Business Education

Telltale Signs Your Employees Really Don’t Like You

Whether you’re a business owner, manager, or supervisor, you’re always at risk from becoming a pseudo-pariah. Different personalities can clash and even those which normally get along can become strained. Of course, no matter what types of business you’re in, you need a well-organized team. But, just because you have assembled the talent doesn’t mean you’re getting the best performance. Because when employees don’t like you, they’ll adeptly conceal their feelings.

Best Qualities of a Likeable Boss

The fact of the matter is, employees (and customers alike) are fond of certain qualities. For instance, they like people who are well-organized, respectful, and willing to lend a helping hand. They like people who are honest even when it’s not popular and people who are fair.

Besides all your accomplishments as a business person, are you sure that you are a great boss? This is because leadership skills play a pivotal role in climbing the success ladder. Unfortunately, poor leadership is one of the most common reasons behind businesses falling back with their entrepreneurs earning the tag of bad bosses. Being a good boss comes with plethora of leadership challenges that every entrepreneur has to go through. —Pocket HCM

Likewise, they also treasure integrity, guidance, and humility. What’s more, people love someone who listens and takes genuine interest. Trouble is, you might have many of these qualities but still don’t make a strong connection with your team members. If this is the case, chances are excellent there’s something you’re missing.

Telltale Signs Your Employees Really Don’t Like You

Some business owners, managers, and supervisors believe that ruling with an iron fist is just necessary evil. Others try to strike a balance, being tough but fair. Whatever the case, if you have a notion that your employees don’t really like you, it’s time to look for the following signs:

High turnover rate. This is perhaps the biggest telltale signal. If your organization is riddled with high turnover, you might be the culprit. Solicit feedback from as many team members as possible to learn if you are part or at the center of the problem.
Little to no volunteering. Content employees are eager to volunteer because they enjoy working in the environment, with their coworkers, and boss, as well. A lack of volunteering might stem from the way you run the business. Or, at least, because it’s an uncomfortable environment.
Practically no small talk. If your employees are short on small talk with you, there’s definitely a reason why. Happy employees are happy to chew the fat with their boss. At least, when they believe there’s a good relationship. Simply put, a lack of small talk speaks volumes.
Body language speaks volumes. Speaking of speaking volumes, pay close attention to body language. Eye rolls, crossed arms, fidgeting, no eye contact, no or fake smiling, and more are all telltale signs they’re failing to get their mind and body to agree.

What other signs would you add to this list? How can business owners get honest feedback from their team? Please share your thoughts and experiences by leaving a comment!

Interested in learning more about business? Then just visit Waters Business Consulting Group.

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How BlueStar Landscape Grew Revenue 252% and Sold a Division to One of Four Competing Buyers

