Do You Think You're A Good Boss?

Do you think you are a good boss? Have you asked?

A survey will be your biggest game-changer, but humility is everything.

I have helped owners reconstruct what they have created.

It doesn't take long for employees to lose trust, faith, motivation, and loyalty in you and your company.

I have worked with many owners who hired Managers, who truly are not in-tune with the owner's employees. 

Who you hire is an extension of you. Employees don't leave companies, they leave managers and a terrible culture. 

Your business' culture is everything, as it affects your bottom line.  To create a great business culture know that your employees don't work for you, but you work for them. 

Every employee should be treated based on their needs, wants, and desires. Some are driven by money. Some are driven by their title.

Focusing on what makes them happy will create a culture where they want to give their all to you and truly love your company, as much as you do. 

How Is Your Business Culture?

Help Me See The Cobwebs!

If you truly want to have a successful company it can't just include your healthy bottom line.

It has to include a healthy working environment.

I once met with an owner who said she needed help seeing the cobwebs.

I was beyond thrilled because it is great to see an owner who truly wants to fix what has been created.

Unfortunately, she was unable to see what was hurting her company.

I secret shopped and shadowed all the departments within the company sharing the good and the bad, which also included managers who didn't love the companies bottom line, but only their bottom line.

It was in that moment I knew humility wasn't there and we parted ways.

Essentially, she didn't want to see the cobwebs, because she didn't want to face the problems that were happening right under her nose. 

How Companies Drop The Ball 

Here are some examples off the top of my head of the companies I have worked with in the past. 

  • Lack of marketing efforts within the community on a local level.
  • Missing out on low hanging fruit.
  • Reaching for high hanging fruit.
  • Poor customer service with customers complaining of not being heard.
  • Customers feeling lied to.
  • Sales reps not reaching out to their clients, which forced their clients to reach out to them. It was a no news is good news type of approach.
  • Not having consistency with their address online that led to people thinking they don't service where they are located.
  • Not having consistency with their verbiage on their online platforms.
  • Not having core training manuals on products/services.
  • Not sending out thank you notes.
  • Not acknowledging their employee's birthdays with employee birthday cards or even just saying 'Happy Birthday'.
  • Not asking for reviews on a personal level.
  • Resentful employees who wouldn't work when the boss was away.
  • Not listening to their employee's pain. Employees would reach out to management sharing their pain, wants, and needs. Employees would vent to other employees regarding their pain, wants, and needs and were seen as trouble makers. 
  • Lack of courtesy from the management not saying good morning.
  • Oh boy did I feel bad for this guy. Having an employee who was hired to take on a lot, but wasn't used to the fullest. I read this person's hiring job description, HR's job description, and the job description in the email announcement on this employee joining the company. This person was begging to move forward with the role he was hired for. He even asked different departments if he could help in certain areas. One manager of a department told him that she doesn't report to him and he doesn't report to her. She took his suggestion of how he would like to get involved to make an improvement as an attack on her. This manager was not humble and felt threatened. This employee wanted to help the company and the bottom line. He wasn't heard and spent 90% of his day taking online marketing courses. Essentially the company paid him to be a better version of himself so he could take his skills elsewhere.

What Is Your Process For Hiring New Employees?

If you expect more from your employees than your competitors, you can surely increase your bottom line and take away from your competitor’s bottom line.

Here is a step-by-step concept on how you need to expect more from the get-go:

    1. Have a planned interview process.
    2. Make sure you gather enough data so you don’t waste your time and theirs.
    3. Be clear and concise on your expectations of this role.
    4. Hire for attitude, not just skill.
    5. Have a handbook on expectations.
    6. Provide employees with training materials on the products, services, and systems. 

    Now don't forget your company needs to have amazing reviews from customers and employees. You need to be an amazing company one wants to work for. 

    company branding

    Source: TalentLyft


    Revamp Your Current Employees

    This will be hard for your current employees, as no one likes change.

    I know first hand how mad, hurt, upset, irritated, and angry they will be.

    Again NO ONE likes change, but if they don't like it, they can be replaced. EVERYONE can be replaced.

    I have worked for so many clients who fired me because they couldn't handle the resistance of their current employees. 

    Attitude Is Everything

    Many companies base their entire hiring process on what existing skills and experience the new hire bring to the business.

    These companies are viewing people as tools or are just trying to fill a role as quickly as possible.

    This can create a huge problem for the company, its owners, its employees, and its profit margin!!!!

    The company may have hired a very skilled worker who also has a horrible attitude. Suddenly, many other employees are affected because everyone knows that a rotten apple spoils the barrel. 

    It is critical that you make sure your new hire shares the same values that you do.

    employee rentention

    Source: Vantage Circle

    Set Clear Expectations

    Believe it or not, some of your employees have no idea what you want them to do.

    Also, they may have no idea how to be a good employee. Why not be bold and actually tell them what you want? 

    You must have written guidelines with expectations for every single position within your company.

    This allows you to know what you plan to measure for success.

    Honestly, if you have no idea how to measure if your employee is being a successful employee, how in the world do you expect him or her to be a successful employee for your company? 

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    Join The Enly Team

     
    The below Enly PDFs focus on your employees and you. 

    • PDF: Transform Your Employees - Hiring For Zero Turnover
    • PDF: Employee Expectations
    • PDF: Time To Build A Great Foundation
    • PDF: Record Calls To Learn About Your Employees
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    1 comment

    Carol

    I have worked for some doozies of a company. Love the Cobweb bit, because as a business owner it is so easy to let the cobwebs build up and not even know it.

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