[fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”] When I go out to train, owners often tell me their employees don’t really care about the business. Somehow or other, it’s the employees fault. Frankly, I think not .Every time you hire someone who is not good, the entire organization suffers. Bad hires not only create customer ill will, but they effect the people who must work with them and manage them.
Or do they? We know if I have a stake in something I will pay more attention. How much do you share with your employees? There are plenty of reasons why they don’t care as much as you would like them to. Here are some ideas for you.
First, you need to hire right.
Don’t get desperate and hire anyone with a pulse!
You know the old saying, “be slow to hire and quick to fire” has some merit. Unfortunately, most businesses hire when they’re desperate. It’s like going into the supermarket when you’re hungry. Everything looks good. Hiring someone is not easy but consider someone who fits into your culture and is up to date. I am thinking that hiring the old guy with the 1980’s suit and attitude is done. You need people who understand social media and can help you build your business. The first question I would ask is “how many Facebook friends do you have and do you have a LinkedIn profile?” You will know immediately if he gets it.
What is your culture like? Is it laid back or is it fast paced? It matters you know.
2. Be clear with you goals. If goals aren’t measurable how will they get done? Many businesses don’t set goals with their employees; no wonder nothing gets done. People have to know where they stand and what’s expected of them. Furthermore, having goals builds self-esteem. You want your employees to get better. What do you expect from your employee and state it’s so it’s measurable?
3. Manage by walking around. This was what Bernie Marcus and Arthur Blank were famous for—the original owners of The Home Depot. They would show up in the stores, walk around and thank employees. If there were problems, after the walk, they would note their comments and send them back to the store manager. Too often this is missing in this day and age. Remember you get what you inspect. If you haven’t reach “Built From Scratch” the Home Depot story, you’re in for a treat.
4. Let your employees know what it takes to run your business. Let your employees know the overhead, and how much you need to take in before you make a profit. Profit sharing programs really work. If all an employee sees is money coming in, it gives them an unrealistic idea of what business is all about.
5. Incentives work. Not everyone responds to money. If you want to know what motivates your employees you will have to ask them. An unscheduled day off during good weather might be worth its weight in gold.
Lisbeth Calandrino helps businesses develop profitable sales opportunities that will impact a company’s bottom line. To have her speak at your business or develop a custom training program, reach her at [email protected][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]