Patrick Luck’s Post

“It seems there are a lot of resources, but I didn’t even know where to start.” – new member of an association. “I am new member…just joined 3 months ago. I will figure things out eventually” — a new member still not sure about value. These are signs that members are not able to consume value. These are also underlying cause to potential symptoms like challenges with new member retention? But…You’re not alone! Here are 8 reminders for association leaders to embrace: 1️⃣ New members don’t need more options—they need clear guidance. 2️⃣ Onboarding isn’t just about giving access, it’s about creating connection. 3️⃣ The first 90 days can make or break a member’s decision to stay. 4️⃣ People don’t forget first impressions—they’ll remember how you made them feel. 5️⃣ Retention starts before they join. It begins with setting the right expectations. 6️⃣ If they feel invisible in the first few months, they’ll question the value of membership. 7️⃣ A well-thought-out onboarding experience builds long-term loyalty. 8️⃣ Engagement doesn’t happen by chance. It’s crafted with intentionality. Now here’s the real question for you: What’s one thing you’d recommend your peers to ensure your new members feel seen and valued?

On Monday morning I was on my way to run our AZ Division Meeting in Scottsdale. I ran into Walmart to grab some boxes of granola bars and trail mix to have on a back table as snacks for our attendees. I'm walking through the aisle and two workers were stocking shelves. One was being slow and the other one says "Come on man, let's go." The other's response was, “I don’t get paid for the job I get paid for the hour”. As a business owner, hearing that was like nails on a chalkboard to my soul. Nobody wants to pay you just to let the hands on the clock go around. That mindset makes you 1000% expendable, and that person is actually more of a liability to the business vs an asset. If I were running that business, I would want to replace them asap out of respect for their coworkers who are likely having to constantly pick up their slack and cover for them. You're never paid for "the hour". If you're an hourly employee, you're paid for the perceived value that company believes you bring to the organization in that span of time. So theoretically, if you increase that value, you should be able to increase your income. It's one of the reasons I encourage people to seek opportunities that pay them for their value vs their time whenever possible. I can always do more things to increase the value I'm bringing to a company (learn a new skill, grow my experience, read more books, listen to podcasts relevant to my field, etc.), but I can only give so much time. I remember someone once tell me "Act as if" when I was a new sales rep. How would I show up to a meeting if I was already a top rep? Would I act or dress differently? How would I communicate with my manager if I was already identified as a management candidate? Would I go out of my way to help newer people more? How do I imagine the top people are going about their days and can I do more of that? I promise the top people aren't asking themselves, "What's the least amount of value I can bring while not losing my job?" Does anyone else go into restaurants, coffee shops, or retail stores, and think to themselves, "Oh boy, if I were running this place things would be much different around here"? I assure you it doesn't come from a place of arrogance, but more from many years of adopting that employer mindset. I can't help but notice holes in the operations or employee behaviors when I go into another business. Everything from someone greeting you properly when you walk in, to a phone ringing five times in the distance with a potential customer that's going unanswered, to inappropriate music being played over the speakers. I just can't help myself but notice. The people who advance in this world largely do so because they’re seen by their coworkers and higher-ups as someone who is ALREADY embodying what is wanted at that next level. You don’t become a great leader because you’re given a title. You’re given a title because you’re becoming a great leader.

Perks don't equal value. (It's time to rethink what truly motivates your team.) Genuine appreciation is the real game-changer. Recognition costs nothing, but its impact is huge. Here’s how I ensure my team feels valued: → One-on-one check-ins. ↳ A quick chat shows you care. ↳ It's not just about their work. → A simple thank you. ↳ Say it often, and mean it. ↳ Gratitude builds trust. → Public shout-outs. ↳ Celebrate wins for all to see. ↳ It motivates everyone. → Quick notes or messages. ↳ Small gestures make a big difference. ↳ It shows their hard work is seen. → Asking for feedback (and acting on it). ↳ Their voice shapes decisions. ↳ It's about showing you listen. People stay where they feel valued. They don’t need grand gestures. They need to know they matter. These actions cost nothing but your time. ↓ What’s one way you show appreciation to your team? ♻️ Repost to help your colleagues!

