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4 Ways to Invest In Employee Development To Cut Turnover | Extraordinary Business

Employee engagement has plateaued to 70 percent for some time, with concerns about lack of career advancement opportunities being the top reason why employees quit their jobs, according to a LinkedIn survey of 7 million members.

Meantime, an estimated 45 percent of survey respondents said lack of potential career advancement was the main reason they left their job, while 59 percent added that perception of a better career path was the main reason they joined a new organization.
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4 Ways to Invest In Employee Development To Cut Turnover | Extraordinary Business

 

Employee engagement has plateaued to 70 percent for some time, with concerns about lack of career advancement opportunities being the top reason why employees quit their jobs, according to a LinkedIn survey of 7 million members.

Meantime, an estimated 45 percent of survey respondents said lack of potential career advancement was the main reason they left their job, while 59 percent added that perception of a better career path was the main reason they joined a new organization.

 [···]

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How Multi-Location Business Owners Can Overcome Challenges | Extraordinary Business

Having your own shop has its difficulties. Having two creates challenges. The expansion from one location to two sets a foundation for the growth of your business for years to come. There are certain trials that a multi-location business owner needs to overcome in order to have the company as a whole thrive in its industry.

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Old Dogs & New Tricks | Extraordinary Thinking

The changing role of the business leader leading up to and during business growth

dog-tricks
Is the same old thing good enough?
Many of our clients approach us when they find that they are doing the same thing over and over again, or trying some new things and just aren’t getting the results that they’d hoped for. Or planned for.
While there are a number of reasons for this, one theme that occurs occasionally is the business owner who is not willing to expand their thinking to manage a different type of organization.
For example, say you had an interior decorating business. Business is pretty good, but you find that you are working around the clock – meeting with clients, negotiating with contractors, ordering decorative items, collecting money, managing money, updating your website, etc., and you have done so since the “birth” of the business. What you struggle with is that when you have a big job, you are unable to take on new customers, and when a big job is finished, you are scrambling to get new customers.
Some people call this “feast to famine.”
What do you do? [···]

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Old Dogs & New Tricks | Extraordinary Thinking

The changing role of the business leader leading up to and during business growth

dog-tricks

Is the same old thing good enough?

Many of our clients approach us when they find that they are doing the same thing over and over again, or trying some new things and just aren’t getting the results that they’d hoped for. Or planned for.

While there are a number of reasons for this, one theme that occurs occasionally is the business owner who is not willing to expand their thinking to manage a different type of organization.

For example, say you had an interior decorating business. Business is pretty good, but you find that you are working around the clock – meeting with clients, negotiating with contractors, ordering decorative items, collecting money, managing money, updating your website, etc., and you have done so since the “birth” of the business. What you struggle with is that when you have a big job, you are unable to take on new customers, and when a big job is finished, you are scrambling to get new customers.

Some people call this “feast to famine.”

What do you do? [···]

Read More

Loving the Unlovable | Extraordinary Business

As a business leader, have you ever had an employee or associate that absolutely grates on your nerves?  It’s that associate who gives you a headache as soon as he or she walks into the room.  It’s that person that seems to know that they do get to you and strives to ensure that each day, their personal mission is to push you over the edge.
The impending aneurism would be a blessing right now.
For some reason, though, you don’t feel like you can part company with that person, for whatever reason.  Perhaps that person is the one that seems to pay an essential role in the company, or has an incredible amount of talent.  Perhaps they are a family member or friend or some other association.
There are two schools of thought that immediately come to mind.

  1. In the military, they were quite point blank – “Straighten up or we’ll get rid of you and find two people to take your place who can do the job better.”
  2. Find out what makes them tick…and wind their clock.

Option number 1 requires no investment in the person.  However, you’ve got to be committed to finding the person to replace the initial pain in your behind.  Many business leaders might feel that it isn’t worth the trouble and expense, and will simply continue to endure.  The problem with that mentality is that the problem will continue to exist, moral and productivity will likely be reduced, and you may lose other productive stakeholders – including employees.
Option number two does require investment in the person.  However, the results can be outstanding.  Think about it like this – you will have difficulty putting a round peg in a square hole.  No matter how much you push and pull, the fit will never be quite right.
If, on the other hand, you adjust the hole, suddenly, you have a good fit for the peg, and everyone is happy.  In the same way, finding out what motivates this challenged employee, and learning how to leverage their greatest strengths can be one of the best investment you make in your company.  You’ll be loving the unlovable, and find that you have great commitment and cohesiveness that you could have by trying to put a round peg in a square hole.
This could mean – just to be clear – that the peg might actually be the wrong fit for the company.  In that case, you may still need to help them move on to brighter pastures.  At the same time, however, they may be willing to help with the training and development process for the incumbent.
As a business leader, it is your job to make sure that the organization runs as smoothly as possible.  Being extraordinary means that at times, you will have to love the unlovable.  It means that you are going to have to invest in your employees.  It means making that square hole fit the round peg.
Aepiphanni Business Consulting: The Business Strategy People is a Strategy Consulting Firm dedicated to serving the needs of small to medium sized business leaders and executives. We specialize in helping leaders create extraordinary businesses.  We welcome clients in the personal and professional services industries, including Creative and Design Services, Software & IT Services, Professional Services and Healthcare Services.  As always, we welcome your comments, thoughts, questions and suggestions.  If you are seeking a business assessment, or have further questions about creating your strategy or developing your vision, please give me, Rick Meekins, a call at 678-265-3908, or email us at [email protected].
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Technorati Tags: Extraordinary Business,Extraordinary Leader,Employees
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Loving the Unlovable | Extraordinary Business

As a business leader, have you ever had an employee or associate that absolutely grates on your nerves?  It’s that associate who gives you a headache as soon as he or she walks into the room.  It’s that person that seems to know that they do get to you and strives to ensure that each day, their personal mission is to push you over the edge.

