Turnover creates immense pressure for small businesses.
When someone leaves, or you have to fire someone, you scramble to pick up the pieces. You rush to hire someone to fill the void, but the problem never gets resolved. You still have the same problem you’ve always had.
The company doesn’t have strategic depth.
Growing my company, I’ve run into this problem more times than I want to admit.
Even if someone wanted to take a vacation, it always felt like we were taking two steps forward and five steps back. It was stressful. Things were messy. …
Metrics are misleading.
When a metric becomes the primary focus of a job, it becomes less effective. A “measurement can replace thinking. It can become the thing,” writes Ozan Varol. It becomes something you didn’t anticipate; the ruler of decision-making.
People endlessly chase their tails to achieve a metric.
There are two crucial economic principles to blame:
Goodhart’s Law: “When a measure becomes a target, it ceases to be a good measure.” When we’re too focused on what to measure, we lose the common sense of what’s happening around us.
Campbell’s Law: “The more a metric is used, the more…
The best teams will embrace the “new normal.”
But there are hurdles ahead. Companies face talent shortages for many entry-level positions. Aggressive unemployment benefits and people getting a taste of remote work are significant reasons for the deficit. But as Albert Einstein said,
“we cannot solve our problems with the same thinking we used when we created them.”
Things changed in 2020, so companies must adapt or continue to struggle to find talent and office strategies that propel them into the decade to come.
The new office normal doesn’t cost a ton of money or waste much time.
“A new employee worked for us for 3 days and then disappeared — no call, no show,” a frustrated business owner vented his emotions on Twitter.
The culprit? “An unemployment claim. When will the madness end?” He’s not the only one. I’ve seen, heard, and experienced it as well. But I’m confident leaders don’t get far with complaints.
Instead of complaining, get focused.
Hiring is often a reactionary objective.
We need to fill this role, so we’ll post a job ad and hire someone. But, most of the time, it’s ineffective. Small businesses struggle to invest in a well-rounded hiring…
“They’re all lazy.”
I’ve been speaking to a founder about acquiring his company which has grown frustrated with the talent pool, especially for entry-level positions. It seems that people want government handouts instead of building their careers. But, unfortunately, government assistance doesn’t last forever.
He’s not the only one.
I speak to companies worldwide, including mine, that struggle with varying degrees of talent challenges. But what doesn’t solve the problem is complaining about it.
The issue is more complex than just government aid.
Most companies are fumbling the opportunity of work-from-home. …
Is your company inefficient? How would you know?
Most companies are blind to the silent killers costing them time, money, and productivity. When a company operates blindly, the status quo creeps in — they’re another operation hanging on to the edge of a cliff.
It doesn’t have to be this way.
In fact, with some simple improvements to your critical internal processes, you can transform your company into an efficient machine.
You can’t improve a company’s process unless you can identify the processes that need improvement.
Map out your business area’s processes from start to finish. Keep it simple. Draw…
“The house cleaners vacuum is so loud.”
My Director of Sales and I were chatting in our weekly one-on-one complaining about how the cleaner’s vacuum is so loud. “It’s hard to focus,” “I have to leave my office.” Finally, we looked at each other and began to laugh.
We had a Gucci problem.
A Gucci problem is when you complain about a luxury acting as if you’re a starving child in a third-world country.
Many people complain about luxury masquerading as a problem. Nobody cares but you. We think we have a problem, when in fact, we have a blessing.
Your sales team should never cost you money.
Company results are a direct correlation to the structure of your sales team. If you have a mediocre team, you’ll produce mediocre results. It all starts with how you hire.
When you hire right, everything becomes easier:
The typical sales roles are The Prospector, Business Developer, Lead Nurturer, The Closer, and Account Manager.
Don’t expect a great hunter to be a great farmer.
You have to know the skills and traits you’re looking for in an ideal candidate.
Good sales results in their prior role isn’t an expectation. List the top five…
If you act like everyone else, you get treated like everyone else.
In the industry in which my company operates, customer service is an afterthought. Salespeople care more about selling their inventory rather than helping clients achieve a specific goal or objective. So we do the opposite.
We invest in creating a WOW experience and making it ridiculously easy to do business with us, which has earned us long-term clients.
You first need to know everything about your ideal customer.
If you don’t know their wants, needs, and desires, you’ll have no idea what’s wrong. …
My mom was afraid she would be in a car accident.
My parents were driving to visit my sister for the Fourth of July weekend in North Carolina. The day before, she became anxious, “he’s a terrible driver,” “what if he get’s in a wreck?” She was worried about something that may never happen.
She was building internal pressure, likely to explode in a cloud of misery.
I looked at my mom and said, “you’re worried about something tomorrow that may never occur. You’re giving up this moment, right now, for nothing definitive. Be here, right now. …