1 00:00:00,240 --> 00:00:03,560 I was hanging out with a friend over the weekend who's a leader at a 2 00:00:03,560 --> 00:00:07,200 local company, four or five hundred employees. He was telling 3 00:00:07,200 --> 00:00:10,760 me that retention in his division that he leads is super 4 00:00:10,760 --> 00:00:14,560 high. And in another division it's low. And they're looking for new 5 00:00:14,560 --> 00:00:17,680 people, looking for things that can help retain 6 00:00:18,160 --> 00:00:21,880 employees. He intentionally plans in time 7 00:00:21,880 --> 00:00:24,000 for connection. He's intentionally 8 00:00:25,200 --> 00:00:28,770 encouraging his team from the way he describes it. And 9 00:00:28,770 --> 00:00:32,610 that made me think, well, what kind of 10 00:00:32,610 --> 00:00:36,450 value? First of all, how do people retain employees? And then what type 11 00:00:36,450 --> 00:00:38,210 of value does that add to a company? 12 00:00:49,490 --> 00:00:53,170 Welcome to the Decide youe Legacy podcast. Today's episode is 13 00:00:53,170 --> 00:00:56,950 on how positive relationships in the 14 00:00:56,950 --> 00:01:00,430 workplace are. Retention strategy number one. Three moves 15 00:01:00,670 --> 00:01:04,310 that you can make starting today. And this content not only 16 00:01:04,310 --> 00:01:07,790 relates to the workplace, but it relates to retention 17 00:01:07,950 --> 00:01:11,630 in any relationship. So long term relationships and 18 00:01:11,630 --> 00:01:15,470 friendships over time they create 19 00:01:16,110 --> 00:01:19,950 tremendous benefit because they know you, they know your history. You have 20 00:01:19,950 --> 00:01:23,680 go tos in your life, these lifelong friends and what can 21 00:01:23,840 --> 00:01:26,720 lead you to building those types of long term 22 00:01:26,880 --> 00:01:29,920 relationships. So by the end of this episode, 23 00:01:30,400 --> 00:01:34,040 I can imagine that you're gonna 24 00:01:34,040 --> 00:01:37,760 feel like you have tools. In fact, I 25 00:01:37,760 --> 00:01:41,400 know you're gonna feel like you have tools that can help you build closer 26 00:01:41,400 --> 00:01:44,560 connections with your family, with your team and 27 00:01:45,280 --> 00:01:49,040 with your coworker. Relationships 28 00:01:49,260 --> 00:01:53,090 and really people around you build closer connections. 29 00:01:53,330 --> 00:01:56,770 How will you make turn these relationships into longer term 30 00:01:56,770 --> 00:02:00,130 relationships? I'm your host, Adam Gragg. I'm a legacy coach and a family 31 00:02:00,130 --> 00:02:02,530 therapist. Been a family therapist for over 25 years. 32 00:02:04,210 --> 00:02:07,730 I'm dedicated to helping inspiring 33 00:02:07,810 --> 00:02:11,090 people and organizations to face life with courage, 34 00:02:11,890 --> 00:02:15,610 to live life with courage and relationships are what trigger the 35 00:02:15,610 --> 00:02:19,250 most fear for people, I find. And that's where the biggest benefit 36 00:02:19,940 --> 00:02:23,300 is. As you build closer connections. People are 37 00:02:23,300 --> 00:02:27,100 lonely. People don't feel understood. I hear that in my 38 00:02:27,100 --> 00:02:30,900 office frequently from clients from businesses. 39 00:02:31,060 --> 00:02:34,260 They don't feel connected, they feel lost. 40 00:02:34,820 --> 00:02:38,500 It's a big fear that people have that when I have problems in my life, 41 00:02:38,500 --> 00:02:41,540 who is going to be there? Who's going to show up for me when I 42 00:02:41,540 --> 00:02:44,860 need them the most? Who's going to walk through life with me when I need 43 00:02:44,860 --> 00:02:47,890 them the most? Who's going to help me face my fears and 44 00:02:48,680 --> 00:02:52,280 when I need help. And for me, I find that 45 00:02:52,680 --> 00:02:56,520 I'm much more willing to do courageous things when I know people 46 00:02:56,520 --> 00:03:00,360 are backing me up and they care about me regardless. I have friends that 47 00:03:00,360 --> 00:03:03,560 are like that in my life and I'm very blessed