10 TIPS TO WIN! | Boost Retention Fast

Hi, I'm Evan Carmichael and welcome to another edition of Ask Evan. In today's video, I'm going to answer a question from one of our readers, Shawna, who wrote in. I'm going to read her email. We do a lot of recruiting for work-at-home positions during our peak seasons from February to July. Our work-at-home agents act as if they were within our on-site call centers. Taking calls in queue to book camping reservations. We had a real big problem with retention last season. Any tips we can use from the recruiting standpoint to help prevent this from occurring next year? We lost many of our agents within the first month of employment. Thank you, Shawna. So Shawna, it's very common. Here are a couple of ideas that might help you get over that hump and make sure that you have the right people coming on board. Step number 1 is make sure you have the right person at the start, right? So what I would do is start profiling the top people who you've had in the past, people who've worked out really well, look at the personality types, look at their situation, and see what common threads there are so that when you're looking for new people, it's easier to pick out the ones that are going to be the winners. You might even consider having some of those people who've done really well for you in the past help you hire some of the new people, because you're basically looking for people like them, right? Your top performers, you want to get them involved, you want to hire more top performers, And if they're involved in the process, they might be able to help you find other people who are similar. You might also even ask them if they have any people they can recommend, right? If they're hardworking and doing a good job, they might know other people who are hardworking and could also do a potentially good job for you as well and refer some of their friends. So that may be another strategy to get people in the door. In terms of getting people to stay and getting them engaged and wanting them to continue on with your company, I really look at your training and see if people are set up to win. So how much training do you do at the beginning? How much do you show that you really care about them? And how much do you show that what they're doing really ties into the bigger picture and they're helping a lot of people? People will often leave because they don't feel like they're adding a lot of value or they're not really having fun with their position. So if you could train that and show them how they can start winning and getting those early hits quickly, they're more likely to want to stay. The last thing you might want to consider is is create a mentorship program. I know this is only a part-time position, but hopefully it could be something that people can come back to year after year if you are consistently, you know, booking up and you need to have these positions filled. If you can connect the new workers with people who have already been doing it for a couple of years, a little bit more seasoned, and if they have any questions, you can connect them. So they are not always dealing with you who might be the owner of the business and there might be a little more formality or people a little bit more worried about doing or saying the wrong thing. But if you can connect them with one of your other work-at-home agents who's done a good job before, to be able to answer any more personal questions that might help them. That could be a good step to making them want to stay on board. And it's also a good development opportunity for your more senior agents who've been doing it for a while and makes them feel like they're growing with the business too and not just doing the same thing over and over and over again. So you're providing even more opportunity for learning and development than you had before. So it ties them even more closely to the business, they want to help out even more. So I hope that helps. If you guys like the video, please give it a thumbs up below, and I'd also love to hear your thoughts and feedback if you want to leave a comment below the video, and stay tuned for the next episode.