We have to make sure our business is set up to be scalable in every way, so that we don’t get stuck as we work to make progress growing the business. What are your recommendations to help us get there?
Thoughts of the Day: Know what it is you’re trying to accomplish and clue everyone in to the overall goals. Move people around to increase communication and collaboration. Use processes and tools to help measure, manage and improve each area of the business. Move ahead fast enough to be challenging and slow enough to allow time to deal with issues before they become big obstacles.
As an employer, my company’s reputation is not so good. We have had turn over – and word gets around. Ultimately we have to make sure our employees are happy, willing and able to do their jobs, and motivated to stick around. That seems like a tall order from where I’m standing right now. How do I start moving in the right direction to fix this?
Thoughts of the Day: When it comes to reputation, it can be tempting to say: “It’s not my fault!” There is a significant cost tied to loss of reputation as an employer. The real fix comes from taking action to improve employee relations. There are things you can do to manage what the public sees about you.
Our shop guy needs help. His hands are on the machines because he doesn’t have the right people working for him. He doesn’t give out enough warnings, says he doesn’t have time to look for people to hire. He’d rather do the work than step back and manage. What should we do?
THOUGHTS OF THE DAY: Managers are made, not born. You will have to help your shop guy make time to step back and assess. Recruiting is a specialized skill. Find someone in the shop who can be a great second in command.
We need to build depth in people who can handle critical responsibilities. If one or two of our key players were out for an extended time, we’d be in big trouble. But I’m not sure who to move up, or when. How do I do this?
Thoughts of the Day: Find out what departments are backed up. Build certification courses. Hire for capable and potential. Get organized for growth.
Building bench strength – what does that even mean? Think about a company that can expand easily by 30%, 50%, 100% or more, confident that the workload will be handled correctly and profitably. Who would need to step up? And who would back them up? That’s bench strength.
Feels like over the last year I’ve put an extreme amount of effort in to change the company’s culture. Things are getting better, but there’s still a lot more to go. Still have people here who aren’t drinking the Kool-Aid. Suggestions?
Thoughts of the day: Getting buy-in to change can be challenging. Expose everyone to your message. Walk it, talk it, wear it — you’re the leader. Figure out where the lack of buy-in is coming from. Give people a reason to want to change.