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Below is a true story that was related to me by one of my clients in Kansas. This is shared with you with their permission.
I receive at least 25 to 30 Emails a month about this subject
Question from a Reader: . Can you offer any “magical” guidelines for me personally and that I can share with all of my employees at all levels?
WE DON’T HAVE THE BUDGET TO BOOST SALARIES, SO HOW DO WE STILL RETAIN TOP EMPLOYEES?
The best hiring managers spend copious amounts of time searching for ideal candidates. And many times, this means going through a rigorous process. But if the journey takes longer than a month, it’s highly likely that they’ll lose out on top candidate(s).
“Everyone on the team should be continually training their replacement!” Yes that’s right, train the people around you just like they were going to replace you. And I direct this to ALL levels within your organization, from the mail room to the board room.
I realize how important it is to have a solid vetting process to enable the hiring authorities to make the right decision from within the candidate pool. Or perhaps instead of saying the “right” decision, I should say the “best” decision.
Handling them, is a skill that is inherited or needs to be learned.
“My sales people set goals, but don’t seem to achieve their goals on a consistent basis. How can I turn this around and help them and us achieve “our” goals?”
I recently completed a “sales post mortem” for a national company after they lost a huge sale.
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