Valuetainment

00:00:00.080 A common question among CEOs and entrepreneurs of a small business is, Pat, how do I keep

00:00:04.160 strong talent with me?

00:00:05.620 Why do I lose some of my best people that leave me?

00:00:08.840 So today we're going to talk about 20 reasons why you keep losing good talent.

00:00:18.040 So look, this doesn't just apply to employees.

00:00:19.640 This could be salespeople. 1.00

00:00:20.640 You could be running a real estate office.

00:00:21.640 You've got 20 realtors working for you, but you keep losing your number one producer.

00:00:25.800 Not number nine.

00:00:27.200 Number number 17.

00:00:28.480 Your number one.

00:00:29.480 Why do you keep losing that?

00:00:30.980 Or pharmaceutical sales, insurance, financial, it doesn't matter if you keep losing your

00:00:35.260 best talent.

00:00:36.400 You have to know that there's something there.

00:00:37.660 Let me make point number one to you.

00:00:38.660 I've got 19 more to go after this.

00:00:39.960 Number one is safety.

00:00:41.440 What is safety?

00:00:43.020 Safety is a boring word.

00:00:44.520 Nothing about safety gets a person to say, oh my gosh, I had an epiphany moment.

00:00:48.900 But the reason why some of the greatest leaders don't lose people, it's them they're like,

00:00:53.940 man, I hope he never fires me, I really want to work for this guy, is because they bring

00:00:57.640 an element of safety in their environment.

00:00:59.140 I don't mean by bulletproof windows.

00:01:00.940 I don't mean by hurricane proof or earthquake proof.

00:01:04.560 There's safety there.

00:01:05.560 You're reliable.

00:01:06.820 You're predictable.

00:01:07.820 You're somebody that's extremely consistent.

00:01:10.140 You know I'm going to get called out if I do X, Y, Z. But I know I'm going to get recognition

00:01:15.920 if I do this.

00:01:17.060 I know if I do this, this, above everybody else, I'm going to get promoted.

00:01:20.600 It's a very safe environment, and I know what to expect from you, because you provide

00:01:25.760 safety to me.

00:01:27.520 Number two, that's also potentially boring, but it's why people quit on you, is character.

00:01:31.820 Lack of character.

00:01:32.820 This last week I was in Louisville giving a speech, and we had 1,500 of our guys there

00:01:36.640 at this event.

00:01:37.640 Tebow was, a bunch of people that were there, I asked the guys a question, I said, when you

00:01:41.120 hire somebody, what is the number one quality you look for?

00:01:45.320 It's competitiveness, this, talent, all this stuff we heard, right?

00:01:48.480 I said, there's nothing more important than character to lock onto someone.

00:01:53.220 Now what is character?

00:01:54.220 To me, characters are many different things, but if you tell me you're going to do something,

00:01:58.180 you do it.

00:01:59.180 80, 90% of the time, you have a score on character.

00:02:02.680 No one is 100%.

00:02:04.040 No one has 100% like a computer memory alert reminds you, right?

00:02:07.800 But the score's got to be 80 to 90%.

00:02:09.960 Now imagine the people that you tell them to do something, and they only remember 10% of

00:02:12.920 the time.

00:02:13.920 It's part of character.

00:02:14.920 They're going to do that in everything they do, right?

00:02:15.920 So if I've got a guy that's leading the team, if I say, here's what we need from you, they

00:02:20.000 do it, same thing.

00:02:21.440 If you, I work for you.

00:02:23.600 If you tell me, if you do this, this, this, you're going to get this, but you forget, or you

00:02:27.220 don't keep your word, or the bonus, or the raise, or the integrity, or the trustworthy,

00:02:32.780 or no clear set of values and principles, and it's a lack of inconsistency in there,

00:02:37.000 and I notice a flaw in the character that's consistent regularly, you don't make me feel

00:02:44.160 what?

00:02:45.160 Point number one, safe.

00:02:46.640 If you don't make me feel safe, then I have to go to a different place to feel safe.

00:02:50.920 The reason why people left Iran is because they didn't feel safe for their family there.

00:02:54.860 So they went to Germany, then we come here, the reason why people escaped Mexico to come 1.00

00:02:58.060 here, the reason why people leave companies to go elsewhere is because long-term they

00:03:02.020 say, I don't feel safe here.

