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  1. 1. How would you like to increase your profit margins by 5%, 10%, 20%, or even 50% within the next 3 months?
  2. 2. The Unavoidable Reality for MOST…
  3. 3. The Unavoidable Reality for MOST… • Plans to have a profitable year, satisfied employees, and growth
  4. 4. The Unavoidable Reality for MOST… • Plans to have a profitable year, satisfied employees, and growth • THEN
  5. 5. The Unavoidable Reality for MOST… • Plans to have a profitable year, satisfied employees, and growth • THEN • Life happens, unexpected turnover and market changes
  6. 6. ONLY Business Owners & Human Resource Teams with a predictable system for recognizing problems in the company culture and retention will be able to stop the bleed.
  7. 7. How to increase your profit margins by 5%, 10%, 20%, or even 50% within the next 3 months?
  8. 8. I’m also going to share with you… • How to recognize the culture you actually are encouraging from the ground up • How money, motivation and development can take care of retention on its own • How turnover can be positive for your profit margins and how you can make changes RIGHT NOW!
  9. 9. So… If you are a business owner, manger or HR professional looking for a way to revolutionize the way your business is viewing their number 1 asset, employees…
  10. 10. So… If you are a business owner, manger or HR professional looking for a way to revolutionize the way your business is viewing their number 1 asset, employees… AND want to increase your profit and productivity then you’re DEFINITELY IN THE RIGHT PLACE!
  11. 11. The top 3 Categories of firms I work with: • Technology Firms- typically 25 or more employees that sell products to consumers through various channels (highest industry in turnover in the world) • Retail Product Businesses- managers and owners that look over employees that sell information, services, or products with monthly goals • Managers or Human Resource Teams- generally in any business that is experiencing unusually high turnover and needs assistance finding the root cause
  12. 12. Not Always the Truth • Millennials do not want to commit • Pay is horrible • Lazy people, want to do little work for big paycheck • No work/life balance
  13. 13. Not Always Wrong • Work/life balance • Management style and fit • Focus on developing talent • Engaging culture with conflict • Pay and benefits
  14. 14. Now in this industry I am sure you have noticed that people fall into 1 of 2 categories…
  15. 15. #1 Go-Getters/ Stagnent People who know what they want and go after it. They can take over any situation and drive all on their own. They are hungry for the recognition, success, money, and promotion.
  16. 16. #2 Followers/ Learners/ Winners People that will stand behind the successful and soak up all the feedback. They plan their careers and are usually seen as the under dogs. Typically these people will seem dormant, introverted and wait until they feel the next best thing is here.
  17. 17. What is it that separates the go getters from the followers & what makes the followers more successful?
  18. 18. …After many years studying for my masters in human resource management reading a lot of books about employee engagement, coaching, mentoring, business ownership watching businesses succeed or fail implementing my knowledge in my own work spaces
  19. 19. I realized what the industry is doing wrong and what needed to be changed
  20. 20. The truth is that if you have two things present in your business it becomes very easy and predictable to decrease your turnover by 30% or more within the year. This in turn will increase profit margins, productivity and success by 30% or more.
  21. 21. The best way I can describe this to you is with a story that a read recently that completely changed the meaning of teamwork…
  22. 22. This book changed everything
  23. 23. …When they had lost their reputation to a flood of nasty comments about the lack of trust, unity and inability to produce
  24. 24. …The board of directors fires the CEO and founder of Decision Tech
  25. 25. Traditionally, most businesses would seek to replace a CEO with the next person “qualified” with years of experience, knowledge and vision for the future that matches the views of the company…
  26. 26. -BUT-
  27. 27. That is not what happened at Decision Tech
  28. 28. How Design Tech defied odds • They did not hire someone who knew the industry • They did not hire an experienced executive • They did not wait around for someone like them to apply
  29. 29. Going against the norm to find gold
  30. 30. They brought in someone who they new would change the culture of the business for the better.
  31. 31. She was able to get executives that were carrying around big egos to see their faults.
  32. 32. She was able to get each department to recognize the value they each contributed.
  33. 33. She was able to trim the fat and break through barriers…
  34. 34. …Simply by doing some easy observations, having strong conversations, encouraging conflict…
  36. 36. Out with the old in with the new • Fire the old • Match new candidate to pre-determined list • Hire new puppeteer
  37. 37. Old way • Does this person know the industry? • Where did they go to school? • How old are they? • What can they bring to the table?
