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Hidden Truths about Your Business, Employees, and Related Performance
| Guest post by: David Liddell |
Article Overview: Truths worth talking about that can impact your organization and it's success. 1.Your workforce is changing. 2.Your leadership capacity is finite. 3.Your strategic plan only works if you use it regularly. 4.Accountability does not happen on its own. 5.All of your employees are connected to sales.
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Free Download - Is Supervision Part of Leadership? By David Liddell |
Hidden Truths about Your Business, Employees, and Related Performance
You can agree or disagree on these “truths” but it is worth taking a few moments to consider their respective impact on your organization. I encounter them regularly as I consult to companies small and large. They are interrelated and produce easily recognized symptoms.
•Your workforce is changing. It may be changing gradually but it is a reality all companies are facing – some more than others. As older workers start to retire the demographic balance will shift to a different set of values – those that put greater emphasis on quality-of-life versus a bigger paycheck. You may not be feeling the change yet but you will – especially over the next ten years. You will need to find different and better ways of keeping your employees motivated and engaged in the success of your business.
•Your leadership capacity is finite. This is true of all organizations – large or small. The sustainability and growth (even moderate growth) of your company is highly dependent upon your leaders to keep the organization focused, navigate difficult times, blaze trails in good times, and demonstrate qualities that serve an important source of inspiration. As the labor pool shrinks so will the number of capable leaders – these are the people you will be fighting to keep as new opportunities arise. Sure – the current economy may be your friend right now, but not for too much longer. Start working on your retention plans now – the effort and cost to keep great people is far less than the acquisition cost of new people.
•Your strategic plan only works if you use it regularly. Provided you have a strategic plan (or business plan) – and many organizations do not (the back of a napkin does not count in this case) – you may not be consulting it enough. Businesses and their people are in a constant tug-of-war; winning each battle requires everybody pulling in the same direction. This direction is defined by your strategy which aligns resources, guides decisions, sets expectation, and establishes goals and objectives for improved performance. It does not need to be complicated but it needs to be well defined and communicated to every person involved in its execution.
•Accountability does not happen on its own. This is, by far, the most prolific issue I encounter when assessing an organizations performance limitations. You may think that it would be a natural element within each organization but human nature prevails in many cases. Confronting sub standard performance is uncomfortable for most managers and, as a result, is allowed to exist far too long often ending in harsh corrective action or dismissal. Teach your managers to establish clear objectives, goals, and expectations for their employees and how to hold productive performance management discussions.
•All of your employees are connected to sales. Or, at least they should be. The value that your customers perceive from your product or service is directly proportional to how well each employee performs in relation to your company’s value-stream. (Value stream being defined as a sequence of activities required to design, produce, and provide a specific good or service, and along which information, materials, and worth flows). Sure, your sales organization can be demanding and unrealistic at times but competitive pressures are very real. You want your sales team to challenge the organization in ways that will help you find new opportunities for growth.
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About the Author: David Liddell RSS for David's articles - Visit David's website trusted advisor to organizations interested in improving their performance and results. Based on more than 20 years of experience in organizational and business development, he objectively evaluates organizations and their employees to identify opportunities for increased efficiencies and productivity. Recognizing that employees play a key role in a company's performance, David utilizes his analysis to create customized employee training and development solutions designed to enhance employee performance, leadership skills, team building, strategy planning and organizational development. He is widely respected for his skills as an expert problem solver, trainer, speaker, facilitator and coach. As a certified 360 Solutions training partner and Profiles International strategic business partner, he brings proven expertise to his creation of customized employee development solutions. Areas of Expertise David has assisted numerous companies in improving employee and organizational performance. Using a blended approach (assessments, training, coaching, strategic planning, and consulting), following is a sample of results achieved:
Background and Credentials Prior to founding SKYE Business Solutions, David honed his skills in organizational and business development, sales and marketing, business growth, and employee retention, training and coaching through his work in the manufacturing, technology distribution, computer software, and information technology consulting industries. David holds a Bachelor of Engineering degree from Concordia University and is active in numerous community and professionals organizations.Click here to visit David's website   What is Employee Engagement Performance Dashboards How to Use 360 Assessment Tools Business Survival in 2009 Supervisory Skills |
Related Forum Posts
These maybe the coldest franchises out there:
- Here are the worst 15 performing franchises in regards to having the highest Small Business Administration (SBA) loan failure rates. The list is dotted with sub sandwich shops, fitness centers and car shops.
WORST FRANCHISE LOAN FAILURES Failure %
1 OBEE'S SOUP SALAD SUBS 55.56%
2 LADY OF AMERICA 41.94%
3 COUNTRY CLUTTER (BED & BREAKFAST) 41.18%
4 COPY CLUB 36.36%
5 ALL TUNE AND LUBE 35.71%
6 PICKERMAN'S 35.71%
7 PHILLY CONNECTION 35.59%
8 ROLY POLY ROLLED SANDWICHES 34.78%
9 COTTMAN TRANSMISSION 34.48%
10 HAIR COLOR EXPRESS 33.33%
11 LEE MYLES AUTOMOTIVE TRANSMISSIONS 33.33%
12 GODFATHER'S PIZZA 33.33%
13 SMOOTHIE FACTORY 33.33%
14 BLIMPIE 31.39%
15 GOLF U.S.A. (RETAIL GOLF EQUIP.) 30.77%
Source: Small Business Administration, SBA Loan Performance Within Franchise Code for the Period of FY 2001 - 2005
My entry
- 1. The Best Business Books Ever: The 100 Most Influential Business Books You'll Never Have Time to Read
- this is a fascinating book about the history of Business theory, and I'd recommend it to anybody.
2. The Big Book of Small Business: You Don't Have to Run Your Business by the Seat of Your Pants, by Tom Gegax. Ditto.
3. PADI: The Business of Diving Book
Okay, so this book won't be of use to anyone who doesn't want to start a scuba store, but I did, and this book was of course invaluable to me in reaching that goal.
Re: Books for the Entrepreneur
- I like "A Whole New Mind" by Daniel Pink, and "Predictably Irrational: The Hidden Forces that Shape our Decisions" by Dan Ariely.
Re: Ways to Boost Productivity
- 1. Give Employees More Than a Paycheck
2. Provide Better eSupport Channels to Promote Self-Service
3. Complete your most dreaded tasks first thing in the morning.
4. Outsource as much as possible
5. . Turn off the TV.
Re: Books for Business Owners
- Hi DougSchadle,
Thanks for sharing your favorite business book with us!
A good book I'm reading now is "Maximum Achievement: Strategies and Skills That Will Unlock Your Hidden Powers to Succeed" by Brian Tracy as it was a birthday gift from a friend. Tracy's book is helpful in identifying what's important in your life and then setting an action plan to achieve it.
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