“How Can I Make Them Stay?”
Summary
- Most people come in motivated, but inexperienced founders often restrict them.
- Don’t put handcuffs on your team; allow them to make decisions and learn from mistakes.
- Give autonomy unless it risks killing the business or significantly reducing revenue.
- Allowing someone to try something can be a valuable lesson, even if it takes just two days.
- Saying no too often makes you like a nagging parent, which isn't effective.
- People learn from experiencing the consequences of their actions, like getting drunk and then having to face school the next day.
- Focus on not doing the things that motivate someone to leave, rather than figuring out how to make them stay.
Video
How To Take Action
Autonomy for Your Team
I would suggest letting your team have a say in their work. Don't make all the decisions for them. When people feel like they have control, they are more excited about their jobs.
Learn From Mistakes
A good way of doing this is to let them try new things, even if it might not work out. If someone has an idea that won't hurt your business or your money, let them go ahead and test it. They will learn more from their mistakes than from being told no all the time.
Don’t Be a Nagging Boss
It's important to avoid saying no too often. If you're always stopping people from doing things, you'll seem like a nagging parent. Let small mistakes happen. People will learn quickly from the consequences of their actions.
Prevent People from Leaving
Instead of worrying about how to make people stay in your business, focus on not giving them reasons to leave. Think about what might make someone unhappy at work and try to avoid those things. This could be unfair policies, lack of appreciation, or not listening to their ideas.
Quick Wins
- Give autonomy where it doesn't harm: Allow staff to make low-risk decisions.
- Embrace learning through doing: Let small mistakes happen for growth.
- Avoid constant negativity: Say yes more often to foster a positive environment.
- Understand employee needs: Regularly check in to prevent dissatisfaction.
By implementing these low-cost and high-value strategies, you can make your team more satisfied and motivated.
Full Transcript
most people come in Fairly motivated but most of the time especially inexperienced Founders they put handcuffs on these people they don't let them make decisions they don't let them test and try things on their own they don't allow them to make mistakes they don't give them autonomy unless it's going to kill the business or significantly drop Revenue I default to letting someone try something it's a lesson that's going to take two days to learn I'm going to let them learn it if I just say no then what do I become I become the parent that's like a nag like no you can't do that you can't go out you can't do this well if you go out and you get drunk enough you're going to find out that going out for a night isn't that great when you have school the next morning you don't need to think about how to incentivize someone or motivate them to stay you have to think about not doing the things that motivate someone to leave