Customer service isn't just about making sales and resolving conflicts. It's about nurturing relationships and cherishing the journey we share with our clients. That's why it's vital to celebrate their achievements and milestones, marking significant moments in our partnership. Here's why celebrating milestones matters: 🏆 Recognition of achievements: When our clients reach milestones, it's a testament to their hard work and dedication. Celebrating these victories acknowledges their success and the progress they've made towards their goals. 💪 Strengthening bonds: Milestone celebrations deepen our connection with clients, fostering camaraderie and reinforcing our partnership. Sharing in their joys creates lasting memories and strengthens our relationship. 🔥 Keeping the fire burning: Milestone celebrations fuel motivation and inspiration, reminding clients why they started and encouraging them to keep pushing forward. For us, it's a reminder to continue providing excellent service and support. 🌿 Taking a breather: These celebrations offer a moment to reflect on our journey, appreciating the progress we've made and the lessons we've learned along the way. It's about cherishing the journey, not just the destination. 🤝 Building trust and loyalty: By honoring our clients' milestones, we show our commitment to their success, building trust and loyalty. It's a way of saying, "We're in this together, and we value your partnership." Let's celebrate these moments together, whether it's a project milestone, company anniversary, or personal achievement. When our clients succeed, we succeed, and that's something worth celebrating! Please reach out to book a tour! https://lnkd.in/g2pZqhj8 #CollingwoodCommunity #CoWorking #CoWorkingSpace #PrivateOffices #AdministrativeServices #VirtualServices #Collingwood

Championing team incentives is more than just a bonus, it's about celebrating achievements, fueling growth and securing future success. Discover how to harness the power of team incentives to propel your business forward 💼🚀 https://lnkd.in/g5nJ-QCp

As we approach Christmas, businesses may turn to the usual ways of thanking their teams—pizza deliveries, gift cards, or maybe a party. While these gestures can be nice in the moment, they can fall short of making people feel valued. Leaders could rethink how they show appreciation and take a more thoughtful, meaningful approach. Footing the bill for a pizza delivery doesn’t mean your job as a leader is done. It’s quick, easy, and inexpensive, but can feel impersonal and even transactional. It risks sending the message that you’re looking for the simplest way to check “appreciation” off your to-do list. Your team works hard all year. If you really value them, it’s important to show it in ways that leave no doubt. And remember—never throw their gratitude back at them. Don’t remind your team of what you’ve done for them as if appreciation is a favour owed in return. True leadership means giving without expecting something in exchange. Here’s how you can show your team how much they matter: Generic “thank you's” don’t hit home. Take time to recognise individual efforts. Mention specific achievements and how they’ve positively impacted the team or the company. A heartfelt note, a direct acknowledgment in a meeting, or a quiet one-on-one conversation can make a world of difference. Appreciation can go beyond words. Offer opportunities that support personal and professional growth, like training, development programs, or mentorship. Investing in their future shows you value them as individuals, not just for what they contribute to your bottom line. Want to know what really makes your team feel appreciated? Ask them! Whether it’s flexibility, better communication, or opportunities to voice their ideas, listening and acting on feedback shows you’re genuinely committed to them. Celebrate milestones throughout the year, not just at Christmas. Celebrate project completions, personal achievements, and anniversaries. These small moments build camaraderie and let your team know their efforts don’t go unnoticed. When appreciation is genuine, it does more than boost morale. It builds trust, loyalty, and a sense of purpose. Employees who feel valued are more motivated and engaged, and they’ll go the extra mile because they know their contributions matter. But remember, true appreciation isn’t about keeping score. Throwing gestures of gratitude back at your team as if it’s a ledger of what you’ve done for them undermines trust and creates resentment. Appreciation should never feel transactional—it’s about building relationships, not debts. As a leader, don’t settle for quick fixes like pizza deliveries or token gestures. Real leadership takes thought, effort, and humility. Show your team that their hard work and dedication do matter. When you give authentically—without expectation—you’ll get it back tenfold in loyalty, energy, and commitment. This Christmas, let’s go beyond pizza and start a culture of appreciation that lasts all year long.