The impending aneurism would be a blessing right now.

For some reason, though, you don’t feel like you can part company with that person, for whatever reason.  Perhaps that person is the one that seems to pay an essential role in the company, or has an incredible amount of talent.  Perhaps they are a family member or friend or some other association.

There are two schools of thought that immediately come to mind.

  1. In the military, they were quite point blank – “Straighten up or we’ll get rid of you and find two people to take your place who can do the job better.”
  2. Find out what makes them tick…and wind their clock.

Option number 1 requires no investment in the person.  However, you’ve got to be committed to finding the person to replace the initial pain in your behind.  Many business leaders might feel that it isn’t worth the trouble and expense, and will simply continue to endure.  The problem with that mentality is that the problem will continue to exist, moral and productivity will likely be reduced, and you may lose other productive stakeholders – including employees.

Option number two does require investment in the person.  However, the results can be outstanding.  Think about it like this – you will have difficulty putting a round peg in a square hole.  No matter how much you push and pull, the fit will never be quite right.

If, on the other hand, you adjust the hole, suddenly, you have a good fit for the peg, and everyone is happy.  In the same way, finding out what motivates this challenged employee, and learning how to leverage their greatest strengths can be one of the best investment you make in your company.  You’ll be loving the unlovable, and find that you have great commitment and cohesiveness that you could have by trying to put a round peg in a square hole.

This could mean – just to be clear – that the peg might actually be the wrong fit for the company.  In that case, you may still need to help them move on to brighter pastures.  At the same time, however, they may be willing to help with the training and development process for the incumbent.

As a business leader, it is your job to make sure that the organization runs as smoothly as possible.  Being extraordinary means that at times, you will have to love the unlovable.  It means that you are going to have to invest in your employees.  It means making that square hole fit the round peg.

Aepiphanni Business Consulting: The Business Strategy People is a Strategy Consulting Firm dedicated to serving the needs of small to medium sized business leaders and executives. We specialize in helping leaders create extraordinary businesses.  We welcome clients in the personal and professional services industries, including Creative and Design Services, Software & IT Services, Professional Services and Healthcare Services.  As always, we welcome your comments, thoughts, questions and suggestions.  If you are seeking a business assessment, or have further questions about creating your strategy or developing your vision, please give me, Rick Meekins, a call at 678-265-3908, or email us at [email protected].
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Technorati Tags: Extraordinary Business,Extraordinary Leader,Employees
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Asleep at the Wheel | Extraordinary Business

Have you ever walked into an establishment and felt like you were interrupting the employees from doing…nothing.  The place might be clean, even sterile, the lights adequate, but not quite bright, and the customers in the place quiet, too quiet.

You can’t help but excuse the place, “Well, I am here just to pick up a widget or two,” knowing that if there was another place you could get it, you would be there in a heartbeat.  Nonetheless, out of curiosity, you begin looking for the management, and you see a slightly disheveled individual, who appears dead on his feet, and moves with all of the intensity of watching paint dry.

Asleep at the wheel.  Nobody is steering the ship.  This phenomenon is a JOB phenomenon.  It is what happens in a business when their is no enthusiasm for what is going on.  There is no vision, nothing to hope for.  Nothing that makes anyone in the place jump out of the bed Monday morning and say, “Gee, I can’t WAIT to get to work!”

How about your organization: are you and your team asleep at the wheel?  What are your stakeholders thinking about your business, your products or your services?  Are you one of those that thinks that you are so good that you don’t have to run a decent business?  Are you so focused on the bottom line that you take the commitment out of the business?

To stand out in the marketplace, to build an extraordinary business, you’ve got to put the time and energy into creating a committed culture in your organization.  Characteristics (and benefits!) of committed cultures include:

  1. A commitment to quality and consistency
  2. Pride in the workplace
  3. Shared commitment to the organization’s success
  4. Shared vision
  5. A unified mission, meaning one that all employees can embrace
  6. Clear and open communication
  7. Free-flowing ideas and growth
  8. Passion for (internal and external) customers
  9. Low turnover
  10. High attraction rates for high quality talent
  11. Trust and openness
  12. Growth

While this is not an overnight change, it is one wherein the benefits far outweigh the costs.  Looking back at organizations that have done exceptionally well, you’ll see leaders that were committed to their employees, their growth and interests, and employees who were committed to growing the organization.  You’ll see teams that are awake at the wheel.

Be committed to your employees.  Grow and extraordinary business.  Be awake at the wheel.

Aepiphanni Business Consulting: The Business Strategy People is a Strategy Consulting Firm dedicated to serving the needs of small to medium sized business leaders and executives. We specialize in helping leaders create extraordinary businesses.  We welcome clients in the personal and professional services industries, including Creative and Design Services, Software & IT Services, Professional Services and Healthcare Services.  As always, we welcome your comments, thoughts, questions and suggestions.  If you are seeking a business assessment, or have further questions about creating your strategy or developing your vision, please give me, Rick Meekins, a call at 678-265-3908, or email us at [email protected].
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Technorati Tags: Company Culture,Employees,Management and Leadership,Business Growth,Extraordinary Business,Mission,Vision

 

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