You are listening to trinity employments, eight player Matchmaker podcast starring your host and the cofounder of Trinity Employment Specialists, Cory Minter.
I welcomed the a player matchmaker. We’re, I’m here with Ethan May and Tulsa Staffing are always looking for ways to add value to both job seekers and employers. Today’s topic is employee engagement and how to establish a great company culture. And if, if you’re an employer, especially in you’re struggling to try to get your culture right and we, Tulsa Staffing talked with many employers all the time and I’m telling you there’s a lot of employers that are out there that struggle with this and this content may be able to help you. That’s what we’re wanting to do is add value to the employers, employees. You know, you can see all of our new content on our firstname.lastname@example.org. You go to a career center, we’re in a drop down menu there. We’re going to be, uh, looking for, uh, getting, getting on a larger platform very soon. But until then, that’s where you can find us.
And this content I think is important today because of the turnover. The turnover costs is so unbelievably expensive. Most people underestimate how much it costs for employees to turnover. Um, a long time ago I’d, uh, I read a statistic about Walmart and they said that if they lost an $11 an hour employee and they lost them before a 90 days, um, they estimate they would, that would, they would create or put on their books and $11,000 loss on people trying to train, you know, getting the paperwork done. They’ll just, the loss in productivity until they got up to speed. And that’s a huge loss for an 11th, for an $11 an hour employee. Can you imagine those employees that are much more valuable and harder to replace than a cashier? You know, so it’s very important that Tulsa Staffing pay attention to this. Um, and so Tulsa Staffing would love for you to share this podcast with friends, people that you know, that are either attempting to improve their interviewing skills or they’re potentially underemployed or with someone, especially trying to create the right company culture.
So we want to get started with this real quick. Ethan always get to started with some great statistics and we’ve got a lot for this one. So get us kicked off Ethan. Yeah, we’ve got really good stats for it. You know, when we’re talking about creating a really great company culture, it’s not just really important because you know, you want to work in a place that’s fun. I mean it’s important as an employer for really actually a lot of reasons. I mean if nothing else really financial reasons, you’ll lose less money. Like Cory was just saying there. When you have employees stick around as well as you get more work out of your employees. Um, I mean one step by business solver says that 80% of employees, this is actually a crazy stat, 80% of employees would work more hours and 60% of employees would even take a pay cut if it meant that they could work for a more empathetic employer.
I mean that, that’s pretty crazy when you, when you think about 80% of people would say, yeah, I’d work. I’d work way more hours than I’m working now and 60 cent. I mean, I make less money as long as I felt that my employer empathized with me and understood me more and cared a little bit more about me. That’s pretty staggering, man. Well, you know, I mean with, in today’s culture I think, I think that kind of makes sense with what’s happening. You know, people want, they want someone to really truly be authentic with them. And I think, I think people are just looking for someone to really have their back. I mean, think about the people in your life, Ethan, where you’re like, you know, I think that dude’s got my back. Yeah. I mean, you know, some people are blessed with a lot of friends, but you know, when, when I think about it and I’ve got a lot of friends, I’ve got a ton of friends, but of those, of those ton of friends, man, when I think about the guys that I know we’re going to be there if I’m in real trouble, you know, it’s, I don’t think it’s that much.
I hope it’s more than what it now. Yeah, you know, and also as well, the part of the reason it’s so important for engagement. Gallup did a study, it said 30% of employees who feel really actively engaged are looking for jobs or at least watching for opportunities. Um, but 73% of actively disengaged employees are actively looking for jobs. And I mean it’s tough when the net bureau of National Affairs says $11 billion is lost annually from companies due to employee turnover. I mean, if you’ve got, if you’ve got an employee that is not engaged, actively disengaged at work, then I mean 73% of those people are going to be looking for jobs. That’s going to cost you money. Well, let me give you this scenario. Just picture two employees real quick with me. One comes in to work 10 minutes late, 10 minutes early every day. He’s excited to be there and constantly comes up and shares new ideas for improving operations.
