Archive for employees

Letting An Employee Go ? The Uncertainty

letting go

The prospect of losing an employee creates a lot of uncertainty on the part of the business owner. Funnily enough, it’s not always about the desire to keep the employee because of wonderful performance, but more so because nobody knows exactly what the employee is currently handling so that one can step into their shoes when they leave. What most business people don’t realize is that there are some eventualities that are inevitable.

Take for example, if one of your employees got sick or was run over by a truck, are you or your team in a position to jump in and cover up for them while they are away? How do you fully get to know what each of your employees is currently handling? How do you create a plan B in case Michael, your accountant quits his job? How about the head of purchases? You can only know these details if you make it a practice to openly discuss such possibilities with your employees.

Sharing Plan B with Employees

If you just wake up one day and ask one of your employees what he or she is doing, you definitely raise a red flag. In fact, it can demoralize that employee. How best can you do it then? Make it a routine to sincerely discuss such with your employees. You can make it monthly, every quarter or after whichever period you may deem fit.

Like that they will look at it as a normal routine that doesn’t threaten their job. You can even go ahead to organize your plan B in the form of a book so that you can easily shared with the team in a bid to make them understand that it’s for the best interest of the business and, in extension, their jobs that they freely share what they are handling with the rest of the team.

As an employer, you will be more confident about the continuity of your business and further make the employees feel that you have their best interest at heart.

[ Full Transcript Follows ]

Hey there folks, Thom Rigsby here from thomrigsby.com, another day out at the lake. Today, we’re going to talk about character in your employees. How can you help with that? Stay tuned, 7 Minutes in the Morning, coming up next.

Hey folks, good morning and welcome. My name is Thom Rigsby and I’m your business coach, and you have tuned in to 7 Minutes in the Morning, it’s your daily dose from me, your business coach, where we take one topic every day to help you build a better business. Yesterday, we talked a little bit about how as the owner, a leader in a business, you can build a faster culture. Now that I’ve said that, this totally proves to you that this show is absolutely unscripted. Just as I say that, I remember to point that I left out yesterday. Culture is not something you can create; you can’t buy it at the store, come in one day, unpack it and say “Okay, now we’ve got this culture. It’s something that develops organically within the organization. You can foster that, you can promote that but you cannot create them.

One way you can do that is by hiring for character. Very often, as business owners and leaders, we have this desire to hire people to perform a specific task. So what do we do? We advertise for that task, we solicit resumes and applications; we interview people for their competency with that particular task. I want to suggest to you to think about hiring for character. If someone has the right work ethic, the right character, chances are pretty good that you can teach them the skills that they need to perform the tasks for you. I mean you’re doing them for yourself now. At the very least, let’s say you are hiring a book keeper, you know absolutely nothing about accounting of books, but you do have an account and you just need someone to help you with the books. Hire somebody of high character, send them over to your accountant’s office for a week, it’ll be the best week’s wages you ever spent because that book keeper will then learn exactly how to keep the books the way that the accountant wants them kept. You will get an employee who’s grateful to you for teaching them something that they didn’t know, but obviously had some desire to, and you will get to go to work on your business rather than in your business.

Is character the only thing you should hire for? No, and in fact sometimes, there are circumstances where you absolutely should hire for competence. I don’t want to hire somebody to be my dentist, if they just really want to take care of my teeth and then they need some training from time to time. My point is that very often, that’s all we care about is the specifics of the training, the specifics of your experience. Let’s face it, as small business owners, what we normally want is the most experienced; the best qualifications at the least price. That’s the bottom line in a lot of cases. If you hire for character, hire for attitude then you’re going to get a high quality employee, and a lot of times, a much better addition to your team.

You think about that, give me your thoughts. You can send me an e-mail thom@thomrigsby.com or you can hit me up on Twitter at thomrigsby. As I mentioned yesterday, I’ve got a You Tube channel. I do almost all of these podcasts on video also, you can go to You Tube and find those; just search for Thom Rigsby, it’ll take you right there. We’ll be back tomorrow with another topic. I think I’ll do the whole week from the lake this week. Until then, my name is Thom Rigsby, I’m your business coach.

