Like many Inland Empire business owners, you probably set some goals for 2020.
So … hmmm … how are you doing on those?
Based on data collected by Statistic Brain, 27.4 percent of people typically abandon their resolutions within a week. Within two weeks of January 1st, 31.6 percent of people will have ditched their goals.
But maybe it isn’t just you? How’s your Inland Empire TEAM doing with your goals?
Might be worth checking in on.
Now look — it’s tax time. Yes, we’re busy. (Oh, and there was a Super Bowl. Apparently, according to big brands spending millions on advertising, “all people are tax people” now … except when they’re not, or things are kind of complicated and then you can wait in line to talk to our CPA’s on call who will help you with your taxes when you figure out that all people aren’t tax people.)
But just because we ARE busy this time of year, doesn’t mean that I don’t want to check in with you and help you with this critical component of your business: team management.
This is especially important if you are wanting to lead through change in your business, new sales and growth goals, etc.
So here you go…
Five Tips To Build A Healthy Company Culture by Ursula Garrett
“Great things in business are never done by one person. They’re done by a team of people.” – Steve Jobs
There are business people with whom I correspond, specifically solo entrepreneurs and sole proprietors, who aren’t sure whether they really need to lead a team. But even solo business owners need to rally a team — whether they are IC’s, vendors, or even clients.
You see, I’ve come to realize over the years that WE are our own worst enemy, when it comes to running our businesses … not external factors, not market forces, not even good or bad staff members. It comes down to looking in the mirror, and taking responsibility for the results we’re currently experiencing.
So … if your team is not meeting its goals, don’t blame anyone but yourself. This doesn’t mean self-flagellation. Instead, know that seeing things in this light really is the first step to getting OUT of it — because you finally begin to focus on things WITHIN your control, instead of outside of it. And it’s really quite liberating.
Conversely, if things are GOOD: don’t abandon what got you there in the first place and coast, as if just by showing up, the magic happens. That isn’t the case, and you know it.
And, did you know that, when I sit down with business owner friends, one of the most common complaints I hear about relates to employees?
When you get to the bottom of it, these complaints amount to an abdication of responsibility for results. And yes, the task of managing employees has frustrated more small business owners than it has made feel “warm” inside. So people like to avoid dealing with employees.
But, instead of blaming employees for their laziness or unreliability, it’s most helpful to focus on what you CAN change, and not fire and hire like it’s the only good solution for shifting a company culture. After all, it’s quite expensive. These tips are cheaper — and more reliable.
Try them out … and let me know how it works for your business?
1. Measure productivity. From the moment you first interview a candidate, they should understand your expectations. Whether your culture is a high-stress, strict regime, or a laid back, “go with the flow” atmosphere, be sure your employees truly comprehend that you value and expect productivity.
You can do this simply by implementing systems which track and measure employee output on a daily basis. You’ll be amazed by what happens when your employees simply compare their work against themselves.
2. Don’t avoid incentives. Even the most dedicated and self-motivated worker needs an external incentive on occasion. Think of an incentive (such as Employee of the Month, or additional bonuses) that you can consistently offer. Remember that it does NOT have to be monetary in order to motivate.
3. Have employees learn the mission statement. Make sure your staff is aware of the company’s purpose. When the entire company is united in a common purpose, more work gets done.
Now this doesn’t necessarily touch every employee … really, it’s most effective with the sort of person who thrives by understanding the “big picture” — but that’s more of your employees than you likely realize.
4. Give your employees a chance to grow. Too many business owners are tempted to do it all themselves. Relinquish your tight hold on the company and give your employees a chance to solve problems, try new ideas, and put their own thoughts and ideas to the test.
Look, even if things don’t go as well as if YOU had done them, guess what? You’ve gained good experience in delegation AND excellence for your staff.
5. Practice “lavish praise and quick corrections“. One of my favorite books is The One-Minute Manager. You should read it. The essence of it is to catch people doing well and point it out to them. But you also have to quickly correct and reprimand when you see something outside of what you expect.
Hope you’ll be able to put at least some of these to work in your own business soon, and reap generous rewards from them.
I’m grateful for our partnership, and for your referrals!
I’m grateful for our chance to serve you and your business — and we are dedicated to its success, in every measure.
Feel free to forward this article to a business associate or client you know who could benefit from our assistance. While these particular articles usually relate to business strategy, as you know, we specialize in tax preparation and planning for families and business owners.
Garrett & Associates, CPA