You did it! After much consulting, you’ve let go of a toxic employee and hired a stellar replacement. Now you’re probably wondering, “What’s the best way to train them?” Well, look no further. Here are 7 business coach tips on how to train your new employee.
Think back to your first days. Was there anything you wished was done differently? If so, do it!
Business Coach Tip 1: Ask Questions
If you own a business that’s growing quickly, often times you’re so happy to have more people on board that you’ll forget to mention/do something important. Don’t sweat it. All great companies have these types of road bumps when they first get started. That’s why it’s so important to get feedback from people you’ve hired in the past.
Did your training prepare them for the role or did it make them feel nervous? Were they given so much information that they couldn’t process it? Or was there information they wished they were told?
If your company is more established or you’ve been in your role a while, you might forget what it was like on your first week. Think back to your first days. Was there anything you wished was done differently? If so, do it!
Show them all the little places you wish you knew about when you were first hired.
Business Coach Tip 2: Give a Tour
All the little areas you use daily can seem as far as France to your new hire. And they may be so nervous they’ll forget to ask where the coffee station is.
Give a tour. Show them all the important places like the kitchen, the bathrooms, where the coffee is. All the little things you wish you knew about when you were first hired, show them. It will save them days of poking around.
The best part? They won’t feel pressed to memorize all the names because they’ll have something to refer to.
Business Coach Tip 3: Cheat Sheets
Do you remember all the people you had to meet on your first day? It’s a wonder you could recite your own name afterward. Give your new hire a cheat sheet of all the important contacts and people they need to know. You could also include little bits of trivia and common interests they share to enhance their chances of remembering everyone.
The best part about this is that they won’t feel pressed to memorize all the names because they’ll have something to refer to.
Setting up 2-3 cafeteria lunch dates helps them acclimate to their coworkers.
Business Coach Tip 4: Lunch Dates
This one seems a little silly, but it’s one that could really ease your new hire into the company. Do you remember what it was like on your first day? Did you find people to eat lunch with? Or did you eat alone? By setting up 2-3 lunch dates their first week you’re not only helping them learn about/meet their new team members, but they’ll also get great insight into the company.
You could even plan some after-hours drinks at a local bar a few weeks in so they can socialize with their team members in a relaxed setting.
Give resources, but don’t overwhelm.
Business Coach Tip 5: Resources
It might seem daunting to have old newsletters and other role-related resources to flip through, but these references could really help your new hire acclimate to their new role and what it entails. They might notice that your company does something in a particular way, or has a particular focus they should keep in mind.
Just be sure not to overwhelm them with too much or else they’ll feel stressed, something you don’t want them to feel on their first day.
Pay for courses that have helped you.
Business Coach Tip 6: Pay for Courses
Offer to pay for certifications or courses that have helped you in the past. There’s a reason the classes worked so well for you, they’re designed to! Business Coach Doug Winnie has several training and development courses that will benefit not only your new employee, but everyone else on your team as well.
Remind them it’s okay to not quite master things on day one.
Business Coach Tip 7: Answer Questions.
Have you ever felt like you’re taking too long to learn something? Did it make you feel nervous, like you may never do as well as your co-workers? It’s not a great feeling. And the more you dwell on it, the more you second guess yourself which only makes things worse.
This is why it’s so important to remind your new hire that things take time. Give them a ballpark estimate of when certain job tasks might get easier and give them tips to help along the way. You should also set clear goals on when things should be done so they know what to expect.
On the same note, let them know you’re available for questions. Noting stresses out people more than thinking they have to figure out something on their own. Knowing they have someone to turn to will ease their mind and give them the confidence they need to tackle their new role.
Hire Doug Winnie Today!
Doug Winnie is an award-winning business coach, business accelerator, and team trainer in Houston, TX. In addition to personal business coaching, Doug Winnie has many classes to help foster training and team development. Call (713)-963-3814 or click below to improve your business today!
You’ve tried to manage your toxic employee and after some serious consideration, you decided to let them go. Now you’re probably wondering, what’s next? How do I hire good people? Read these six tips on how to hire good people and keep them.
HR and managers should be talking to each other constantly.
