You may have some terrific employees who always deliver on their promises and go above and beyond expectations. They intuitively know where to pick up on certain projects and how to get the job done right. You wish that all your employees delivered the same high quality work, but you’re content that you have enough to really help make your company stand out. There’s just one problem — they don’t get along. It’s a real shame, because when teamed up, they ostensibly could do so much more. However, putting them together in the same room sets off a series of bickering and arguments and the whole thing becomes counterproductive. So, how do you deal with employees who don’t get along but are otherwise great assets to your company? Disagreement Can be a Good Thing While you’d like everyone to get along and work in harmony, you’ve got to remember that differences of opinion can be quite helpful. Call it devil’s advocate or thinking outside the box, but whatever it is, it can help you see certain things you would not otherwise consider. After all, different perspectives can help stir creativity and lean to solutions that you wouldn’t have thought of before. Managers face a sticky problem when confronted with two adults in the same office who won’t get along. The tension between the two employees affects their work as well as the work of others in close proximity to their conflict. Employees become stressed because just coming into the office feels uncomfortable. —The Balance Careers Disagreement can even lead to resolving issues that previously could not be solved. Sometimes, revisiting old problems can help people see others points of view and they become friends as a result, with a good working relationship. Of course, this magical moment doesn’t always happen, and it’s much more common than employees hold on to their differences instead of putting them aside to work together without strife. How to Deal with Employees Who Don’t get along The one thing you can’t do is ignore it and let the conflict fester. It will only worsen and that will eventually cause it to spread to other people. It could easily destroy company-wide morale. So, deal with it right away, by doing the following: Meet one-on-one. This is a great way to learn about the conflict from each person’s perspective. It will also give you a sense of where each individual is coming from. Plus, it will help you identify the real source of the problem. Meet together. After you have a better understanding of what’s going on, then you can meet together. Then, take the time to go over what each said to you separately and ask if what you recapped is a fair assessment. If so, you can work out one or more solutions. Follow-up regularly thereafter. Of course, you can’t just assume that will fix the situation for good. You’ll need to follow-up with both parties and do so routinely (at least for the foreseeable future). Be prepared to take additional action. It’s quite possible you’ll need to take more action. (It could even result in dismissing one or both of them. Or, some form of discipline, if necessary.) Should you need to devote more time, then it is definitely worth asking yourself if it’s worthwhile or descending into an unnecessary distraction. What other suggestions do you have for dealing with employees who don’t get along? Please take a moment to share your thoughts and experiences by commenting and giving others something to consider. Interested in learning more about business? Then just visit Waters Business Consulting Group.

Upskilling employees is one of the smartest strategies business owners can use. It not only helps to get more out of team members, but it also does a lot for longevity, because upskilled individuals will feel a sense of real purpose. Plus, it also helps to reduce future turnover since those people will benefit from the process in key ways. They will not only receive more financial incentives but will be given greater responsibility within the company and this combination will result in their continued commitment as important assets. How Upskilling Works Upskilling is the process of giving individual team members more tools and experience in their core roles. It can erase skill gaps, as well as teach them new things that complement their current positions. Upskilled employees can also more seamlessly transition from one role to another, either laterally or up the ladder. It also helps to bolster individual confidence and as a result, improves overall morale. Companies looking to retain their workers amid the Great Resignation, however, need to move beyond this short-term approach. Upskilling is a longer-term investment in augmenting the knowledge, skills, and competencies that help employees advance their careers. When employees are offered and encouraged to take advantage of upskilling opportunities for their personal or professional growth, people metrics, such as employee engagement and retention, also go up. —Harvard Business Review In short, upskilling employees gives them more value to the company and simultaneously helps to reduce or eliminate redundancy and/or gaps. Basically, it’s a win-win scenario for team members and the company alike. The ultimate result is a positive company culture and that alone is worthwhile in its own right since it essentially eliminates many common yet pesky problems. Biggest Employee Upskilling Benefits Employee upskilling is an important benefit for businesses of all sizes. By offering training and development opportunities, you can help your employees stay current with the latest trends and technologies, improve their skills, and increase their knowledge base. Not only does this make your team more productive and efficient, but it can also lead to better ideas and innovation. So if you’re looking for ways to improve your business, consider investing in employee upskilling. It’s a move that will benefit both you and your team members. Every business faces challenges and companies that are proactive deal with them the best. Rather than wait for problems to pop up, being prepared does a lot to either avoid issues or mitigate their impact. Companies that take the time to upscale their employees enjoy the following benefits: Increased productivity. Upskilled employees can contribute more. Plus, they are generally able to produce greater amounts in less time because they have enhanced competency. Since they are more versatile, they add substantially more value, especially as time goes on and they become more confident. Fewer disruptions. When you have upskilled team members on your staff, disruptions will be less shocking to the system, particularly in the short term. So, if someone leaves, that gap is almost seamlessly filled and you don’t have to scramble to find a replacement. Improves soft skills. Several surveys have found that upskilled employees are more well-rounded individuals when it comes to their professional soft skills. They generally demonstrate better communication, are better team players, have an improved work ethic, and are usually more flexible, as well. What other advantages does a small business get from upskilling? Please share your thoughts and experiences so others can benefit from your input. Interested in learning more about business? Then just visit Waters Business Consulting Group.

