Train People to Leave
Train People to Leave
-The Satisfied Employee: You probably pay people who are perfectly satisfied in their job and role. These people perceive themselves as making a decent living. They don’t need much, they don’t ask for much, they don’t complain very often. They probably also seldom if ever come up with any useful ideas, they’re not innovators and they’re not likely to leave on their own volition any time soon. These people may be very happy retiring from your company and they highly value job security. These are your “company folk” who are usually loyal and conscientious employees.
-The Slacker: These guys are willing to work harder once you pay them more. These are the vocal complainers who always have a gripe and never a solution. They usually know everything, yet seldom do anything with their vast knowledge. They perceive themselves as smarter than the boss and the owners, who in their minds don’t know a damn thing. These people may be doing just enough to stay employed, but seldom if ever enough to get ahead. Their focus is completely on their own needs and interests and the company can kiss their asses.
-The Mover: You never know how long a Mover is going to stay with you. Movers are loyal and conscientious, but they seek advancement. If they can’t move up in your organization they’re likely to move on to another company. Movers know that their success is tied to the success of the company. They may or may not stay with you, but they prize a great recommendation should they leave. When they leave they’ll likely remain part of your business network. Movers work extra without being asked. Movers attend all available training and ask for more. You often find out that Movers are attending training on their own. They want to learn new skills and develop their talents and abilities. Their focus is on their individual success and the success of the company: as long as they’re with you!
Don’t waffle and say that each of these types has a place in your organization! Just rate them 1 through 3 and see where the chips fall. Given a choice, which type would you rather employ?
I’ll take the Mover every time.
I don’t have time for Slackers; they’re organizational cancers. If I can’t find a Satisfied Employee to take over the duties of a Slacker I might do it myself until I can!
Many people I talk to prefer the Satisfied Employee. I like Satisfied Employees, but I don’t expect a whole lot from them. I’ll give them the opportunity to develop into Movers by providing access to training and opportunities for advancement. If they take it, great; if not at least I know they’ll do their jobs.
I want Movers. I want people who want more from the job. I want people who are constantly devoted to self-improvement and want to advance. I’m not talking about obsessive, selfish people; those people are just competent Slackers no matter how productive they are. Movers are those people who truly understand that the “Power of the Wolf is the Pack and the Power of the Pack is the Wolf.”
I’ll do my best to provide training and opportunity for Movers. Movers are the people training to take over my jobs so I can Move on to something bigger and better! The only danger is that I may not have the right opportunity at the right time to keep a Mover. That’s OK; Movers naturally train their replacements all the time. In the meanwhile, I know the Movers are doing their best. I know that a Mover will leave a job better than it was before!
Movers are confident; they’re not threatened by helping others. On the contrary, Movers know that in order to move forward, they need people to take their places.
In “Why We Want You to Be Rich” Robert Kyosaki says,
“In the Rich Day Company, every weekly meeting focuses on our staff becoming richer. We encourage them to attend financial seminars, to start their own business and to invest…Several employees have left because they did not like the pressure I put on them to become financially educated and financially free. I am glad they left because they will be happier working in a different environment.”
If you rate the Mover number one, you’re likely a Mover too. Movers create powerful organizations. The most powerful organizations are not dependent on one person; even you!
“Always have a man trained and ready to take over your job in case you are killed. The test of your ability is whether you could be killed and nothing would be lost!”
General George S. Patton
That’s the mark of great leadership! I sincerely hope you’re not killed in your job, but the metaphor works. Training someone to take over your job is part of your movement to the top. Alan Axelrod comments on Patton’s quotation in “Patton on Leadership.” He says,
“Don’t worry, you won’t put yourself out of a job- except in an upward direction. Train subordinates to take over and you make it possible to move up to larger responsibilities.”
Slackers worry about who is coming up behind them; Movers are too busy looking to the future. I want to hire Movers; they’re the people who can best help me be a Mover!
Train People to Leave - To learn more about this author, visit Jim Bouchard's Website.
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Who are the most valuable people in your organization? Let’s look at 3 groups; you put them in order of value:
-The Satisfied Employee: You probably pay people who are perfectly satisfied in their job and role. These people perceive themselves as making a decent living. They don’t need much, they don’t ask for much, they don’t complain very often. They probably also seldom if ever come up with any useful ideas, they’re not innovators and they’re not likely to leave on their own volition any time soon. These people may be very happy retiring from your company and they highly value job security. These are your “company folk” who are usually loyal and conscientious employees.
-The Slacker: These guys are willing to work harder once you pay them more. These are the vocal complainers who always have a gripe and never a solution. They usually know everything, yet seldom do anything with their vast knowledge. They perceive themselves as smarter than the boss and the owners, who in their minds don’t know a damn thing. These people may be doing just enough to stay employed, but seldom if ever enough to get ahead. Their focus is completely on their own needs and interests and the company can kiss their asses.