Managers know what needs to be done. HR knows how to find the right people to do it.
1. Work Together
Before blasting your job posting on sites like LinkedIn and Dice.com, be sure HR understands your business and what your managers and team leads need. HR and managers should be talking to each other constantly. Managers are the only ones who can give real insight into what needs to be done and when. If you can, have HR sit in on business meetings so they can really get the feel for what your company does and the people it should hire.
Just because the person you’re interviewing might be a good buddy to BBQ with doesn’t mean they’ll work well with you.
2. Focus on Diversity
Many companies today base their hiring decisions on culture. It’s easy to see why. They want people who fit in with the rest of the team. Just because the person your interviewing might be a good buddy to BBQ with does not mean they’ll work well with you – or vice versa.
Anthony Park worked in a bank in Arizona as a programmer. He was a conservative guy who didn’t have the Silicon Valley look, but he had the Silicon Valley skills. During his downtime, he developed software for fun and made a Netflix-enhancing app.
Netflix had been wanting an app like just like that and decided to reach out to Park. After a packed day of interviews, everyone realized that while he might not act like the typical software developer, he could work like one.
In addition to bringing in unique talents Netflix needed, he also brought in unique ideas. The recruiter who hired him on was sitting in a meeting where everyone was tossing around ideas. The room got quiet and Anthony suggested and an idea that was a real game changer. This shocked the recruiter because Anthony rarely spoke up. He’s now vice president of the company.
This is why it’s so important to focus on diversity. If Netflix had stuck to hiring the same type of person they would never have gotten the innovative solutions they needed.
One of the main reasons Anthony Park worked so well was that he loved developing software, which Netflix needed. If you want to find your own Anthony Park, look for the people who love to solve the problems you’re having.
Take recruiting, for example.
If you need to hire good people for HR, don’t go with candidates who say the generic, “I love people.” Instead, go with candidates who live for people’s career paths and want to genuinely help others find their passion.
Stock questions beget stock answers.
4. Ask About Failures
Does the classic “What’s your greatest weakness?” question really let you know what a candidate’s weakness is?
Or does it gives them the chance to rattle off the same autopilot response?
Instead, ask about a time they failed at something.
How a candidate responds tells you a lot about how’ll respond to mistakes in the future.
Did they take responsibility for the failure and explain what they learned? Or did they blame someone else to make themselves look good?
Another practice to avoid is the Impossible Trick Question.
The Impossible question is like those trick questions you heard as a kid.
Trick Question: Is the Sky Blue?
Trick Answer: No, the sky has no feelings.
Instead of being silly, Impossible Questions are industry-related with answers only you know. It sounds like a good way to spot great candidates. If they’re knowledgeable about their field, they should be able to see past the “trick” to find the answer, right? Yet all those questions do is shake a candidate’s confidence for the rest of the interview. If you already know the answer, don’t ask. You’re looking to hire good people who can solve your problems. Not fix what you already fixed.
5. Always Be Recruiting
Even if you don’t have any job openings, it’s always a good idea to be on the lookout. By always recruiting and staying in touch with who you found, you’ll have a backlog of people ready to interview when you need them. If they’ve found work in the interim they might have friends and colleagues who are just as passionate about the work as they are.
Your employee could be happy with their job in every other way, but if another company is willing to pay them more, they may leave.
6. Compensation is Key
You’ve done it! Your recruiters and managers worked together and found one of the best employees you’ve ever had. So how do you keep them? By compensating them what they’re worth. Your employee could be happy with their job in every other way, but if another company is willing to pay them more, they may leave.
A former recruiter for Netflix Patty McCord has sound experience in this situation. One of their “Day One” engineers were being recruited by Google. His manager wanted to match the offer but Patty was reluctant. Why let Google set the pay-scale?
Then she asked herself one super important question: Does this engineer have experience and qualifications no one else has? The answer was a resounding yes. She ran some numbers and found that not only could she boots his income, she could double the income of his team as well. While it seems scary and unfair to some, it’s always better to compensate the rare skills your employees have before some other company does.
Start on Your Path to Better Hiring: Hire Business Coach Doug Winnie Today!
