As a business owner, you know how important it is to keep things fresh and innovative in your workplace, but when making changes, you’ll need to consider how your plans might impact your employees.
If you are in the process of job redesign where employees are assigned new roles that play into their strengths and contribute to a more successful business, these changes can be stressful to your employees. If someone has been hired for a particular job and then he or she is suddenly expected to perform a different role in the organization, tension and stress can result.
A recent report found that 46% of 1,018 Canadian employees recently surveyed had taken time off work or noticed other employees taking sick leave following workplace changes, a common symptom of a stressed-out workplace.
I’ve outlined below a few tips on how you can shift roles in your organization without contributing to employee stress:
- Share your vision.
Why are you doing this? What is this change going to accomplish for your organization? Sharing this vision with employees will allow them to understand exactly why this is happening, and help them find their part in it.
- Keep the lines of communication open in regards to role change.
Ask employees how they feel they can contribute to a new role and encourage conversation. By doing this, you can evaluate each employee’s strengths and weaknesses, while giving them an opportunity to work in a new role they would truly enjoy.
Make sure employees stay up to date as things begin to shift. For example, when you have made some final role decisions, send out an email to all staff informing them of the new structure. Keeping everyone in the know will ensure a smooth transition process.
- When your employees begin their new role, make sure they feel supported.
Assuming a new role can be challenging, especially if the employee doesn’t have a lot of previous experience in the position. Positive reinforcement can go a long way, as employees are less likely to experience stress when they report a positive and supportive workplace culture.
In today’s workplace, you need to keep things fresh, but maintain a balance against a backdrop of inclusiveness and communication. Learning how to handle change effectively is what will keep your team on the right path to growing your business.
How have you successfully restructured your business?
Congratulations! You’ve landed a new client, now what? The first few months of your new business relationship will determine the level of satisfaction your client has with you and will ultimately factor into whether or not you have a solid working relationship from which to grow. In order to maximize your level of service during this new and exciting time, I highly recommend following a carefully crafted onboarding process.
An onboarding process acts as somewhat of a blueprint for the next few months of the new relationship by clearly outlining expectations for both parties involved. Moreover, it protects both parties by mitigating any form of miscommunication or false expectations.
I’ve outlined below the steps involved in creating an effective onboarding process:
1) Send a welcome email
With most things in life, first impressions matter. This is no different in business, and sending your client a personalized welcome email from a C-level individual at your company not only shows your commitment to working with them, but it’s also a nice gesture that opens a line of communication.
2) Learn their resources
Since every company is different and operates in their own way, knowing what resources they have available is important to accomplishing your goals. For example, and depending on the type of services you’ll be providing, you’ll need to establish what platforms each company uses, what internal staff will be directly working with you, and whom you can go to with questions.
3) Establish mutual goals
A new business relationship is a two way street, and success is dependent upon clear communication and support offered by each party. Simply because a working agreement has been established, it doesn’t automatically mean both parties are on the same page. It is through the onboarding process that the details of the contract can fully be planned for effective execution.
4) Have a kick-off meeting
Whether over the phone or in person, hosting a kick-off meeting with key members involved in the launch of a service is an important step for setting expectations and weeding out any kinks that may have been overlooked during the original planning phase.
5) Obtain feedback
Once your business relationship has begun, checking in with your client to provide updates and ensure their satisfaction is key to demonstrating your willingness to foster a successful relationship. Not only will this show them your commitment to providing excellent customer service, but it will allow for any concerns or necessary changes to come to light. Having a 30, 60 or 90-day feedback session is recommended, but you can customize this plan based on your client’s preferences.
As you’ve probably realized in your business ventures, every client is different. Making tweaks to your onboarding process may be required depending on what each client’s expectations of you are and vice versa. Ultimately, an onboarding process is created to help you achieve success and maintain a mutual understanding with your client, so putting in the time to carefully craft one is in your best interest.
Do you have an onboarding process in place for new clients?
Forbes published an article on the importance of peer advisory boards, “10 Reasons To Join A Peer Group.” While I thoroughly enjoyed the read, I noticed the author overlooked a few key benefits that I’ve been lucky to witness firsthand as a facilitator. As a business advisor, I take pride in facilitating a peer advisory board that has proven results for my members. The peer boards help business owners reach new heights and succeed in ways they never imagined.
