© 2009 60 Second Online University, a division of BKV, Inc.

Checkout | Log In | My Cart

By Richard Takamoto, Managing Director, Verve Health

I recently had a birthday that officially moved me into the next age bracket for life insurance and, for some reason, this new designation annoyed me.  It’s not that I am looking for life insurance (I’m covered), but that actuaries now consider me a part of that age group.  To counter these actuarial assumptions that I belong within that group of folks, I went for an 11 ½ mile run.  And it was with this annoyed attitude, and sore legs, that I walked into my favorite restaurant and first-ever surprise birthday party.  Really, I was surprised – and shocked that everybody in this group could keep a secret.

During dinner, I was asked if I had any pearls of wisdom now that I am older.  I immediately had a thought, but stopped and had to first ask, “Do you really want an answer?”  You see, I tend to be very concrete and respond seriously to almost all questions – missing the fact that some questions are rhetorical.  I was given confirmation to proceed.  (What else were they going to say?  It was my birthday after all.)  What I shared was a tidbit of wisdom I learned from a mentor years ago and have applied throughout my career as a manager and leader: 

It is always important to remember, good people have options.

Real-life application

Apply the golden rule: How has this tidbit of wisdom affected my role as a manager and leader? The impact is broad when you remind yourself that good employees have options. It reinforces some of the basics such as, treat employees with respect, provide support, respond in a timely manner, and apply the golden rule.  If these basic courtesies are not the foundation for how you work with employees, those who are good at what they do will inevitably have options and find it easy to work elsewhere. 

Make your employees more marketable: Beyond these common-sense courtesies are

a number of options for retaining good employees.  One approach I have taken, that may seem counter-intuitive to some, is to make my employees more marketable, or actually help them create more options for themselves.  For example, last year I challenged the entire clinical staff in my department to obtain a professional certification.  My role was to facilitate and make arrangements for educational sessions, secure funding for travel to take the exam, and provide general support for this endeavor.  After some initial trepidation about taking an exam (especially by those who are also in that age group), everyone hunkered down, studied, took the exam, and passed.  We had the best possible outcome with a 100% pass rate. 

Are the Results Worth It?

The benefits exceed the costs: So I now have a group of employees, each with a certification that opens the door to many new employment opportunities.  They have options.  Are they all running for the door?  No, it is quite the opposite.  The turnover rate is 0% and there is a waiting list for openings in our department.  The employees continue to express an appreciation for this investment in their careers and professional development.  I also believe the group is more cohesive after going through this “ordeal” together and there is an elevated sense of pride.  It is important to keep in mind, however, that this professional certification (staff development) example is only one piece of an overall approach to effective leadership and management.  Simply providing professional development opportunities is most likely insufficient by itself and will not yield similar results.  The important message here is to remember, good people have options.

Cost-savings are recognized: From a business perspective, the return on investment of retaining good employees is fairly straightforward.  In the specific example provided, this certification exam has increased the level of knowledge within our group, which reduces potential risks primarily in terms of regulatory liability.  Employee retention also reduces those risks due to familiarity with our internal operations, policies, and procedures.  There are cost savings associated with decreased hiring and orientation expenses, which can be significant in our highly specialized area of practice.  And there are improved efficiencies as our clinicians have expanded their roles over time, and to some extent the knowledge gained from the certification exam experience has enabled them to expand their roles as well.   

Are all of his dinner parties this exciting?

Now you may be wondering, “Did he really go into this much detail at his birthday dinner?”  I do not think so, but I am in that age group and may not remember.  In fact, was that my birthday dinner?

Author Bio:

Richard Takamoto is the Managing Director at Verve Health.

"Thanks for an excellent, educational, informative seminar. Plus, you said it in plain English. The feedback has been phenomenal!"

Rhonda Hirata, Director of Marketing, San Francisco Design Center

"I'm amazed at what you offer for less than $149. There's a lot of great information in the seminars. Seriously. You guys rock!"

Davis Tucker, CEO, North by Northwest Restaurant Group

"60 Second Online University is one of the best ways I know to stay on top of the newest business tools and techniques. You guys are brilliant."

Dr. Reshma Shah, Professor of Marketing, Emory University; Partner, Inflexion Point Marketing Group

60 Second Online University is the place businesspeople around the world go for instant online training. We offer free tips, tools and techniques to help you grow your sales and revenue. We also provide fee-based online seminars that will help you grow your business or supercharge your career. C'mon in and have a look around!

Get free articles, videos and tips to grow your business delivered to your in-box. Spam-free. Unsubscribe at any time.

Click here for sample.