because of that. 48 00:03:04,040 --> 00:03:07,880 So here are some statistics that are pretty powerful when it comes to the 49 00:03:07,880 --> 00:03:11,240 workplace. That's what my friend asked me. He said, do you have any statistics that 50 00:03:11,240 --> 00:03:14,360 show how connection really helps 51 00:03:14,870 --> 00:03:18,390 retention? And I told him, well, I've seen them. I can't 52 00:03:18,390 --> 00:03:21,990 recite them right now. And so I jap GPT it. 53 00:03:22,150 --> 00:03:25,950 And I got some really cool statistics to share with you today about 54 00:03:25,950 --> 00:03:29,470 how connection in the workplace impacts not only retention of 55 00:03:29,470 --> 00:03:33,190 employees, but performance as well. Increased 56 00:03:33,190 --> 00:03:36,910 revenue over time, performance. We're talking people are focused more 57 00:03:36,910 --> 00:03:40,150 at work, they're getting things done, they're doing the hard stuff. 58 00:03:40,700 --> 00:03:44,340 And that retention creates more performance. Who doesn't want 59 00:03:44,340 --> 00:03:47,860 that? So stronger workplace connections 60 00:03:47,860 --> 00:03:51,300 equals higher engagement. So one study from 61 00:03:51,300 --> 00:03:54,860 Gallup found that employees with a 62 00:03:54,940 --> 00:03:58,660 close friend at work are seven times more likely to 63 00:03:58,660 --> 00:04:02,060 be engaged in their jobs. And same study, 64 00:04:02,140 --> 00:04:05,780 highly engaged employees are 59% less 65 00:04:05,780 --> 00:04:08,780 likely to look for a new job in the next 12 months. 66 00:04:09,950 --> 00:04:12,830 Pretty cool stuff. So we're talking 67 00:04:13,470 --> 00:04:17,190 about three moves you can make to 68 00:04:17,190 --> 00:04:20,990 increase connection in the workplace, 69 00:04:21,230 --> 00:04:24,910 which will increase employee engagement, which will 70 00:04:25,310 --> 00:04:28,430 increase longevity of your employees and 71 00:04:28,430 --> 00:04:32,030 workplace performance. So move number one that you can make is 72 00:04:32,270 --> 00:04:36,010 to incorporate more purposes into the work, 73 00:04:36,330 --> 00:04:38,490 into the workplace. Have 74 00:04:39,450 --> 00:04:43,290 intentional times to focus on the impact that 75 00:04:43,450 --> 00:04:46,650 this company, your division, your team is making. 76 00:04:47,210 --> 00:04:51,050 Keep it at the forefront. Mid level managers, 77 00:04:52,410 --> 00:04:55,290 C suite managers, I don't like that term. 78 00:04:56,090 --> 00:04:59,730 Hire managers, whatever. We're all leaders. We lead in 79 00:04:59,730 --> 00:05:03,130 different ways so we can make 80 00:05:03,610 --> 00:05:07,450 the purpose paramount. You do this by 81 00:05:07,450 --> 00:05:11,170 talking about successes. You do this by 82 00:05:11,170 --> 00:05:14,170 focusing on the impact that's being made, 83 00:05:14,810 --> 00:05:18,650 not only in the lives of your customers, but the impact that your company 84 00:05:18,650 --> 00:05:22,490 is making in the community, the impact that your company is 85 00:05:22,490 --> 00:05:25,650 making in the lives of other employees, the 86 00:05:25,650 --> 00:05:29,050 relationships that are being built in the workplace, you're 87 00:05:29,050 --> 00:05:32,490 highlighting that and that's building connection. People like to 88 00:05:32,490 --> 00:05:36,050 rally around a cause, to feel as if what 89 00:05:36,050 --> 00:05:39,650 they're investing their time and energy into is making 90 00:05:39,650 --> 00:05:43,490 a difference. That's why testimonial videos are 91 00:05:43,490 --> 00:05:47,050 so powerful, because they do highlight the impact and the 92 00:05:47,050 --> 00:05:50,770 purpose. I know you don't probably do that for your company team, but you 93 00:05:50,770 --> 00:05:54,250 could. It'd be kind of fun. I'd never really thought of that until right now. 94 00:05:54,250 --> 00:05:57,850 But to actually make an impact video that your team is 95 00:05:57,850 --> 00:06:01,270 shared with your team, even something that you make with your own phone that you 96 00:06:01,270 --> 00:06:04,870 send out. So belonging increases 97 00:06:04,950 --> 00:06:08,070 as you focus on the purpose. Another study, 98 00:06:08,550 --> 00:06:10,790 this is from hbr, 99 00:06:12,230 --> 00:06:15,910 not sure what that stands for. It's a study on belonging at 100 00:06:15,910 --> 00:06:19,430 work. And sense of belonging reduces turnover. 