<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=474710470599804&amp;ev=PageView&amp;noscript=1">

CMI Blog

the latest from cmi speaker managment

hr

The 5 Attributes of Today's Leader by Clint Pulver

By Clint Pulver | Apr 19, 2022 | Comments Off

“You’re either the number one reason why people
are staying, or you’re the number one reason why they are leaving.” - Clint Pulver

So often, organizations wonder why their turnover rate is high. But the truth of the matter is, as a leader, you’re either the number one reason your people stay, or you’re
the number one reason why your people are leaving.

Roughly 60% of the employees interviewed by Clint’s Undercover Millennial research program were currently looking for new employment. How do you get your employees to love their job and want to stay and grow with your company?

The diagnosis is with you – the leader.

Employees are not quitting companies—they’re quitting bosses.

The answer to employee turnover is easier than you think and is why Clint Pulver’s keynote and book, “I Love It Here,” are resonating with so many companies and audiences – the diagnosis begins with your leadership.

From the thousands of millennials and younger workers interviewed with the Undercover Millennial program - what they loved or didn’t love about their job - the most prominent answer for being satisfied was that they, “loved their boss.” Although there are many leadership styles Clint has identified from his program, the Mentor-Manager is the top proven way for leaders to engage with their employees.

The top 5 attributes of this style of leadership are:

  • One-on-one coaching, focusing on personal growth
  • Shifting the focus to the employee and their personal and professional goals
  • Helping the employee establish their path, values and purpose—both within the company and outside of it
  • Putting focus on the people within the ship, instead of just where the ship is headed.
  • Standing next to others and walking the path with them.

“Great mentors have the ability to communicate a person’s
potential and worth to the point that the person begins to see it in themselves.”

With this in mind, never underestimate the power of a Mentor
Manager, and your ability to move people—both physically and mentally.

Learn more about why Clint’s message is inspiring and moving people to action, young and old. His years of research, proven application and incredible strategies for engaging employees are at the core of his bestselling book, “I Love It Here,” his Mentor-Management keynote message and his drum experience. You don’t want to miss it! 

Learn more about Clint Pulver

How To Manage When An Employee Is In Crisis by Clint Pulver

By Clint Pulver | Jan 24, 2022 | Comments Off

560x400_Clint-Pulver-Header

1 big idea

When someone on your team is in the middle of a crisis, sometimes it’s all you can see; you get nervous, you waver between hovering and avoidance; you might even feel guilty for worrying about the work.

But here’s something to remember that can help you push past that awkwardness: Your employee is more than their crisis.

2 insights from our workplace research

  • As much as you might wish those thoughts away, it’s natural to have secret worries about errors or schedules when someone on your team is struggling with an awful event. But when employees tell us about the bosses who earned their loyalty in tough times, they talk about the ones who arrive with compassion first.
  • How can you manage that when all you feel is stress? You keep things separate. To your employee, you show care, support, and a listening ear. When you’re with your peers, that’s the time to unload all those concerns about deadlines and dropped balls.

The best managers we’ve met always saw each of their employees as a whole person—especially during a crisis. Whatever they’re going through, make sure it isn’t the subject of every conversation you have. If you used to talk about sports or kids or movies, keep doing that. If work is helping them hold it together, follow their lead and discuss the work, just like before. Treating an employee in crisis like they’re still who they always were can help them feel more like themselves too.

1 moment to master

A great way to stay on track when someone on your team gets sideswiped is to have a plan at the ready. This week, take some time to review the supports your company offers, like paid time off, counselling, loans, or an EAP. Then, get familiar with the terms and what an employee would need to do to access those benefits.

Also, assess your team’s readiness to act as a support network too:

  • Do you have a phone tree or chat group that could quickly raise a meal-delivery or fundraising army?
  • Who could you call on to step in or take on extra duties if needed?
    • Keep privacy in mind: always get permission from the employee before revealing any personal information.
  • Sketch out what your team can do before a crisis hits to help avoid brain lock later, when emotions are high.

 

Clint-Pulver-Undercover-Millenial-Speaker

Why Managers Should Always Be Recruiting by Clint Pulver

By Clint Pulver | Oct 18, 2021 | Comments Off

Who is Clint Pulver? Watch video to learn more about his incredible and inspiring keynote experience that he brings to every company, every audience with irresistible style.

Maybe this has happened to you: your business is unexpectedly short-staffed, so you put out a hasty job posting. It gets shared around online and the résumés flood in. But—catch 22—because you’re overworked, you don’t have time to truly assess those candidates. So, you go through them quickly and settle on the one who seems like the best of the bunch.

