How your €50M+ construction corporation can significantly decrease employee turnover without...

...an enormous pay rise even if this is one of the most important things for employees

It was 4 years ago…

…I was working on one of the biggest construction projects in Ireland, and the pressure as you could imagine was immense.

??I was faced with multiple millions of budget responsibilities, but we had ONE MAJOR PROBLEM!

There were long-standing team members, who knew the business inside-out, but there were also new people we needed to supplement the new project, and this was causing problems.

? I wondered what could prevent people from resigning from this job and going to another company. I tried a lot of things including pay rise, but this didn’t work…

?? At some point, I realized that people are leaving because they do not feel included either in the department or the company itself.

?So, what did I do then?

??I was doing whatever I could to become a better and better LEADER for them. It was a hit (bull eye?)!

The only issue I had was the fact that I didn’t have any ROLE MODEL who could show me how to use either situational or transformational leadership in real life.

That’s why I had to try a lot of ways to achieve a lower level of employee turnover.

That was tough but worth to do it. I was able to keep my best employees in the team!

Such situations and solutions helped me to get higher self-confidence and I realized how difficult can be for all managers to deal with high levels of employee turnover. Especially if they have this situation the first time!

?What about you?

Have you ever got frustrated and hopeless because of high employee turnover?

??As a CEO, C-suite, HR Manager, or mid-level Manager your first desire must be lowering your employee turnover.

??This can often be as strenuous as trying to climb Mount Everest without proper training and equipment.

?? So while I was a department manager on this project, completing and making sure the right decisions were made was important, and at this stage, I was caught in a trap, we had team members handing in resignations and I even started to think about it myself…

?? It was tough, but what I did next changed everything…

But before I share the rest of the story…

?? I'm going to reveal why construction businesses go through this employee turnover hell!

?? Most employees are leaving the companies not because of low salaries – this is a myth!

??They change an employer because of their bosses.

If they don’t work for the LEADER they will leave this boss earlier or later – rather earlier.

The situation repeats often and often when you realize that now generations “Y” and “Z” are stepping into the market.

??These young people are looking for a job where they can work with – not for! – LEADER who cares about their improvement!

So, as you can see, the resolution of the employee turnover problem is very simple. Just to become the LEADER…

But how to do it?

How to transform from a manager to the LEADER?

??To solve those problems, I created the ?????????????????????? ?????????????? ???????????????????? (????????).

This is based on the experience I got during my work on the project I described.

??The first step was ???? ??????????? ??????????????????’ ??????????????. I wanted to make them aware that their work is very crucial to the company.

The second step was to show them that they are a part of the company they work.

And finally, the third step was to start ??????????????????????????????????????? ???????????? ?????????????????? ?????????????????????????????.

And…

That allowed me to achieve a lower level of turnover and higher well-being in the Team!

That was something I was looking for. It was a very agonizing and long time. But at the same time, I learnt a lot. Those days I studied people i.e. their approach, behaviour and productivity.

Knowing how to achieve these types of results is critical to your success as a C-Suite, HR Director, HR Manager or mid-level Manager.

Well, here’s the story behind that.

Now, remember, and think back to the one thing I did next.

I became the LEADER for my employees.

I worked as a ????????????????????????????????? ????????? ???????????????????????????????????????????????? ?????????????????, depending on the situation I was in. Thanks to that I was able to achieve 3 main goals, as follows:

?

??Lower employee turnover, and their well-being,

??Better communication among the whole team,

??Deadlines have been kept.

That was just GREAT! Not only for me but also for my team and my bosses.

I just got there!

It was all thanks to elements of the ?????????????????????? ?????????????? ???????????????????? (????????)

If you're looking for someone a breakthrough with your Company who can give you the right advice to help achieve lower employee turnover

message me with the expression

"Lower employee turnover"

I want to allow you and your Team to taste the ?????????????????????? ?????????????? ???????????????????? because I’m looking for 5 corporations that want to start #teamcoaching process next Monday.

????????’?? ????????, ???????? ② ?????????? ????????!

Plus, for those of you whom I speak with. I will share with you one extra bonus: a report on employees’ resignations that will take things to another level for you.

Speak soon,

?????????? ??????????

(Pronounced: Peter Shivak)

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