Using Gratitude to Retain People & Influence Culture: Interview with Lisa Ryan - Ep#59

In this episode of the Strategy & Leadership Podcast, we're joined by Grategy founder and Chief Appreciation Strategist, Lisa Ryan, CSP.  Lisa brings an impressive range of experience to the podcast, spending time as an executive recruiter, working in industrial sales, the welding industry (yes, she welds!), the healthcare industry, and as a speaker. During our conversation, Lisa shares some of that experience with us, including:  Her THANKS process In one of her most successful programs, Lisa uses a process called the THANKS process: build Trust, Help, Acknowledge, Navigate work/life, get to Know them, and Serve a greater mission. During our discussion, she breaks down how to go about each step and how it can help your organization keep it's best employees longer. Culture doesn't change overnight Lisa discusses the undertaking of influencing culture, and how the process is a long one that requires patience and genuine intention. Many organizations consider employee engagement to be an action that is carried out, when in reality it's a process. Your employees will know if you're faking it. Don't leave hourly workers behind Unfortunately, when trying to improve engagement, the hourly workers are often left behind because they aren't seriously considered for chances to move up in the organization. Lisa points out that by letting them know they're important and that the organization is invested in their future, they're much less likely to leave for an extra dollar per hour. The costs of losing great people Losing a great employee can cost anywhere between 1 and 5 times what you're paying them. Not only do you have to recruit, interview and on-board someone new, but you have to hope they are a good culture fit and pray they aren't poached by someone else. The costs of keeping toxic people On the flip side, it can equally bad or worse to keep toxic people on board. If they're sucking the energy out of each room they enter, it will inevitably be your best employees that start to look for work elsewhere, not