Peer advisory boards led by trained facilitators embody the power of collaboration, accountability, and perspective. A deep bond can be created and a business asset is formed that business owners crave and are hard pressed to find in any other forum. I’d like to share with you my list of top 7 reasons many business owners join a peer advisory board:
One of the greatest benefits of joining a peer advisory board is the exposure you’ll receive to other small business owners much like yourself. Entrepreneurship is unlike any other job, which means the challenges you face on a daily basis are just as unique. As a member of a peer advisory board, you’re able to share ideas with people in similar situations. As a result, the business ideas you’ll be provided with won’t just be erroneous but tried and true.
As the owner of a business, there aren’t many people you have to report to other than perhaps a Board of Directors or other shareholders. When you’re part of a peer advisory board, however, your fellow business owners will often hold you accountable for the executive decisions you’ve elected to make. Many peer groups meet once a month and they often expect some form of progress each month.
We’ve all had ideas that we considered to be foolproof, but as we’ve come to know in business, not every idea is feasible. In becoming a member of a peer advisory board, you’ll receive constructive criticism from the board regarding your potential business decisions. This allows you to fill in any gaps that you may have overlooked.
With competition at an all time high, it’s difficult to know whom you can share your ideas with. With peer advisory boards, anything that is discussed is confidential among members, so you’ll receive reassurance in knowing that you can freely discuss your business decisions without compromising trade secrets.
As previously mentioned, you’ll surround yourself with like-minded entrepreneurs as a member of a peer advisory board. What this means is that you’ll witness them experience successes and/or setbacks, just as they’ll witness the same for you. Either way, you’ll challenge one another to learn from your mistakes, grow, and ultimately succeed.
A common benefit I hear from board members is that a peer advisory board allows them to focus on developing their business rather than working in the business. Don’t get me wrong, one of the best qualities of a business owner is someone who knows the ins and outs of their product or service, but when it boils down to growth, strategic decision-making is a necessity.
As the saying goes, “it’s lonely at the top.” But it doesn’t have to be. Your fellow board members are there to support you through your journey, and many if not all are experiencing, have experienced, or will experience the trials and tribulations you are facing as a business owner. They are as much of a support group as they are anything else.
Have you ever considered joining a peer advisory board? What would be your top reason for joining?
As discussed in my last blog, a business is only as strong as its team, I shared with you why having a strong team is so vital to your business’s success. Once we as business owners understand the value of a strong team, the natural next step is how to create that team and how to measure its success.
There are several key elements to building and measuring a strong team—from defining roles, ensuring communication, to celebrating successes and measuring progress. I’ve outlined four key elements that you’ll need to consider in building a successful team.
- Define and Value Roles
In addition to a job description, ensure your staff have their responsibilities clearly outlined. Clearly defining what it is the team member is responsible for, as well as how it plays a part in the overall company, will help in understanding the value their position plays in the overall growth of your company.
- Openly Communicate
Open, or two-way, communication is a key aspect in running a successful business. Your employees rely on you to communicate your expectations to them and to provide any information or training that may be required.
From a feedback and measurement perspective, communication is key. Create not only an onboarding document which outlines your expectations, but also develop a feedback mechanism for them to communicate their progress or any difficulties they may be experiencing. You can establish weekly or daily meetings with them and ask them to create a report, which gives you an overall perspective on how they are progressing and managing tasks.
- Celebrate Success/Embrace Failure
If an employee or team accomplishes something in the workplace, celebrate it! No, you don’t have to throw a big party with cake, streamers and balloons, but even the simplest recognition like a personalized email acknowledging their accomplishment can go a long way.
However, if mistakes happen, use them as a learning opportunity not just for that individual, but also for the entire team. As a business owner, it’s essential not to place blame or point fingers when something goes wrong. The goal of your team is to work towards the future of the business, so learning from mistakes should make for a valuable lesson moving forward.
A team is non-existent without collaboration. Collaboration can be achieved in many ways – through effective communication, sharing of knowledge, and peer support. Ensure you have built in opportunities for collaboration, which might be regular team meetings, in-house lunch and learns, one-on-one meetings, etc.
Roles often collide and allow employees to work synonymously together. If we think back to the restaurant analogy, a cook would not be able to plate food without clean dishes, nor could a server serve the food if the tables are not cleared.
Lastly, team building and measurement is an ongoing process in which you play a vital part. Allow yourself the time to invite your team to share in your goals and help you achieve them. Just as no man is an island unto himself, no company can be built without a strong team.