The other employee gets to work on time every day, does the bare minimum and counts the time until they can leave. Um, which employee is highly engaged. And when you think about dealing with these two people, there two complete different emotions that go through your brain when you’re thinking about dealing with these two people. One of them is listening to the song, uh, working for the weekend, you know, all day long and the other is really trying to move the needle for your business. And so, uh, you know, for managers, I’m telling you, people who have experienced managing, there’s too drastic a of emotions that are, that they go through when they think about those two people’s. And, and you know, Tulsa Staffing want to try to bring more of option number one to as many employers as we can. That’s what we do as a staffing agency. But let’s talk about this with employee.
What are some of the things that employers can do to make sure and keep their employees actively engaged? The first one is don’t skip onboarding and training. I’ve got a funny story about this more in my very first employees that are brought in that they’d made a great employee. I mean, unbelievable. Once they got in there, they were like, listen, we have got to change your onboarding process because it was horrible. You know? And I hate that I thought about myself. Um, but we, Tulsa Staffing were just understaffed and I hired someone. I didn’t really have anything planned. And I’ll tell you what, it makes employees feel pretty insecure when they do not, when they’re not sure that that person has a plan. Yeah. You know, and then they don’t know what to do. You know, we, we try to plan things out for at least a week or two, you know, and get people ready.
In fact, I think you’re probably chomping at the bit before Tulsa Staffing finally let you really start recruiting. Yeah. I mean, which I, which I really, really appreciate it. I remember, I think it was almost three weeks before I was like, actually, okay, I’m going to start doing my own interviews. I’m going to start doing stuff. It was a long time, which is important. Obviously it’s important because my job before this was not in recruiting. I had no experience in recruiting. And so taking that time to, to work on my onboarding boy, I mean sure it took three weeks or so before I actually started working, but if you just threw me in there after two days or so, it would, it would have cost us a lot more than three weeks because I’d be screwing up for so long. Yeah. Yeah. So don’t, don’t skip the onboarding process and make sure that if you have another employee that is working on the onboarding process, don’t, you know, make sure that you’re supervising that and making sure that they’re not shortchanging them.
You know, I, I was watching a show the other day about train that, you know, they were training a blackjack dealer. I thought that was really interesting on how they did that. And they had one trainer that was just really, really good. One train is just frustrated with them because they didn’t shuffle the cards right. And she just had a horrible attitude towards, uh, towards that person. And it just makes a big, big difference when you have someone that trains with a happy heart, you know? And so make sure that you have that. The second thing is, is you know, you need to be able to set company goals and let, I think specifically for employees to let them know where the company goes are, but also let them know what their goals are so they know when they’re winning the game and when they’re losing the game.
Think back, I gave you a scenario just second ago. Think back about a scenario when you were really, really getting crushed in the game and you know, maybe you’re playing volleyball or something like that and you are just getting crushed. I mean really, really crushed and you, you were on a bad team, you weren’t doing very well, your crutch. Think about the emotions of that when you’re on the team that was just winning. They’re on a winning streak. You need to be able to let your employees know, are you winning or are you losing? Because with that comes an emotion that drives results. Yeah. You know, and one thing about goals as well that I’ve realized is, um, and I hadn’t really super realize this until I started working here, but you know, everyone approaches setting goals and completing goals and just completely different ways, you know, um, and that’s something I kind of always innately knew, you know, like you can of that people just, you know, strive for goals in different ways.
But it’s something that I really experienced. And so until I started working here and know, for example, me weekly goals, that’s what I thrive a little bit more on weekly goals. I’m going to try and do this this week, this, this week, this week. No, but one of my coworkers really thrives on like, okay, in six months this is where I want to be, you know? And uh, in that longterm goal is just way different. My fiance, that’s one thing I’ve learned in engaged life. She is a long term planner. She is a longterm goal setter. I am a, what am I doing this week type of person. You know what I mean? And so it’s really important as well to recognize that as you try and set goals for the company and for the individual, for the employee, that man may be me setting a year long goal for an employee won’t be as effective as let’s set monthly goals for the employee or some, you know, where you’re kind of changing a little bit based on how that person operates.
So that makes sense. Yeah, and you, you have, you have different top of people in a company that do that and oftentimes putting those two people together actually complement one another if they don’t get into a fight over the, over the weight. But it usually comes this way, you have the fight or the disagreement and then over, um, struggle. You realize that you, you begin to learn to really appreciate the other person’s natural gifting and when, when that begins to happen, that teamwork really elevates both people. Yeah, definitely balanced as well. I like even with my engagement, I found myself slowly but surely getting a little bit more towards working on a little bit more of those longterm planning, things like that as my fiance in the inverse has done that as well. Kind of tone back a little bit on that being okay sometimes with, you know, shorter terms.