How to Handle Employees Who Are Not Team Players

http://www.dreamstime.com/-image14048091

What do you do with an employee who isn’t a team player? Think of this employee whom you must tell everything, from what needs to be done, how it should be done and yet you still have to stick around to micromanage the entire process? Is such an employee doing your business any good? What do you do with such an employee?

Such an employee is a cancer to your business and you definitely have to find the most appropriate way to cure the disease. As the business owner, you have two practical approaches. You can either keep them and encourage them or simply encourage them but still let them go. The reason why you must act, and act fast for that matter, is because such employees who are stuck in the rag are a bad reflection on both you and your business.

Encouraging Them to Be More Productive

It’s important for you as the employer to understand your employees. Create a warm moment with the non-performing employee to fully establish whether they have some personal challenges that are reflecting badly on their job. In a very honest manner, you can encourage them, share with them your intent and even recommend some materials that can pump them up to deliver. You can share such books as 48 Days To The Work You Love or No More Mondays, both by Dan Miller. There are several other pieces of work that you can share with them in the form of podcasts, videos etc.

Even with all such efforts, you have to be aware of the fact that it’s them to decide whether to change or not.

What to Do When They Don’t Change? Let Them Go

It won’t do you any good if you keep them around when they actually won’t change. The best thing to do is to encourage them and explain to them that maybe your business isn’t the right place for them. Where possible, you can connect them to some recruiting agencies so that they fully understand that it’s not that you just don’t like them, but it’s because your business has some standards that must be met by all employees.

This might be difficult for some employers, but believe you me; it will do your business more good than harm.

[ Full Transcript Follows ]

Hey there folks, Thom Rigsby here from thomrigsby.com. This week we’ve been talking about team related issues.

Today, what do you do with somebody who doesn’t want to be a team player? You probably ran into that problem, I’ve got a couple of words for you, coming up next right here, on 7 Minutes in the Morning.

Hi folks, good morning and welcome. This is 7 Minutes in the Morning, where you can get your daily dose from the business coach, that’s me, my name is Thom Rigsby. I can’t even say my own name this morning. All this week as it turns out, we’ve been talking about your team. We talked, Monday, about culture, we talked about delegating and letting them, empowering them to do their art. What happens when you get somebody on your team, maybe you even
inherited them from a previous owner or bad hiring decision – whatever. You wind up with somebody on your team, who just don’t want to play ball. They are fine…I call it being mired in mediocrity. They’re not going to go above the call of duty, they’re not going to go below, they just want to come in, sit there patiently, wait on you to tell them step for step, word for word what to do, take their pay check and go home.

Those people are like a cancer to your business. They’re not helping you. As I talked about earlier in the week, if you can convey your intent, we need to accomplish this, this and this, before the end of the day, you guys go knock that out. And they got it knocked out, great. But if you have to tell them “Look, I said we have to A B and C. You’ve done A and now you’re sitting on your but, what’re you doing? Go to B.” then they go do it, they’re not helping you. They’re not building your business, and they’re not a positive reflection on you, your work ethic and what you want your business to represent. You really have two choices. One, is you can try and get them out of their rut. Let’s face it, that’s really what’s going on with them; they’re stuck in a rut. For whatever reason, they’ve just decided this is my lot in life, this is what I’m going to have to do and I’m just going to do what I have to do to get by. You can encourage them to get out of that rut. You can share books like 48 Days to the Work You Love or No More Mondays, both by Dyer Miller. You can give them Tony Robbins tape, you can point them to this podcast – let me know -dozens of other podcast, to help encourage them to get out of that rut.

