Company

Bimal Shah’s Three-Unit Secret System for Employee Retention Excellence

September 27, 2023
7:28 pm

In today’s dynamic business landscape, the success of any organization hinges on its ability to attract and retain top talent. Bimal Shah, on a mission to make pioneers out of entrepreneurs throughout the world and the hiring process expert, has built the proprietary three-unit Employee Hiring and Retention system. The system can transform your company’s workforce, ensure you have the right people in the right seats, and achieve remarkable results.

Bimal is a pioneer, the author of 14 Books, and a results leader for 25 years who delivers meaningful transformations by helping entrepreneurs achieve their three-year goal in one year closest to their 25-year vision. His “Becoming A Pioneer-13 Book Series” solves one of the biggest problems 80 percent of small businesses face- becoming extinct. He wants to make a million pioneers, has helped more than 50 CEOs grow to the next level, and more than 1000 families secure their wealth to another level. He has been featured in NBC WPTV, SFBW Magazine, Radio Entrepreneurs, I am CEO, Authority Magazine, The Entrepreneur Way, Office Hours, and much more with one goal of making the CEO’s journey meaningful.

In this article, you will delve into each unit of his system and its stages, providing valuable insights. You can start building the high-level before-before-during-after unit system with the structure below.

The Before Unit

Your number one job is to put the right people in the right seats for the right results and pay. In this unit, you can use the proprietary four-stage system to achieve just that and hire “A” level team players. The goal of the before unit is to achieve your number one job.

Stage 1: The Vision Integrator System.

The outcome of this stage is to build the hiring process based on the future and not the present. This is where CEOs make the biggest mistake of looking at the hiring needs of the present. The key is to align your present needs with your future wants. Below are the three key steps and resources to achieve the same.

Build the future org chart to visualize your company’s growth.
Create ideal employee profiles for existing positions utilizing this complimentary tool.
Ensure employees are compensated based on the company’s financial health. Discover if you are optimally staffed by making sure the Gross Profit of the company is at a minimum 5X employee payroll and 10X for large corporations, excluding officers’ compensation.

Stage 2: Hiring “A” Level Team Players

The ideal outcome of this stage is hiring “A” level team players who deliver on your present challenges and also make progress towards your future goals. Hiring needs to be a continuous full-time activity in your company and not an as-needed basis task. It never hurts to look for “A” level team players, and you never know when they can make themselves available for you. Below are three key resources for this stage:

You can utilize this proprietary hiring system to identify top talent.
The cheese for “A” level team players is their future at the company. This needs to be dissected in 90-day, 1-year, and 3-year future career growth for the potential hires. Emphasize future career growth to attract the best candidates.
You need to be able to express in one sentence the cheese for the top talent you want to attract. Breaking it into 90-day, 1-year, and 3-year milestones makes it foreseeable and gravitative.

Stage 3: Onboarding and Training.

“When you begin right, you end right.”- © Bimal. When your new hires completely connect with the company overall in the beginning, the retention improvement goes through the roof.

Implement immediate onboarding and training for new hires. Get The ideal On-Boarding Manual or prepare one.
Build a New Hire Transformation with The New Hire Four Pillars Retention Training.

Stage 4: Become a provider of resources.

Offer Outcome-based Job Descriptions.
Become the company they can rely on to achieve their next level of growth.
Provide The Next-level Growth Manuals that replace the employee handbook.

The During Unit: Delivering Dream Experiences for Employees and Customers:

The purpose of this unit is to ensure your team delivers a dream-come-true experience for its customers, that they have a dream-come-true experience working there, and, in turn, achieve optimal results from the company. This consists of Four Foundations.

1. Daily Accountability: Daily Accountability is an essential foundation that keeps everyone optimally productive. Your company should be able to view and track daily results:

Implement a system for daily accountability.
Consider using tools like The Accountability Report.

2. Employee Culture: Employee and Company Culture is a foundation for why employees stick around and leave.

Seth Godin has aptly defined company culture in one sentence– “people like us do things like this.”
Utilize The Culture Builder Tool or attend The Culture Mastermind to achieve that.

3. Effective Communication:

Communication is the biggest bottleneck of all corporations and why employees don’t continue to work.
There is no such thing as over-communication; effective communication and consistent communication training are essential.
Address communication bottlenecks using platforms like Slack Teams or Monday.

4. Self-Managing Team: The fourth foundation is to get the employee or the team member to be as close to self-managing to focus on company outcomes and not managing employees.

Empower employees to self-manage their roles within 90 days through training and authority to act and decide.
Discover how to build A Self-Managing Company.

The After Unit: Optimally Effective Exit Systems

The purpose of the after unit is to have an optimally effective exit system for every employee that exits the company- whether they are fired, resign or quit, retire, or must leave for personal reasons. The outcome of this unit is to get the best new hires from the ideal team members who leave or the existing team members. Two core elements need to be built or improvised.

1. Exit Plans

Develop exit plans for various scenarios, including discharge, retirement, and resignation. Communicate these clearly in the During Unit.

2. Exit Interviews

Implement exit interview processes to gather valuable feedback.
Feedback is crucial for continuous improvement.

3. Exit Packages

Customize exit benefits for each type of exit employee to benefit both the employee and the organization.
Get feedback on how to improve it during the unit.

Unlocking the Potential of Employee Retention

Employee retention is not just about keeping employees; it’s about creating an environment where they thrive. With a well-structured Before, During, and After Unit, your organization can achieve higher retention rates, reduce hiring costs, and foster a culture of excellence.

By focusing on employee growth and engagement, you’ll retain your top talent and attract new hires through referrals from your satisfied team members. The Employee Hiring and Retention system is the key to unlocking your organization’s full potential.

Incorporating this system into your company’s practices will increase productivity, a happier workforce, and a thriving business.

Don’t wait to tackle the enemies of employee retention; start building a prosperous future for your organization today.

You can email Bimal at bimals@bizactioncoach.com to take your team to the next level of productivity and performance. You can access his 13-book Pioneer Book Series or get the complimentary Amazon Gift Cards for you and your team to get the books for FREE. Start your next meaningful transformation right now.