September 17, 2026 No Comments

BlueStar Landscape’s management team knew the landscaping business inside and out — but industry knowledge and strategic growth are two different skillsets. As the company’s landscape construction division grew, the leadership team found itself without the financial discipline needed to turn that growth into real profitability. “Our management team was comprised of individuals with industry knowledge but it did not understand the importance of needing a strategic growth plan tied to financial models,” said Nick Gage, Operations Director at BlueStar Landscape. “So, our real challenge was a lack of experience on the leadership team when it came to growing a business profitably.” Growth Outpacing Profitability BlueStar’s leadership was capable, but stretched thin in areas outside their expertise. Profitability lagged behind revenue. Pricing strategy needed an overhaul, and cost controls on labor and materials were inconsistent at best. The team also struggled to find and hire the professional talent needed to support growth, and lacked a documented growth plan or leadership development track. Compounding the pressure, BlueStar needed to restore the parent company’s confidence in the division’s trajectory. A Financial Model Built for Landscaping “Then we met John,” as Nick put it. John Waters brought a background in a similar industry, along with the entrepreneurial experience to build a strategic growth plan aligned with a real financial model and a pricing strategy with cost controls tuned to the margins BlueStar needed. Waters Business Consulting Group began by analyzing BlueStar’s past financial performance to identify exactly where labor and material cost controls were falling short. From there, the team built a financial forecasting model and a Strategic Growth Plan, then helped leadership prioritize their day-to-day activities to align with it. A redeveloped pricing strategy ensured every project was priced to hit required margins, with project management then held to those hours and materials budgets. To keep the leadership team accountable and on track, John met with them for weekly 90-minute sessions throughout the engagement. From Division Under Pressure to Division for Sale The turnaround was substantial. Top-line revenue during the engagement grew 252%, with BlueStar posting record annual sales surpassing $8,000,000 and improving net profits alongside it. Key management talent was added to support the growth, and the team began tracking metrics that improved both customer service scores and cost controls — driving higher gross margins across the board. A full work-flow map of the client life cycle gave BlueStar clear processes, procedures, and key performance indicators for the first time. The results were strong enough to change the division’s trajectory entirely. After a few years of working with John, BlueStar was able to position its landscape construction division for sale, ultimately drawing four strategic buyers who bid on the business. The division sold successfully — a result Tim Steckbeck called the best decision the company made for its business. Building Toward Your Own Exit or Growth Milestone? Whether your goal is faster, healthier growth or eventually positioning a division for sale, a documented plan tied to the right financial model changes what’s possible. Reach out to talk through what that could look like for your company. Contact Waters Business Consulting Group to schedule your free consultation.

How Gelato Cimmino Turned an Italian Family Recipe Into a Nearly 2,000-Person Grand Opening

September 10, 2026 No Comments

Mario Cimmino grew up in Torre del Greco, a small town in Southern Italy, where some of his fondest childhood memories involved eating unpasteurized, pure-cream gelato with his family. Years later, as a successful business owner in Scottsdale, Arizona, he decided to bring that authentic taste to the U.S. — but launching a food and beverage brand from a standing start meant navigating everything from licensing to marketing to sourcing ingredients an ocean away. “I really appreciate John’s help,” said Mario Cimmino, Owner of Gelato Cimmino. “I don’t think I would have made it without his help.” Big Vision, Untested Ground Mario already owned the commercial property for his shop and had succeeded in other ventures, but opening a specialty food business was new territory. He needed a business structure and a set of growth steps built from scratch, along with a marketing plan strong enough to generate real buzz for an unproven concept. Beyond that, there were the less glamorous but essential pieces: understanding the licenses and registrations required to operate, and figuring out how to stand out in a market with existing gelato and dessert competitors nearby. Engineering a Grand Opening Waters Business Consulting Group started with the numbers, building a business model that showed Mario exactly what revenue he’d need to drive based on his cost structure — critical information before a single scoop was sold. From there, the team provided guidance and support so Mario could import raw gelato ingredients directly from Italy, preserving the authentic recipe and quality he grew up with. On the marketing side, the goal was ambitious: a grand opening with more than 1,000 people in attendance. The team built a comprehensive marketing plan using social media, PR outreach, and brand-building strategies designed to create a following before the doors even opened. That included orchestrating an event specifically for food critics and local publications, giving them a reason to write about Gelato Cimmino on their own channels ahead of the launch. A financial model mapped out the upfront capital investment needed for equipment, staffing, and the buildout itself, while a hiring strategy and clear position descriptions ensured Mario brought on quality staff from day one. The team also assisted with developing the business’s website to support the launch. A Line Down the Sidewalk The strategy worked, and then some. Opening day drew a line down the sidewalk of almost 2,000 people — nearly double the original goal. The PR outreach paid off too, with multiple media outlets covering the event and amplifying the buzz well beyond Scottsdale. Several years later, Mario has kept the momentum going and is now working toward franchising Gelato Cimmino across Arizona and the broader Southwest. Ready to Launch or Scale Your Concept? Whether you’re opening your first location or planning your next one, having a real plan behind the excitement makes all the difference. Reach out for a free consultation to talk through what that plan could look like for your business. Contact Waters Business Consulting Group to schedule your free consultation.