If you’re ready to set your business on a course for success, then contact Executive Business Coach Doug Winnie today. Small business coaching is his specialty. He is a two-time recipient of the ActionCOACH of the Year award, and recognized internationally for his ability to transform struggling businesses into market leaders.
So what are you waiting for? Get started on increasing your profits today! Click below or call us at (713) 936-3814. Let’s talk about your business.
Firing people can be tough. Whatever the reason, don’t feel bad for having a hard time deciding to fire an employee.
Some employees are simply toxic, and no matter how much you try to work with them, it doesn’t work out. That’s okay.
If you’ve worked hard to improve your toxic team member, but aren’t getting anywhere, it’s time to let them go. Here’s how to do it gracefully.
Step 1: Identify and Attempt to Fix
When considering if you are going to fire someone, first ask yourself, “Is this an attitude problem or an aptitude problem?” Since we are talking about toxic employees, we can safely assume it is an attitude problem.
Toxic employee. With those two words, you may already have someone coming to mind. But it’s important to determine whether the employee is actually toxic or if they just need some help to fit better. Perhaps they need to move to a different department or position, or some mediation needs to take place with other team members.
Is this an attitude problem or an aptitude problem?
Sit down with them and discuss the “toxic” behavior. It’s important to give your employee honest feedback and the opportunity to change.
If they won’t or can’t change, then that’s when you need to make a decision: whether they’re worth keeping or if you need to fire them.
Before jumping to firing, though, sit down with them and create a resolution plan (aka PIP, or performance improvement plan). In the plan, there should be key performance indicators that can be measured. Define a time period. At the end of that period, you’ll need to assess the results of the plan.
If this employee applied for a job at your company today and you knew everything you know about them now, would you still hire them?
It’s important to determine the value of your employees, but not at the expense of your business or other team members. Think about if their problems outweigh their value – and know that there are other fish in the sea!
How would you feel if that toxic employee resigned today?
Would you feel anxious? Think about why you might feel that way.
However, if you would feel relieved, that’s a good indicator it’s time to let that person go.
Do your other employees trust this team member?
If your other employees can’t trust your toxic employee, that’s a strong indicator that they don’t fit in and need to be fired.
Furthermore, if they feel unsafe around the employee, it’s definitely time to show them the door.
Scapegoating is a great way to hold onto the control a toxic employee often craves. By placing the blame on others, they can continue their toxic behavior without consequence.
Does your employee acknowledge their wrongdoing, take ownership of the problem, and want to change?
If not, it’s time to let them go.
Did you provide guidance and a chance to correct the behavior?
Look back over the resolution plan you and your employee should have created.
If you didn’t try that path first, go back and pursue that path first.
You should always be providing timely feedback to your team – and the key word is “timely.” Letting them know how they’re doing and what you expect of them is key to maintaining a driven, focused team.
Give your employee a chance to correct their toxic behavior, and if they don’t improve, then let them go.
Schedule the meeting to fire the toxic employee, and make sure to have a witness present. Follow these tips when firing a toxic employee to make sure the process goes smoothly:
Have a clear job description available to refer to if needed. Your employee should be aware of the things you expect from them when they’re hired. If asked how they’re not meeting expectations, you should be able to point directly to the job description to show them.
Have a third party present, preferably HR. This person will review your decision to ensure it’s fair and warranted.
Follow your company’s discipline policy (i.e. three strikes, performance reviews, etc.).
Stay calm during the entire meeting, and try not to end on a negative note. Make sure to thank the employee for their time, but don’t apologize for letting them go. Finally, make sure you understand their communication style so you can better communicate with them during the process and make it go more smoothly.
There’s a difference between a toxic employee and a difficult employee. Some employees simply need some guidance, would do better in a different position or department, or aren’t aware of their bad behavior.
On the other hand, toxic employees are a drain on your team, time, and resources, and need to go in order to keep your workplace healthy and successful. Read on to find out how to tell the difference and what to do about it.
First, determine what’s causing their bad behavior. Sit down with your employee and have a conversation about the problem.
