Stephanie Moss

And it's something that they can just handle on their own. But we're so anxious, we'll jump in and we actually make it a much bigger deal than it ever actually was. Or we take away the opportunity for them to solve that on their own. And to realize it really wasn't a big deal. So instead, what we do is we wait for them to bring it up again.

And it's something that they can just handle on their own. But we're so anxious, we'll jump in and we actually make it a much bigger deal than it ever actually was. Or we take away the opportunity for them to solve that on their own. And to realize it really wasn't a big deal. So instead, what we do is we wait for them to bring it up again.

And oftentimes, if it's something they can solve on their own, they won't ever bring it up again. And we never have to deal with it. We just were an incredibly patient and respectful listener. and let them process through. Now, if they do bring it up a second time, this is a great opportunity for us to jump in with the laces.

And oftentimes, if it's something they can solve on their own, they won't ever bring it up again. And we never have to deal with it. We just were an incredibly patient and respectful listener. and let them process through. Now, if they do bring it up a second time, this is a great opportunity for us to jump in with the laces.

Hey, Kim, that's the second time that you have mentioned that being of concern. Are you okay if we pause for a second and talk a little bit more about that? It seems like that might be really giving you some heartburn. And then you jump into the laces and you can help them determine, is this a stop sign or is this a speed bump?

Hey, Kim, that's the second time that you have mentioned that being of concern. Are you okay if we pause for a second and talk a little bit more about that? It seems like that might be really giving you some heartburn. And then you jump into the laces and you can help them determine, is this a stop sign or is this a speed bump?

We just need to slow down, find a solution, and then keep the process going. Again, works incredibly well on both the candidate and the client side. We here at Thinking Ahead are huge believers in scripts. This can all be scripted out so that you can practice it ad nauseum so it becomes just a part of how you talk with folks.

We just need to slow down, find a solution, and then keep the process going. Again, works incredibly well on both the candidate and the client side. We here at Thinking Ahead are huge believers in scripts. This can all be scripted out so that you can practice it ad nauseum so it becomes just a part of how you talk with folks.

And that's really the name of our game is just being willing to have really open, honest conversations trusting conversations with folks so that we can serve them. And remember good recruiters are good listeners. Great recruiters are phenomenal listeners.

And that's really the name of our game is just being willing to have really open, honest conversations trusting conversations with folks so that we can serve them. And remember good recruiters are good listeners. Great recruiters are phenomenal listeners.

Hi, this is Stephanie Moss, and today I want to talk to you about one of the most basic principles of business, and that's how you treat your people. People are always asking me for, hey, why do you think such and such made a move? Or, hey, I've heard they're having some turnover issues over there. Or, gosh, I was really surprised by my last resignation. What do you think's going on?

Hi, this is Stephanie Moss, and today I want to talk to you about one of the most basic principles of business, and that's how you treat your people. People are always asking me for, hey, why do you think such and such made a move? Or, hey, I've heard they're having some turnover issues over there. Or, gosh, I was really surprised by my last resignation. What do you think's going on?

Time and time and time again, The number one reason people leave is they don't feel appreciated. And let me assure you, this has nothing to do with money. There's a phrase that says, it's the little things that count. Let me assure you, it's the little things that count. It's the forgotten, oh, hey, I said I was going to do that, but then I forgot. Oops, sorry.

Time and time and time again, The number one reason people leave is they don't feel appreciated. And let me assure you, this has nothing to do with money. There's a phrase that says, it's the little things that count. Let me assure you, it's the little things that count. It's the forgotten, oh, hey, I said I was going to do that, but then I forgot. Oops, sorry.

People don't do what they say they're going to do, but when you do, it gets noticed. The, hey, I noticed last week that you put in a little bit of extra effort to get this done in time. I really appreciate it. Is that a raise? No. Does it make them feel like, hey, my extra effort made a difference? Absolutely. Those little things build up over time and make a huge difference.

People don't do what they say they're going to do, but when you do, it gets noticed. The, hey, I noticed last week that you put in a little bit of extra effort to get this done in time. I really appreciate it. Is that a raise? No. Does it make them feel like, hey, my extra effort made a difference? Absolutely. Those little things build up over time and make a huge difference.

So if you're in a leadership role today and you're not sure, gosh, how do I know I've got a good team? How do I know I'm not going to be surprised by a resignation? Take a couple minutes and look around at your team. What have I done lately to show them how much I appreciate their efforts? What have I done today? What did I do last week? What did I do last month?

So if you're in a leadership role today and you're not sure, gosh, how do I know I've got a good team? How do I know I'm not going to be surprised by a resignation? Take a couple minutes and look around at your team. What have I done lately to show them how much I appreciate their efforts? What have I done today? What did I do last week? What did I do last month?

And if you can't come up with three or four things, or even better yet, ask them. Hey. How do you know that you're really appreciated here? I'm just curious. I want to be a good leader. What have I done in the last year or so to show you that I really appreciate your efforts? If they stumble and can't come up with anything, you might want to keep my number handy.

And if you can't come up with three or four things, or even better yet, ask them. Hey. How do you know that you're really appreciated here? I'm just curious. I want to be a good leader. What have I done in the last year or so to show you that I really appreciate your efforts? If they stumble and can't come up with anything, you might want to keep my number handy.