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Tips for Transforming a Companys Culture

Transforming a company’s culture isn’t for the faint of heart. It takes a lot of courage, dedication, and plenty of humility. While that’s sounds contradictory or confusing, it’s actually the case. You’re going to need to lead in a new direction and be able to take things in stride (at least, to a point). Because changing an organization’s culture will feel much like trying to push a boulder up a steep hill. At any moment, it can roll right over you. But, if you know a few ways to deal with this change, you’ll have a much better shot at success.

Tips for Transforming a Company’s Culture

It’s very common for a company’s culture to reflect the prevailing management style. Let’s face it, most individuals tend to hire people who reflect their own style, so this isn’t a surprise. That means if a hiring manager or another leader has certain bad habits, chances are excellent others on team will likewise possess those same or like behaviors. It’s also true that culture doesn’t form overnight. It takes time for a company culture to develop.

As a [business owner] or as a manager, you may have the power to change your organization’s policies with the stroke of a pen. And you may have the ability to hire, fire, promote and demote people with relatively little effort. But changing an entrenched culture is the toughest task you will face. To do so, you must win the hearts and minds of the people you work with, and that takes both cunning and persuasion. —The Wall Street Journal

Once that culture forms, it’s very difficult to change. People become complacent and it takes a significant event to shake that off. It could be a big change in the industry for the worse, losing a lot of money, a sudden shrink in customers, or something else. Great cultures drive productivity and profits. Poor cultures slow productivity and profits. Culture starts with Leadership. So, it’s very important to realize when the culture is toxic and/or when crazy has infiltrated the business. It’s at this juncture you need to take immediate action. Here are some helpful tips for transforming a company’s culture:

Team-up with an insider. If you are new to the business, team-up with an insider — someone who can give you the details of what’s happened is a very valuable person. Or, if you’re part of a company that’s just gone awry, you still need someone you can trust. A person who gives you confidence you’re getting the straight story. You’ll learn a lot and probably discover different ways to get back on-track.
Get feedback from team members. Aside from your go-to person, you still need to solicit feedback from the entire team. Encourage people to communicate their experiences and expectations. This is a great way to identify who is and isn’t working out. You’ll know by each person’s input and reactions who is an asset and who is a liability. Then, you can work with individuals to help them improve.
Define the limits and be extra clear. While getting in-the-loop will provide a lot of valuable information, it’s not going to be a magic bullet. You’ll still need to define boundaries and be very clear on your expectations. Remember the old saying, “To be unclear is to be unkind.” It’s true and will certainly prove as much if you do not define your goals.
Be bold and take the lead when necessary. What all of this means is, you’ll have to lead by example. You must set the tone day in and day out so everyone has a chance to adjust. Eventually, a new normal, a better culture, will evolve.

Have you taken over an organization and changed its culture? How did you approach the situation? What other tips and tricks do you suggest to change a company’s culture. 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 Small Business Owners can Prepare for a Recession and Beat Out their Competition during Economic Downturns