00:03:05.020 I want to go somewhere else to feel safe with myself because I trust the character over here.

00:03:09.820 I know it's boring stuff, but I tell you, this is the valuable stuff on why you end

00:03:13.960 up keeping the best people around you.

00:03:15.360 Number three is not showing up.

00:03:17.020 They just don't see you.

00:03:18.020 You're not there.

00:03:19.020 You're inconsistent.

00:03:20.020 You're there one day.

00:03:21.020 You're not the next day.

00:03:22.020 You're golfing.

00:03:23.020 You're kicking back.

00:03:24.020 Not showing up is another reason why people end up quitting on you.

00:03:26.960 Number four, lack of enthusiasm.

00:03:28.880 You're not excited.

00:03:29.880 It's just kind of like going to work and you're boring.

00:03:31.460 It's like it's the same thing you're doing over and over again.

00:03:33.700 If you're the boss, if you're the leader, if you're the guy that's running the department,

00:03:36.740 the gal that's running the department, the entrepreneur, the founder, the CEO, and you

00:03:41.060 lack enthusiasm, what the hell am I coming to work for?

00:03:44.720 Your enthusiasm gives me enthusiasm.

00:03:46.520 It shouldn't be the other way around.

00:03:48.440 Your team doesn't give you enthusiasm.

00:03:50.060 The leader gives everybody enthusiasm.

00:03:51.180 So if I'm working with somebody that's fired up, oh my gosh, I can't wait to go to work

00:03:55.600 for this guy, right?

00:03:56.920 But if I'm working for somebody, hey, everything good?

00:03:59.860 You guys good?

00:04:00.860 Okay.

00:04:01.860 All right.

00:04:02.860 Good.

00:04:03.860 There's got to be enthusiasm.

00:04:04.860 So you've got to sometimes expect your enthusiasm.

00:04:05.860 Number five is flip-flopping.

00:04:06.860 You change your mind often.

00:04:08.520 It's constantly changing your mind.

00:04:10.680 First, you know, I have to do this to get recognized.

00:04:12.920 Now you've got to do this.

00:04:13.920 Then it's going this.

00:04:14.920 Now we're going to do this.

00:04:15.920 Then we're going to change the philosophy.

00:04:16.920 So we're 60% about finish this project.

00:04:18.920 No, let this one go.

00:04:19.920 Go over here.

00:04:20.920 You change your mind so often that people are like, I don't even know what to do anymore

00:04:24.420 here.

00:04:25.420 You indirectly actually stop people from focusing on their project because you're always changing

00:04:29.940 your mind nonstop.

00:04:32.360 So the more clear you get about what you're doing, this doesn't mean we don't have audibles

00:04:37.200 and pivots and all that other stuff.

00:04:39.560 But there's got to be a consistent direction that we're going as a company where you're not

00:04:42.840 constantly flip-flopping.

00:04:43.840 Next one, fake, unauthentic.

00:04:46.720 You ever met people that are fake?

00:04:48.400 How long does it take to find out someone's fake?

00:04:50.200 Sometimes people can fake it for a day, for a week, for a month, for three months.

00:04:53.800 You can't typically fake it for six months.

00:04:55.560 What happens eventually when you realize someone is fake?

00:04:57.900 We don't like to work with fake people.

00:04:59.520 You decide to say, I can't be at a place like this.

00:05:01.860 I want to work with somebody that's real.

00:05:03.680 You can't be fake visionary.

00:05:06.100 You either do have a vision or you don't have a vision.

00:05:08.100 You can be a fake big thinker because you saw a video, you got excited, so you said the

00:05:11.480 same thing that that guy said in a video, now you're a big thinker.

00:05:14.480 You're not a big thinker.

00:05:16.340 You're a good parrot copycatting somebody else's message.

00:05:19.880 But are you a big thinker?

00:05:21.340 If you're not, eventually people are going to know you're not.

00:05:23.680 So they're going to say, this guy keeps talking about we're going to take over the world,

00:05:26.560 but he shows up late.

00:05:27.560 He's never here, never works, always sleeps in.

00:05:30.180 He's kicking back, and he's my boss.

