Forty-five minutes later, smoking decision is made, and it's back to business.

You calculate what your time is worth for an hour and decide that you've just spent $75 worth listening to Great Smoking Debate and $25 observing Musical Chairs.

Madam Chairperson, clearly flustered by events thus far, launches into an introduction of New Business.

New Business, it turns out, includes agenda items that have been submitted by invitees. Obviously, some squealed, "Carpe Diem" and "seized opportunity" to brag about their company's accomplishments. All under guise of Keeping Industry Informed, of course.

"By what strange twist of fate did Madam Chairperson deem these items appropriate," you wonder tiredly. An hour later, New Business winds down. You have now spent $200 worth of time and no end in site.

Next follows Refreshment Break, during which Solitaire Guy disappears, never to return. Lucky devil, either he's somebody's brother-in-law or he's planning on retiring next month, you decide.

The meeting re-assembles amid rumbles of dissention. People have to leave. The parking meter is running out. They have other appointments to attend.

"But," says Madam Chairperson, "We have not yet discussed our main agenda item. We must reschedule."

Instantly, like soldiers ready for battle, a line of PDA's and appointment books appear on conference table. Papers shuffle, electronic devises hum. A second meeting date is set.

"Your Minutes will arrive by email tomorrow," calls Recorder. "Let me know if there are corrections. We’ll see you again next week."

And thus eternal cycle continues.

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Do this to prevent employee turnover.

Make sure to specify beforehand your performance expectations up front for each job category. Give details. Don't scare them away, but be specific. Before you even hire someone, give applicant opportunity to back out. It is much better to not hire someone than hire someone that can?t perform to your expectations.

Also, a lot of employees are lost due to fact that they had no clue what their employer expected of them. You don't want to waste your time and money. Do you?

Do you have regular schedules?

Make sure that you have stable schedules. If you can't, then tell potential employees up front. Don't do old 'lets play we'll wreak havoc on your schedule and life' game. Nothing runs employees off faster than having their schedules constantly re-arranged.

Never play favorites.

Never play favorites because it will backfire on you. Employees resent a boss who isn't fair. I am sure that in your past a boss that played favorites has employed you. Did you like it?

Of course not!

http://www.discovertips.com is a place where you can go for free articles about customer service and employee loyalty.

Written by S Carson, All rights reserved.

After being in management for several years, I learned what it really takes to gain customer and employee loyalty. My articles were written for those managers and business owners that are looking for advice and tips on how to have even more loyal customers and employees. And because...

...the way I see it, if you don't care about what your customers and employees think, then you might as well close your business doors for good.