1 00:00:03,480 --> 00:00:09,800 Speaker 1: Welcome to Before Breakfast, a production of iHeartRadio. Good Morning. 2 00:00:11,320 --> 00:00:17,480 Speaker 1: This is Laura. Welcome to the Before Breakfast podcast. Today's 3 00:00:17,520 --> 00:00:22,160 Speaker 1: tip is that anyone you want to work with most 4 00:00:22,239 --> 00:00:26,799 Speaker 1: likely has choices about where they want to work. So 5 00:00:26,920 --> 00:00:30,960 Speaker 1: no matter the size of people's paychecks, it is best 6 00:00:31,160 --> 00:00:36,240 Speaker 1: to manage team members as if they were volunteers. They 7 00:00:36,320 --> 00:00:40,920 Speaker 1: have to want to be there. If they do want 8 00:00:40,920 --> 00:00:47,360 Speaker 1: to be there, everything will work a lot better. Today's tip, 9 00:00:47,479 --> 00:00:50,600 Speaker 1: like a few others over the past few weeks, comes 10 00:00:50,640 --> 00:00:54,800 Speaker 1: from the book Setting the Table, The Transforming Power of 11 00:00:54,920 --> 00:01:00,520 Speaker 1: Hospitality in Business by Danny Meyer of Shakeshack and Union 12 00:01:00,600 --> 00:01:05,760 Speaker 1: Square Cafe fame. In the book, Meyer shares insights he's 13 00:01:05,840 --> 00:01:09,639 Speaker 1: learned from the restaurant business that are relevant for people 14 00:01:09,720 --> 00:01:14,959 Speaker 1: in just about any field. Danny Meyer advises treating your 15 00:01:15,000 --> 00:01:20,440 Speaker 1: employees like volunteers. When you are managing volunteers, you know 16 00:01:20,560 --> 00:01:23,280 Speaker 1: they are there because they chose to be, so you 17 00:01:23,319 --> 00:01:26,280 Speaker 1: are mindful of that. You know they can leave at 18 00:01:26,280 --> 00:01:30,160 Speaker 1: any point, so you generally try to thank them and 19 00:01:30,400 --> 00:01:33,600 Speaker 1: make sure they feel they did something useful, and if 20 00:01:33,640 --> 00:01:36,640 Speaker 1: they are doing something menial, you tie it to the 21 00:01:36,760 --> 00:01:43,360 Speaker 1: organization's larger goals. Danny Meyer points out that staff like volunteers, 22 00:01:44,080 --> 00:01:47,800 Speaker 1: are working with you because they want to be Now, sure, 23 00:01:47,840 --> 00:01:50,920 Speaker 1: they may need to have some sort of job, but 24 00:01:51,000 --> 00:01:54,160 Speaker 1: there are a lot of jobs in this world. They 25 00:01:54,240 --> 00:01:59,000 Speaker 1: chose to work for you in particular, so you need 26 00:01:59,040 --> 00:02:03,360 Speaker 1: to cultivate their se satisfaction with the job, understanding that 27 00:02:03,400 --> 00:02:06,360 Speaker 1: they have the ability to walk out the door and 28 00:02:06,400 --> 00:02:11,920 Speaker 1: work for someone else quite easily. Meyer writes, I believe 29 00:02:12,040 --> 00:02:15,200 Speaker 1: anyone who is qualified for a job in our company 30 00:02:15,880 --> 00:02:19,080 Speaker 1: is also qualified for many other jobs at the same 31 00:02:19,120 --> 00:02:23,200 Speaker 1: pay scale. It's up to us to provide solid reasons 32 00:02:23,240 --> 00:02:26,880 Speaker 1: for our employees to want to work for us over 33 00:02:27,400 --> 00:02:33,480 Speaker 1: and beyond their compensation. That is good advice anytime, but 34 00:02:33,639 --> 00:02:36,880 Speaker 1: especially now when many employers are finding it hard to 35 00:02:36,960 --> 00:02:42,519 Speaker 1: attract and retain great staff. Satisfied team members are more 36 00:02:42,600 --> 00:02:45,160 Speaker 1: likely to stick with you, so you don't have to 37 00:02:45,160 --> 00:02:51,840 Speaker 1: spend all of your precious time hiring and training new people. Now. 38 00:02:51,880 --> 00:02:55,040 Speaker 1: Meyer doesn't give too many specifics about how exactly