  38. 38. New way of thinking • Personality • Ability to learn • Proven skill set • Goals and how they fit within company’s current needs • How can they improve or add value This Photo by Unknown Author is licensed under CC BY-NC-ND
  39. 39. Now, I want to pause for a moment and let this next point really sink in…
  40. 40. …Because it’s almost the exact opposite to what everybody else out there is feeding you
  41. 41. Today in the business industry we keep trying to utilize old, burnout philosophies with new technology.
  42. 42. We rely on the newest computers and hottest algorithms to tell us if someone is a perfect fit for our company…
  43. 43. Businesses will spend so much money on seeking new candidates to fill vacant positions, purchase software that is supposed to analyze productivity and turnover
  44. 44. -BUT-
  45. 45. … In reality technology cannot get into the minds of every person within the company and know what is causing the increase in turnover or slowing of production with outdated thinking
  46. 46. …What we need to do is change the way we view candidates and how someone will add value to the culture
  47. 47. Now remember how I told you that the “Followers” have two things present in their business that the “Go-Getters” do not?
  48. 48. The two things you need for Success: Keeping quality employees Consistently increasing production
  49. 49. -Because it comes down to this-
  50. 50. If you cannot pay money to acquire the right candidates, strategy and culture then you DO NOT have a business
  51. 51. Now, let’s get down to business!
  52. 52. And show you *EXACTLY* how you can change your company’s culture to increase profit margins and lower turnover with predictability starting TODAY
  53. 53. Only TWO things that matter: Keeping quality employees Consistently increasing production
  54. 54. Not making the profits you want right now?
  55. 55. Let me ask you this…
  56. 56. How many strategy sessions did you do in the last 7 days with your team? What is your current turnover rate compared to the national or world averages?
  57. 57. And if you did not do many strategy sessions and you do not know your turnover rate then answer me this…
  58. 58. What did you do in the last 7 days to try and inspire your employees, retain them and increase your production numbers and ensure there will be a tomorrow for your company?
  59. 59. You see in the tech and retail businesses it is very easy to get distracted by the customers, reports, new products, marketing, and all the other new shiny objects that other companies are flashing at you
  60. 60. … But the RAW REALITY is the keeping quality people and constantly increasing production are the ONLY two things that matter
  61. 61. The “Followers” in the tech and retail business industries are really the power house innovators that every one needs to watch out for
  62. 62. They have a system in place that monitors how each employee affects the bottom line
  63. 63. Assessing the current situation
  64. 64. Pinpointing the cultural direction
  65. 65. Going from 13% - 70% turnover to a healthy 10%- 49%
  66. 66. Depending on YOUR INDUSTRY’S standard This 30% decrease in turnover will be HUGE!
  67. 67. It is not magic
  68. 68. While the “Go-getters” are trying to wave a wand to have all the problems solved with the new shiny stuff… … They are left spending unpredictable amounts of money on training, recruiting, and watching production plummet
  69. 69. Numbers are increasing through work for the “Followers”
  70. 70. They can know and predict How much an employee increases production How long to expect someone to stay in a position How to attract the right fit for their culture How to implement true changes
  71. 71. So what does this look like?
  72. 72. Assessing the business at the current state • Calculate how much you are spending to hire and train one person in each department • Calculate what your company’s current turnover rate • Compile all the feedback from exit interviews (if you have them) • Calculate the value each team member brings to the table in regards to production
  73. 73. Conflict Management and ASKING for it Inattention to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust
  74. 74. The cost of doing business Evaluate the quality and retention of knowledge provided by current training materials Equation for how much a company should realistically commit to each position How morale and an inspiring culture applies to predictable profit margin increases
  75. 75. Attracting the true cultural fit Open door policy Employee Empowerment Development Lateral Moves Promotion Skill Sets
  76. 76. How to deal with constant change Prepare Back up plan in place before needed Implement new ideas consistently Ask for constant feedback and actively listen Be Human
  77. 77. How to DRIVE the business Culture RecruitingTraining System
  78. 78. Now again, you have to have the right system to be able to do this and get the results. You can do it the hard way which is like trying to implement new techniques from a lot of research and guessing.
  79. 79. Think of it like trying to open a 4 digit safe. There are more than 10,000 possible answers to open it.