It’s important to give your employee honest feedback and the opportunity to change. Christine Porath, author and Georgetown Associate Professor, explains how to give feedback:
Objectively explain the behavior and its effects, using specific, concrete examples. “It’s not helpful to say, ‘You’re annoying us all,’” Porath explains. “You have to ground it in the work.” Also discuss what kind of behavior you’d like to see instead and develop an improvement plan with the employee. “What do you expect them to change? Strive for clearly defined, measurable goals,” Porath says. “You’re giving them the chance to have a more positive impact on people.”
Maybe their position isn’t really the best fit for them and they would be more successful in a different one.
Maybe they are going through health complications, big changes in their personal life, loss, divorce, etc.
Offer your employee resources and attempt to fix the problem first.
Use this conversation to offer your employee resources and attempt to fix the problem. For example, offering some time off or counseling for an employee going through the loss of a family member may end up solving the issue.
However, if you offer resources to the employee and the problem continues, take a stand. If this employee’s behavior is negatively impacting your team, it’s time to think about letting that toxic employee go.
Types of Toxic Employees
First, determine exactly what it is that is frustrating about that particular team member before proceeding. Are they always late? Do they have trouble getting along with other employees? Problems with employees happen in every business, so understand that you’re not the first to experience a frustrating team member. Here are a few of the most common “toxic employee” personas business owners have to deal with in their workplace:
Does the bare minimum
Consistently late or leaves early
Pushes their work off on everyone else
Rarely meets deadlines
Goofs off online instead of working
This personality sits back and lets everybody else pick up their slack, happy to get away with the bare minimum. Unfortunately, this means that the rest of your team has to make up for this employee’s lack of motivation.
What to Do About It
If you haven’t already, implementing a timesheet that tracks how your employee spends their time online – or even one that blocks non-productive websites like Facebook – could be a great way to get them back on track. Here are some other strategies for motivating a slacker:
Negative Nancys bring everyone else in the office down with them. Their negative attitude severely impacts your team, as well as colors the relationships they build with clients. This attitude can lead to conflict with other employees more often.
What to Do About It
Talk to your Negative Nancy about their attitude, but do it in a productive way. Ask them what would make their work more efficient and make them happier in the workplace.
Offer constructive solutions to complaints
Suggest a more positive perspective by pointing out the good things
Challenge them to say “but” when they complain (i.e. “X didn’t go right, but Y did”).
Everybody’s best friend
Extremely friendly and warm
Distracts other team members
Often misses deadlines
Gossips and lives for drama
While it’s a good thing to have a team that enjoys being around each other and talking, the Chatty Cathy takes it a step too far. They may spend an hour chatting with a coworker instead of getting work done. They’re constantly laughing and talking, spreading gossip, and distracting other employees from their work.
What to Do About It
Channel their energy into a different project
Provide redirection when necessary
Define appropriate times for socializing
Schedule workplace culture activities
The Mess can be extremely intelligent and highly skilled, but still exhibit inappropriate behavior. Common characteristics include:
Lack of credibility
Doesn’t like change
Doesn’t take responsibility
Drops balls and forgets things
This is the person in your company that no one feels they can really rely on or trust to get things done. They’re generally all over the place, and expect other people to clean up the messes they leave behind.
What to Do About It
Offer further training
Implement training and improvement plans
Provide more structure and support
Check in with them a lot
Encourage screening for ADD or other issues
Though these are the most common issues businesses experience with employees, they’re not the only ones. There are many different employee behaviors that can be considered toxic. The important thing is to recognize when an employee is hurting your team and do something about it.
Get Personalized Advice on Managing Difficult Employees from Houston Business Coach Doug Winnie!
Houston Business Coach Doug Winnie has the skills and expertise you need to help your business grow and succeed now! He has helped numerous businesses reach and exceed their goals time and time again. Get a FREE coaching session when you contact him now!
What is business coaching?
If you want to go fast, walk alone, but if you want to go far, then walk with others.
This adage continues to resonate from generation to generation and carries with it profound truths, the kernel of what business coaching is all about.
So what is business coaching?