101 00:06:20,470 --> 00:06:23,910 Employees who feel a strong sense of belonging in their work environment. 102 00:06:25,430 --> 00:06:28,390 There's a 56% increase in job performance. 103 00:06:29,870 --> 00:06:33,510 Wow, that's pretty cool. Impacts the bottom line over time and 104 00:06:33,510 --> 00:06:36,830 a 50% drop in turnover. And then 105 00:06:36,990 --> 00:06:40,270 compared with company companies with a strong 106 00:06:40,350 --> 00:06:43,150 workplace culture of connection, 107 00:06:43,870 --> 00:06:47,630 driven by relationships and trust, they saw an 11% 108 00:06:47,710 --> 00:06:51,550 lower turnover rate compared to other companies. 109 00:06:52,110 --> 00:06:55,320 Good. And that's going to pay off right there. 110 00:06:56,120 --> 00:06:59,880 Losing employees is discouraging. I mean, if you have a great employee and 111 00:06:59,880 --> 00:07:02,960 they get recruited and go to another employer, I mean, not only can they be 112 00:07:02,960 --> 00:07:06,600 taking away trade secrets, although they're not supposed to, but can taking 113 00:07:06,600 --> 00:07:09,640 away all the knowledge they've built up in your work environment. But it's costly to 114 00:07:09,640 --> 00:07:13,320 hire somebody new and train that person. It's costly to the culture because 115 00:07:13,320 --> 00:07:16,800 that person is likable and liked there. And so you have to get somebody new 116 00:07:16,800 --> 00:07:20,480 on the team. That creates anxiety for other employees potentially because they 117 00:07:20,480 --> 00:07:24,230 don't know it's pushing against, up against their fear. So 118 00:07:24,230 --> 00:07:27,950 the cost is great to lose somebody. We want to retain our employees, 119 00:07:28,030 --> 00:07:31,830 our good employees. I mean, there is good turnover. There's 120 00:07:31,830 --> 00:07:35,550 very good turnover. In fact, some of you listening, you're probably needing to turn over 121 00:07:35,550 --> 00:07:39,110 a few employees right now as we talk, because you're waiting. Don't do that. That 122 00:07:39,110 --> 00:07:42,390 causes even, potentially even more damage than keeping an 123 00:07:42,390 --> 00:07:45,910 employee, than losing an employee. So the move number 124 00:07:45,910 --> 00:07:49,600 two is be intentional. Remember that you as a 125 00:07:49,600 --> 00:07:53,440 leader, again, we're all leaders in some facet of our lives. You as 126 00:07:53,440 --> 00:07:57,160 a leader must go first. You must 127 00:07:57,160 --> 00:08:00,440 go first. So I was engaging in a team 128 00:08:00,680 --> 00:08:04,440 development exercise. We lead these for companies. 129 00:08:05,080 --> 00:08:08,880 And one of the conversations I'll have with the head leader before we do any 130 00:08:08,880 --> 00:08:12,680 team building activity, which for me it's being vulnerable and 131 00:08:12,680 --> 00:08:16,380 open with our emotions, how we feel, our struggles, our 132 00:08:16,380 --> 00:08:19,820 challenges, our life experiences. We're being open. I will say 133 00:08:20,220 --> 00:08:23,660 they are only going to open up as much as you're willing to open up. 134 00:08:23,900 --> 00:08:27,020 You have to go first. So if you're going to share things 135 00:08:27,740 --> 00:08:31,100 where I challenge them to be more open about their lives, 136 00:08:31,500 --> 00:08:35,300 you got to do it first as the leader. And 137 00:08:35,300 --> 00:08:38,700 you have to be intentional about it. So it can't just be once a quarter 138 00:08:39,340 --> 00:08:43,140 at a leadership team meeting or once a 139 00:08:43,140 --> 00:08:46,780 year at an annual event. No, it has to be something 140 00:08:46,780 --> 00:08:50,420 