Even when you’re doing that; it’s always important to be open, honest and upfront with them. Just say “Look, you’re kind of performing at this level, I need you to perform at this level, I think you might find some things you can benefit from in these books, in these podcasts. I’d like for you to try and read them, listen to them and improve how you’re performing, how you’re contributing to the team. They’ll say “Oh yeah, sure okay I’ll do that or Yeah, okay, give me the book. At some point, they’re either going to make a change or they’re not. And now as I’ve talked to you many, many times, the first thing that you have to do, in order to make a change, is desire that you want a change. Same thing true to them, they have to decide that they want to change. If they don’t, there’s no use in you putting a lot of time and effort into it.

It brings us to the second option. You can even try the first option, if it doesn’t work out, that brings you up to number two; let them go. Except for circumstances where something has gone grossly wrong, they’ve stolen from you, they’ve damaged your business somehow, they’ve done something obviously wrong – those people you need to let go right away. In a case like this, where they’ve been an employee for some time, it’s not working out, you can build
a lot of positive presence in the community, both the business community and the employee community, by helping them find a job that’s a good fit for them. That does not mean you have to go out and find it yourself. Maybe you hire them a coach, you go and find a recruiter to work with them and you pay for it. Do something to help encourage them to find the right fit, and all along the way, be sure to tell them. Don’t do it and not have a conversation with them. Tell them “Look, you’re not the right fit for this company today, but there is somewhere that is a fit
for you and I want to help you find it.” You’re going to raise your capital with them and you’re going to also, at the same time, even while you’re letting them go, encourage them that they can do better and they can find what they’re looking for. This is probably the third hardest thing for a business owner to do; decide to hire somebody, delegate work to them and then let people go. It’s just a difficult thing to do we’re never really prepared to train for it.

But I hope something that I’ve shared with you today, throughout the week this week, has helped. If it has, I’d love to hear from you, or if I’ve left you with questions, I’d love to answer those for you. You can send me an email thom@thomrigsby.com, or find me on Twitter at thomrigsby or also on Face book, thomrigsbycoaching and the YouTube channel so you can see the pictures of the lake behind me here at youtube.com/thomrigsby. In all of those
cases, remember to spell Thom with an H – its T H O M. Will be back tomorrow, it will be Friday, and I’ll have a last message for you, heading into the weekend. Until then, my name is Thom Rigsby, I’m your business coach.

 

Allow Your Team to Perform Their Art

nice place to work

It’s creative minds that drive every business. And where employees are given free hand to perform their art, the business generally becomes successful. It’s the responsibility of every business employer to ensure, at the recruitment stage, that the employees are persons who are exceptional in character, creativity, knowledge and performance. Is that what businesses do? Are employers letting their employees loose to exercise their art whole heartedly? The answer is a resounding no, at least for most business employers.

Admittedly, there are two most difficult things that business employers do. First is recruiting the right employees and secondly is getting out of the way of the recruited employees so that they can do their art. What makes these two so difficult? When it comes to the recruitment of the employees, most employers find it a challenge identifying the employees who can deliver; the ones who are passionate about that particular job.

On the other hand, giving employees the freedom to do their work also presents a huge challenge. Most business employers have a feeling that their employees can’t perform the way they do. As a result they put them through very tight supervision with some going as far as micromanaging everything. Besides, there are employers who don’t give their employees the freedom to do their art with the illusion that their business customers would directly give jobs to their employees, resulting in a loss to the business.

Is This True Of All Employees?

In most instances this is unnecessary insecurity. In fact, many employees would instead offer their best and only appreciate you for at least getting the job, or better still, creating the platform. Even when they fully understand that they are the ones doing the actual job, most employees fully recognize that the employer deserves a percentage for bringing the job. Some employees therefore focus more on performing their art passionately and letting the employer do their part.

A very successful way of doing business is thus having a competitive recruitment process and then giving the employees the freedom to do their art.

[ Full Transcript Follows ]

Hey folks, Thom Rigsby here from thomrigsby.com, another show from the lake. Today we’re talking about allowing your team to perform their art. What the heck is Thom talking about? Stay tuned, 7 Minutes in the Morning is coming right up.

