B2B Data Integration and Transformation Blog

Last week, I played "Undercover Boss" without the undercover part :)   Our office manager, Debbie, was on vacation, so it seemed like a great opportunity to see If someone else could do her job using the notes and documentation she had left. 

In his June blog article Kelly Nichols discussed the importance of staff retention to avoid the high cost of replacing key talent.  Today, let’s focus on a couple of aspects that every employee seeks from management, whether they know it or not.   Do these two things well, and you’ll have a head start on avoiding the catch

Fall is around the corner and 4^th Quarter is quickly approaching.  At Remedi, we have a Quarterly Strategy meeting to re-evaluate our Vision, Mission and Strategic Direction.  We invest a day every quarter at an off-site location to review our business objectives for the year.

“I have some bad news to share”.

In the consulting business I have worked for only two organizations and yet a number of different supervisors.  Most were fine managers, but a few were terrific leaders.    In your mind you are probably already mentally categorizing the people you have worked for into camps of those who were managers versus those who were leaders.

Today I’d like to share a couple of gems two leaders I have had the privilege to work for shared with me.  One is new, and the other is familiar but with a twist.

As a small business active for more than 20 years, Remedi understands the value of employee morale and retention. While our business and workforce has grown, we have seen the need to find dependable, long-term employees.  In our experience, by treating employees like extended family, we have been able to sustain high morale and retain valuable employees. The investments made have since paid major dividends. Some of Remedi’s longest tenured consultants have been with the company for more than 17 years.