Every month, we celebrate our incredible team with The Mollie’s, our own take on recognising excellence, inspired by a little admiration for the Catey’s . What makes it special? The nominations and decisions come from the team not management. After all, recognition is personal, and everyone sees brilliance from their own unique perspective. Reading the heartfelt nominations each month is a highlight of my job. The words our team members write about each other are so uplifting, they deserve a book of their own one day (adding this to my task list!). It’s a beautiful reminder of how much kindness and connection exists. December, however, is something extra special. This is when our senior team gets involved, nominating team members at any level for the Outstanding Achievement Award for the year. The nominations are in, the winners are chosen and let me tell you, it’s been and proper “grinsome” moments reading through them! But we’re doing it differently this year. With the amazing help of Nya Levy we’ve been secretly filming the Mollie's | B Corp™ management team talking about their chosen winners. I can’t wait for these videos to go out to the wider team, and even more, I can’t wait to see the winners’ reactions when they receive their trophies (and maybe some bubbles too!). Here’s a behind the scenes photo of me recording my own video, a moment filled with surprises for reasons that’ll become clear soon enough. This… This is the kind of thing I could do every day, and twice on Tuesdays! Why? Because everyone working in hospitality deserves a happy day, especially after Christmas, when they’ve worked tirelessly to make everyone else’s day. It’s a joy to turn the spotlight back on them. Here’s to a year of recognition, celebration, and making sure our team feels as special as they make our guests feel Pic shows: a lady (Nya) filming with her iPhone on a tripod and me sat in a chair being filmed. The photo is in a Mollie's | B Corp™ bedroom. #TeamworkMakesTheDreamWork #EmployeeRecognition #TeamAppreciation #CelebratingSuccess #HospitalityHeroes #LifeAtMollies #MolliesMoments #HospitalityRocks #PeopleFirst #HospitalityFamily #SpreadTheJoy #GratefulAndProud #MakingADifference #WorkplaceHappiness #RecognitionMatters #EndOfYearCelebration #HolidayCheers #HospitalityAfterChristmas #HR #HRinfluencer #Peoplefirst

HRs were my "work besties" when I was Head of Customer Success. Leading a team of 18 after managing just 5, I knew I didn’t have all the answers about how to be a good manager. But I wanted to learn. In my search I realized important thing. HRs don't push you writing feedback, reviews, making docs & doing analytics to make their work easier. They do it to make YOUR work easier. To make YOUR team happy and productive. Violetta, Maria and the team showed me this firsthand. So instead of resisting, I started thinking about how I could help them. And how I can show that I see their impact and am grateful. I started doing few extra steps — giving regular feedback on which HR workflows we use worked for me or not and why — bringing them challenges i have with team so they knew where to dig — sharing what worked well for our team so they can use learnings to the whole org And it paid off big time! Yesterday, I got a video message from a CS manager in my old team. He said, “You were my leader and i have you as a reference, as someone I look after” Without my work besties' help, I’d probably read smth about my incompetence on a Glassdoor instead.

Staff Retention Tip #4 🎂 Celebration of smaller wins & achievements! 💃 As we approach the end of the year, we're all busy attending Christmas parties, award ceremonies and EOY networking events. This is quite a common practice across all industries and companies. But why has this settled to become the norm❓ 🔍 As work quietens down, it's the perfect opportunity for your team to reflect on the past year. 🎉 What were the wins your team achieved? 🎖️ What milestones and records did your team break? 🎈 How has your team moved forward - culturally and professionally? 🎙️ What are your team goals/vision for the new calendar year? 💡 Address any shortfalls and share what are your plans (existing and new) are to continue supporting your team? These events aren't only a celebratory occasion, but it's an opportunity to motivate your team for the new year. But remember‼️Celebration and recognition of smaller wins should be consistent through the year. These bigger events are to reflect - not to acknowledge for the first time. 🦾 Let's create a culture of recognition and motivation. #Recruitment #LocalGovernment #StaffRetention #StaffingTips

The 7 Deadly Sins of Corporate Offsites! 🏆 Corporate offsites are back on top of the podium! According to a recent study, "The State of Corporate Travel," team offsites have once again become the #1 reason for business travel. 🤦🏻♀️ But the reports also points out a teensy problem: “some executives have a negative perception of traditional corporate offsites.” So, we've dug into corporate offsites and have discovered: The 7 Deadly Sins of Corporate Offsites (and what you can do to avoid them). Here's the 1st Sin of Corporate Offsites... 😩 #1: “Offsites that Bore People into Submission” ---------------------------------------------------------------------- 1️⃣ Imbalance of Presentations vs Interactive Exercises: Researchers found that for every 30 minutes of instruction and theory, you need to balance it with 30 minutes of interactive exercises.  When that ratio is out of balance, chances are you're losing your audience.   2️⃣ Poorly Designed Environment The physical setting matters! An uncomfortable or distracting environment can hinder engagement. Opt for non-traditional, open spaces when possible. Add inspiring decorations and music to create a vibrant atmosphere conducive to productivity and engagement.   3️⃣ Activities Aren't Built for Fun Many offsite activities lean towards the safe and traditional which tends to lose people’s attention. The most effective activities blend play and purpose together seamlessly. It is a form of corporate alchemy that gets people up on their feet and hyper engaged. ---------------------------------   👉  To discover the other deadly sins and what you can do about it, check out the Comments Section. 💡 About Deliberate Innovation: We help forward thinking leaders to go offsite and solve their most unsolvable challenges. John Klick Cal Austin Gail Martino, Ph.D. Debbie Botwick Laura Costain, CPCC Meredith Dickinson Bob Kalison