What do you and your team hope to accomplish for the remainder of the year?
With over 30 years of experience, I’m often asked by business owners how they can take their business to the next level. While there are many ways of doing this, such as marketing initiatives, sales strategies, staffing and the like, I always stress one important factor that tends to be overlooked – the foundation of a solid team.
As a business owner, you’ve likely hired staff to support your operations. If you haven’t hired any staff yet, it’s likely just over the horizon if you plan on any form of growth in the near future. Strategic staffing ensures you are hiring not only the right person for the job, but someone who will support the vision and future growth of your organization. When hiring someone to fulfil a role, ask them what their values are and how they think they align with your company’s mission. Simply put, just because a candidate has a certain skill set, it does not mean they are a good fit for your company. Having a team mentality with cohesive goals will foster a dedicated work environment built for success. If your team encapsulates members who are willing to grow as individuals, both professionally and personally, there’s a good chance they’ll want to apply that opportunity for growth to the growth of the company. Taking the time to mentor your employees will result in unequivocal benefits for both parties involved for years to come.
Further to aligning values and goals, balanced skill sets will ensure you have a strong team. It’s important to remember that as individuals, it’s human nature to have both strengths and weaknesses. The strongest team is one that encompasses skills of all sorts that complement each other in a synergistic manner. Similarly, there must be a good balance between leadership and peer support. As a business owner, you should strive to lead your team to success through empowerment and motivation, but most importantly, through example.
One thing that I have observed in organizations is that there is sometimes a lack of effective communication within teams. As individuals, we tend to think that everyone we interact with wants to be communicated to in the same way that we do. However, this is not always the case. While one person in your organization may like to talk things through, another might like things written down. Learning how to effectively communicate with your team will allow for a more productive workplace and will ensure that your goals are always successfully met.
Ultimately, a strong team will only thrive if trust is established between team members. In my next blog, I’ll discuss in more detail the best ways to build a strong team and how you can go about measuring their success.
Do you think you have the right team in place to achieve your company’s goals?
Fourteen years ago, Charles Benayon embarked on a journey to create a company that would support mental health issues for employers and students. Fast-forward to today and his company, Aspiria Corp., has helped tens of thousands of people and their families.
As the Founder and CEO, Charles and his team provide Employee and Student Assistance Programs to medium- and large-sized businesses and schools. Reflecting on his successes, he credits much of his recent progress to the advice he has received from The Alternative Board ® (TAB).
“Prior to joining TAB, I was doing a ton of things on my own that, perhaps, I shouldn’t have been doing,” he recalls. “I was working too much “in” the business and not working enough “on” the business.”
For Charles, however, it wasn’t an instant decision to seek business advice from an advisor. “I couldn’t see how an advisor who knew nothing about my industry could help me grow my revenue base,” he said.
But it was roughly four years ago that he felt as though he was at a standstill with his business.
“We were at a level in my company where I was making all sorts of decisions and I really didn’t have someone at my level that I could bounce these decisions by. I thought it would be helpful to try to find an advisor who could provide support for me, who could help me with some decision-making, and who could help me develop a strategy for the company.”
It took about a year, but Charles decided to make a phone call to Phil Spensieri that would forever transform his business – for the better.
“Prior to meeting Phil, I didn’t have a strategic plan for the company,” he admits, “but he helped my management team and I develop a five-year strategic plan which has now become our blueprint for everything that we do.”
Providing structure is something in particular that Charles attributes to Phil’s expertise
The strategic plan isn’t the only thing keeping Charles and his team focused. As he mentions, The TAB Advisory Board is quick to keep him on his toes.
“I feel as though this team of advisors, including Phil, hold me accountable for my actions. If I say I’m going to do something and the next month I attend the group meeting and I haven’t done it, they’re going to call me on it.”
There’s much to gain from peer discussions, according to Charles. “The TAB Advisory Board can help any small business leader reach their business goals by providing a supportive, structured environment to help you get there.” Problem solving and like-minded support, as he mentions, are two of the biggest takeaways from a TAB Board meeting.
Joining TAB was pivotal for Charles, who recommends the dual-model approach to business coaching as a recipe for success: “If you don’t have one-on-one and group support to assist in reaching your goals, then your business will not be successful.”
Do you belong to a peer advisory board? How has it helped your business? Do you see how joining one can help you grow your business?