How many of you have a competitor
who takes off every day? He’s earned the privilege. Right?
Maybe. But what does that do for his employee relations?
I believe that productive employees
expect the owner to have a strong work ethic. Significant success
doesn’t come from escape, procrastination or total delegation.
Going off to play doesn’t do your company any good, especially
if you’re gone all the time. In fact, it can erode employee
motivation. Employees working without a leader easily fall into
poor habits and lax attitudes. It’s an exceptional employee
who works to excel when there’s no leadership around to
appreciate his or her effort. That kind of employee generally
goes into business for himself. They’re leaders, not followers.
Followers follow leaders and, if the leaders are gone, what do
the followers do?
You set the pace. You are the
example. When our employees come to work, my car is already in
the parking lot. My car is in the parking lot when my employees
go home (most days). I set the pace. I am the example.
Employees respect a boss who
works hard. Lead by example.
Significant success is not common success; it’s out of the
ordinary. You are reading what I believe is the contributing factors
to the success I’ve found. My ideas have proven their value.
Try them. See for yourself.
Business culture is something
you develop. It relates directly to how others perceive you. It
takes very little or no money at all to build a relationship with
your customers as well as your employees. You do that by opening
the door to them, seeing who they really are, listening to their
real needs and following up.
Your main objective is to create
an atmosphere of internal guarantees. How can you guarantee your
customers that you will deliver to them tomorrow if your production
staff does not guarantee the sales staff they will do whatever
it takes to pull the order together on time? That’s an internal
Your objective is to give all
your employees a sense of pride in their work. You are essentially
asking them to “take ownership” in their responsibilities
and in their department’s performance.