  80. 80. But how long are you really going to try before deciding to do something else or close the doors on your dream? You can most certainly try to open that safe by yourself. Who knows, there is a 1 in 10,000 possibility that in a year or so you will have success.
  81. 81. EASY BUTTON
  82. 82. Well by now, you’re probably thinking: “How would you like to increase your profit margins by 5%, 10%, 20%, or even 50% within the next 3 months?”
  83. 83. This is perfect for you if you are looking to: Generate higher production and increase profit marginsGenerate Increase services/ product cost because of improved qualityIncrease Reduce stress and workload from high retentionReduce Attract people that want to work for the best in the industryAttract
  84. 84. RIGHT NOW I’m searching for a few more of my “dream clients.” I will help them get these kinds of results that I have discussed today.
  85. 85. That’s why for a limited time I would like to work with you in a strategy session if you meet the criteria below. I work primarily with three types of clients: People who want to generate more business and increase profits that are ready to buy now and do not penny pinch or delay decisions People who want to improve their culture of business to attract employees and customers like bees to nectar People who want to dramatically stand out in their industry as the place to work for with a high caliber of employees so you can make more money while dealing with less work and headaches
  86. 86. SO here’s how the process works: We will be focused on a specific and custom tailored strategy and execution to help you solve the two biggest problems that most tech and retail firms face: • High employee turnover • Wasted or lost profits
  87. 87. This strategy session will take around 30- 45 minutes and you will be speaking with me personally. I’ll be helping you to identify what you have already and helping you put together a strategy to dramatically increase profits and retention without increasing the amount of time you spend in your business.
  88. 88. So who is this for: Business owners, human resource personnel, executives, managers and leaders that already have a business with 25 to 500 employees Typically they are in the technology or retail industry selling to consumers This is for people who know they are good at what they do and they truly believe that they can dominate their marketplace and make dramatic changes in the profit margins by managing turnover Willing to and understand that they need to invest some money to grow their business and take it to that next level Working with me as a client is not cheap but most of my clients make back their investment within the first month and they want to stick with me for the long term because they see results
  89. 89. So this is not for: -People who want to start or like the idea of having their own business, you must already have something going and be good at what you do -People who make excuses and complain -People who are stuck in “information gathering” mode and are not prepared to take action or get results -Anyone not serious about growing their business and decreasing turnover by 25%-50% in the next 12 months.
  90. 90. Now knowing that we’re a good fit is crucial because I like to get ALL of my clients results and work with them for the long term and to do that I need to get them a quick ROI and the truth is that there are some people who I can not help and if that’s the case I will be 100% up front with you and suggest somebody else or an alternative, I’m only looking for those who are a good fit and who I am certain I can get results for.
  91. 91. STEP 1 Complete application for a private strategy session below and this application is necessary to determine • That I can help you and I’m the best person to help you generate those results • That you are ready to step up, commit, take action and do the required work to generate the results
  92. 92. Step 2 Schedule a date and time with me to conduct your strategy session and this is where we will really start working together to figure out what you want and how to make it happen in the fastest time possible.
  93. 93. Now, by the end of the call 1 of 2 things can and will happen: We fit and I extend an invitation to bring you on board as a client Or IF it is not a good fit that is totally ok too and there’s no hard feelings or obligations or anything
  94. 94. WIN WIN WIN WIN WIN WIN Insanely valuable strategy session Clarity as to where you are at right now Know what is holding you back from achieving dream Exact next steps necessary to take action and revolutionize
  95. 95. Most Valuable 30 mins you invest in your business this year FOR FREE
  96. 96. Go ahead and complete your application now and we will see if we’re a good fit for doing business together!
  97. 97. Spots fill fast 1. Your NAME HERE 2. Your NAME HERE 3. Client 3 4. Client 4 5. Client 5 I provide an insane amount of 1 on 1 time and because of that I only work with clients who I know with certainty and conviction that I can generate them results and a return on their investment. Out of every 100 that apply I can generally only work with 5 clients at a time and right now 3 of these 5 spots are currently filled up and I’m looking to fill the last 2 as quickly as possible.
  98. 98. Time to RISE So with that being said please understand that this window of opportunity will not be available for long and what I have found is those who have the ability to make decisions and act quickly are the most likely to get results.
  99. 99. So if you feel like this is right for you go ahead and apply right now to see if you qualify and then go ahead and follow the instructions on the next page.