Tag Archives: retention

Pay Your Employees To Quit

istock_000007867680xsmall(This post was written by Rick Dacri, May 1, 2014)

What would happen if you offered your employees $5,000 to quit their jobs? Would they go?

Amazon adopted a “Pay to Quit” policy designed to “encourage folks to take a moment and think about what they really want to do” according to Amazon CEO Jeff Bezos. This program is a version of Zappos’ policy (“the Offer”) where the company gives new employees the offer of paying them for the time they have worked plus a $2,000 bonus if the new hire quits. Crazy? Well at Zappos, 97% of the employees given the offer STAY.

Recruiting the best workers, providing a work environment where they can thrive and be productive and then retaining them is the key to successful organizations. On the one hand, you don’t want to retain employees who would rather not work for you. On the other hand, you want to retain your best workers.

Amazon and Zappos have taken the bold steps to clear out employees who would rather be elsewhere-a principle I touted in my book Uncomplicating Management. Zappos has created an environment where people want to stay. Amazon is betting they have one too.

Take a look at your organization. Are you hiring the best? Are your people productive, engaged and happy? Is your retention of your good people high? If you can’t answer affirmatively to these questions, you’ve got some work to do. Amazon and Zappos are betting they have a great place to work. You should too.

Need help recruiting and retaining star employees? Give me a call. I can help.

Other Posts you might like to read:



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Filed under Employee Relations, Management, Recruitment

New Offer: Supervisory Development Program

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Earlier this year I introduced the Accelerated Supervisory Development Program. Eleven individuals signed up and successfully completed it. Since then I have been asked when I was going to offer the program again. Well, mark your calendars. A second program is scheduled to begin on April 23, 2014.

This training program is specifically designed for small companies with only a few managers or companies that want to quickly provide training for a single manager or two. I call it

 Rick Dacri’s Uncomplicating Management

Accelerated Supervisory Development Program.


Here’s what some of the “graduates” said about this recent program:

Great class. Rick cleared up issues on employee problems.”

Chris Davidson, Supervisor, Paras Electric

“Just the chapter/lesson on legal issues of hiring and terminations and drug testing do’s and don’ts are worth its weight to the average employer who doesn’t deal with this on a regular basis. Lots of info packed into a very painless time frame.”

Mark Dufoe, Operations Manager, Kennebunk Light & Power District

In five short weeks, you or your supervisors will:

  • Enhance their skills as a manager
  • Increase their ability to motivate and engage their people to deliver outstanding results
  • Know how to attract, hire and retain exceptional talent
  • Delegate and make better decisions
  • Inspire, coach and mentor their people, creating enthusiasm, clarity and increased effectiveness
  • Listen and communicate better, resulting in open and honest dialogue
  • Confront problem employees, resolve tough issues, including attitude, performance and behavior
  • Provide honest feedback, praise and recognition
  • Understand and operate within the law, without fear of lawsuits

The program includes 5 regularly scheduled training sessions, one-on-one time with me, training materials, my book, and more.Uncomplicating Management

Interested? Click here and read all about it and register. With a starting date of April 23, this program is the perfect way to develop the skills and effectiveness of your management team!

To register, click Accelerated Online Supervisory Development Program

If you have questions, call Rick Dacri or email at rick@dacri.com.


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Filed under careers, Management, training

Fall Means Final End of Year Check-Up On Your Business

images(Posted by Rick Dacri on August 28, 2013)

The summer is nearly over and now it’s time to look forward to the fall. I wanted to check in with you and suggest a check-up on your operation. The economy continues to heat up and there’s a lot happening, so I wanted to take a moment to provide you a brief list of important items you should be focusing on to help you make managing your business a bit easier:

1. Turnover is Increasing: With an improving market, there is strong evidence that employees are feeling more confident and many, particularly coveted star performers, are beginning to look to make job changes. That’s not good for you.