you 39 00:02:55,080 --> 00:02:57,960 Speaker 1: treat your staff members like volunteers, but here are a 40 00:02:57,960 --> 00:03:03,400 Speaker 1: few ideas. Make sure everyone can connect their work to 41 00:03:03,520 --> 00:03:08,480 Speaker 1: the big picture purpose or mission of your organization. Don't 42 00:03:08,520 --> 00:03:12,960 Speaker 1: just focus on something being a mundane task, also focus 43 00:03:13,240 --> 00:03:18,320 Speaker 1: on the ultimate meaning of it. Second, respect your employees 44 00:03:18,639 --> 00:03:23,040 Speaker 1: and don't waste their time. Even if someone is getting paid. 45 00:03:23,880 --> 00:03:28,320 Speaker 1: It is demoralizing not to be able to get anything done, 46 00:03:28,400 --> 00:03:31,480 Speaker 1: so make sure everyone has what they need to do 47 00:03:31,520 --> 00:03:39,480 Speaker 1: their jobs well and efficiently. Third, thank your employees. You 48 00:03:39,520 --> 00:03:44,000 Speaker 1: can send encouraging emails or praise people publicly at staff meetings, 49 00:03:44,440 --> 00:03:48,120 Speaker 1: take people out to lunch, or whatever fits with organizational culture. 50 00:03:49,360 --> 00:03:52,720 Speaker 1: One big reason people quit jobs is that they don't 51 00:03:52,760 --> 00:03:57,920 Speaker 1: feel appreciated, so don't assume that a paycheck is the 52 00:03:57,960 --> 00:04:03,400 Speaker 1: only appreciation team members need. After all, any of your 53 00:04:03,400 --> 00:04:09,960 Speaker 1: competitors can give them that. Finally, create a positive company culture, 54 00:04:10,680 --> 00:04:14,200 Speaker 1: so people take pride in being affiliated with you and 55 00:04:14,280 --> 00:04:18,599 Speaker 1: your organization. Make it easy for people to make friends, 56 00:04:19,120 --> 00:04:21,479 Speaker 1: make people want to tell people that they work for you. 57 00:04:22,880 --> 00:04:26,400 Speaker 1: A competitor can offer the same amount of money, but 58 00:04:26,480 --> 00:04:33,120 Speaker 1: they can't offer the exact same culture or you, so 59 00:04:33,200 --> 00:04:37,640 Speaker 1: think about this intentionally. In any case, if people want 60 00:04:37,640 --> 00:04:40,320 Speaker 1: to work for you, they will do a better job 61 00:04:40,920 --> 00:04:44,000 Speaker 1: and be less likely to leave. When you think of 62 00:04:44,040 --> 00:04:49,200 Speaker 1: your staff as volunteers, because honestly, everyone is a volunteer, 63 00:04:50,160 --> 00:04:55,000 Speaker 1: you will all reap the benefits beyond a paycheck. In 64 00:04:55,040 --> 00:05:00,680 Speaker 1: the meantime, this is Laura. Thanks for listening to making 65 00:05:00,720 --> 00:05:10,200 Speaker 1: the most of our time. Hey, everybody, I'd love to 66 00:05:10,240 --> 00:05:13,200 Speaker 1: hear from you. You can send me your tips, your questions, 67 00:05:13,320 --> 00:05:17,040 Speaker 1: or anything else. Just connect with me on Twitter, Facebook 68 00:05:17,160 --> 00:05:21,960 Speaker 1: and Instagram at Before Breakfast Pod. That's b E the 69 00:05:22,040 --> 00:05:26,680 Speaker 1: number four then Breakfast pod. You can also shoot me 70 00:05:26,680 --> 00:05:31,040 Speaker 1: an email at Before Breakfast Podcasts at iHeartMedia dot com. 71 00:05:31,080 --> 00:05:33,600 Speaker 1: That Before Breakfast is spelled out with all the letters. 72 00:05:34,240 --> 00:05:36,320 Speaker 1: Thanks so much. Should I look forward to staying in touch. 73 00:05:42,120 --> 00:05:46,160 Speaker 1: Before Breakfast is a production of iHeartRadio. For more podcasts 74 00:05:46,200 --> 00:05:51,120 Speaker 1: from iHeartRadio, visit the iHeartRadio app, Apple Podcasts, or wherever 75 00:05:51,160 --> 00:05:58,000 Speaker 1: you listen to your favorite shows.