If You Work Even When Your Not at Work You Need to Stop and Read This

A strategic partnership can provide a number of advantages to just about any size business. In fact, it’s the reason that some multinational corporations team up together. Even though they have vast resources of their own, there are often specific tools, appeal to a certain base, experienced skill sets, and more which simply make it more advantageous to partner than do it on their own. Small businesses can likewise benefit from strategic partnerships much in the same way. However, just because there are some distinct advantages doesn’t mean these are always the best choice. Biggest Downsides of a Strategic Partnership There are drawbacks to entering into a strategic partnership. For instance, you must rely on this particular partner to carry out some responsibilities. How, when, and where should obviously be agreed on beforehand. But, this doesn’t necessarily mean it will all go according to plan. Then, there’s the matter of putting your reputation in the hands of another company. If you rely on your strategic partner to represent your business in any way publicly, you are obviously putting a great deal of trust and faith that they will execute accordingly and bolster your company’s name rather than tarnish it. One of the biggest mistakes business owners make is trying to do everything alone. To combat this error, business owners must hire and train the right employees. In addition, they should leverage strategic partners. So what is a strategic partner? A strategic partner is another business with whom you enter into an agreement that aims to help both of you achieve more success. —Forbes.com There is also the possibility that your strategic partner doesn’t truly possess the means and resources you think it does. In other words, you might have to put far more into the relationship than you get out of it. Of course, that would pretty much defeat the entire purpose of teaming up in the first place. Lastly, your strategic partner might be put in a position where they must decide between their own self-interest and their shared interest with your company — you likely know which they will ultimately choose. Biggest Advantages of a Strategic Partnership Of course, strategic partnerships aren’t always bad or no businesses would ever team up together. There are some compelling advantages to partnering with another company. Here are some of the biggest benefits of entering into a strategic partnership: More resources. The single biggest benefit is usually almost instant access to a greater amount of resources. By partnering with another business, you’re essentially expanding your own team and reaching more customers nearly immediately. More versatility. A strategic partnership can also bring with it various skill sets and experiences. Instead of having to seek out individual talent and spend time and effort to bring these things on board from within your own company, you already have an established organization to help your business grow. Different perspective. Perhaps one of the most valuable aspects of having a strategic partner is having another set of eyes and ears to examine situations. Rather than having to rely on just your own judgment, past experiences, and biases, you’ll have someone that has their own interest (and therefore yours too) at heart, which can be extremely beneficial in various sets of circumstances. What other pros and cons of strategic partnerships should be included? Please take a brief moment to leave a comment and share your thoughts and experiences so others can benefit from your strategies. Interested in learning more about business? Then just visit Waters Business Consulting Group.

So, you had a wonderful staff and everything was going really well. Then, the whole world fell into chaos due to the pandemic. But, you managed to work your way through and even brought on additional personnel. It was a reasonable and logistical decision. Now, you’re caught in a quagmire because your tenured employees aren’t syncing with your new hires. What can you do before it becomes too big a problem? Simple, take immediate action, size up differences, be impartial, formulate an action plan, and then keep an eye out. Every Solution Breeds New Problems It sure seems that when you find a way to fix an issue, it only creates another problem. Although it’s a well-known cliche, it’s certainly something that practically every business has experienced. When you brought aboard fresh talent, you probably pictured them working side by side with your existing staff. Instead, you’ve got a kind of civil war unfolding in your place of business. …it is important to intervene early. In extreme examples, the conflict might be due to one employee who is creating a problem, but most often it is a matter of having two personalities that don’t mesh well together. The sooner a solution is reached, the sooner both employees will be happy to be able to move on—and the sooner their coworkers will be relieved to feel the easing of tensions in the office. —The Balance Careers Obviously, you can’t let this go on and need to address it as quickly as possible. If you don’t, it will only worsen over time and divisions will grow deeper among your combative team members. They might even go so far as to quit abruptly in a moment of anger and leave you to deal with the very untimely fallout. Instead of letting this situation grow out of control, you need to intervene and take rational, measured action. Otherwise, you might also become emotionally overcharged and that will only lead to a lot more trouble. How to Deal with Employees Who Don’t Work Well Together There is always a potential for personalities to clash. It’s the opposite problem of having employees who get along too well, to the point they isolate themselves from the rest of the staff and that too becomes an issue. Because people are inherently social, they really like to get along. But, there are individuals who feel an innate need to do their own thing and this also can present a number of problems. If you have a tenured staff that isn’t meshing with new hires, here are a few bits of advice about how to deal with these circumstances: Identify the problem(s). We’ll start with the most obvious step to take. And that is, to identify the root issues of what’s causing so much chaos. You might find there are very petty differences here that have managed to quickly balloon out of proportion. If so, that’s actually good news because it’s a much easier fix. However, if you discover it’s a very wide and deep rift, you’ll have your work cut out for you. Understand basic personalities. It’s not just enough to understand what’s going on at the most basic level, it’s imperative that you also know precisely what types of personalities are involved. If you don’t have a firm grip on these elements, there’s really nothing that you can do to end the feud. If necessary, take a little time to get to know your new people better so that you can approach this with confidence. Don’t show favoritism to anyone. If there’s one thing that will sabotage all of your healing attempts, it’s showing favoritism. Usually, this trait appears on behalf of the people you know best and is biased against the new people in the business. Even if it’s the other way around, favoritism is a poison pill. Be objective and think things through before you take any significant action. Present some real, workable solutions. Obviously, as the leader of the business, you’ll be the one who needs to come up with one or more solutions or a set of compromises. Regardless of what these are, don’t apply them unilaterally. Instead, speak to people individually in order to get a sense of what they think is most fair, then bring everyone together as a group to talk it out. Monitor the situation objectively thereafter. Lastly, don’t pull yourself away from the situation too quickly. Instead, watch what unfolds over the next few days to several weeks and be ready to make changes if necessary. You could discover that it’s just not workable and have to make changes to your staff or even put people in different roles. Hopefully, they will begin to work well together and develop strong professional relationships. What other suggestions do you have for dealing with team members who don’t necessarily get along? Please take a moment or two to express your thoughts and experiences; you might just help someone else out in a big way! Interested in learning more about business? Then just visit Waters Business Consulting Group.