The etymology of the word “coach” begins from a Hungarian term, kosci, which means “carriage.” In 1830, the word was used in the halls of Oxford to denote a trainer who carries a student through an examination. In much the same way, a business coach carries you through the process of building and nurturing your business to ensure its success and growth.
The word “coach” denotes an individual who guides and advises another, so business coaching is guiding a business owner through building and improving their business and profits! A business coach helps you map out clear goals and strategies for success.
Business coaching is all about providing guidance and support to enable a business to thrive and grow, so here are 5 reasons why a business coach is so valuable for any business:
Accountability is pivotal in achieving the goals that you have set for yourself and your business. Isn’t it amusing how easy it is to break promises we make to ourselves but quite challenging to do so when we involve another person?
A business coach is an accountability partner that nudges you with business targets and reminders of what your business is working towards. Business coaching does not afford you the luxury of giving up on your goals just because you are too tired or because it is “too hard.” You’re in it for the long haul, and your business coach is at your side, working hard to help you make it happen.
A business coach is an accountability partner.
Business coaching rouses a business executive or owner to take full responsibility for successes and failures. A business coach encourages a business owner to forgo shifting blame on individuals, departments and circumstances alike. A professional coach comes in to help you evaluate your past mistakes and forge a robust strategy to succeed in the future.
Taking responsibility is the first step in mitigating a problem. It is prudent to introspect and highlight areas that need improvement. Business coaching avails professionals who have the insight to analyze business environments and scenarios and help business owners put in place structures that can weather any external tension.
Houston business coaching also encourages business owners to celebrate their victories, big or small. To maintain the morale of staff and a business owner, positive reinforcement is key. Admitting your mistakes and celebrating your victories is the cornerstone of a holistic business enterprise.
Many business owners get better at the hiring and training process once they begin to understand that bad employees are really their responsibility.
A business coach has the expertise to analyze every aspect of your business and point out areas that should be worked on and improved.
Gaining a different perspective on the health of your business could be significant groundwork towards rebranding and a culture shift that improves profits and streamlines operations in your business.
Moreover, business coaching will challenge you to think outside of the box and stretch your goals.
Business coaching helps you explore the edges of a seemingly tumultuous market with profitable returns. A coach gives you a gentle nudge in the right direction so that your business can blossom!
One particular client kept getting caught up in the emotion of the business. It was only when Doug provided the outside perspective that the business owner was able to get past the emotion and make the right decisions for their business.
Houston Business Coaching adds value to your business by providing a professional brainstorming partner. The adage dictates that two heads are better than one. The collective power of more comes second to none.
A business coach helps a business owner harness ideas through brainstorming. This helps a business evaluate what your business could be or do. Business coaching highlights novel profitable markets and how you can nurture your business to exploit this market.
A business coach is your professional brainstorming partner.
Business coaching offers invaluable business advice through providing professional counsel. Moreover, a business coach suspends all judgment, is not rash to opine and is solely dedicated to understanding your business and values to propel you towards your goals.
Several of Doug Winnie’s clients have shifted from wanting a successful business to wanting to have a business that is franchised. This requires a new vision for the business owner and for the business overall.
Improved Hiring & Retention
Communication is at the core of sustaining highly motivated staff. Business coaching helps a business owner vocalize the business goals, targets and values. An informed workforce promotes teamwork and builds a robust working force that delivers on time.
Business coaching helps business owners build their emotional intelligence. Emotional intelligence is crucial in dealing with employees and clients. Coaching also helps businesses create the right structures to reward and penalize staff.
A happy staff will stay motivated and the business will experience less employee turnover.
The franchisors determine what products or services will be offered by the franchisees, who must do business under the same name brand, trademark, support, and operating business model as the original business. The franchisee retains control over human resources, employment standards, and best practices.
Franchises are extremely common nowadays – and you see them everywhere.
Franchising allows businesses to grow rapidly, and it’s a great way to stay financially conscious, too!
The primary barrier to expansion that today’s entrepreneur faces is lack of capital. And franchising allows companies to expand without the risk of debt or the cost of equity. Since franchisees provide the initial investment at the unit level, franchising allows for expansion with minimal capital investment on the part of the franchisor. In addition, since it’s the franchisee, and not the franchisor, who signs the lease and commits to various service contracts, franchising allows for expansion with virtually no contingent liability, thus greatly reducing a franchisor’s risk.
