Employee Retention

The Hard Truth: Employee Retention: You Can Have Everything in Life You Want, If You Help Enough People Get What They Want

The Toledo Tribune

Well, folks, let me tell you something. When it comes to keeping good employees around, there’s one secret I’ve learned over the years—and I’ve got a feeling ol’ Zig Ziglar would back me up on this—you’ve got to help your people get what they want. It’s as simple as that. You want loyal employees? You want them sticking around like a dog to its bone? Then you’ve got to be the kind of boss who offers more than just a paycheck. You’ve got to offer them what they need to thrive.

Now, I know what you’re thinking: “Well, sure, Bruster, but what does that look like?” You see, it’s not just about throwing a few extra bucks at your team and calling it a day. Oh no, no, my friends. It’s about offering opportunity—the opportunity to grow, to shine, to feel like they’re part of something bigger than themselves. If you’re not giving your employees that, then you’re missing the boat.

Zig would tell you this: You can have everything in life you want, if you’ll just help enough other people get what they want. And that includes your employees! If you help them grow, if you help them find success, if you help them feel valued every single day, they will be loyal to you in ways you never imagined.

Let’s break it down. First off, Zig would say you’ve got to start with attitude. Employees don’t stick around because they’re miserable. They stay because they believe in what you’re doing, and they feel like they’re part of that success. So, if you want to keep ‘em, you’ve got to give them a positive, uplifting place to work. Let them know they matter. Tell them, show them, let them feel it. People stay where they feel appreciated and valued, not where they’re just another face in the crowd.

And here’s the kicker: you’ve got to offer growth opportunities. Employees want to know they’re not just punching a clock—they want to know they’re becoming better versions of themselves. This isn’t just about skills training, though that’s certainly important. This is about offering them a career path, a vision for their future with your company. Ziglar would tell you that if you give people a reason to stay, a reason to grow, they won’t be running off to the competition. They’ll be running with you.

And then there’s the money part, yes. I’m not going to tell you that money isn’t important—it is—but let’s not kid ourselves into thinking that it’s the only thing that matters. A paycheck is just a part of the equation. People stay for the feeling that they’re part of something worthwhile, not just because they’re being paid for their time. They stay for the culture you’ve built. They stay for the respect you show them. And they stay because they know that, in your eyes, they’re more than just employees—they’re partners in your success.

Zig would tell you that the real trick to retaining employees is treating them with the same kind of respect and encouragement that you’d give a member of your family. Don’t just hire people to fill a slot—hire people to help them reach their dreams.

Now, if you’re out there scratching your head, wondering how this works in the real world, here’s a little nugget Zig would share with you: “You don’t have to be great to start, but you have to start to be great.” Start small. Start by showing appreciation. Start by asking your employees what they want out of their work. Start by creating a culture where growth and success are part of the deal. And watch them stick around longer than you thought possible.

Remember, folks, when you help your employees reach their potential, you’ll be amazed at how far they’ll go for you—and how long they’ll stick with you. So, go ahead—give them what they want. You might just end up with more loyalty than you ever thought possible.

And in the end, that’s the kind of retention that’ll keep your business thriving for the long haul. Ziglar was right: Help others get what they want, and you’ll find your own success waiting for you.