you're working into, your interactions with your team. It 141 00:08:50,420 --> 00:08:53,380 won't happen if you're not intentional with 142 00:08:53,940 --> 00:08:57,460 being open. And that's how you build connections. Because you don't build 143 00:08:57,460 --> 00:09:01,180 connections unless you're showing people who you really are. And 144 00:09:01,180 --> 00:09:04,940 then people have a chance to step up and help you. They see your vulnerabilities, 145 00:09:04,940 --> 00:09:08,060 they see where you need help, they see your weaknesses, they see your challenges, your 146 00:09:08,060 --> 00:09:11,220 fears. And the good people in your work environment, you get to see them 147 00:09:11,890 --> 00:09:15,490 and they're revealed because you're opening up and the leader starts it. 148 00:09:16,050 --> 00:09:18,850 People will often 149 00:09:20,130 --> 00:09:23,250 even tell me like I can't get my team to open up. And it's often 150 00:09:23,410 --> 00:09:27,010 always the same thing. They are not opening up 151 00:09:27,010 --> 00:09:29,330 themselves. I 152 00:09:30,930 --> 00:09:34,770 am a fan of team icebreakers. 153 00:09:35,090 --> 00:09:38,770 Things that get people to be vulnerable. One of my 154 00:09:38,770 --> 00:09:42,370 favorite icebreakers is where everybody identifies a skill 155 00:09:42,370 --> 00:09:46,050 in their life that they're fairly good at and then for five 156 00:09:46,050 --> 00:09:49,690 minutes they teach somebody in the group how to do that 157 00:09:50,010 --> 00:09:53,289 specific thing. If you like that too and you like 158 00:09:53,289 --> 00:09:56,610 icebreakers, hit the link to get an article on some of my favorite 159 00:09:56,610 --> 00:10:00,450 icebreakers as well. Icebreakers, meaning it breaks the ice, it loosens people up, 160 00:10:00,450 --> 00:10:03,530 it gets people to open up as well. Start meetings off with 161 00:10:04,070 --> 00:10:07,790 something positive. Even if it's as simple as what 162 00:10:07,790 --> 00:10:11,390 were the good things that happened last week in your job? What are 163 00:10:11,390 --> 00:10:14,630 some celebration worthy 164 00:10:14,630 --> 00:10:17,830 successes from last week? Get people thinking 165 00:10:18,230 --> 00:10:22,030 and they may come in over time they'll be prepared to come in with a 166 00:10:22,030 --> 00:10:25,430 positive, but right now in some of your meetings, they may be 167 00:10:25,750 --> 00:10:29,230 prepared to come in with what's not going well. Thinking that's the focus of the 168 00:10:29,230 --> 00:10:32,660 meeting change that you don't want that. You want people to be excited about 169 00:10:32,660 --> 00:10:36,260 meetings because you're celebrating and you're growing and you're solving 170 00:10:36,340 --> 00:10:40,140 real problems. Which means that in those meetings you're letting 171 00:10:40,140 --> 00:10:43,940 go of the outcome. Which means that when you're intentional and 172 00:10:43,940 --> 00:10:46,860 you're opening up, you're letting go of the outcome. Some people may not like it, 173 00:10:46,860 --> 00:10:50,340 they may be uncomfortable by it. They may even treat you as if you've done 174 00:10:50,340 --> 00:10:53,940 something wrong and say that that's not appropriate in the workplace. 175 00:10:54,740 --> 00:10:58,480 Don't listen to them. I'm not trying to get you to do something that's 176 00:10:58,480 --> 00:11:02,240 unprofessional. I'm simply challenging you to share how you 177 00:11:02,240 --> 00:11:05,880 feel, to share who you are and to be willing to go first 178 00:11:05,880 --> 00:11:09,600 and let people know who you are so they're willing to open up and expose 179 00:11:09,600 --> 00:11:13,320 their giftings and talents and struggles and fears as well. 180 00:11:13,320 --> 00:11:17,000 You gotta trust the process. Great study on this too 181 00:11:17,000 --> 00:11:20,760 by SHRM Society of Human Resource Management. The study 182 00:11:20,760 --> 00:11:24,040 is on employee job satisfaction and engagement. It's a report 183 00:11:24,440 --> 00:11:28,260 so 94% of employees say that mutual respect and 184 00:11:28,260 --> 00:11:31,620 Good relationships with coworkers are important to their 185 00:11:31,860 --> 00:11:35,540 job satisfaction. They don't brush it off. 94% of people say, that's important. 