Well with, with amber and I’m only a big visionary. Yes. The only thing that I can see, I’ve wished that I could see the details. I’m a big visionary guy and I’ll tell you what man. Uh, she, I rely on her for that and she relies on me for the, for the big vision. And I’m not trying to give you marital counseling. That’s what it sounds like right now. And I hated it when peanuts. But man, if you guys figure this out dude, and you are gifted in different areas, galley, man. Yeah. It took me an amber to the moon. Sure. Yeah, that’s important. You know, this is, we didn’t just change this to a marriage podcast. This is still applicable. Are Tulsa Staffing though? Are we talking about, what were we talking about? Either. Does any of us remember? Number three, acknowledge employees. When you see something, when you see one of your employees doing something, really, really will make sure in an ignorant and acknowledged them.
I try to do this on a daily basis, on a daily basis. I bring someone in intentionally and let them know what I’m seeing in them. And I did it yesterday and hopefully it made a difference, you know? Um, I think that it did, but I think it’s really important that you do that. One was a guy that was a great influence to me. I wouldn’t call him a mentor to me, but I mean they’re there for about a week. He was, I spent a week in Washington DC with Lee Cockerell. He’s the vice president of Walt Disney world. And he told me one of the most important things that he did, he said a aisle every day. Every day I walked the park and I’d go into the restaurants and I meet the employees and I talk with them and I talk with them on their level, not mine, and I’m not an executive level, but on a social level.
And ask them what’s going on, you know, but they, but he started out every time acknowledging them and letting them know, you know what, this place looks great. Thank you so much. He said, that’s how I learned what was really going on in, in the restaurants and stuff that he managed. So anyway, acknowledging employees, uh, is a very important thing. And if you, if you care what the vice president of what Disney world and how and how they managed and whether it was effective or not, he found that to be the number one thing was acknowledging employees first. That’s the first thing he did every day. Yeah. Jimmy Chairman and CEO of Starbucks, Howard Schultz, as the quote says, success is best when it’s shared. And that says, oh, that’s a great, yes as best when it’s shared. And it’s the same thing, man. You know, when you’re successful, um, even in the little things, man, acknowledge the people that you work with and that work for you, it really changes everything.
Yeah, absolutely. And I’ll actually plug Lee’s book. He wrote a book called creating magic. It’s really, really great. He talks about that in that book. Um, number number four is focused on employee development. And I think that that, that is something that Tulsa Staffing could actually improve on here. Sometimes I always want, you know, their webinars everywhere that you can do. You know, we were always trying to train and become better. In fact, next week me and amber go into a training ourselves. We’re going to be bringing some training materials back from it, um, which hopefully will be good, but I’m focusing on helping the employees get better and have access to the best and newest ideas in the market. You know, we’re always trying to push or I, I’m always trying to push what’s the next disruptor in our market? What is it going to be?
And then how can we, how can we get in, in front of it? Um, anything, anything about that? Yeah, I mean, well, when it comes to developing, developing people, um, there’s a good quote by Tom Smith. He’s a best selling author and Co founder of partners in leadership. But Tom Smith says leadership is the ability to facilitate and movement in the needed direction and have people feel good about it. Oh yeah. And that, I think that really ties in well with this. Um, with this, you know, being able to focus on that movement and that development and, and have them be on board about it. Dude, your quotes on these are like, man, crush yelling it. I’m flying to kill it. This is it. Number five, and we’re going to get out of here. Don’t just don’t micromanage. I think it kills the spirit sometimes when you micromanage, especially when you micromanage with a heavy fist or a heavy hand.
Um, it really never, it beats people down. It doesn’t lift them up. Um, the, the people that that are going to run circles around the B and c level players, they’re not beat down. I promise you. And so you might be able to get away with it, be your team will never ever see it’s maximum potential whenever you’re micromanaging. And so listen, if trinity can help you in any way, we would love to. Um, whether you’re an employer or an employee, please go visit our website. There’s a lot of content on that website. I’m including this podcast and Tulsa Staffing would love to be able to help you. If you’re looking for a job, give us a call at nine one eight six two two, two, five, eight, eight.