new projects to grow the company. If you are suffering from the ‘productivity puzzle,’ the slowing of employee productivity in spite of improved technology, this will boost the results.
- Create "Raving Fans" for your business from exceptional customer satisfaction
- Adapt the 5 fundamental qualities of leadership that inspire and engage your talent
- Get a clear understanding of the 3 keys to improving productivity, retention, and morale called S.A.M.
- Setting high expectations
- Acknowledgement and
- Making a difference by believing in people’s future - Embrace the three questions to ask yourself every day to reach your goals
- Model what sets exceptional leaders apart from poorer performers
- Understand the 2 main reasons for employee turnover and how to remedy it
Bonus: Receive and test drive the four self-tests that measure and support engagement, retention, and long-term loyalty
- Self-Test: Rating Your Soft Skill Leadership Attributes (employee loyalty focus)
- Self-Test: Confidential Leadership Empowerment Survey (employee retention)
- COACH – Coaching Skills Self-Assessment (how to coach, empower, be coached)
- My L.I.S.T. – how to get to know the driving/ motivation side of an employee
Everyone is involved in improving the customer/patient experience through a very effective staff engagement, development, and training process. That would include CEOs, CNOs, HR and Customer Service Supervisors, and Managers.
Speaker Profile
Bruce Lee has been educating and inspiring audiences with practical and proven information they can immediately implement into their personal and professional lives and for improved business growth or efficiency. A varied business and leadership background provides him with proven experience that clients can relate to. A solid business background from a good cross-section of the industry includes: Charter Bank branch management, with special projects assigned from time to time of mortgage lending departments and seasonal savings bond drives,Manager / Resident Representative for the VISA credit card Division of a legacy Bank, in charge of the entire Province of Alberta Senior marketing …
Upcoming Webinars
Managing Difficult Employee Conversations
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Dealing With Difficult People In Life & Work
Predictive Accounting: Driver-Based Budgeting And Rolling F…
Pay Equity Changes for 2024! What Employers Need to Know to…
Leader Branding: How to Communicate with Confidence to Attr…
Project Management for Non-Project Managers - How to commun…
Design Verification, Validation and Testing for Medical Dev…
Data Integrity and Privacy: Compliance with 21 CFR Part 11,…
FFIEC BSA/AML Examination Manual: What Compliance Officers …
Why EBITDA Doesn't Spell Cash Flow and What Does
Harassment, Bullying, Gossip, Confrontational and Disruptiv…
Employee or Independent Contractor – U.S DOL Announces 2024…
How to Survive an Emotionally Toxic Workplace
Best Practices in Complaint Management for Regulatory Compl…
Human Factors Usability Studies Following ISO 62366 and FDA…
Ensuring Safe and Effective Pharmaceutical Products: A Comp…
Gossip-Free: Leadership Techniques to Quell Office Chatter
Updated Metro 2®, e-OSCAR and the New Tougher FCRA/CFPB Com…
Embracing Diversity and Inclusion in Talent Acquisition
Form W-9 Compliance to Avoid Penalties: TIN Verification, B…
Tattoos, hijabs, piercings, and pink hair: The challenges …
Understanding and Analyzing Financial Statements
Divorce, Adoption and Other Special Tax Topics
Design History File (DHF), the Device Master Record (DMR) a…
With Mandatory Paid Leave Gaining Ground Is It Time To Do A…
Setting up Quality System for FDA Regulated Products: Tips …
Is Your Culture Working For or Against Your Success? If You…
Marketing to Medicare or Medicaid Beneficiaries - What You …
The Five Cs Of Commercial Credit: The Basic Elements Of Cre…
Sunshine Act Reporting - Clarification for Clinical Research
Documenting Misconduct that Will Stand Up in Court
Stress, Change And Team Resilience Through Humor: An Intera…
FDA Regulation of Artificial Intelligence/ Machine Learning
Managing Toxic & Other Employees Who have Attitude Issues
Excel - Lists and Tables - A Beginner's Guide to Managing L…
Pharma 4.0: Next Generation Technology Approach to GxP Prod…
Patient Gifts, Discounts and Freebies: What You Can and Can…
Managing Complex Projects - Project Management
All About Civility - Eliminating a Culture of Gossip Rumors…
From Challenges to Compliance: Understanding Dietary Supple…
Improving Employee Engagement & Retention Through Stay Inte…
How To Conduct An Internal Harassment And Bullying Investig…