186 00:11:35,620 --> 00:11:39,460 I gotta have that. I want to have that. Poor workplace 187 00:11:39,460 --> 00:11:43,060 relationships are cited as a major reason for 188 00:11:43,060 --> 00:11:46,900 voluntary turnover by 1 in 5 employees. 189 00:11:48,020 --> 00:11:51,860 This taking the time to invest 190 00:11:52,420 --> 00:11:55,860 in improving the culture on your team, in your company 191 00:11:56,260 --> 00:11:59,140 is going to make you money. It's going to decrease 192 00:11:59,620 --> 00:12:03,140 employee turnover. It's going to increase employee performance. 193 00:12:03,460 --> 00:12:05,300 So the third, 194 00:12:07,140 --> 00:12:10,900 the. The third move you can make, 195 00:12:11,460 --> 00:12:15,220 which I want you to make starting today or starting soon, is 196 00:12:15,220 --> 00:12:17,940 that you remember 197 00:12:18,900 --> 00:12:22,580 how you add value. So that's connected to the first move. 198 00:12:22,580 --> 00:12:25,880 Find purpose, and it's connected to going 199 00:12:26,040 --> 00:12:29,800 first. But you're remembering how you add 200 00:12:29,800 --> 00:12:33,440 value. How do you do that? As a leader? You're reminding your team of how 201 00:12:33,440 --> 00:12:36,760 they individually and corporately. Individually 202 00:12:37,960 --> 00:12:40,920 is where I'd encourage you to start. Add value. 203 00:12:41,880 --> 00:12:45,240 You feel as you recognize, as you're recognized by 204 00:12:45,560 --> 00:12:49,000 other people on your team for what you bring to the table. 205 00:12:49,480 --> 00:12:52,830 And they point that out. You do a great job at this and that, and 206 00:12:52,830 --> 00:12:56,590 you're really excellent. I couldn't do it as well as you. And you're reminding them 207 00:12:56,590 --> 00:13:00,430 of that. You're intentionally reminding them of those great traits. 208 00:13:00,910 --> 00:13:04,670 You're building them up in a very healthy way. It's not an egocentric way. 209 00:13:04,670 --> 00:13:08,430 It's a way where they can see how they impact other people's 210 00:13:08,430 --> 00:13:12,110 lives. And I would encourage you to be specific. Give 211 00:13:12,110 --> 00:13:15,630 them an example. Hey, I saw what you did 212 00:13:16,110 --> 00:13:19,320 on. On the project on the 213 00:13:19,320 --> 00:13:22,640 proposal for XYZ Company. Your 214 00:13:22,640 --> 00:13:26,240 wording, your grammar, just. You put it together 215 00:13:26,240 --> 00:13:29,640 in a way that I could not have 216 00:13:30,280 --> 00:13:34,040 imagined. And it's so creative. I presented it to the 217 00:13:34,040 --> 00:13:36,960 company. They thought it was amazing. And I just got to give you a lot 218 00:13:36,960 --> 00:13:40,200 of credit. Your wording, your writing skills are excellent, 219 00:13:40,360 --> 00:13:44,050 Kelsey. Keep it up. If you give them a specific 220 00:13:44,130 --> 00:13:47,010 example, it's going to stick for them. More 221 00:13:47,650 --> 00:13:51,450 related to how they add value. And I would like to go even a step 222 00:13:51,450 --> 00:13:54,770 further where, for, let's say I had a team of eight people 223 00:13:55,170 --> 00:13:58,690 where I'd make it a goal to have a list of how they impact 224 00:13:58,850 --> 00:14:02,570 other people's lives related to their job, which is pretty 225 00:14:02,570 --> 00:14:06,170 broad because relationships at work are a big part of our 226 00:14:06,170 --> 00:14:09,490 lives. People find their spouses at work, people find 227 00:14:09,810 --> 00:14:13,030 their best friends at work. People find the people they hang out with on the 228 00:14:13,030 --> 00:14:16,510 weekends and their kids make friends with their 229 00:14:16,510 --> 00:14:20,190 coworkers and people they brush shoulders with professionally. 