By Staff Report
Jul. 2, 2012
My family and I spent last night with friends at Crocker Park’s Liberty Fest. If you’re not from the Cleveland area, Crocker Park is what marketers call a “Life Style Center.”
I call it a really nice outdoor shopping mall. Liberty Fest is Crocker Park’s take on a July 4th celebration, with music, dancing and stilt walkers. It all culminates with a performance by the Cleveland Pops Orchestra and fireworks. With a 4-year-old and a 6-year-old, we were there for the fireworks.
A line of thunderstorms, though, wreaked havoc on the event’s timing. The fireworks, which were scheduled for 10 p.m., did not go off until close to 11. As you could imagine, my kids were not the only ones getting antsy waiting … and waiting … and waiting, as we listened to the Cleveland Pops run through its litany of patriotic songs, led by the emceeing of a local morning radio host who made me remember why I love my Sirius/XM subscription.
As we waited, I got to thinking—why didn’t the event have a contingency plan? Evening thunderstorms are common in Cleveland in the summer. It could not be that difficult to have a backup itinerary in the event that rain delayed the proceedings.
The Pops could have played 5 songs instead of 15. The radio guy could have cut out his not-so-witty banter. And, fireworks could have gone off closer to 10 instead of closer to 11.
The same holds true for your business. I’m sure you have star employees without whom your business would suffer. Yet, do you know if they are content with their job? Or, do they feel underpaid, under-appreciated, or overworked? Tomorrow, one could walk out the door.
Do you have a plan to keep your operations running at peak performance? Or would the departure of even one employee grind your company to a temporary halt?
Employees aren’t indentured to you, and there is nothing you to do to guarantee each works for you until retirement. Yet, let me suggest three simple steps to help you plan for the contingency of a key employee leaving.
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