Franchising can be a great way to help your business grow, and franchise business coaching can help you achieve your goals! But first you need to consider a few things before taking the plunge.
88 percent of franchisees enjoy being part of their organization,
85 percent feel positive about their affiliation with their franchisor,
83 percent respect their franchisor,
80 percent feel their franchisor operates with a high level of honesty,
78 percent would recommend their franchise brand to others, and
73 percent would “Do it all over again” if they had the option.
Your business must be systemized.
In order to start a franchise, it’s important to first have your original business on solid ground. Ask yourself the following questions:
Is your business model proven to be successful?
What’s your track record of success over time?
Do you have a good reputation in your community?
Are there systems in place that can be easily replicated?
The stronger your business already is, the better. If you’re having problems, opening up a franchise won’t solve them. Tackle your issues in your current location first before opening up any franchises. Franchise business coaching is a great way to solve any issues you may have while also looking toward the future.
Franchise Business Coaching Can Help Your Business Grow
If you’re a franchise or considering franchising, contact experienced franchise business coaching expert Doug Winnie today! His knowledge and experience coaching businesses all over the Houston area can give you the tools you need to grow and reach your goals! Contact him today for a free coaching session!
Small business coaching is a great way to enable your business’s success. It gives you the tools, information, and guidance you need to succeed in any business environment. If you think you don’t need it to succeed, let’s take this moment to think about your business and its goals.
You Need Small Business Coaching if…
You *think* you have it all under control.
You wear many hats.
Everyone does just what needs to get done.
Does this sound familiar?
You don’t have everything you want, but you’re managing.
You wear many hats during the work week. One minute you’re manager, the next you’re technician, then receptionist, and so on and so on… The lines between whose tasks are whose are blurred. Everyone just does what needs to get done, no matter what their original job title is. Some call it messy, but you just know it could be better.
Then a client calls and wants to talk to the manager. You pause.
Which manager? For what reason? What did we do this time?
You scramble to find the right person with the right knowledge on this topic. You’re panicking. How do you help this customer fast?
Here’s the Solution:
You need to get organized. You may hope you’ve got it all under control – and somewhere inside of of you, you know you need help.
Your business isn’t headed in the right direction.
Imagine a future where your business has:
0 HR issues
0 or very few client complaints
No trouble with internal or client communication
A clear vision and strategy for today and the future
In an always-evolving marketplace, you need to have a plan. Your strategy today may not be a viable strategy for tomorrow. Small business coaching helps uncover those blind spots in your plan that can destroy your business from within.
Furthermore, no business is perfect. Whether it’s communication problems (the #1 cause of employee conflict) or something else, small business coaching can help you fix it.
“If you’re the smartest person in the room, you’re in the wrong room!”
Your Business Needs Small Business Coaching.
In the end, anyone in any industry can benefit from small business coaching. A business coach can help you strategize, manage your time effectively, improve communication, and so much more.
Houston Business Coach Doug Winnie has the skills and expertise you need to help your business grow and succeed now! He has helped numerous businesses reach and exceed their goals time and time again. Get a FREE coaching session when you contact him now!
Houston training and development programs are not just about perfecting your skill set, but also your workplace interaction. This affects how well you communicate and do business with your team. Below, we list the 3 most common employee problems and how to deal with them. All these skills and so much more can be learned in our Houston Training and Development Programs. These programs include:
and so much more!
If you’re interested in bringing your team all the benefits that our Houston training and development programs have to offer, contact Houston business coach Doug Winnie to sign up for a FREE consultation. Sign up today online or by calling 713-936-3814.
Poor communication is the biggest problem that businesses face today. It can create a hostile work environment where employees become unwilling to collaborate. Don’t allow poor communication to break up your team.
As the business owner, you should work on creating an environment where your team feels respected and comfortable interacting.
The most extroverted people on your team tend to be Ds and Is, while the more shy team members are Ss or Cs. The more similarities employees’ communication styles share, the easier it is for them to communicate and get along. Ds and Is are drawn to one another due to their fast-paced, outgoing personality. Ss and Cs are more likely to connect due to their calm, quiet nature.