00:05:31.400 He's not as hungry as I am.

00:05:32.400 I don't know what the hell I'm doing here.

00:05:33.400 This guy's fake.

00:05:34.400 He's not a visionary.

00:05:35.400 That's eventually going to be revealed, by the way, just so you know that, based on your results.

00:05:38.480 So another reason why people coot on some leaders out there.

00:05:41.640 Next one, lack of putting in effort into the relationship, meaning if this person is a direct

00:05:47.420 report to you, build a relationship with them.

00:05:49.920 How's the family?

00:05:50.920 How are things?

00:05:51.920 How are you doing?

00:05:52.920 Everything good?

00:05:53.920 How was your weekend?

00:05:54.920 You guys go out, did you do them?

00:05:55.920 Relationship building, you've got to put into the relationship where the person says, this

00:05:58.280 isn't just business.

00:05:59.660 This guy actually cares about the relationship as well.

00:06:02.340 That little additional push into the relationship gets people to say, if I was normally working and

00:06:07.200 I'm giving this guy seven, I'm giving this sign nine.

00:06:10.020 If I was normally working and I can't wait to book it and get out of here because this

00:06:13.020 guy doesn't know who I am, he doesn't care about me, 459, I'm willing to work till 630.

00:06:17.340 I choose to stay till 630.

00:06:19.780 So you keep the best people around you.

00:06:21.420 You choose whether you want them with your long term or not.

00:06:24.200 Not them, because they love working for you because you're a great leader.

00:06:28.600 The next reason why people quit on you is because you've been the same for years.

00:06:31.960 You're the same as you were three years ago as you were five years ago.

00:06:34.140 You're not a new person.

00:06:35.140 Imagine I'm working for you and I went from a five to a seven, but you've been a seven

00:06:39.100 and a half for the last three years.

00:06:41.240 So I'm doing my part, but you're right here.

00:06:43.940 If I don't see you constantly recreate yourself and improve, I'm going to go find somebody else

00:06:47.960 that's recreating themselves and improving.

00:06:50.820 That's how the game works.

00:06:52.380 Okay?

00:06:53.380 You ever met somebody, a boyfriend, girlfriend, they're dating each other for a year, two years,

00:06:56.760 and all of a sudden, I just can't.

00:06:57.760 Why?

00:06:58.760 This guy's just the same.

00:06:59.760 He's just got no aspirations, not improving, not any.

00:07:02.760 Eventually, if you don't constantly recreate yourself, people will go find somebody else

00:07:06.600 that is recreating themselves.

00:07:09.140 Number nine, arrogance.

00:07:10.940 So let's just say your business starts getting bigger.

00:07:12.640 You make more money.

00:07:13.640 You're becoming more popular.

00:07:14.880 You're now rich.

00:07:16.240 You now have a million, $10 million, $100 million in a bank.

00:07:18.820 You start becoming arrogant, nobody wants to be around somebody else that sucks all the

00:07:22.200 energy and everything is about you.

00:07:25.000 If you do that, people cannot coexist in an environment like this, especially high identity people.

00:07:29.680 High identity people are typically also confident, they also want recognition, and if it's all

00:07:34.400 about you, two people like that cannot coexist.

00:07:37.160 Your talented people are going to leave because it has to be about them, not you.

00:07:40.000 So if you're a king, not a kingmaker, all the potential future kings that were working

00:07:43.800 with you will leave.

00:07:45.240 Look at Amazon right now.

00:07:46.720 They're introducing who has their new CEO, Andy, right?

00:07:49.500 That's what you call a kingmaker. 0.99

00:07:51.560 Microsoft kingmaker.

00:07:52.560 Tim Cook is a kingmaker after jobs, you understand?

00:07:57.640 Everything is about being able to give other guys the opportunity to one day become kingmaker.

00:08:01.340 If it's all about you, you become arrogant, you will lose your best talent in no time.

00:08:05.880 Next, you no longer compete.

00:08:08.280 Your team has to see you competing.

00:08:10.400 It doesn't matter what you're doing.

00:08:11.740 You have to say, look, we're going to be the best real estate office in the following

00:08:15.500 three zip codes.

00:08:16.500 Period.

00:08:17.500 We're going to do that.

