This coming week is one of my favorites of the year. We start the Ultimate Business Summit with a Wednesday night reception at the Luxor on the Strip in Las Vegas.

While the participants in the program tell us that it has significantly enhanced their success in business and life, one of the most surprising aspects for me has been how much that I’ve learned from the folks who come to be taught by Larry Winget, Randy Pennington, and me.

Here’s one example: many small business leaders comment that the available workforce is so scarce, and that there just “aren’t any good people out there looking for work.” Yet, through our work at UBS, we’ve learned that some entrepreneurs and sales managers are successfully finding and recruiting the best people.

How do they do it? There are many steps they’ve outlined at the program — here are two that really stood out for me.

First, they view recruiting as one of the aspects of their job every single day. For example, when the entrepreneur with this perspective meets a great barista at Starbucks, they try to hire them! Because they have a “hire for attitude, train for skills” approach, they are always on the lookout for good people with great attitudes.

Are you ALWAYS looking for someone with a terrific outlook and excellent communication skills to join and improve your team?

Second, they invest (and often a significant amount) in educating and training for both the new employee and her managers.  The reason: today’s employees seek engagement with their colleagues and their managers. Too many businesses have had an approach of “well, just watch Ol’ Bill and you’ll learn how it’s done” approach to training. That just doesn’t work any longer, And, employees who are well educated and trained early in their careers become more productive throughout the life of their engagement.

We’ve all heard the old saw about “people aren’t loyal to companies, they’re loyal to managers.” And, as that statement is true, it begs the question: why aren’t we doing more to teach our managers how to create higher standards of loyalty from their teams?

That’s part of our process at the Ultimate Business Summit. We break down problems and situations in that manner:

• If having higher retention improves profitability…
• If employees are loyal to their managers rather than our organization…
  • Why don’t we teach and train managers to be better at creating employee loyalty so we generate the results that we really desire?

PS: We have five seats (maybe fewer by the time you read this) remaining for the Ultimate Business Summit this week in Las Vegas. What would happen if your competition gets better and you do not?

Go to UltimateBusinessSummit.com for all the details. When you sign up, enter my first name as the coupon code and you can save