April 7, 2023 No Comments

In an economic downturn, small businesses are often hit the hardest. It’s a challenging time for everyone, but for small business owners, it can mean the difference between survival and closure. Preparing for a recession is key to making sure your business stays afloat, and outperforming your competition can give you an edge that keeps you ahead even after the economy has recovered. How Small Businesses can Prepare for a Recession One of the most important things that small business owners can do to prepare for a recession is to build up a strong financial foundation. This means having a healthy cash flow, low debt, and a solid reserve of savings. Having a strong financial foundation will give you the flexibility to weather the storm of a recession and to continue operating your business even if sales decline. Cutting costs is also one of the most important things small business owners can do to prepare for a recession. Review your expenses carefully and look for areas where you can save money without sacrificing quality or service. As a small business owner, the idea of a recession can be scary. Many businesses have not been through a recession. It’s much easier to make money when things are good in the economy than it is when times are tough, but that doesn’t mean a small business can’t survive and even thrive during a recession. —Entrepreneur.com Another important step that small business owners can take to prepare for a recession is to diversify their business. This means offering a variety of products or services, targeting a variety of markets, and having a presence in multiple locations. By diversifying your business, you can reduce your reliance on any one market or customer segment. This will make your business more resilient to the ups and downs of the economy. How Small Businesses can Outperform their Competition during an Economic Downturn Now, it’s not enough to be prepared for tough economic times – you must also be equipped to perform to your best and even beat your competition by making key moves at strategic times. Here are some ways to do just that: Diversify your offerings. Again, one of the best ways to prepare for a recession is to diversify your offerings. If your business relies heavily on one product or service, it’s time to start exploring other areas you could branch out into. This could mean offering new products or services that are more recession-resistant, such as essential items or affordable luxuries. For example, a restaurant might start offering takeout or delivery services in addition to their dine-in options. A clothing store might start selling more affordable items to appeal to customers who are tightening their belts. Focus on customer service. During tough times, customers are more likely to stick with businesses they trust and have had good experiences with. By focusing on customer service, you can build relationships with your customers that will last beyond the recession. Make sure your staff is well-trained and equipped to handle customer inquiries and complaints. Offer personalized recommendations and rewards for loyal customers. Consider implementing a loyalty program to encourage repeat business. Improve your online presence. With more people staying home and shopping online, having a strong online presence is more important than ever. Make sure your website is up-to-date and easy to use, and consider investing in online advertising or social media campaigns to reach new customers. Offering online sales or delivery services can also help you reach customers who might not be able to visit your store in person. Make sure your online ordering and payment systems are easy to use and secure. Stay agile and adaptable. Finally, one of the most important things small business owners can do to outperform their competition during a recession is to stay agile and adaptable. Keep an eye on market trends and be willing to adjust your strategies as needed to stay ahead of the curve. For example, you might adjust your prices or promotions to appeal to customers who are looking for more affordable options. You might also explore new revenue streams, such as selling merchandise or offering online courses or consultations. What other kinds of advice would you give new business owners and entrepreneurs about how to prepare for an economic downturn and even thrive in such conditions? Please take a few minutes to share your thoughts and experiences so others can benefit from your input! Interested in learning more about business? Then just visit Waters Business Consulting Group to learn more about us and the services we offer.

Small Business Owners in the Trades – Should You Provide Your Techs with Tools or Have Them Supply Their Own?

October 10, 2024 No Comments

Trades-based small business owners, from plumbers and electricians to HVAC and carpenters, often ask one question that sparks debate among newcomers and seasoned professionals alike: should you provide your technicians with tools, or should they bring their own to the job? This decision is far from trivial because it can significantly impact your business’s operations, finances, and even team dynamics. On one hand, supplying tools ensures consistency and control over equipment quality, but it comes with substantial upfront costs and ongoing maintenance responsibilities. On the other, having techs supply their own tools can reduce your overhead and potentially attract more experienced professionals, but it may lead to inconsistencies in work quality and create liability concerns. With this in mind, it’s important to take a close look at the pros and cons of each approach, exploring how this choice can affect your bottom line, workforce satisfaction, and overall business efficiency. Whether you’re a seasoned trades business owner re-evaluating your current policy or even a newcomer to the industry trying to make an informed decision, this short but informative guide will help you navigate this crucial aspect of managing a trades-based small business. Tools of the Trade: Should Small Business Owners Provide Them or Let Techs Bring Their Own? When you’re running a small business in the trades, every decision counts. One big question you might face is whether to provide tools for your techs or let them supply their own. This choice can shape your business culture, affect costs, and influence your workers’ morale. So, what’s the right move for you? Well, it depends on several factors, some of which are more consequential than others. Now, let’s get into the nitty-gritty and provide a few answers. Why You Might Want to Supply Tools Providing tools shows commitment to your employees. Just think about it: when you hand over a quality tool, it sends a message. It says, “I trust you to do your best work.” Plus, you can control the quality of the gear. If you’ve ever used a low-quality drill or a dull saw, you know how much it can affect the job. When you supply reliable tools, you ensure that your team has what they need to get the job done right. Consider this scenario: you have a new tech on your team. You give them top-notch tools. They feel valued and more confident about their work. That confidence can translate into higher-quality results and fewer mistakes. When you supply the tools, you can also streamline your operations. Everyone uses the same gear, which means less time wasted figuring things out. But, don’t forget about cost factors, either. Supplying tools means you’ll have to spend money upfront. Depending on your business size and the number of employees, this can add up fast. If your workers have their tools, you can save some pretty penny while also encouraging them to bring their best selves to work. The Case for Techs Bringing Their Own Tools On the flip side, letting your techs supply their tools can encourage a sense of ownership. When someone buys their tools, they’re likely to take better care of them (and not forget them on a job site). That personal investment can lead to pride in their work. Also, if your techs have their own favorite tools, they probably know how to use them best. This familiarity can speed up jobs and enhance quality. When the tools are owned by your employees, they’re the master of their domain. No need to seek approval from anyone – not even the boss. This makes their freedom palpable. Techs don’t have to wait for a painfully slow approval process. Plus, they don’t have to suffer delays to wait for the tools to arrive. All they need is right there, ready for them to pick up and put to use. Techs who own their own tools feel empowered to work on their term. They can dive into a project without bureaucratic hurdles or logistical roadblocks. Finding the Right Balance So, where does that leave you? It’s not always black and white. Some businesses choose a middle ground. For example, you might provide basic tools and let your techs bring specialized ones. This way, you maintain quality without breaking the bank. Additionally, think about offering incentives for tool maintenance. A tool bonus could encourage your employees to keep their gear in shape, whether it’s yours or theirs. The Team Factor Now, let’s look at team dynamics, which play a crucial role in this decision. If you have a collaborative environment, having similar tools might strengthen that bond. Everyone’s working with the same equipment, which can foster teamwork. On the contrary, if your crew thrives on individuality, let them shine with their personal tools. Moreover, open communication is key. Ask your techs what they prefer. You might discover a shared sentiment that could guide your decision. Creating a culture of inclusiveness not only builds trust but also enhances productivity. Consider the Following Whether you provide tools or let your techs supply their own is a complex choice, shaped by your business goals, team dynamics, and budget. Whichever path you choose, prioritize your team’s needs and consider the long-term implications. Remember, successful businesses don’t just focus on profit; they also invest in their people. In the end, your decision will set the tone for your workplace, creating a space where everyone can thrive. 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 480-636-1720, or, if you prefer,

