What to Do When You Lose Your Biggest Client

Financial expert and best-selling author Dave Ramsey occasionally tells a brief story about his road to success. Unsurprisingly, it involves an obstacle that he had to face and eventually overcome – his southern drawl or accent. When he started out in radio, he faced pushback from station managers in the north (particularly the northeast) who told him that their local audiences wouldn’t take him seriously because he had a southern accent. It was a cultural bias, but a real one, nonetheless. Folks up north just didn’t take him seriously. How New Entrepreneurs Can Deal with People Who Don’t Take Them Seriously in Business Entrepreneurship can be a difficult journey, and one of the biggest challenges that many entrepreneurs face is dealing with people who don’t take them seriously in the business world. Whether it’s investors, potential clients, or even friends and family, not being taken seriously can be demoralizing and discouraging. However, there are several strategies that entrepreneurs can use to overcome this obstacle and gain the respect they deserve. Develop a clear and compelling value proposition One of the most effective ways to gain credibility in the business world is to develop a clear and compelling value proposition. This means clearly articulating what your business does, why it matters, and what sets it apart from competitors. A strong value proposition can help you stand out from the crowd and demonstrate to others that you are serious about your business. Build a strong network Another way to gain credibility and overcome skepticism is to build a strong network of supporters and advocates. This includes mentors, advisors, investors, and other entrepreneurs who can vouch for your skills and expertise. A strong network can also provide valuable feedback and support as you navigate the ups and downs of entrepreneurship. Focus on results In the business world, results speak louder than words. By focusing on delivering results and achieving measurable goals, you can demonstrate your credibility and expertise. This may involve conducting market research, developing a minimum viable product, or securing initial customers. By showing that you can deliver on your promises, you can gain the trust and respect of others. Be confident and persistent Confidence and persistence are key traits for any successful entrepreneur. Even when faced with skepticism and criticism, it’s important to stay confident in your abilities and your business. This may involve practicing your pitch, seeking feedback, and developing a thick skin. Persistence is also important, as building a successful business often involves overcoming obstacles and setbacks. Stay focused on your vision Finally, it’s important to stay focused on your vision for your business. This may involve making tough decisions and taking risks, but ultimately it’s your vision that will guide you through the ups and downs of entrepreneurship. By staying true to your vision and working tirelessly to achieve your goals, you can overcome skepticism and build a successful business. All and all, dealing with people who don’t take you seriously in the business world can be challenging, but it’s not impossible – with the right attitude and tools, you can gain the respect and credibility you deserve as an entrepreneur. So, what other bits of advice would you add to these? Please, take a moment to comment with your own thoughts and experiences in order to benefit others! Interested in learning more about business? Then just visit Waters Business Consulting Group to learn more about us and the services we offer.

With the roll-backs of local, state, and federal COVID-19 restrictions, businesses are attempting to return to a state of normalcy. But, reinstating pre-pandemic conditions isn’t as simple as they ought to be, and too many entrepreneurs are experiencing such a cruel reality. So, some are experimenting with a hybrid solution: a combination of work-from-home or WFH and on-site business operation. Sure, it certainly sounds like a logical solution. But, every solution breeds new problems. Meaning, there are distinct disadvantages to adopting a WFH and on-site business model. Biggest Hybrid Workplace Advantages Obviously, corporations around the world wouldn’t put a hybrid model in-place unless it had substantial benefits. And, there are some compelling reasons, like the potential of increased productivity via a customizable schedule. After all, happy employees are more productive and that’s certainly good for the bottom line. Then, there’s the morale boost which comes from being able to choose from WFH and on-site. Employees cherish the freedom and that too, helps to boost both productivity and morale. What many companies are converging on is a mixture of remote working and traditional office working, known as the hybrid workplace. A hybrid workplace exists when a business allows their employees to work either remotely or from the office. In a typical hybrid workplace, employees have the choice of working in a central office, working from home, or splitting their time between the two. —WeWork Ideas Blog Additionally, it can help to reduce operating costs, which decrease with the lessened need of supporting individuals constantly on-site. Moreover, it allows employees to avoid toxic situations. For instance, two or more employees who don’t get along very well in-person can find relief by not having to be in close proximity. 4 Issues with a WFH and On-Site Hybrid Business Operation While a hybrid operation might sound like a perfect answer, that just isn’t the case. Unfortunately, there are big potential problems with adopting a hybrid model, as the following issues might present: Managing a hybrid team is very difficult. Anyone with experience in managing a team is familiar with the vast time and effort that goes into making it work. Now, add-in a bunch of other variables that weren’t present before and it’s easy to imagine just how more difficult or nightmarish managing people in totally different physical locations is in reality. Some WFH employees will take advantage. Put this problem in the all-too-obvious column: some employees will exploit the new policies to their own personal advantage, even if it results in harming others and/or the company. While it’s not something you might relish thinking about, it is most definitely a possibility or perhaps, even a probability. A hybrid scenario can easily foster resentment. Another potential problem is along the same lines as the one above — that one or more employees will gain a sense of others’ nefarious behaviors regarding the hybrid operation. That could very well cause resentment to rear its ugly head. Not everyone will contribute the same amount. Expounding on the last two possible issues, is the real possibility one or more employees will shuffle responsibilities off their own shoulders and onto their coworkers through a form of sleight of hand. What other suggestions do you have to deal with potential work-from-home issues? Please take a few minutes to share your thoughts and experiences. Perhaps others can benefit from your unique perspective! Interested in learning more about business? Then just visit Waters Business Consulting Group.