An image of Roof on a residential house.

How C&S Roofing Grew Revenue 400% Without Losing a 60-Year Family Legacy

September 11, 2026 No Comments

A Family Legacy at a Crossroads C&S Roofing traces its roots back to 1958, when Harold Benard Patterson founded a small Phoenix-area construction company built on honest work and lasting relationships. More than sixty years later, the business — now run by his grandson Collin Patterson and Collin’s wife, Susan, under the DBA C&S Roofing — has never had a single complaint filed against its contractor’s license. That kind of track record is rare. But by 2020, Collin and Susan realized that reputation alone wouldn’t carry the company to its next stage of growth. The business had hit a plateau, and they knew it was time to bring in outside expertise. “I have worked with John for quite some time now, and it has been amazing. They have helped guide myself and my team with a very aggressive growth and have done an amazing job. We have hit our growth goals for the 2021 year and are looking forward to growing with the Waters Group in 2022,” said Collin Patterson, co-owner of C&S Roofing. Uncovering the Gaps When Waters Business Consulting Group (WBCG) began working with C&S Roofing, the picture that emerged was a familiar one for fast-growing family businesses: strong craftsmanship, but disorganized workflows, unclear project management processes, and financial forecasting that couldn’t keep pace with the company’s ambitions. Collin and Susan had a solid handle on their current financials, but cash flow tracking and revenue forecasting were largely reactive rather than strategic. Roles within the organization were loosely defined, which created friction as more people joined the team, and the company lacked a clear enough view of its capital needs to build the credit foundation required for serious growth. Building Structure Around a Strong Foundation Rather than reinvent what was already working, WBCG focused on giving the Pattersons the systems and visibility they needed to scale with confidence. That started with a full financial model — one that tracked expense margins and revenue generated per sale, and connected the dots between product sold and the growth targets the company was chasing. From there, the team built an organizational structure that clarified roles and responsibilities, mapped out a workflow process from the first customer call through project completion, and introduced key performance indicators so every employee understood what they were accountable for and how their work tied back to results. Just as important, the engagement helped the Pattersons step back and define the vision and culture they wanted to build the company around — the kind of clarity that turns a family business into an organization other people want to be part of. The Payoff: Structure That Scales The results showed up quickly and kept compounding. Since 2020, C&S Roofing has grown revenue by 400%, with record sales projected to surpass $8,000,000 in 2022 alongside improving net profit margins. The company added key talent that fit its culture, freeing Collin and Susan to focus on leadership and vision rather than day-to-day firefighting. C&S Roofing has since partnered with two national builder clients and one international client on major projects across the Phoenix and Tucson markets, and was actively bidding with two additional national builders at the time of this case study. Just as meaningfully, the ownership team now has real clarity and confidence in the direction of the business. Responsibilities are clearly assigned, metrics are tracked across the pipeline and financials, and marketing has stabilized into a predictable growth engine — a far cry from the plateau the company was facing just a couple of years earlier. Ready to Build That Kind of Structure Into Your Business? Every growing company eventually hits the same wall C&S Roofing did — great work, but not enough structure to scale it. If your business is ready to move from reactive to strategic, Waters Business Consulting Group can help you build the financial clarity, organizational structure, and accountability systems to get there. Contact Waters Business Consulting Group to schedule a free consultation.

Telltale Signs Your Employees Really Don’t Like You

Best Qualities of a Likeable Boss

Telltale Signs Your Employees Really Don’t Like You

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Related Posts

How BlueStar Landscape Grew Revenue 252% and Sold a Division to One of Four Competing Buyers

How Gelato Cimmino Turned an Italian Family Recipe Into a Nearly 2,000-Person Grand Opening

How C&S Roofing Grew Revenue 400% Without Losing a 60-Year Family Legacy

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