230 00:14:20,350 --> 00:14:24,070 It's not what you may think it's much deeper than that 231 00:14:24,070 --> 00:14:26,990 when it comes to these connections at work. It's a pretty modern 232 00:14:28,110 --> 00:14:31,790 phenomenon that we work in offices and away from our 233 00:14:31,790 --> 00:14:35,590 families even. I mean, historically, agriculturally, we worked around 234 00:14:35,590 --> 00:14:38,970 people that were our family and that were our close friends. That, that's 235 00:14:39,450 --> 00:14:43,090 the way I find. I find 236 00:14:43,090 --> 00:14:46,890 encouragement knowing that these are a big deal, 237 00:14:47,370 --> 00:14:51,170 these relationships are significant, and people want to feel connected 238 00:14:51,170 --> 00:14:54,409 at work. So you can help them find that. You can help them make their 239 00:14:54,409 --> 00:14:57,970 own lists of how they add value to other people's lives. That's a great thing 240 00:14:57,970 --> 00:15:01,690 to look at when you're selling your company as well to 241 00:15:01,690 --> 00:15:05,450 a potential customer. If you remember how you add value, then you, you 242 00:15:05,450 --> 00:15:09,130 can help. First of all, you want to understand them, but you can 243 00:15:09,130 --> 00:15:12,730 help point that out because that's how you can add value to their lives or 244 00:15:12,730 --> 00:15:16,050 at least remember those things as you interact with them, because that's a 245 00:15:16,530 --> 00:15:20,090 asset that you bring. So A study by O.C. tanner 246 00:15:20,090 --> 00:15:23,490 2023 Global Culture Report on 247 00:15:23,490 --> 00:15:27,210 recognition and connection matter. How they matter. So when employees feel 248 00:15:27,210 --> 00:15:30,370 recognized and acknowledged, 249 00:15:31,460 --> 00:15:35,100 they feel connected in the workplace. So when that happens, when employees feel 250 00:15:35,100 --> 00:15:38,820 recognized and connected, they're 63% more likely to stay 251 00:15:39,300 --> 00:15:42,900 with their current employer over the next three years. 252 00:15:43,060 --> 00:15:46,860 That is exactly experientially what I 253 00:15:46,860 --> 00:15:50,700 have seen. That's what I heard from my buddy over the weekend. That's what 254 00:15:50,700 --> 00:15:53,620 I hear. And he has the highest retention, I think, in his whole company or 255 00:15:53,940 --> 00:15:57,780 in the company wide. Very good at retention level in his division. I think he 256 00:15:57,780 --> 00:16:01,610 has like 25 employees in the company. Company's a thousand plus. 257 00:16:01,610 --> 00:16:05,290 But locally in Wichita, I think it's 4 or 500. But that's powerful. 258 00:16:05,450 --> 00:16:09,170 Think about that. 63% more. More likely to stay when 259 00:16:09,170 --> 00:16:11,690 they feel acknowledged for their contributions. 260 00:16:13,210 --> 00:16:17,050 Very cool stuff. Now I know for 261 00:16:17,050 --> 00:16:20,810 me, one of the challenges when it comes to connection is 262 00:16:20,890 --> 00:16:24,730 I have abandonment fear. And when I am reaching out and connecting with people, 263 00:16:24,730 --> 00:16:28,190 that abandonment fear can be highlighted. It can be 264 00:16:28,270 --> 00:16:32,110 triggered. And when we are triggered, and that's about relationships and connecting 265 00:16:32,110 --> 00:16:35,150 with other people. If I know that when I go into 266 00:16:35,230 --> 00:16:38,910 interactions where I'm being more open, even challenging 267 00:16:38,910 --> 00:16:42,270 people, not being the expert, but being open 268 00:16:42,510 --> 00:16:46,350 and learning and listening, I know that if my abandonment fear gets triggered, 269 00:16:46,350 --> 00:16:50,110 then all of a sudden I go into old 270 00:16:50,110 --> 00:16:53,750 unhealthy coping mechanisms. And for me it's the desire to 271 00:16:53,750 --> 00:16:57,050 isolate. So I'd encourage you to remember that. And remember 272 00:16:57,530 --> 00:17:01,290 that isolation is exactly what loses employees. 