A Strong Work Ethic
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 cars 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.
Internal Guarantees
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 guarantee.
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.
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Remember, only you can make BUSINESS GREAT!
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