3. “Likeability Saves Cost”
• Our employee turn around ratio: two
out of 10 employees remain after a 12
month hiring cycle. That means 8
employees have left.
• After reviewing several exit
interviews it has come to my
understanding that 7 out of 8
terminated employees had
management concerns.
• To cite a few
4. Management Concerns
“My manager never spoke calmly to
me, there was always some form of
yelling involved but I’m easy to talk
to…” Asianay
5. Management Concerns
“My manager always gossiped about
people she didn’t like, until I made her
mad and she began gossiping about
me…” Elle
6. Management Concerns
“There was never any work for me, so I
stood idle all day, and when I would
create things to do I would get yelled
at…” Lenard
7. Management Concerns
“My manager never had any answers to
my questions in a manner in which I
thought she was a new hire, but when
the regional manager came around, she
always had the answers to the problems
but the regional manager never believed
me when I tried to explain I was never
trained properly…” Interview between
Hernando, HR, and EDD
8. The Importance of Likability
“Saves Cost”
1. New hire training materials
2. Unemployment insurance premiums
3. Marketing job opportunity openings
4. Costly press releases to re-boost our reputation
5. We all should pay careful attention to this
because corporate costs impact salaries.
9. A Call to Action 4 Step Likability Goal
1. Answer every question in a factual
manner.
2. Always be willing to train and re-train.
3. Always communicate.
4. Call your regional manager for work
delegation.
11. 4 Step Likability Goal
1. Answer every question in a factual
manner.
2. Always be willing to train and re-
train.
3. Always communicate.
4. Call your regional manager for work
delegation.
Editor's Notes
Notes*Likability in upper management saves cost for the corporation. Our sales and revenue reports are among the top in our industry and I applaud all of you for that, great job.*With every company’s growth spurt, there is another growing pain to deal with. No one is pointing fingers, however, we need to ease the pain.
*Please raise your hand.*Our employee turn around ratio is 2 out of 10 employees remain after a 12 month hiring cycle.* That means 8 employees have left on or before their first year hire anniversary.*Well, people come they go, start new lives, new ventures those are normal parts of life.*But does anyone know what our number one response is from 7 out of the 8 employees upon the exit interview? *Well the first response is usually vague with no details. But after asking to elaborate a little. The second response that comes out is management concerns.
*Our employee turn around ratio is 2 out of 10 employees remain after a 12 month hiring cycle.* That means 8 employees have left on or before their first year hire anniversary.*Well, people come they go, start new lives, new ventures those are normal parts of life.*But does anyone know what our number one response is from 7 out of the 8 employees upon the exit interview? *Well the first response is usually vague with no details. But after asking to elaborate a little. The second response that comes out is management concerns.
* That means 8 employees have left on or before their first year hire anniversary.*Well, people come they go, start new lives, new ventures those are normal parts of life.*But does anyone know what our number one response is from 7 out of the 8 employees upon the exit interview? *Well the first response is usually vague with no details. But after asking to elaborate a little. The second response that comes out is management concerns.
I love this one.I’m not going to comment on the exit interview quotes because I know there are two sides to every story, however, this story is constantly reoccurring during the exit interviews. There has just been 4 sited for you. Should I read them again?
It is important for our managers to have a newly defined goal of likabilityWhy? Can anyone tell me why we must grow into a likeable state of being as managers?To make it clear and simple: “Likability Saves Cost”How?By eliminating unnecessary expenses like:New hire training materialsUnemployment insurance premiumsMarketing job opportunity openingsCostly press releases to re-boost our reputationWe all should pay careful attention to this because corporate costs impact salaries.
Answer every question in a factual manner, even if you have answered it in the past.2. Never gossip, always suggest corrections according to the company guidelines manual and job procedure requirements.3. Always be willing to train and re-train, you will never lose your job for having an outstanding employee; you may get a promotion.4. Always communicate: task status, areas that need improvement, areas that are performed with excellence. If anyone has run out of work to delegate call your regional manager, and if the regional manager has ran out of work, call the executive offices. If there is no response there, please call me Rich Bossier (my office line)
Now that I have spoken with management, your subordinates will be having a goal restructure meeting next.There is a questionnaire that Kalista has emailed to each of you and I need a 24 to 48 hour turn around on them. Please email them back to Kalista.
