How to Hire a Replacement for a Key Role in Your Small Business

The economy is in a recession. Interest rates are going up. Inflation is rising. There’s a labor shortage. (And, materials are still not readily available.) The list can go on and on and on. What’s even worse, is there are business owners actually do go on and on. They complain about this, that, and the other thing. Some even take it to the next level and complain about things that haven’t even happened yet. Then, although somewhat rare, there are entrepreneurs out there who go so far as to put their gripes and grievances on social media. This doesn’t paint a very positive picture and of course, it does absolutely nothing to correct what is perceived to be or is wrong. In reality, it does far more harm than it does through catharsis. So, if you’re guilty of this extremely unattractive behavior it’s time to stop, and here’s why. The Internet is Forever All right, very few business owners actually do complain over the internet but where it’s mostly found is social media. Regardless of the digital property, the internet is forever, meaning that once it is out there, it’s usually not possible to take it back. Even if you’re able to delete it, you’ve already left a negative impression. We sometimes deny that we’re complaining. Instead, we say that we’re just “being honest,” “venting” or “blowing off steam.” But don’t kid yourself: Whenever you insert negative feelings into a conversation without some sort of resolution, you’re complaining. It’s tempting because there is a lot about entrepreneurship to complain about —Entrepreneur.com Then, there’s something else to keep in mind. Business owners don’t need to be the ones writing complaints about this or that on the web. Dissatisfied customers will do that instead (and probably with good reason). In other words, if you complain to your customers or in front of them, there’s a good chance they’ll share that experience and that isn’t good for your business’s public reputation. Instead of Complaining, Do the Following Everyone is guilty and capable of letting their complaints be known. But for business owners, this is a very bad choice with no real upside. Whether you’re complaining about a problematic customer, an inhospitable vendor, or your bank charging petty nickel and dime fees, you’re still doing it with negative emotion. Sure, people will understand your frustration, but customers really don’t want to hear about it or even care. So, what should you do when something bothers you and you’re dealing with a customer at that time? Well, the first suggestion is to ignore or resist your instinct to interject complaints and bite your tongue. If you’re able to put it off for a little while, you’ll be able to vent to the right people in an appropriate setting. Should your personality be one that says it’s best to be honest with everyone and use that excuse as a justification, think twice before you start blurting out complaints. Ask yourself what would you think if you were the customer hearing this? Merely putting yourself in your customers’ shoes ought to be enough to dissuade you from griping. At the very least, it will give you pause to adjust your attitude. It’s also helpful to remember that complaining doesn’t solve anything. Yes, it does allow you to get something that’s bothering you off your chest, but that’s not usually worth the ultimate cost. Remember that it is not an attractive or trustworthy trait and you’ll do yourself a huge favor. What other advice would you give business owners who have a bad habit of complaining to customers? Please share your own thoughts and experiences so others can benefit from your input! Interested in learning more about business? Then just visit Waters Business Consulting Group.

In the Hybrid Work World, Some Perks are Disappearing, But Should Your Business Take Advantage? Summer Fridays were once widely embraced by businesses to boost employee satisfaction and provide adaptability in a highly competitive employment landscape that demanded companies offer certain perks and fringe benefits. Back in 2019, a significant 55% of U.S. companies adopted summer benefits, allowing employees to either take Fridays off or depart early during the warmer months, as indicated by Gartner’s research. However, the onset of the pandemic in 2020 and the subsequent growth of remote and hybrid work models have seemingly diminished the appeal of this particular Friday perk for many companies. Recent data from Flex Index reveals that 37% of U.S. companies now follow a structured hybrid approach, marking an increase from 20% in early 2023. Additionally, 32% of companies offer complete flexibility, while 31% maintain a full-time, in-office attendance requirement. The surge in hybrid and remote work arrangements might be responsible for the decline in Summer Fridays. A 2023 survey by Monster.com, a job recruitment website, reported that only 34% of U.S. workers were offered summer benefits. This data begs the question: how do companies deal with employee perks amidst a changing business landscape? How Businesses Can Strike a Balance When Deciding Which Workplace Perks to Adopt and Which to Drop Balancing workplace perks for small businesses involves considering the needs and preferences of employees, the company’s financial capabilities, and the overall impact on productivity and morale. Here are some steps small business owners can take to strike a balance: Understand employee needs. Conduct surveys or hold discussions to understand which perks are most valued by employees. This can help in prioritizing benefits that align with their needs and preferences rather than guessing or relying on intuition. Financial viability. Evaluate the cost of each perk and its potential return on investment. Consider the financial health of the company and the long-term sustainability of the benefits package. The answers you find may surprise you and it’s better to know definitively than to ballpark estimates. Legal requirements. Ensure that the benefits package complies with all relevant laws and regulations, such as the Family and Medical Leave Act (FMLA) and the Affordable Care Act (ACA). Flexibility. Consider offering flexible benefits that can be tailored to the individual needs of employees. This could include options for remote work, flexible working hours, or additional benefits like gym memberships or childcare support. Regular review. Regularly review the effectiveness of the benefits package and make adjustments based on employee feedback and changing business needs. Communication. Keep employees informed about changes to the benefits package and the rationale behind these decisions. Open communication can help to manage expectations and maintain morale. Benchmarking. Look at what similar companies are offering to ensure that the benefits package is competitive within the industry. This also helps you to keep your employee retention high as they’ll have less incentive to go elsewhere. Additionally, be sure to consider alternatives. If certain perks are too costly, consider alternative ways to achieve the same goal. For example, instead of offering a full gym membership, the company could provide a fitness stipend or organize group fitness classes. By doing just a bit of research and listening to employee feedback and concer, small business owners can create a benefits package that supports the well-being and productivity of their employees while also being financially sustainable for the 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) 541-1760, or, if you prefer,