Advice: Make sure your managers and supervisors are focused on employee retention. Implement a progressive retention program and initiate an annual employee satisfaction survey to take a pulse of your organization.

2. ACA Deadlines: Deadlines for the Affordable Care Act are upon us.  


My Advice: Make sure your plan meets all the new requirements and plan to provide employee education programs. You may also want to change your new enrollments dates and your benefit eligibility requirements. Update your classifications for full-time and part-time employees and evaluate whether it makes sense to restructure your staffing to address “pay or play” thresholds.

3. Evaluate Your Hiring: As the economy expands, you may find the need to add staff. With an improving economy, finding good people is proving more difficult.

My Advice: Continue reading

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Filed under Leadership, Management

5 Smart Employee Retention Tips


(Posted by Rick Dacri on August 27, 2013)

The economy is improving and employees are feeling confident about entering the job market. Here are five tips to help you retain your good employees:

  1. Hire right. Managers often hire their turnover by making bad hires.
  2. Encourage turnover. This ma seem counterintuitive, but employees who don’t want to be working for you or who are not performing should be encouraged to go. Keeping them results in good performers looking for better opportunities elsewhere.
  3. Hold managers accountable for retention. If reducing turnover is truly important, then establishing acceptable retention standards and managing to them is critical.
  4. Talk to your employees. Tell employees how important they are to you and your organization. This will be a powerful conversation—one that most employees never experience in their career.
  5. Make them an offer they can’t refuse. Retaining workers requires making good hire decisions, investing in their growth, and creating a work environment they’ll love and not want to leave. It also means developing a management style that inspires respect, loyalty and appreciate. Employees quit bosses, not jobs.

Maintaining a stable workforce is an essential ingredient in growing your organization. Do what you need to do to retain your best employees.

If you want to know how I can help you retain your star performers, click Dacri & Associates.

Other posts you may want to read:

  1. Where Has Company Loyalty Gone?
  2. Costly Turnover Can Be Controlled
  3. Making Managing Easy


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ObamaCare Good For Business

imagesPosted By Rick Dacri, June 12, 2013

Many of the pundits are warning that companies will be laying off workers or reducing work hours to skirt the regulations that require them to provide health insurance under the Affordable Care Act. One company has said “nonsense” and is actually allowing part-time employees to increase their hours so that they can become eligible for the insurance, thus increasing the number of employees who will be receiving health insurance at their company. The Cumberland Gulf Group (Cumberland Farms Convenience Stores) believes that by taking care of their employees, they will see improvements in employee engagement, retention and customer service, all resulting in increased sales and profits. Rather than focusing on short-term savings by eliminating health insurance, they’re betting on their employees and the long-term health of their company by adding employees to the insurance rolls.

The Cumberland Gulf Group has made employee satisfaction a corporate priority and knows that expanding benefit coverage to more of their employees is one way to achieve this. They realize that customer satisfaction requires happy, engaged employees.

Cumberland is taking the big picture approach. It’s a smart move; it’s strategic; and it makes good business sense. Employees are not going to stick around a company that neither invests in them nor provides them affordable health insurance.

What do you think of Cumberland’s decision?  Comment below.

 Other posts you might want to read:

If you want to know more about Dacri & Associates and how we can help you, click here: Dacri & Associates




Filed under Compliance, Leadership

Costly Turnover Can Be Controlled

Turnover will create chaos in your organization. Supervisors will have to run their shifts short, hurting production; the scheduler’s life will be a nightmare trying to plug holes in the schedule with overtime and temps; and budgets will be busted from recruiting and training replacements, excessive overtime, and lost productivity.

