Episode Details

You thank your team constantly. You write the cards, send the texts, say the words out loud. Then someone above you calls and says morale on that team seems low.

That's the exact moment Melanie Bazile describes in this conversation. She leads innovation and expansion at Compass, a provider with more than 1,000 employees. Her own appreciation was sincere, frequent, and not landing, because it was the kind she likes to receive rather than the kind her team did.

You'll hear how Compass figured out what her team actually wanted, and why they now expect every supervisor to know each direct report's primary language of appreciation. You'll also hear the difference between having a person-centered plan and thinking in a person-centered way (including a budget decision where the executive team's pay was cut before any service was touched), and the growth mistake Melanie sees most often in smaller providers: waiting to hire until you're already in pain.

If your recognition efforts are sincere and morale still isn't moving, this one is for you.

LEARN MORE
Melanie Bazile on LinkedIn: https://www.linkedin.com/in/melanie-bazile-bb3073163/
Compass: https://www.compasscares.com/
Compass on LinkedIn: https://www.linkedin.com/company/compass-llc/posts/?feedView=all
Melanie's podcast, A Side of Hope: https://podcasts.apple.com/us/podcast/a-side-of-hope/id1763108245

FREE RESOURCE
7 Warning Signs Your Supervisors Are Burning Out Their Staff: https://iddleader.com/burnout

TIMESTAMPS
00:00 – "I'm telling them thank you all the time. It's not possible."
01:23 – Why Compass tracks turnover but leans into retention
04:00 – The interim manager job where the thank-yous weren't landing
05:02 – What her team actually wanted instead
07:08 – Could your supervisors name each person's language?
08:30 – The four languages of workplace appreciation
12:31 – Person-centered paperwork vs. person-centered thinking
14:20 – The first cuts came from the executive team
17:50 – The growth mistake that starts in pain
19:09 – When "the way we've always done it" quietly stops working
23:37 – The spreadsheet that took twenty minutes instead of weeks
24:59 – Two organizations that shared one recruiter
26:29 – Why leaders avoid discomfort
28:45 – What's giving her hope right now

Music licensed through Soundstripe. Code: VWGDUO1RBUYZEQ6K

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Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout