I have found that after the 3-year mark in the business, you know if someone is going to stick around and become successful. Their work ethic and willpower may keep them around the first year, but the ability to cast a vision and create a culture will keep these members on board – no matter how much money they make the first three years. As a result, I have come up with three tips to help keep turnover low; while at the same time, create or improve a team culture.

1. People Do Not Care How Much You Know, Until They Know How Much You Care

I always remind myself of this when dealing with team members. It is important to demonstrate to teammates that you care, and the easiest place to start is by knowing what is important to them. I used to have a boss that would constantly tell me everything “I needed to do.” Unfortunately, most of it would fall on deaf ears because none of it aligned with my goals. He did not know what know my goals were and did not care enough to find out. Find out what is important to your teammates and connect the dots for them. Try to explain how your advice and recommendations will help them accomplish their goals and what matters most to them.

2. Cast A Vision

People will usually live up to the expectations you have for them. There is a saying that goes, “Treat people like animals, and they will become animals.” The opposite is also true. Why do you think the military has so much success in changing people into their better selves? The military can create and demand of its individuals to bring out the best of themselves.

The reason I provide this example is so that I can convince you to communicate with your team based on their potential, rather than their current state – Cast A Vision. A typical conversation I’ll have sounds like this, “John, you’re doing great with X goal, but I know you can do better. You are going to be an authority in this business and whenever someone has a problem and needs a solution, he or she will call you. This is the type of force you are becoming – but it all starts with the small things. Let’s focus on improving these one-percenters and improve every day. Can we do that?”

3. Everyone Wants to Be a Part of Something – Create Something They Want to Be a Part Of

This is a cheesy story but when I worked in insurance, there was a team within our company that would award their new recruits a bowtie whenever they closed their first sale. Because of this reward system, all the recruits wore their bowties proudly. I do not really like bowties, but even I wanted one because I wanted to be a part of that! The energy that these bowtie members walked around with was infectious and demonstrated a sense of confidence. Even though we were friends, I felt excluded because I did not have a bowtie.

To put it simply, a team culture was created just with that simple gesture. People want to be recognized and celebrated, and they want to be a part of something special. If people are being recognized and the activity is bringing you closer together, I would say you are creating something special.

Now you’re probably saying: “Why is team culture so important? We are all closing deals and making money and we have never focused on team culture.” That is a great point. The absence of culture will not stop you from being successful, but it will prevent you from being wildly successful. Stay tuned for the next entry on “Why team culture matters.”