“In social settings, people are drawn to those who are most similar to themselves.”
it can be helpful in creating a more welcoming workplace environment and culture. Everyone should understand how their coworkers communicate and how best to connect them. Make sure your employees also have an idea about your behavioral profile, so they can effectively communicate with you.
Another form of employee conflict that many small business owners face is an “us vs. them” mentality between coworkers. With differing communication styles, it can sometimes be easy for outgoing Ds and Is to overpower shy Ss and Cs in a meeting. If this continues for too long, it can breed resentment, leading to an “us vs. them” mentality.
Don’t let your outgoing employees steal the limelight. Your Ss and Cs have a voice and deserve to speak up, too! Take the time to remind all of your employees that they are valuable to the success of your business. Encourage all of your employees to look for opportunities to learn from each other.
“Encourage your employees to learn from each other.”3 – Personality Clashes
Hiring the right behavior styles can help eliminate conflict between employees, but sometimes personality clashes are inevitable. Dealing with these confrontations as soon as they arise can help you avoid a bigger issue down the road. As a business owner, the most important thing is to not ignore these situations.
Encourage your employees to resolve their issues with one another in a professional manner. If all else fails, make it clear: they need to focus on the company’s goals and culture. Ultimately, if they can’t resolve their issues and learn to work together, it may be time to evaluate their place in your company.
Fix Employee Issues With Our Houston Training and Development Programs!
We are #HoustonStrong and proud to live in a city with so many kind, generous people who are working hard to help Harvey victims. In a show of true kindness and patriotism, the city has banded together to provide relief to those affected by this record-breaking storm.
Not only were home owners affected, but so were many businesses across the Houston area. Doug Winnie, Houston small business coach, is ready to help those affected by the destruction of Hurricane Harvey. If you’re a small business owner, you may be wondering how to start rebuilding. The effects of this storm are widespread and the impact on our city will be felt for years, but as Houstonians we can find hope in one another. So what are the next steps you need to take in order for you to rebuild?
Step 1: Assess the Damage
As you’re scoping out your business, ask yourself the following questions:
Is our equipment still operable?
Are any of your important documents damaged?
Are you still able to operate in the current location?
What needs to be replaced before you are able to operate again?
Once you have gone through your entire inventory and assessed the damage, you will want to document all of it and file insurance claims.
Step 2: Communicate with Your Team
After ensuring everyone’s safety, talk to your team about what to do next. This discussion should include a priority shift from “preparation” towards “rebuilding.” Communication is key in these moments. Discuss what needs to be done in order to bring business back to normal. Reaffirm your goals and discuss implementing strategies that can help you to achieve them through the rebuilding process. If you are stuck on how to do this, a Houston small business coach like Doug Winnie can help you.
Above all else, remember that your employees are your number one priority. You are responsible for taking care of your team because your team is ultimately responsible for running your business. Remind your employees that you care about them. Find out what it is they need to be able to move forward so they can in turn help others rebuild.
“Remember that your employees are your #1 priority.”
Step 3: Communicate with Your Customers
Keep your customers informed! Make sure to inform them about what happened, how it affected your business, your community, and your team. Any updates such as hours of operation that differ from normal are also essential to include in this message. Make sure to tell them when things will be back to normal and thank them for their patience.
Step 4: Work Together and Utilize Resources for Small Business Recovery
Partner with local businesses, government agencies, volunteer groups, and nonprofit organizations in order to help rebuild the local community. You can also apply for assistance online at www.DisasterAssistance.gov or call them at 1-800-621-3362.
For more resources on how to help, check out the FEMA Hurricane Harvey resource page or check out this article posted by The Texas Tribune. Doug Winnie encourages you to donate and volunteer. There is no act too small. Texas has truly come together to help victims of Harvey, but recovery is far from over. Reach out to your local community to learn how you can help.
Use all the information you’ve gained during this experience to create a disaster preparedness and business recovery plan. The next natural disaster could happen when you least expect it. It is important to have a plan in place when the time comes. You should have a full, detailed disaster plan for your entire business. If you’re unsure of what to include, Houston small business coach Doug Winnie can help.
