Very Genuine points. Many Thanks Rajeev 1. CLARITY (Business Vision, Business Goals, Systems, Roles) 2. CONNECTION (with your team member. know their short/medium/log term goals) 3. CAREER GROWTH (goals to accomplish, learnings, consistent timeline delivery) 4. CELEBRATION (rewards, recognition, timely feedback, appreciation for small successes too) 5. CARE (be mentor to your team rather than just being a manager/boss)
Your insights on employee retention are truly valuable, especially the "care" aspect. How can business owners shift from managers to genuine mentors who prioritize their team members' growth and development?
Great video! If I am to ask about this, The transition from manager to mentor is an ongoing process. It requires a commitment to supporting your team members' growth and a willingness to adapt your leadership style to meet their evolving needs. By genuinely caring about their development and well-being, you can create a culture of trust, engagement, and continuous learning within your organization.
The shift from manager to mentor is continual. It means supporting your team's growth, adapting your leadership style, and fostering a culture of trust and learning.
I totally agree to what you are saying. In my first job of medicine sales when I was a young boy, I worked very hard. In the annual sales conference I was declared country’s top sales person. According to the announced incentives policy I was expecting to receive 44000 rupees incentive back in 1996. However, for me the acknowledgement of my hard work was that this earned incentive should be awarded. But during the conference, they just clapped for me and thats it. I was young 23 years old, but since then my loyalty and hard working instinct for any person or company disappeared. I lost interest in working for the welfare of any company. Now I have crossed my fifty years mark. I give an F about company, people, company’s benefits, working hard to be rewarded by clapping or pizza 🍕. If my family’s living standards will remain the same, I don’t want to go out of the way for any employer and I don’t have any loyalty craze for anyone.
Hi Rajiv you covered all important traits / skill a leader should have I am implementing this and it is helping me In addition to this by adding buddy to new joiners help us to retain Thanks
A.Clarity 1. Clarity of business as vision 2. Business Goal 3. Clarity Of Systems 4. Clarity of role . B,- connection People Connections (employee challenges),what do they want? C- Career Growth D- Celebration 🎉, acknowledge, rewarding system, complement E- Care People leave the manager or boss... rarely company You don't leave your mentor frequently right?
This all sounds good and would work in western countries but not in our beloved home country. We are good at abusing and exploiting system to our benefit, no matter how nice or connected you are to subordinates they would eventually leave. The only thing that matters at end of day is getting the work done on time. I am sure you as a business owner would push your L1 managers to meet timelines no matter what. No hard feelings to anyone but just some harsh truth
Very Genuine points. Many Thanks Rajeev
1. CLARITY (Business Vision, Business Goals, Systems, Roles)
2. CONNECTION (with your team member. know their short/medium/log term goals)
3. CAREER GROWTH (goals to accomplish, learnings, consistent timeline delivery)
4. CELEBRATION (rewards, recognition, timely feedback, appreciation for small successes too)
5. CARE (be mentor to your team rather than just being a manager/boss)
Thank you!
i watch your all videos and i am increasing my business and i appear i don't need buy any business courses thank you sir 😍😘
Glad to know you found value.
Hats off Rajiv keep teaching...
🙂🙏
Most of companies seniors and MDs are feeling only they are doing better than employees. Thank you sir
👍
Your insights on employee retention are truly valuable, especially the "care" aspect. How can business owners shift from managers to genuine mentors who prioritize their team members' growth and development?
Great video! If I am to ask about this, The transition from manager to mentor is an ongoing process. It requires a commitment to supporting your team members' growth and a willingness to adapt your leadership style to meet their evolving needs. By genuinely caring about their development and well-being, you can create a culture of trust, engagement, and continuous learning within your organization.
Great video! Moving from manager to mentor means ongoing commitment to team growth.
The shift from manager to mentor is continual. It means supporting your team's growth, adapting your leadership style, and fostering a culture of trust and learning.
This is very interesting video, thanks for sharing your strategies.
amazing!
Glad you found value.
Hi iamm 16 old kids to became entrepreneur I think I am so inspired by seeing you sri
Always get important learning from you Rajiv . Thanks .
👍
Wow iam so blessed with the message
You are awesome Rajeev we need many such guys in this country
Thank you for your kind words.
Well explained 👌👌👏👏
wisdom nuggets of practical mba
Worth watching
I totally agree to what you are saying.
In my first job of medicine sales when I was a young boy, I worked very hard. In the annual sales conference I was declared country’s top sales person. According to the announced incentives policy I was expecting to receive 44000 rupees incentive back in 1996. However, for me the acknowledgement of my hard work was that this earned incentive should be awarded. But during the conference, they just clapped for me and thats it. I was young 23 years old, but since then my loyalty and hard working instinct for any person or company disappeared. I lost interest in working for the welfare of any company. Now I have crossed my fifty years mark. I give an F about company, people, company’s benefits, working hard to be rewarded by clapping or pizza 🍕. If my family’s living standards will remain the same, I don’t want to go out of the way for any employer and I don’t have any loyalty craze for anyone.
Hi Rajiv you covered all important traits / skill a leader should have
I am implementing this and it is helping me
In addition to this by adding buddy to new joiners help us to retain
Thanks
Thank you so much ❤
Great strategies👍!!
👍
Good value in your discussion
Great content brother
Clarity
Connection
Career growth
Celebration
Care
Sir beautiful video
A.Clarity
1. Clarity of business as vision 2. Business Goal 3. Clarity Of Systems 4. Clarity of role
. B,- connection
People Connections (employee challenges),what do they want?
C- Career Growth
D- Celebration 🎉, acknowledge, rewarding system, complement
E- Care
People leave the manager or boss... rarely company
You don't leave your mentor frequently right?
SIR JI THANKS. ROHTAK, HR.
Solid stuff
Super 👍 good
Thank you!
❤❤❤
Hi sir I want to attend your seminar
Please share the contact details our team shall reach out to you and help you with the same.
❤
How do you retain an individual who wants to leave and not get convinced?
When someone wish for more money & other give it , you can't retain who wish to go.
I shared this to my manager. And ended up Getting below average rating in my annual review 😢😢.
This all sounds good and would work in western countries but not in our beloved home country. We are good at abusing and exploiting system to our benefit, no matter how nice or connected you are to subordinates they would eventually leave. The only thing that matters at end of day is getting the work done on time. I am sure you as a business owner would push your L1 managers to meet timelines no matter what. No hard feelings to anyone but just some harsh truth