Luxury Coach & Transportation

August 2018

Magazine for the professional limousine, charter and tour industry.

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54 LUXURY COACH & TRANSPORTATION AUGUST 2018 WWW.LCTMAG.COM LEXI TUCKER is LCT associate editor and coordinator of the LCT Fast 40, a group of operators under 40 who collaborate and learn from each other about all aspects of chauffeured transportation. She can be reached at lexi@lctmag.com. MILLENNIAL MATTERS If you're having worker retention problems, maybe you need to focus more on the people who actually make the vehicles move. Devoted Employees Make Or Break A Fleet Business I 'm slowly approaching my third year at Bobit Business Media (LCT's parent com- pany), and I feel like it's time for a little reflection. I'm sure you read the number of years I've been here and had either one of two reactions: "Wow, that's long for a Millennial to stay in one place!" or "Are you going to ask where your participation trophy's at now?" Ways To Keep Your Talent I'm pleased to say there have been far more ups than downs with LCT. While I never pictured I'd be writing about the luxury transportation industry when I walked off the stage with a diploma in my hand, it's been a pleasant surprise. I've always wanted to do something that helped others, and I find I've been able to achieve that goal in a fairly short period of time. However, there seems to be one problem (besides the dreaded U word) that we still hear operators are having trouble with: Retaining talent. While I understand it's different when it comes to chauffeurs due to age require- ments for insurance and the necessary level of maturity needed to handle high-end clientele, office staff can be just as important to hold onto; all employees are indi- vidual pieces that make up the puzzle that is your company. I recently read an article on Forbes that stated "43% of Millennials plan to quit their job within two years." Among the three reasons listed are business ethics, di- versity, and flexibility, and young workers feeling unprepared. While I'd agree these are all factors to consider, I want to examine one buzz phrase I'm surprised wasn't included: "Work-life balance." Work-Life Integration, Not Balance It's a nifty phrase, but let's get real: How many of us actually completely disengage from our jobs once we arrive home? It's nearly impossible not to think about what the next day holds for us, even while we sit in front of the TV and binge watch the latest season of Stranger ings. Instead, I like the term I heard Jenn Lim, this year's International LCT Show key- note speaker, use: "Work-life integration." I'm not saying let your work consume ev- ery ounce of your time. I'm saying you should be crafting a work environment where your staff ceases to be people who are just there for a paycheck and becomes a family who want nothing but to celebrate successes and support each other during failures. One of the reasons I've stayed here so long is because I love my coworkers. We may all have different ranks, titles, and duties, but there's never a moment where I don't feel comfortable asking for help when I need it — or offering assistance if I can tell they are swamped. Where Would You Rank On Best To Work For? People will have bad days no matter their age; it's human nature. Instead of calling them a snowflake behind their back, ask them what you can do to make things better. Maybe they just need a shoulder to cry on or someone to take an interest in who they are. ey say money makes the world go 'round, but what happens when you can't get employees to stick around long enough for them to make you any? Who wants to work with people who see you as nothing but a dollar sign? I want to end this column by asking you to read through the "Who's Who" article and the 50 Largest Fleets list in this issue. Having many vehicles is certainly something to be commended. Now let's broad- en that concept: If you were to ask your employees where your busi- ness ranks on the Best Companies To Work For list, where would they place you? Younger workers want to understand what loyalty means from their employer's perspective. Source: Forbes They want to know if they will develop professionally more by staying at their current job or leaving for a new one. Source: Forbes They want companies to share their financial rewards with their employees. Source: Forbes AUGUST 2018 Organizations focused on improving society, promoting diversity, and encouraging innovation will likely create a more motivated, productive, and loyal workforce. Source: Forbes By Lexi Tucker, LCT associate editor

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