00:08:18.500 Awesome, let's go.

00:08:19.500 Great.

00:08:20.500 We're going to be the best digital advertising company for the industry of this, this, this,

00:08:24.900 that.

00:08:25.900 Awesome.

00:08:26.900 I love when he says that.

00:08:27.900 And then you go compete for your market share.

00:08:28.900 There's something very attractive about the leader at the top competing, wanting more market

00:08:32.740 share.

00:08:33.740 It gets your team wanting to come in.

00:08:34.740 Sports team.

00:08:35.820 People love playing for Kobe because he was competing constantly.

00:08:39.140 People love playing with Jordan because this guy was competing.

00:08:41.860 They didn't like how much of a driver they were, but they forgave because they wanted to

00:08:46.660 win so bad.

00:08:48.020 They were such great competitors.

00:08:50.200 It's attractive to keep your best talent if you're competitive.

00:08:53.900 Not combative, but competitive.

00:08:56.020 Next is you no longer make that additional call.

00:08:58.900 Now what does that additional call mean?

00:09:00.220 Here's what the additional call is.

00:09:01.960 Say you had a meeting today and you called out one of your employees.

00:09:07.580 And it was a pretty heated meeting.

00:09:09.120 You drive home.

00:09:10.120 You're like, forget about it.

00:09:12.140 You come up and work the next day, regular day.

00:09:15.020 You make the phone call saying, hey, I want you to know today, even though I called you

00:09:19.200 out and chewed you out, I just want you to know.

00:09:20.900 I still believe in you.

00:09:22.580 And I think if you fix this, this, this, you can be this.

00:09:25.900 Okay?

00:09:26.900 Make sure this doesn't happen again because the second time.

00:09:29.080 No, you got it, Pat.

00:09:30.080 I'm going to work on it.

00:09:31.080 Okay, awesome.

00:09:32.080 Have a great day, buddy.

00:09:33.080 I'll see you in the morning.

00:09:34.080 It's a two-minute call.

00:09:35.080 It's not a 30-minute call.

00:09:36.000 It's a two-minute call to make that increases retention.

00:09:40.080 I can't even put a number on it.

00:09:42.260 It's not a small percentage.

00:09:43.800 It's a massive percentage.

00:09:45.260 Those that make that additional call end up retaining better talent.

00:09:48.840 Those that don't have the time to make and they're doing other things lose those few

00:09:52.080 people and they wonder, I don't know why I lost this person.

00:09:54.800 You don't make that additional call.

00:09:57.100 Let's continue.

00:09:58.100 Next one.

00:09:59.260 Is you, say you're a C-suite executive.

00:10:02.520 Say you're a founder.

00:10:03.520 Say you're making a quarter million.

00:10:04.520 Say you're making a half a million.

00:10:05.520 Say you're making a million.

00:10:06.520 And you're like $10 an hour people, oh $15 an hour people, you're not at, I don't have

00:10:11.960 time for you.

00:10:13.340 If you no longer can talk to somebody that's making $15 an hour, $20 an hour, $30 a year,

00:10:19.280 $40, $50 a year because you're just too much for them, you're about to lose your votes.

00:10:24.440 You need everybody.

00:10:25.900 Lincoln used to say what made a great general and a president is go circulate amongst the

00:10:31.460 troops.

00:10:32.840 Troops are not generals.

00:10:34.640 Troops are not presidents.

00:10:36.100 But they are the troops, and they are very, very important.

00:10:38.780 Even if you go there and say, how you doing?

00:10:40.040 John, how's things?

00:10:41.040 How's everything here?

00:10:42.040 You doing good?

00:10:43.040 Versus, hey, do you know who I am?

00:10:45.220 Do you know who I am?

00:10:46.540 No.

00:10:47.540 Go circulate amongst your troops and be able to relate to the $15 an hour person because

00:10:51.560 at one point that was you working for minimum wage at 14, 15, 16, 20 years, or whatever it

00:10:55.600 was.

00:10:56.600 So make sure you relate and are able to connect with the people that are not the highest earners

00:11:00.060 with your company.

00:11:01.560 Number 13, poor handling of your finances.

00:11:04.440 If you don't manage your finances well and you're always panicking, your people are going

00:11:07.120 to feel it.