It might feel like a relief to check that box, but what you’ve actually done is create a bigger problem down the road. Why? You’ve put the vacancy first, not the hire. The pressure of needing a warm body has led you to get your recruitment priorities backwards, and now you have people on your team who may not fit, may not thrive, and may even be undermining your workforce.

Hey, I get it! Being understaffed can feel like an emergency—everyone is rushed, details are getting missed, no one is happy, and customers might even be walking out the door. But if you skip the work of choosing the right person, you could be taking that temporary state of emergency and turning it into your business as usual.

So here are three words to remember if you don’t want your short-term staffing demands to dictate your long-term success: Always. Be. Recruiting.

4 Strategies Great Companies Use to Actively Recruit

In all of our workplace analysis, the most innovative organizations we’ve come across are proactive. What does that mean? It means they are always looking for good employees. Always! They never let a deadline or vacancy take control of who joins their team—and they don’t let a crisis define who they become.

Remember: recruiting is not hiring. You don’t have to end up managing a team of 1,000 with a payroll for 100. Recruiting is about keeping an eye out for the best people, whether or not you plan to hire anyone in the immediate horizon.

What does that look like in practice? Here are the top four strategies we’ve seen great companies use to identify and attract the workforce they want.

1. Keep a standing invitation on your careers page

Job postings are by nature reactive. Yes, they are a necessary outreach tool, but they aren’t your only tool. Proactive companies keep a permanent notice on their careers page that invites people to get in touch or send in a résumé—and they keep it there whether or not there is an active opening. If a promising person approaches them who looks like they’d be a great fit, they keep in touch, start a conversation, invite them in for a coffee meeting or a tour. And, when a job opening does come up, they take the initiative to reach out and invite them to apply.

2. Build relationships with talented people

The more connected and active you are in your industry, the better the chances that you’ll cross paths with amazing people. Go to industry conferences and events, go to job fairs, look for opportunities to speak about your industry at schools and training institutions. And when you meet someone who could be a good fit for your team someday—whether that’s a young student starting out, an intern, a great contractor, or even a colleague from a different company—don’t let that opportunity pass you by! Keep in touch, make yourself of service, and build a relationship so that you’re top of mind when they’re looking for something new.

3. Maintain a welcoming company culture

If I was a young person interested in your industry and I visited your business, what would I see? How welcoming is your company—your website, your culture, your branding, even your physical space? A welcoming company culture is about more than friendliness: it’s openness, where outsiders feel invited, and can see who you are and how you work. It’s accessibility (in all senses of the word). It’s both diversity and unity. And it’s visibility, through social media, LinkedIn posts, outreach, and online and real-world events.

4. Have an employee referral program

Successful managers understand that their existing employees are their best pipeline for reaching more talent. Like is attracted to like, and people who are smart, talented, educated, curious, empathetic, driven, friendly, or even simply experienced in a given field tend to hang out with others with the same qualities. An in-house referral program that encourages and rewards employees who recommend potential hires will help you tap into the social and professional networks of the employees you already have. And the more great people you bring on, the more great people you’ll have access to.

Challenge: Conduct a Recruiting Audit of Your Company

So how ready is your business to welcome the people you want working for you? This week, take some time to look at your company with the eyes of an outsider, and to consider questions like these:

  • What does our website and careers page look like? Does it read like a “sorry no vacancy” sign, or is it a welcome mat and a window into our culture? If a talented person came across our site when we didn’t have an active opening, how likely would they be to consider us as a potential career option?
  • How visible and open is our culture? When someone comes onto our sales floor or into our workspace, what kind of image do we present as a team? Who would feel like they belong here—and who might we be excluding?
  • How many of our employees would recommend us to their friends—and what motivation do they have to do so? What have I done in the past when I met someone who could be a future asset to our company? Did I call it a missed opportunity because the timing wasn’t right for one of us? Or did I follow up and start building a relationship? What will I do next time?
  • What is my organization doing to tap into the social and professional networks of our best employees?

Your answers to these questions can reveal what you need to improve to set yourself up to hire right the next time you need someone. Look at what you’re doing, analyze the results, and think about what you can change to be more proactive.

And when you do have a job opening, I can’t say it enough: if you want a team that works, do not settle. It may not be first, or the third, or even the fiftieth candidate who applies, but if you’re attuned to what you want, the right person will come along. And the more you protect your culture by careful hiring, the more attractive you’ll become to the kind of person who wants to work in that culture. And, soon enough, the right people will be coming to you.

 

Clint-Pulver-Undercover-Millenial-Speaker

1