Flow Charting to Train and Retain New Employees

What makes a good employee and how do you retain them? Some years ago when I hired my first assistant I set about creating in written form my goals for this new employee.

The first draftwas a list of all the activities that I hoped they would be able to accomplish. Of course it was as full as any child's Christmas wish list. My list was structured from a belief process. It is my belief that an Agents daily activities should be to be in front of a Buyer or a Sellerthroughout the day. The Assistants job should be everything else.

The second draft broke down those activities into priorities. What did I need done first and which could wait till later. Full descriptions of those activities followed with plans for implementation including instruction and or role playing as needed.

The third draft was not created until I was well into the implementation of my new plan with my first employee. That draft was a list of activities for my assistant's future assistant. My goal was to create a staff that continued to grow and prosper from within.

I continually encouraged my employees to take more on challenging them to do more while praising them for their ongoing efforts. I always assign a task giving that person complete autonomy over the project with final approval then coming from me and the rest of the staff. By doing this it creates a family with a common goal.

Their must be more though than the reward of satisfaction to a job well done. Hence I regularly evaluated my employees and gave them significant raises according to their output. I do not now or have I ever tolerated an employee whose motivation was strictly monetary. Motivation should be one of a team effort and the sharing by all in those successes. The final reward of money is of lesser importance but should be commensurate to the position with the intent of retaining the employee.