00:11:08.120 You know when your mom and dad were struggling financially, did you not feel it?

00:11:10.960 Like you were a kid.

00:11:11.960 How did you feel it?

00:11:12.960 I felt it when my parents were broke financially, and they were arguing.

00:11:15.400 They never told me we're broke, but I felt the energy.

00:11:17.380 It was so obvious.

00:11:18.380 I was seven years old, I could feel it.

00:11:20.120 If you're a boss, supervisor, CEO, your finances are not in order, I guarantee you everyone

00:11:26.140 around you feels it.

00:11:27.640 Get your finances in order.

00:11:30.140 Cash in the bank produces the kind of confidence that others will feel, and it takes a lot of

00:11:34.840 pressure off.

00:11:36.000 But if you don't have your finances in order, people are like, oh my gosh, I better get out

00:11:38.800 here before he loses everything.

00:11:39.640 It's hard to be around him because I feel like I'm walking on eggshells.

00:11:41.640 He's so much under stress.

00:11:42.640 He's always very obvious why people quit, so make sure your finances are in order.

00:11:47.360 Next one.

00:11:48.360 You've lost respect for the game.

00:11:49.360 What does that mean?

00:11:50.360 You're just kind of entitled.

00:11:51.360 You're just going to show up.

00:11:52.360 It's just regular.

00:11:53.360 The moment you lose respect for the game, you lose people.

00:11:56.040 The moment you lose respect for what it requires to be able to compete at the highest level like

00:12:00.560 you used to, you no longer do.

00:12:02.720 You lose people.

00:12:03.720 That's simple.

00:12:04.720 If you're ever in the arena competing, you can never lose respect for the game.

00:12:09.420 The game is very, very demanding.

00:12:12.280 I'm not a LeBron James fan.

00:12:13.960 You know how much I respect the fact that he keeps his body in shape the way he does?

00:12:17.060 Because he respects the game.

00:12:20.100 That's why people who even don't like him, they respect the game.

00:12:24.460 Because they respect LeBron because he respects the game.

00:12:27.420 The same applies to you when you're running your business.

00:12:29.920 If you don't, people will feel it.

00:12:31.300 Next.

00:12:32.300 You gradually lower your standards.

00:12:33.300 You're gradually, oh, I don't know if this is important.

00:12:35.300 Ah, it's okay.

00:12:36.300 Don't worry about it.

00:12:37.300 Ah, it's okay.

00:12:38.300 Ah, it's okay.

00:12:39.300 Some of the best of the people you're going to have in your team that are working with you,

00:12:42.180 the highest, the best ones are going to be like, why does this guy keep lowering standards?

00:12:44.620 I've got to work with someone that's got higher standards, I'm going to go do my own thing.

00:12:47.580 The moment you lower your standards and flinch, there's other people that are not.

00:12:51.620 And you will lose market share.

00:12:52.940 So again, if you're in the arena, some people may be like, Pat, this is so overwhelming.

00:12:57.020 This is too much pressure.

00:12:58.820 Why would I want to do it this way?

00:13:00.380 That's if you want to be in the arena.

00:13:01.860 Let me continue.

00:13:03.860 Number 16, how you handle conflict.

00:13:06.340 Do you always fight?

00:13:07.940 Do you flight?

00:13:09.020 Do you freeze?

00:13:10.020 How do you handle conflict?

00:13:11.260 Do you handle it properly?

00:13:12.580 Or do you process it?

00:13:13.580 Say, what happened today?

00:13:14.580 Can we talk about it?

00:13:15.580 Let's process it.

00:13:16.580 Your method of handling conflict could be a reason why people quit or stick around long

00:13:20.740 term with you.

00:13:22.140 So maybe you ought to improve in the way you handle conflict.

00:13:25.140 Next one, you give outsiders too much influence over your organization.

00:13:28.340 You bring in speakers.

00:13:29.900 You bring in outsiders. 0.94

00:13:30.900 You bring in all these folks that are here, and they've got more influence over your organization

00:13:34.680 than you do.

00:13:35.680 And then all of a sudden you're like, why did I lose that person?

00:13:37.340 Because you've lost influence with your team.

00:13:40.200 You have to have influence over your team.

