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A Bakery that Hires Anyone - No Questions Asked
Including those that have been in jail, homeless, etc.
Welcome to the Optimistic Office
Hey there it's Harris!
Every other Tuesday, I share insights and ideas to help you recruit, onboard, and retain your employees.
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Read time: 5 minutes
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In this newsletter, we highlight one thing we love, see as innovative, and find interesting within the workplace.
LOVE: The Manager tactics you can use to retain your employees
INNOVATE: A bakery that hires anyone - no questions asked
INTEREST: The common trait between 233 millionaires
WHAT WE LOVE:
57% of employees quit because of their manager.
But to be fair, a lot of managers don't get the training that they need.
Teach your managers these tactics and you'll keep your talent:
— Harris Fanaroff (@HarrisFanaroff)
2:43 PM • Nov 19, 2022
I truly believe that people don't leave companies - they leave managers. Your managers are your best possible lever for improving employee retention.
And given how expensive it is to recruit, hire, onboard, train, etc. a new employee - it's so important to train your managers to treat your employees well.
These are my 8 favorite tactics that any Manager can implement:
1. Call your new hire when they accept your offer
This is so often a missed opportunity. The new hire has so much excitement about their new role and then they go 2+ weeks without hearing from anyone.
2. Figure out what motivates your employees
Everyone is motivated by different things. Some people are money motivated, some are title motivated, and some are motivated by making a difference. Figure this out for each employee and store it somewhere that is easy to find.
3. Be vulnerable
It helps to show you're human. Be honest about some of the areas you're struggling with.
4. Get to know them personally
They are more than just a worker at your company. They are an individual with interests outside of work and understanding this will deepen your connection.
5. Ask questions > Provide answers
You're going to want to tell this person everything, but it's important to hold back. They bring a really important perspective to the organization.
6. Engage with special moments
It may seem minor but it can go a long way. When the person makes it to 6 months, send a note congratulating them. At their 1 year mark, send a note mentioning how grateful you are to have them. Mark their birthday on your calendar and get them a little something.
7. "Randomly" reach out
If you manage a lot of people, you have to be intentional about this. Put time on your calendar to "check in with John about the deal he's working on" or "check in with Katie about the project she's working on."
8. Create career maps
Your employees will stay at your organization if they have a roadmap to their next opportunity. It blows me away the lack of organizations that do this. Many people will get bored and leave if they don't see an opportunity to grow.
WHERE WE SEE INNOVATION:
I recently had the opportunity to meet Joe Kenner and learn about the amazing work that his organization is doing at Greyston Bakery.
Greyston utilizes a policy called open hiring to fill positions. Open hiring is the practice of hiring anyone who applies for a job, no questions asked.
People put their names on a list and get a call to start work when an opening comes available. They do not care if they've been in jail, homeless, etc - they open their doors and welcome them in.
Greyston is a pioneer in this space and working to help push this idea out to other organizations.
This quote from Joe really stood out to me,
"There are 10 million folks with some type of barriers to employment, from justice issues to homelessness to substance abuse. Compare that number to the latest Bureau of Labor Statistics numbers that say there are 8.1 million job openings out there. So let's do the math. Not to say that every one of those 10 million folks are work ready, but you can't tell me that there's not an opportunity here."
WHAT INTERESTS US:
This headline definitely grabbed my attention and made me want to learn more.
The author spent 5 years studying and interviewing 233 millionaires to learn about their habits and the way they think.
They all had one thing in common - they quit their mid to late career jobs saying it was the only way they could truly succeed and build wealth.
In the article, he goes on to describe the biggest red flags that led them to quit. He provides some really interesting warning signs to look out for.
What I've Been Reading:
A MESSAGE FROM 'I HATE IT HERE'
A Chief People Officer shares her thoughts:
HR and People Ops professionals are burnt out. Period.
I Hate It Here is a weekly newsletter (and safe space) for the HR pros that are tackling the weekly dumpster fire in their company. There’s a reason over 40,000 people read it already.
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