3 Big Reopening Mistakes Businesses should Avoid

Businesses are anxious to reopen. Consumers are likewise ready to return to normal (or as close to normal as possible). But, any business reopening must do so responsibly. After all, not providing a safe environment will only backfire and cost them in a number of ways. This means taking a smart, incremental approach and one that can help to get things back on track.

What to Know about Post-Pandemic Reopening

The first thing any business owner needs to know is exactly what their state and local governments will allow and disallow. If you run afoul of the rules, even those which seem unfair, you’re only setting yourself for a lot of grief and probably a huge amount of regret.

For these small businesses to come back after the pandemic abates, and once again serve as an engine of American innovation, they need aid. The Coronavirus Aid, Relief and Economic Security (or CARES) Act set aside $349 billion in loans and assistance for small businesses and there may be more to come. But business owners also need to make the best possible decisions to get them through this difficult period. —Harvard Business Review

Another thing to know about reopening is how your patrons or clients will respond. Just because there’s a green light to open from the state and local government doesn’t mean the public will respond positively. In other words, you need to understand public sentiment.

3 Big Reopening Mistakes Businesses should Avoid

Now, as for reopening, there are many things you should do to get back to full operation. But, there are also things you need to avoid doing, as well. Here are three of the biggest reopening mistakes businesses should avoid:

  • Expecting employees to immediately return to work. Just because you’re ready (and willing), doesn’t mean your team members will feel or act the same way. So, speak with each one individually and listen to their concerns. Plus, encourage them to be open about their circumstances and be supportive, if necessary. Some business owners are expressing challenges with employees who are receiving unemployment which exceeds what they earned as an employee so they are reluctant to return. Business owners need to be prepared by discussing the need to help the business serve its customers. Also, if the employee does not return, there is no guarantee the employer will not have replaced the employee’s position when the previous employee’s unemployment checks end
  • Not having procedures in place to maintain social distancing. At this time, it’s expected there will still be a need for social distancing into the foreseeable future. So, be sure to formulate a realistic plan to maintain those social distances in order to provide a safe and healthy environment.
  • Trying to rush through the reopening process to get things back to normal ASAP. Whatever you do, don’t fall into the trap of trying to reopen to soon or at too fast a pace. While it’s completely understandable you’re ready to resume operations, if you rush, you’re likely to make rash decisions that will cost you in more ways than one.
  • Remember to offer what the Customer wants. Instead of trying to reinvent your service offerings, ask the Customer what they want and most enjoyed or valued about your services and deliver what the Customer wants.

What other mistakes would you say businesses that reopen are likely to experience? Please share your thoughts by commenting!

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

Like this article?

Share on Facebook
Share on Twitter
Share on Linkdin
Share on Pinterest

Related Posts

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.

Read More »

If an Employee Right to Disconnect Law Came to the United States, Would Your Business Be Prepared?

If an Employee Right to Disconnect Law Came to the United States, Would Your Business Be Prepared? Today’s fast-paced, technology-driven world allows everyone to be constantly connected. While this offers a lot of convenience and greatly bolsters collaboration, it does contribute to disappearing boundaries between work and play. In other words, employers can reach their employees, even when said employees aren’t on the company clock. Enter the concept of an Employee Right to Disconnect Law – a movement that is gaining considerable traction. Right now, it’s mostly in Europe. But what would happen if such a law were to come to the United States? Would your business be prepared for the changes it would bring? Let’s explore the possible implications and how you can ensure that your business is ready. Understanding the Employee Right to Disconnect The Employee Right to Disconnect is a legal concept that aims to protect employees from being obligated to respond to work-related communications outside of their regular working hours. It allows employees to truly disconnect from work and enjoy their personal time without the fear of repercussions. In recent years, several countries have introduced employee right to disconnect laws to address the growing issue of work-life balance in an increasingly connected world. Again, these laws aim to protect employees from being contacted outside of working hours and to ensure that they have the right to disconnect from work-related communication. Currently, France, Portugal, and Australia have an employee right to disconnect law, while Spain, Ireland, Germany, and Italy are considering adopting such a measure. Although there is no federal law in the United States currently in place that guarantees the right to disconnect, some states, such as New York and California, have introduced bills to protect employees from being contacted outside of working hours. So, it’s at least something to be aware of and begin to tentatively plan for. Implications for Businesses If an Employee Right to Disconnect Law were to be implemented in the US, businesses would necessarily need to adapt their policies and practices to comply with the new regulations. This could mean setting clear boundaries for when employees are expected to be available and ensuring that work-related communications are not sent during non-working hours. Is Your Business Prepared? To determine if your business is prepared for an Employee Right to Disconnect Law, ask yourself the following questions: Do we have clear policies in place regarding work-related communications outside of working hours? Are managers and employees trained on the importance of disconnecting from work to maintain a healthy work-life balance? Have we implemented technology solutions that can help limit after-hours work communication? Ensuring Compliance To ensure that your business is ready for an Employee Right to Disconnect Law, consider implementing the following strategies: Establish clear guidelines for work-related communication outside of regular working hours. Provide training to managers and employees on the importance of disconnecting from work. Utilize technology tools that can help automate processes and limit after-hours communication. This means you should be at least tentatively preparing your business for a potential Employee Right to Disconnect Law. By taking proactive steps to establish clear policies and promote a healthy work-life balance, you can ensure that your business is ready for any regulatory changes that may come its way. 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.

Read More »

Imagine Selling Your Business…

How Would Your Life Change?

You didn’t start your business just to stay busy—you built it to create freedom, security, and options for yourself and your family. Selling your business can be life-changing, but the real question is whether you’re intentionally building toward that outcome or simply leaving it to chance.

Sign up below for a free consultative session to learn what your business could be worth today and in the future! 

Thank you for your interest in learning what your business is worth. We will be in touch shortly.