- Ten Golden Rules of Grat Customer Service
- Dining Etiquette in Business
- Management Advice: Make Them Stay
- Skills for Global Success
- Going Global? Here are Seven Skills You Can’t Do Without
- Making Every Second Count
Michael McCann is an author/expert in business development and interpersonal communication.
Michael McCann “Communication” is at the center of Michael’s life in his business and personal life.
Michael designs business development systems that work worldwide (and revealing some systems that didn’t).
Real-life examples and solutions are highlighted.
For communication on the personal front, Michael has interviewed more than 600 women (and growing) on the challenges these women have with the men that they love.
From these interviews and public appearances, Michael has written about “the four challenges each woman faces with the man she loves” in two editions of Husband-ry 101 (How to Train Your Husband to Be the Spouse You’ve Always Wanted Him to Be). Michael offers real-life examples and solutions to many “couples’s issues”.
Mike is a regular guest on television and radio shows offering humorous true stories and offering solutions to these challenges in business and personal communication. From Michael’s public presentations and media appearances, Connecting and Husband-ry 101 are popular with associations, companies, governments and religious groups.
Mike a successful direct mail marketing facility and sold the business.
Later that same year, he founded Postmark USA, a nationwide telephone headset distributorship and repair facility. Mike sold the headset company. He wrote (“Connecting” and “Husband-ry”), writing over 1,000 articles (over 1 million words), speaking and conducting ongoing research into current communication trends ever since.
A graduate of Baylor University with a Marketing degree, Mr. McCann also earned an MBA with emphasis in Accounting.
Michael McCann on Management Advice: Make Them Stay
When a key employee quits, the easy reaction is to wish her well and start scrambling for a replacement. But by asking some important questions, managers can identify ways to make sure no one else follows that person out the door. Although there are various reasons why employees resign, most fall within these 10 common areas:
1. Basic financial needs not met.
If pay dips below what an employee needs to sustain a comfortable life, and the situation cannot be resolved, an employee will leave. Take care to ensure compensation is adequate.
2. Lack of competitive salary. The paycheck not only must meet an employee’s basic needs, it must be competitive for the geographic area, industry and position.
3. Bad benefits.
Generous benefits packages are an important recruiting tool, and inadequate packages can cause employees to walk.
4. Poor communication.
Rumors and lack of information can wreak havoc, damaging job satisfaction and productivity. Don’t rely just on formal communications to get the word out. Take the time to establish effective, informal, face-to-face contact with all employees.
5. Negative work environment.
How people are treated and how they interact with each other establish the office atmosphere. Management must set the tone, define what is acceptable and create a harmonious workplace.
6. Lack of recognition.
When employees get no pat on the back for a job well done, they feel the oversight acutely. Companies with recognition programs have a better chance of retaining their best employees.
7. Unfair treatment.
Goodwill will be erased in a moment if employees feel that they are not being treated equitably. For example, if someone thinks work is disproportionately distributed or the boss is showing favoritism, that perception will negate the recognition efforts and erode loyalty. As far as employee morale goes, perception is always reality.
8. Unchallenging job content.
Job boredom causes the most turnover. Give employees more responsibilities as they grow in their positions.
9. Lack of job security.
Mergers, restructuring and downsizing have shown employees that their jobs are no longer entitlements. The value of the position must be re-emphasized to build job security.
10. Life conflicts.
Organizations must recognize that their employees need to balance their work and personal lives. Those that ignore this requirement will continue to experience significant turnover. If a choice has to be made between work and personal life, work often loses.
Articles by Michael McCann
What a Pain! Workplace-Communication
Today’s High-Tech Kids Change-Management
Maintaining Relations Sales-Management
Small Talk in the Big World Workplace-Communication
Dealing With Arrogant Peers in Your Organization Workplace-Communication
Dealing With Deceitful Colleagues in Your Organization Workplace-Communication
Dealing With Angry and Hostile Coworkers Workplace-Communication
Enjoyable Agendas Business
Energize Your Business – Host a “Mixer” Networking
Customer Delight Can Be Contagious Customer-Service
Galvanizing Your Customer Relationships Top7-or-10-Tips
Service Guaranteed Customer-Service
Five Quirks That Irk Customers Customer-Service
Seventeen Ways to Turn Buyers Into Believers Branding
Three Customer Service Bywords to Live By Customer-Service
Save the World From Selling Marketing
Top 10 Tips For Handling Customer Service Via the Internet Customer-Service
Maintaining Customer Service in a Growing Company Customer-Service
Response Or Loyalty? Strategic-Planning
Growing Happy Customers Branding
Mind Share Sales
The Thank You is in the Mail