273 00:17:01,370 --> 00:17:04,570 Employees that are isolated and don't feel connected are the ones that are going to 274 00:17:04,570 --> 00:17:07,890 end up leaving. Companies that invest in connection driven 275 00:17:07,890 --> 00:17:11,650 cultures see significantly higher retention and stronger performance. They 276 00:17:11,650 --> 00:17:15,330 build trust, they increase engagement, they foster a sense of 277 00:17:15,330 --> 00:17:18,850 belonging. All of which dramatically reduces the 278 00:17:18,850 --> 00:17:21,920 likelihood that an employee will ever 279 00:17:22,320 --> 00:17:24,400 leave. So 280 00:17:26,160 --> 00:17:29,920 to summarize, we can do things 281 00:17:30,320 --> 00:17:32,160 retention strategy number one, 282 00:17:33,280 --> 00:17:36,400 relationships. That's retention strategy number one. 283 00:17:37,520 --> 00:17:41,280 There's actions you can take right away, well, 284 00:17:41,280 --> 00:17:44,720 at least hopefully soon, to engage 285 00:17:45,200 --> 00:17:48,450 and to increase that kind of engagement. These moves you can make, I want to 286 00:17:48,450 --> 00:17:52,050 review them. Number one is create purpose for your team. 287 00:17:52,770 --> 00:17:56,530 Number two is be intentional in opportunities 288 00:17:56,530 --> 00:17:59,650 that you create for connection. You must go first or it won't happen. And number 289 00:17:59,650 --> 00:18:02,690 three, big move number three is remember 290 00:18:03,330 --> 00:18:07,170 to highlight how they add value. It's not going to 291 00:18:07,170 --> 00:18:10,810 make them arrogant. It's actually going to make them more likely to 292 00:18:10,810 --> 00:18:14,570 connect with other people with confidence. Confidence is not arrogance. Confidence is knowing 293 00:18:14,570 --> 00:18:17,810 what you bring. It's believing in yourself. So 294 00:18:18,290 --> 00:18:21,970 check out Shatterproof yourself. It's live. 295 00:18:22,370 --> 00:18:26,130 This is a course on seven small steps to a giant leap in your mental 296 00:18:26,130 --> 00:18:29,970 health and the Shatterproof community. You interact with people going through the content. 297 00:18:30,290 --> 00:18:33,890 We do two live events a month. You get to interact 298 00:18:33,970 --> 00:18:37,410 over the app as well and that's included in your lifetime 299 00:18:37,570 --> 00:18:41,330 membership. Six months of the Shatterproof communities included. 300 00:18:41,570 --> 00:18:45,290 We cover relationships. That's step number seven. And we 301 00:18:45,290 --> 00:18:48,360 also cover perspective, having a good 302 00:18:48,360 --> 00:18:51,720 attitude overall, that's on. That's step number three 303 00:18:52,200 --> 00:18:55,160 right there. And so that content is gonna help you 304 00:18:55,960 --> 00:18:59,680 to go deeper with this podcast content as 305 00:18:59,680 --> 00:19:03,480 well help you improve your workplace connections. So take action. 306 00:19:04,680 --> 00:19:08,440 Take action. Nothing makes me more proud and excited than 307 00:19:08,440 --> 00:19:11,800 hearing from a listener, hearing from a client, how they've applied content. 308 00:19:12,460 --> 00:19:15,900 Take an action to face a fear and they see results. 309 00:19:16,060 --> 00:19:19,780 Take action and follow me. Subscribe, leave a rating 310 00:19:19,780 --> 00:19:23,540 and review wherever you get your podcast content. Check it 311 00:19:23,540 --> 00:19:26,860 out on YouTube. There is no positive change 312 00:19:27,100 --> 00:19:30,620 until you decide to change. Decide today. 313 00:19:30,860 --> 00:19:34,460 Your legacy depends on you acting, doing 314 00:19:34,620 --> 00:19:37,900 something to decide means eliminating other options. 315 00:19:38,780 --> 00:19:42,300 Your legacy is the impact that your life has on others. 316 00:19:42,700 --> 00:19:45,900 I want to close the way I always do. Live the life today 317 00:19:46,300 --> 00:19:50,060 that you want to be remembered for 10 years after you're gone. You 318 00:19:50,060 --> 00:19:53,740 decide your legacy. Nobody else. I appreciate you greatly 319 00:19:54,059 --> 00:19:55,260 and I'll see you next time.