00:13:42.160 I can have outsiders with my kid, but if at the end of the night I don't go home and

00:13:46.100 I say, so how was your day today?

00:13:47.160 What happened today?

00:13:48.160 Tell me about the teacher.

00:13:49.160 Tell me about the student.

00:13:50.160 Okay, what was that all about?

00:13:51.160 Why did that take place?

00:13:52.160 Okay, you still have a little bit of influence.

00:13:54.220 Not control, but influence.

00:13:55.680 The moment you lose influence and it's all outside, they're going to eventually leave

00:13:58.620 you and go outside.

00:14:00.040 You can't give up that influence too early, and not only too early.

00:14:03.740 You've got to have some kind of an influence over your organization.

00:14:06.440 Next, you stop being an example, and now you're only telling people what to do versus leading

00:14:10.520 them.

00:14:11.520 Don't get me wrong.

00:14:12.520 There's lots of value to being a good manager.

00:14:14.680 Lots of value to being a great manager, but leading is the example.

00:14:19.900 If you have the example of what you've done and you give that to them, people like that.

00:14:24.460 People like the fact that there is an example that's being done.

00:14:27.400 So you've got to continuously put up your example or else they're going to go find somebody

00:14:31.260 else who is setting the example.

00:14:32.520 Now you may say, but Pat, I set the example 20 years ago.

00:14:35.580 I set the example 10 years ago.

00:14:36.960 It doesn't matter.

00:14:37.960 If you want the best of me today, I need your best example today.

00:14:40.960 19, you no longer cast a vision.

00:14:43.920 You forgot to cast a vision.

00:14:45.120 It's no longer.

00:14:46.120 One day we will.

00:14:48.120 Imagine if.

00:14:49.420 What if?

00:14:50.700 Can you think about if one day we do?

00:14:52.520 You're no longer casting vision, because you're no longer thinking about the vision.

00:14:55.520 Your stomach is full.

00:14:56.520 You lose people.

00:14:57.520 If you're still casting a vision like you can't even help yourself, they buy it.

00:15:01.160 They want to be with you because they're excited they're going somewhere big with you.

00:15:04.160 But if you stop casting a vision, they leave you to somebody else.

00:15:07.280 And last but not least, you forgot what the number one product was in business.

00:15:11.080 The number one product in business isn't real estate, not property, not insurance, not

00:15:14.400 technology, not software, not any of that stuff.

00:15:16.440 Your number one product in business is people.

00:15:19.680 You cannot forget that your number one most important product in business is people.

00:15:24.840 You forget that, you will lose your people.

00:15:27.000 You never forget that, you will not lose your people.

00:15:29.660 And eventually you get to choose to attract and keep the best people.

00:15:34.680 And they will leave you when you say, this just didn't work out.

00:15:37.440 I wish you the best go elsewhere.

00:15:38.440 And they'll say, my best experience on when I grew up was when I worked with you.

00:15:43.600 That guy was high standards.

00:15:45.180 He's the reason why I'm doing so good today because I worked with that guy for nine years.

00:15:49.400 I worked with her for 17 years.

00:15:51.360 I worked with people, give that credit back.

00:15:54.100 Players who were on John Wooden.

00:15:55.100 Oh, John Wooden changed my life.

00:15:56.100 Phil Jackson changed my life.

00:15:57.100 Da, da, da, changed my life.

00:15:58.480 Because there was that example in their lives.

00:15:59.740 So imagine if you become that to other people.

00:16:02.260 Having said that, if you're watching this video and you're still with us, if you enjoy it,

00:16:05.960 press the thumbs up button and share it with someone if you think there's

00:16:08.320 value in this.

00:16:09.320 If you want to get another video that has to do with this topic, it's a video I did

00:16:11.780 called Eight Ways How to Hold People Accountable.

00:16:14.040 I think it's Eight or Ten Ways to Hold People Accountable.

00:16:15.860 If you've never seen it, click over here to watch it.

00:16:18.000 It's very detailed.

00:16:19.120 It's how I do it.

00:16:20.120 It's some of the philosophies I do it.

00:16:21.520 And I think you'll get a lot of value from it.

00:16:23.240 Take care everybody.

00:16:24.240 Bye bye.

20 Reasons People Quit on You

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