Hi there folks, good morning and welcome. This is 7 Minutes in the Morning, it’s your daily dose from your business coach, that’s me, my name is Thom Rigsby. Well, if you’re watching the video, you’re not watching me, because today we’ve got a nice picture from the lake. I’m out here at the County Lake, really nice and calm and serene. Just a shout across the lake there, and I wanted to start the show out with that picture, with that point of view, because
we are talking about art today. Your employees, your team that does work for you, whether they’re full time, contract or freelancer, they are doing art. They’re finding their fulfillment. Art is defined as meaningful work.

If you have empowered them for success, then you’re letting them do their art. Here’s the tricky part; this is the second hardest thing that a business owner has to do. The first is deciding to hire an employee. The second hardest thing that a business owner has to do is get out of the way and let them do their art. So often we feel like nobody is going to do it the way I would, I have to show them how to do it. It’s going to take me years to train them –
every excuse in the book for why you’re holding this person back. If you did a good job, you hired for character, you hired somebody who can take on the task that you need performed, once they’re equipped. Facilitate their success, give them a task, show them your intent and turn them loose. Let them do their art.

What I hear all the time is, well nobody is going to do it as well as I can do it. You know what? You’re right, in a lot of cases; they’ll do it better than you could do it. If we’re being perfectly honest, I think that’s what most of us worry about. Wow, men, if I started this business then it’s all mine, but what if they do a better job than me. Won’t my customers hire them away instead? No, because your art, your passion, your fulfillment comes in the business. Their motivation and fulfillment comes from a completely different thing. Maybe they don’t enjoy
worrying about finding work, maybe they love doing the task and they’re willing to allow you to take a percentage, take a cut of the money they could make, because you find them the work and they can just focus on the work. That’s called letting them do their art, and delegating, letting your team do the work, that’s the hardest thing that business owners have to do. If you are working for somebody else today, let me ask you this question. Are you giving your business owner your best art? Well now, I might hear a response to that that says “Well, I don’t think
that way, Thom. They’re not letting me do my art.” Really, I know in some cases, they might be overbearing, they might be micro managing, but you can still do the very best you can do, in that circumstance. It is your duty, your responsibility to do that for them.

Whether you are a business owner, a business leader or even an employee, find a way to do your art, and to let those on your team and those around you, to facilitate pursuing their art. If you do, now here’s the reward that you have. A lot of fear around delegating and letting – turning the team loose – the reward that you’re going to get is a happy productive team. When they’re happy and productive, the work that they do is a reflection of your work. So if you’re a painter and you turn this guy or girl loose on painting the house, that you facilitated them,
you’re letting them find and fulfill their art. You think they’re going to do a good job? Yeah, they’re going to do a great job, and that home owner is going to tell you how great a job they did. That home owner, that business owner, that customer of yours, is going to be happy with you for bringing them to do their work. It’s crazy how this stuff works, but time and time again I’ve seen it work out that way.

Your job as a business owner or a leader is to find ways, find the gaps that are preventing you from letting your team loose, to let them do their art. You can’t just “Okay, there it is, go do it,” then go home and kick your feet up. Delegate it, supervise, make sure they’re doing it to your standards, doing it the right way and not slacking off. But if you’ve hired for character, the way we talked about yesterday, none of those are going to be a problem. They’ll be performing their art, you can go find more business, keep the books full for them, everybody wins that way. Delegate, I know its scary, I know its fearful, but you’ll grow a bigger business. In fact, it’s the only way that you can grow a bigger business, by letting them do their art.

I hope that that’s helped a little bit, or maybe its generated some questions for you. Either way, I’d love to hear from you, drop me an e-mail thom@thomrigsby.com. And if you haven’t been watching the videos, you’ve got to go to youtube/thomrigsby, especially today; I’ve had a whole little barrage or bugs flattering around my face today. I’m whacking and scratching bugs away from my face the whole time here, so you might want to go check that out, get a
good laugh from it. I’ll be back tomorrow with another topic. Until then remember, my name is Thom Rigsby, I’m your business coach.