Your Next Step: Call Houston Small Business Coach Doug Winnie!
As a Houston business coach, Doug has coached many business owners on how to get started, move forward after setbacks, conduct small business recovery, and grow their business to become more successful. Contact Doug Winnie today!
Small business coaching from someone like Houston business coach Doug Winnie can help you get unstuck. Feeling stuck can mean a lot of things, such as:
Very few new leads
Little revenue growth
Not knowing what to do next
Employees that are bored
Employees that are too busy and burnt out
There are various reasons a Houston business owner can feel like their company is stuck. Whatever the cause, once you recognize the feeling is there, it is time to make an action plan. Start with these key points in mind: your overall business vision, mission, and goals. If you’re not sure how to define these things, small business coaching can help you pinpoint these values or even help you create and affirm new ones.
Making an action plan will take some dedication and research. First, look at your business by focusing on the 5 following areas:
Reassess Company Goals
Answer these questions: What is the purpose of your business? What value do you give your customers with your product or service? What are you ultimately trying to accomplish with every sale and interaction? The answers will give you a clear view of why you’re doing what you’re doing. And if the tasks you’re completing do not match the goals of your business, adjust them! Tasks should not simply be ways to fill time, but ways to add value for customers and progress towards your goals.
Adjust Your Perspective
It can be easy to get swept up in the routines of day-to-day activities at your company. This is especially true when the workload is high and there are a million things on your to-do list. Many business owners feel overwhelmed at one point or another. It seems practical to focus on the “right now.” You will, however, be making a huge mistake by not thinking about the future when operating your business. Your business may be successful right now, but the future is uncertain. Do you know what your business will look like in 3 months? A year? Ten years? If you don’t know, you need to sit down with your team and figure it out. It helps to have your company mission, vision, and goals in front of you. at this time.
Redefine Customer Values
It may sound silly, but it’s important to get to know your customers. An important piece in creating an excellent organization is your customer base. Put yourself in their shoes. Sit on the receiving end of your company’s messages and try to understand things from their perspective. Do some research on what your typical clients look like – age, gender, race, etc. – and figure out what they like. Find out where they like to hang out – online and offline. Find out what they’re searching for on the internet, where they’re shopping, and what they’re buying. The issues they’re concerned about and the problems they need to be solved. Maybe you’ve done this already, but it doesn’t mean you shouldn’t do it again. People are not static – they change! Your customer research should take these changes into account. Be realistic. Perhaps your customers don’t want what they wanted when you started your business. Perhaps their expectations have changed. If you aren’t sure, you need to dive in and learn what they are looking for now – and what they might want in the future. Once you better understand where your customers are coming from, you are equipped to better handle gaining new and keeping current customers.
Keep an Eye on the Competition
Refer to the saying “keep your friends close, but your enemies closer.” Stay ahead of the competition by keeping track of what your competition is doing. Your competitors are fighting hard to stay on top, so you need to fight harder. The best way to defeat your opponent is to understand them; get to know their strengths and weaknesses. Figure out how they conduct business and grow. Knowledge is power. Your business doesn’t exist in a vacuum, so understand what others in your industry are doing. This will help you create realistic strategies to be a leader in your industry.
Ask for Help
No matter how much experience you have, there’s always room to grow. It’s beneficial to continue learning, not only for your business but for yourself as well. With so many great resources out there, it can be overwhelming to go at it alone. Thankfully, small business coaching offers business owners an excellent guide with strategies that suit their specific business and situation. Hiring a small business coaching expert like Doug Winnie can accelerate your business quickly and give you insight into things you might never have considered on your own. Don’t be afraid to ask for help – we all have something to learn from one another. Hiring a small business coach is an excellent choice for business owners who feel stuck, or any business that desires guidance and growth.
Get Out of That Rut With Small Business Coaching from Houston Business Coach Doug Winnie
Feeling stuck? Houston business coach Doug Winnie can offer you instant solutions designed to grow your business. If you’re ready to see your business accelerated, contact Doug Winnie today!