Do you struggle staying accountable to your goals? Who doesn’t, right? You always start with the best of intentions…but then as the year goes on, you get stressed and tired. And goals fall by the wayside. Let’s make goal setting more real, shall we?

I’ve seen it time and again how badly a business owner can get burned when they hire to simply put a butt in the seat. I know you don’t want to make a poor hiring decision. That is a waste of time, money and energy. But in order to build a happy team that stays with you for the long-haul, you have to hire the right person from the start.

Your engagement as a leader is how YOU best serve your team. Why? Because your engagement DRIVES everything we have discussed in this Retention Roadmap Series.

Engagement is how you equip, empower and encourage your team to do their best work. When you engage, you remove roadblocks, drive clarity, empower others to act on your behalf and give your team tools to get the job done.

How would it feel to never have to make another travel itinerary? Or, to never have to send another invoice?

Leaders like you can experience this kind of freedom when you empower your Executive Assistant to own outcomes such as travel management, invoicing and calendar management.

I want all of you to build trusted teams who are willing to serve you for the long-haul.

In this episode, you’ll learn how encouragement helps employees stay loyal — and why a lack there-of will send them to find a better opportunity.

Today, we’re kicking off the four part Retention Roadmap Series. If you’ve got great longevity with your team, first off, kudos to you. There’s still goodness in these episodes to keep things on track.

But if you’re struggling to build (or keep) a team – Today’s episode has one goal: to help you quickly build trust and gain momentum with your team.

Stick around for practical tips on how to make sure that your employees get & stay happy at work!

In today’s episode, you will learn THE secret to long-term success with your Executive Assistant.

Now more than ever, you should value and invest in employee retention. The secret I share with you today will set you on the right path.

Yes, I’m going to leave you baited with suspense to find out what that secret is.

As I gear up for 2022, I thought I’d take you along on a quick look back to the highs and lows and share what I’m excited about for the coming year, since it most certainly involves you!

Let’s learn together how looking backward can set us up for success in the future.

Are annual performance evaluations worth your time as a Leader? Do they really inspire better performance with your team?

This topic is divisive. Many Leaders are split on the annual review’s effectiveness. I still use them, but not as a standalone system for feedback. Your team deserves more than that.

They need empowerment, encouragement and engagement to thrive. They also need to feel safe to tell you how YOU can improve, too.

What if onboarding didn’t have to feel like three months of feeling impatient for your team to ramp-up?

We know you are anxious for your new teammate to get up to speed. But without the lay of the land, without a solid foundation for success, it will actually take longer for your team to own their role.

Onboarding doesn’t have to come from you. It could be from your director of operations or your assistant, but every new teammate needs SOMETHING.

I was thinking about all the work we do and wanted to debunk a question I get asked all the time. That question is, “Is there a ‘best time’ to hire?”

If you do a simple Google search of this question, you’ll find that a lot of people think the best time to hire is in the New Year – in January or February.

In fact, that’s when many job seekers are advised to start applying.

In my opinion, there is no universal “best time” to hire. Everyone’s needs are different. But, there is a best time for YOU.

Nearly 4.3 million workers have voluntarily quit their jobs in search of better opportunities, whether that’s at home with their kids or with an employer who offers better work-life balance.

Economists have dubbed this mass exodus as The Great Resignation. With so many people out of the workforce, employers are struggling to attract applicants for open positions.

Many Leaders like you feel afraid to hire. Candidates have greater expectations for flexibility. Leaders feel like they have to compromise on their reasonable work standards.