-The Mover: You never know how long a Mover is going to stay with you. Movers are loyal and conscientious, but they seek advancement. If they can’t move up in your organization they’re likely to move on to another company. Movers know that their success is tied to the success of the company. They may or may not stay with you, but they prize a great recommendation should they leave. When they leave they’ll likely remain part of your business network. Movers work extra without being asked. Movers attend all available training and ask for more. You often find out that Movers are attending training on their own. They want to learn new skills and develop their talents and abilities. Their focus is on their individual success and the success of the company: as long as they’re with you!
Don’t waffle and say that each of these types has a place in your organization! Just rate them 1 through 3 and see where the chips fall. Given a choice, which type would you rather employ?
I’ll take the Mover every time.
I don’t have time for Slackers; they’re organizational cancers. If I can’t find a Satisfied Employee to take over the duties of a Slacker I might do it myself until I can!
Many people I talk to prefer the Satisfied Employee. I like Satisfied Employees, but I don’t expect a whole lot from them. I’ll give them the opportunity to develop into Movers by providing access to training and opportunities for advancement. If they take it, great; if not at least I know they’ll do their jobs.
I want Movers. I want people who want more from the job. I want people who are constantly devoted to self-improvement and want to advance. I’m not talking about obsessive, selfish people; those people are just competent Slackers no matter how productive they are. Movers are those people who truly understand that the “Power of the Wolf is the Pack and the Power of the Pack is the Wolf.”
I’ll do my best to provide training and opportunity for Movers. Movers are the people training to take over my jobs so I can Move on to something bigger and better! The only danger is that I may not have the right opportunity at the right time to keep a Mover. That’s OK; Movers naturally train their replacements all the time. In the meanwhile, I know the Movers are doing their best. I know that a Mover will leave a job better than it was before!
Movers are confident; they’re not threatened by helping others. On the contrary, Movers know that in order to move forward, they need people to take their places.
In “Why We Want You to Be Rich” Robert Kyosaki says,
“In the Rich Day Company, every weekly meeting focuses on our staff becoming richer. We encourage them to attend financial seminars, to start their own business and to invest…Several employees have left because they did not like the pressure I put on them to become financially educated and financially free. I am glad they left because they will be happier working in a different environment.”
If you rate the Mover number one, you’re likely a Mover too. Movers create powerful organizations. The most powerful organizations are not dependent on one person; even you!
“Always have a man trained and ready to take over your job in case you are killed. The test of your ability is whether you could be killed and nothing would be lost!”
General George S. Patton
That’s the mark of great leadership! I sincerely hope you’re not killed in your job, but the metaphor works. Training someone to take over your job is part of your movement to the top. Alan Axelrod comments on Patton’s quotation in “Patton on Leadership.” He says,
“Don’t worry, you won’t put yourself out of a job- except in an upward direction. Train subordinates to take over and you make it possible to move up to larger responsibilities.”
Slackers worry about who is coming up behind them; Movers are too busy looking to the future. I want to hire Movers; they’re the people who can best help me be a Mover!
Train People to Leave - To learn more about this author, visit Jim Bouchard's Website.
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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Jeff FosterWebBizIdeas.com is a Minneapolis website design company founded to help people start an internet business by providing them with website, business, and internet resources that help foster the growth of successful online businesses and develop innovative Internet business ideas. We specialize in internet consulting & internet marketing. - Visit Jeff Foster's Website |
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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Stephanie RobeyStephanie Robey is President and CoFounder of Pivot Positive, LLC - an Internet marketing business focused on helping people start work at home ventures. Previously, she was employed at The Search Agency with over 20 years experience in graphic design and 10 years experience in online marketing. She was responsible for launching the Conversion Path Optimization (CPO) unit where she and her team have conducted hundreds of optimization tests for online companies across multiple verticals. She is a successful entrepreneur having started and sold 2 companies and remains on the board of directors of the third, PhotoSpin.com Stephanie began her career in the direct marketing realm creating and producing direct mail for many of the major cable television companies and directly attributes her understanding of Internet marketing to those early offline experiences. Stephanie is a graduate of San Diego State University with a BFA in Graphic Arts and also holds an Executive MBA from the Graziadio School of Business and Management at Pepperdine University. Read Steph's Blog Meet Steph and Dave Sign up for our Free 7-Day BootCamp: Self Employed & Rich - Visit Stephanie Robey's Website |
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Power Play - Jim Bouchard is author and founder of Dynamic Components of Personal Power, and the founder of Northern Chi Martial Arts Centers. Jim combines his experience as a professional martial artist, entrepreneur and speaker to share his philosophy on power for personal and professional success.
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