Tips for Holding Employees Accountable without Being Rude or Micromanaging Them Holding employees accountable is a vital aspect of effective leadership. However, finding the balance between accountability and maintaining a positive work environment can be challenging. Micromanaging or being rude can lead to demotivated employees and a toxic workplace. How Small Business Owners Can Effectively Hold Their Employees Accountable Again, holding employees accountable is an important part of being an owner or manager. It helps to ensure that employees are meeting expectations and that the team is on track to achieve its goals. Still, it is essential to hold employees accountable in a way that is respectful and does not micromanage them. Here are some tips for holding employees accountable without being rude or micromanaging them: Set clear expectations. Establish clear, specific, and measurable goals for each employee. When expectations are transparent, employees understand what is required of them, making it easier to hold them accountable. Discuss these expectations openly during meetings or performance reviews. Encourage ownership. Encourage employees to take ownership of their tasks and projects. When employees feel a sense of ownership, they are more likely to hold themselves accountable. Foster an environment where employees feel responsible for their work, and acknowledge their achievements and responsibilities. Communicate effectively. Open and honest communication is key. Provide regular feedback, both positive and constructive. Clearly communicate the impact of their work on the organization, emphasizing the importance of accountability for overall success. Listen actively to their concerns and be receptive to their feedback. Implement Key Performance Indicators (KPIs). Establish specific Key Performance Indicators (KPIs) that align with organizational objectives. Regularly monitor these KPIs and discuss progress with employees. This data-driven approach makes it easier to objectively assess performance and hold employees accountable for their results. Provide adequate resources. Ensure employees have the necessary resources, tools, and training to fulfill their responsibilities because a lack of resources can lead to unmet expectations. Regularly assess their needs and address any gaps promptly. Adequate resources empower employees to be accountable for their tasks. Encourage problem-solving. When issues arise, encourage employees to participate in problem-solving. Instead of imposing solutions, involve them in finding resolutions. This collaborative approach fosters accountability as employees take responsibility for implementing the solutions they propose. Recognize and reward accountability. Acknowledge and appreciate employees who demonstrate accountability. Publicly recognize their achievements and efforts. Rewards, both monetary and non-monetary, can motivate employees to maintain their accountable behavior. Celebrating accountability creates a positive reinforcement loop within the workplace. Lead by example. Leadership sets the tone for the entire organization. Demonstrate accountability in your actions and decisions. When employees see leaders taking responsibility, they are more likely to follow suit. Be transparent about your own challenges and how you overcome them, emphasizing the importance of accountability. Foster a supportive environment. Create a supportive work environment where employees feel comfortable asking for help or clarification. Encourage teamwork and collaboration. When employees feel supported, they are more likely to be accountable, knowing they can seek assistance when needed. Lastly, be sure to address accountability lapses, but do so professionally. If an employee consistently fails to meet expectations, address the issue professionally and respectfully. Schedule a private meeting to discuss concerns, providing specific examples of their behavior. Offer support and resources to help them improve. Approach the situation with empathy, understanding that everyone faces challenges. Right now, you can get John Waters’ latest book for FREE! (Currently selling for $19.95 on Amazon). This inspiring book titled “Profit by Design: The Blueprint to Successfully Scale Your Business and Regain Your Freedom” is a must-read for business owners who want to do just that! Request your FREE copy in any of the following ways: Phone 602-435-5474 Visit Waters Business Consulting Group Send a quick email: Steve@WatersBusinessConsulting.com