Turnover can be controlled and can never be considered a cost of doing business. With top management commitment, you can increase retention by following these 3 steps:

  1. Metrics: Understand the extent of the problem. Put in place some simple metrics to understand how great the problem may be; where it is occurring; when it is happening; and what managers have the highest turnover on their shifts. With this information you can then begin determining why it is occurring. This upfront analysis is essential for the success of the change process.
  2. Determine the Causes: The next step is to determine why it is occurring. There are three powerful tools to provide you that information: 1) employee engagement surveys; 2) focus groups; and 3) exit interviews. The employee survey is a great barometer to help you understand what your employees are thinking. Since surveys only provide a snapshot, focus groups provide a deeper understanding of the issues. Finally, for those employees lost, exit interviews will help you understand why.
  3. Follow-Up Program: Armed with this information, you can begin correcting any problems by developing a comprehensive follow-up program.

Turnover can be controlled in any organization.

Rick Dacri

Dacri & Associates, LLC


Filed under Employee Relations, Leadership, Management

Strong Economy Brings Workforce Challenges

(This article was written by Rick Dacri and was originally published in York County Coast Star, April 19, 2012 edition)

 The evidence continues to pour in that the economy is rebounding. The unemployment rate continues to decline, job growth is up, factory production and retail sales are increasing, and corporate profits are reaching pre-recession levels.

While employers may be breathing a collective sigh of relief having survived a devastating recession, a number of workforce challenges are emerging including the need to hire, retain star performers, increase wages and maintain productivity.

Recruitment: Over the last few years, employers have avoided making new hires. Many were forced to cut their workforce while others used technology and productivity gains to avert the need to hire. Now with increased demand, there is a need to expand their workforce. Before taking the plunge, employers should first evaluate their recruitment initiatives. The old ways of hiring no longer work. Employers must put in place systems that ensure they attract and hire the best candidates that can make an immediate contribution to their business.

Understanding your true needs, having in place a positive recruitment brand that will attract quality performers, trained interviewers that can identify the gems while passing on those that aren’t what they appear to be, and a compelling argument and compensation package that will get prospects to say “yes” when offered, are just some of the key ingredients needed. In this new economy, employers will need to embrace new recruitment technology and social media. Recruitment has changed and employers must adapt.

Retention: When unemployment was high and the economy teetered upon disaster, employees kept their heads down and were thankful that they had a job — any job. That’s changed. Job growth is up and employees are beginning to get restless. More and more employees will begin to look for greener pastures and employers must take steps to protect their star performers and avoid the loss of key staff.

It is time for employers to begin to assess the level of employee engagement and morale. Individual employee meetings and employee surveys are great tools to immediately put in place. Strong front line supervisors must have their ears to the ground and have the pulse of the organization. No business can survive or thrive when key employees are quitting.

Wages: Wages staggered or remained level over the last three years. We are now seeing an uptick across the board. Before reacting to this, employers should be surveying the market to assess their competitiveness. Where wages are low, adjustments must be made. At the same time, simply raising wages will not automatically put you at a competitive advantage. Employers must receive a return on every payroll dollar. Performance based pay systems and focused incentive pay, properly administered, will ensure that productivity increases at a faster rate than payroll dollars. A balance must be struck: employees must be paid competitively, with star performers receiving the larger share, and employers must realize higher performance while still enjoying increased profits and growth.

Productivity: Productivity is the key. But one element essential to this is strong front-line supervision. Employers can hire the best, retain their stars, and pay top dollars, yet without great supervisors, everything crumbles. Supervisors can either be the leaders that drive your organization forward or an obstacle that cripples your company. Invest in the development of your supervision. Supervisors are essential to employee engagement and that translates into higher productivity and customer service, increased retention, lower levels of absenteeism and injuries and increased quality.

We have emerged from the dark side of the recession. Now is the time to invest in your workforce to ensure your continued viability, growth and profits.

Rick Dacri is a workforce expert, management consultant, and author of the book “Uncomplicating Management: Focus On Your Stars & Your Company Will Soar.” Since 1995 his firm, Dacri & Associates has helped organizations improve individual and organizational performance. He can be reached at rick@dacri.com and www.dacri.com. Readers are encouraged to send comments, questions and ideas for future articles to Rick Dacri at rick@dacri.com.

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Filed under Economy, Management