Help! My Sibling is Sabotaging Our Small Business – What Should I Do? We all know that running a small business can be challenging. It requires a lot of hard work, dedication, and the right team to make it successful. But what happens when the person who is supposed to be your right-hand man or woman turns out to be the one sabotaging your business? Below, we’ll discuss some practical steps you can take if you find yourself in this unfortunate situation. Recognizing the Signs of Sabotage Before we dive into the solutions, let’s first discuss the signs that your sibling might be sabotaging your business. Here are some common indicators that something is seriously awry and that you’re suspicions are probably valid: Your sibling consistently misses deadlines or fails to complete tasks. He or she spreads negative gossip or talks poorly about the business to others. They withhold important information or resources from you. Your sister or brother makes decisions that negatively impact the business without consulting you. They take credit for your ideas or successes and do so without including you or specifically attempt to exclude your time and effort. If you notice any of these behaviors in your sibling, it might be time to take action. But, don’t just leap without thinking things through. You need to take a step back and look at the entire situation with a realistic perspective. Addressing the Issue with Your Sibling The first step in dealing with a sabotaging sibling is to have an open and honest conversation with them. Make sure to approach the conversation calmly and objectively, and avoid making accusations or placing blame. Instead, focus on how their behavior is affecting the business and your relationship. During the conversation, try to understand the reasons behind their actions. Perhaps they are feeling overwhelmed or frustrated with their role in the business. Or maybe they are dealing with personal issues that are affecting their work. Whatever the reason, try to work together to find a solution that benefits both the business and your relationship. Creating a Plan of Action Once you’ve had a conversation with your brother or sister, it’s time to create a plan of action. This plan should address any issues that were brought up during the conversation and outline clear expectations for both of you moving forward. Some things to consider when creating your plan of action include: Clearly defining each person’s role and responsibilities within the business. Establishing regular check-ins to discuss progress and address any concerns. Setting up a system for open communication and feedback. Identifying any areas where additional support or resources may be needed. Remember, the goal of this plan is to create a healthy and productive working environment for both you and your sibling. It’s not – by any means – to establish a rivalry or force a hierarchy. Seeking Outside Help If you’ve tried addressing the issue with your sibling and creating a plan of action, but things are still not improving, it may be time to seek outside help. This could mean hiring a business coach or consultant to help you navigate the situation, or even seeking the advice of a professional mediator if the situation is particularly difficult. Remember, there is no shame in asking for help. Running a small business is hard enough without the added stress of dealing with a sabotaging sibling. Seeking outside help can provide you with the guidance and support you need to overcome this challenge. What We’ve Learned Dealing with a sabotaging sibling in your small business can be a difficult and emotional experience. However, by recognizing the signs, addressing the issue, creating a plan of action, and seeking outside help if needed, you can overcome this challenge and continue to build a successful business. Want to Accomplish More? Do you want your company to grow faster and earn more while you spend more time with your family doing all the things you started your business to do? We can make that dream a reality. Give us 30 minutes and we will show you how to get your life back. Skeptical? Good! Put us to the test. You can call us for your free appointment at 602-435-5474, or, if you prefer, send us an email. You can also visit us at Waters Business Consulting Group to learn more about us and the services we offer.