Want to be an employer of choice? Do these 3 things.

| AMP Up1 Team | Team Articles
Every organization wants to be an employer of choice.  They want ping pong tables and fancy perks programs because they believe it translates into team member happiness.  What these organiizations miss is that to be an employer of choice, it starts with the actions of the leaders.

People don’t quit their jobs, they quit their bosses.  Anywhere you want to look, you will find overwhelming data that team members leave due to their bosses.  Nobody we’ve encountered has started a job with the intent of being terrible and getting terminated.  People want to do well and feel good.  They are driven by a desire for autonomy, mastery and purpose, but they need to want to stick around long enough to pursue them.

Perks are great, but they don’t substitute for having a good boss or leadership team.  As a leader, there are 3 things you can start doing now that will help you improve morale, lower turnover, make you more profitable and an employer of choice.

The core of our philosophy is CARE, LISTEN and COMMUNICATE.



This starts on day one.   

“Shower new teammates with attention and positive energy always, but even more so in the first few days. There are many studies that show that most employees make a determination if they'll stay or go based on that early experience. Roll out the red carpet, give them a "buddy" to show them around, provide some personalized company swag, give a taste of your culture. This will set them off on the right foot!”  -Doug Warner

Letting someone begin their tenure anonymously is the fastest way to lose them.  Why would they come back if they feel like it doesn’t matter or not?  According to Officevibe Vibe, 20% of turnover happens in the first 45 days!

Do you know their dog's name?  What’s going on in their lives outside of work?  You don’t have to be their new best friend, but to understand what’s going on in their lives will go along with developing your empathy with them.  Team members are humans and lead full and complex lives outside of work.  Embrace it!  Use this knowledge to tap into passions they have that may be helpful in the workplace.

When team members know that you care about them, they are more likely to embrace what you have to say. Candor becomes easier.  They will view “hard” conversations as an act of care not criticism.  They know you are invested in them being successful. 

 Mar Employer 600


“People want to know they have a voice and are being heard. The way we commit to allocating time to talking to our teams and how that trickles down to every team member has always been something I believe makes us unique. Take time and go for a walk and just talk to someone. You have no idea how much that can impact someone’s work.”  -Joshua Rossmeisl

When the team believes they have a voice, they will work as your partner in the business.  Not giving the team a voice is the fastest way to find a disengaged team.   

How do you respond the first time a team member comes to you with negative feedback?  Do you shoot them down?  Are you dismissive?  Or do you take the time to hear them out and empathize with them.  This is where you have one shot at a great first impression.  If you aren’t perceived as listening, you may never get another chance to earn their trust.

You may think someone is “fine” because you haven’t heard anything from them.  This false sense of security comes from the fact they find you unapproachable and aren’t comfortable coming to you with something that may not be right.  

Ever have a team member quit for a “silly” reason that could have been easily resolved if you had known about it sooner?  Ask yourself why the team member was not comfortable enough to come to you sooner.

You’d be surprised at how much you won’t hear from a team member if they are nervous to come to you because they won’t believe they will listen.

Listening also leads to innovation.  Your team will become comfortable sharing ideas to make their jobs and the business better.  The first idea will probably be bad.  As will the second.  Don’t shut them down, but help them nurture their ideas as the 17th idea may be the one that changes your business!

This isn’t to say you need a suggestion box outside your door, but your door does need to be open.



In interviews, the most common reason we get as to why people left their last job was “communication”.    Nobody wants to be left in the dark.  Be transparent with challenges and wins.  Share growth opportunities and regularly provide feedback.  Recognize good work.

Nothing is worse than doing your best and not receiving feedback, regardless of it being good or bad.  You want to be noticed and recognized.  This shows that their work matters.  We know from Dan Ariely ignoring work has the same impact on productivity as destroying it in front of their face.

“Appreciate the work of your team members and show them there is a supported path for development and growth. When people can see a future for themselves instead of feeling like they will be stuck year after year, it gives them the motivation to learn and pave their way within your organization instead of bringing their talents elsewhere.”  -Amanda Murray

When you care, listen and communicate, you’re able to build trust and truly connect with your team members.  This leads to loyalty and improved retention.  Build your team members with those pillars in mind.  It needs to be intentional and consistent, but you will see results!


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