It doesn’t matter whether your team is running out the door or whether you’re the one closing it on them: turnover is exhausting.
It’s expensive. You end up training associates to work at your competitor’s practice. Clients flee along with the dissatisfied employees. You even destroy trust in your existing team.
Before I realized that management wasn’t my strongest quality, I thought new hires would be passionate about their work like I am. But I was wrong. Your associates’ lifelong goals have nothing to do with growing your business.
I tried teaching myself better management. I went to seminars. We started one-to-one meetings. I integrated feedback systems. I had team meetings where we shared our core values for the business.
It didn’t matter what I tried or how much management “training” I subjected myself to. Nothing was working.
It wasn’t until I joined a mastermind community that I finally understood what my management problem was. I was a part of something where I had people who were willing to get in my face and tell me—honestly—what I was doing wrong. It wasn’t until then that I started to learn the lessons that you can’t find in blog posts and courses.
If you’re experiencing any type of turnover, listen and learn how I fixed the problem. Sometimes, it’s counterintuitive to work on your weaknesses.