How to Fire a Family Member You Hired to Work for Your Small Business

January 1, 2022 No Comments

How do you fire a family member you hired to work in your small business? It’s a very complicated and stressful situation. You hired your brother-in-law, your cousin, nephew, niece, sister-in-law, or even a sibling. And, you probably did so with a lot of enthusiasm. But, it’s been in one unmitigated disaster after another. He or she just isn’t up to the job. Now, it’s come to the point where it’s hurting your business and you can’t continue on any longer. Fortunately, there are ways to break the bad news. Read on to learn about some of the best ways to fire a family member from a small business. Training versus Termination If you have given him or her more direction and a little extra attention, that might have been insufficient. It could be that he or she needs a lot more in order to really be an asset. So, the first step to take is to try and fix what’s broken. Make a prioritized list of what isn’t working and address those things first. Then, mentor him or her according to that list, going one by one. Many entrepreneurs take pride in their ability to provide jobs for their family members, but it can turn sour quickly when the family member doesn’t perform well. Subsequently, firing a family member can cause a rift between the entrepreneur and relatives who are close to the fired family member. And the entrepreneur may feel guilty if the family member can’t readily find work. —The Business Journals If this isn’t really applicable to your circumstances, consider moving him or her into a different position. Sometimes, people seem like a really good fit for a particular role and simply can’t do the job up to expectations. This might not even be his or her fault, so turn it into an opportunity to reassign him or her to a position where he or she can thrive. If these two strategies will not work or fail to produce any results, you will have to face the unenviable task of terminating him or her. Most Effective Strategies for Letting a Family Member Go from a Family Business Sadly, not every situation will work out as envisioned or intended. Sometimes, it’s just the wrong person for the job and there’s no changing the fact that you cannot pound a square peg into a round hole. Here’s some advice about how to fire a family member from a small business: Be prepared to break the bad news in an appropriate way. Even if this person is driving you crazy, don’t let anger be the emotion that causes you to lose control. First off, you’ll probably say something you’ll regret, and moreover, you might come off so angry that he or she will think you were just incensed and letting off steam. Take some time to reflect on what has occurred and make notes if necessary. Choose the right time and place. The most tactful way to engage is away from the workplace but in private. If you do this at your place of business, there’s too much potential for things to go wrong and become an embarrassing situation in front of your employees. It’s best to have the discussion somewhere else than your business — like a neutral, public place — perhaps a restaurant or park. Be honest but empathetic. You need to be straightforward with him or her but don’t make a big speech. Instead, be brief and direct but empathetic at the same time. Then, give him or her a chance to talk and don’t interrupt. If necessary, repeat your points but don’t belabor them. Remain emphatic and stay courteous. It’s very likely that he or she will push back hard and that may cause you to recant. If you begin to feel guilty, that’s a normal emotion. Try to stay pragmatic and be emphatic yet courteous. Don’t let him or her guilt you into making another bad decision. What other advice would you give people facing the unpleasant prospect of having to fire a family member from a small business? Please share your thoughts and experiences so others can benefit from your input! Interested in learning more about business? Then just visit Waters Business Consulting Group.