The ten year boom just went bust! The sound of that full-blown balloon you just let fly is the sound of the world economies losing air and falling to earth. So many companies have been operating at full capacity for years, always looking to hire in order to meet the demands of the market. Whether a coffee shop, sporting goods store, tech giant, startup or an established traditional business model, companies have been in a constant “Now Hiring” phase since 2012, if not earlier. A traditional leadership model would have a company replace the bottom ten percent of their employee’s annually in an effort to cut the fat and hire anew to improve overall caliber of the organization. This practice was mostly thrown out the window during the ten year growth we’re coming out of because those same companies just needed bodies to maintain current business, much less grow.

Now What?
Business owners and leaders will lock themselves in the board room to evaluate, recalibrate, and shift gears in order to remain relevant in the Post-COVID Economy. Business plans that were developed as recently as six months ago are likely obsolete. The new business strategy will prioritize future crisis management; revisit core values; remain relevant and competitive during economic recovery; evaluate and reset employment contracts; align with key vendors and alliance partners; develop and initiate the new marketing plan; identify pricing strategy and establish priorities around customer retention.

Guerilla Marketing Tactics
The time is now to evaluate your brand, be it personal, or business, or both. Many will have to look at their product or service to determine its relevance going forward. For those that need to pivot, start immediately! For those who are able to maintain the course, start immediately! Be certain your message is clear and that it’s reflected in your branding. Take your message to the market through social media, relevant print/online media, and through your sales and business development channels now!

Customer Service Rises Again
Rising from the depths of the pending recession will require a philosophy of exceptional customer service. This goes beyond the traditional sense in that the customer is defined in many ways. Not only is it the buyer of your products or services, but, it is the operations team working for the operations manager (and vice versa). It’s the inside sales rep doing her best to maximize sales for her employer; her employer is her customer as well. In a typical sales organization, the sales team is the customer to the sales manager. And, employees will be as much the customer to the organization as management is the customer to the rank and file. There’s no excuse for bad customer service; customers will be more valuable than ever on the other side of this.

Crucified by Complacency
There’s no excuse not to be better. One thing we all have a bit more of right now, is uninterrupted time. Focus on personal development; come out of this crisis stronger and more prepared. Revisit your personal goals, core values and principals and don’t be afraid to reset some or all based on current and past experiences. Companies will have to be better and find areas for improvement in order to remain relevant and solvent during the recovery. Complacency has been tolerated of late, only because organizations have been operating too lean for the most part. No longer will bad, or average service be acceptable, whether through the barista or from the customer service representative from the local hardware store. Complacency left unchecked will lead to personal and business demise.

Focused Balance
It’s hard for me to believe that our personal values and priorities will remain the same after experiencing this crisis. Our health and longevity revolve around work/life balance such that we remain physically and mentally healthy, which includes personal and family fulfilment. It means optimizing your calendar for the best use of your time during your “business hours”. However, regardless of your craft, you will have to hone your skills; maximize your effectiveness; know your product, service, and customer better than anyone; and, just be better overall than the other options out there.

Easter – Although the origin of the word ‘Easter’ isn’t certain, an 8th century monk suggested the word came from Eeostre or Eastre, a Tuetonic goddess of Spring and fertility. Another possibility is the Norse eostur, eastur, or ostara, which meant “the season of the growing sun” or “the season of new birth.” In this case, easter would be linked to the changing of the season.

A more recent and complex explanation comes from the Christian background of Easter rather than the pagan. The early Latin name for the week of Easter translates to “white week,” while the Sunday after Easter day was named for the white robes of those who had been newly baptized. People speaking Old High German made a mistake in their translation and used a plural word for dawn instead of a plural for white. From the Latin word “ostarun” we get the German Ostern and the English Easter translation.

Regardless of its true origin, your interpretation, or your faith, I think you’ll agree that we are all pulling for a season of new birth and for the resurrection of a vibrant life without the Corona Virus. The world changed with the arrival of COVID-19. We as a society have an opportunity to unite and rise stronger and with greater worldwide love for humanity. As you and your company are retooling for the future, please do so around core values that resonate within and throughout the world.

We wish you a Happy Easter and a successful changing of the “season”.

Developing an employee handbook sets a standard for how to interact within the workplace. This is necessary because each employee has their own unique background and experiences. While it’s true that differences strengthen a company’s culture, they can also become a source of conflict. That’s why it’s a good idea for all business owners to create a manual. The following article reviews some of the main benefits.

 

What is an Employee Handbook?

An employee handbook clearly explains a company’s policies, the rights of employees, and offers a broad view of expectations within the company’s culture. Getting started may seem like an overwhelming task, but an employee handbook also helps protect your company in the unfortunate event of employee lawsuits or claims. In general, it outlines key procedures, legal obligations, and critical guidelines.

 

Here are some reasons your business needs an employee handbook:

 

1. Introducing New Employees to Your Mission and Values

The introductory section of a manual addresses questions like, “What do we stand for?” And, “What’s our company’s story?” Employee handbooks allow management to communicate an organization’s mission and core values in a consistent way. This is especially important for new hires.

 

2. Expectations

We all have a general sense for what’s suitable in the workplace, but an employee handbook outlines expectations in detail, such as dress code, internal communications, and possible disciplinary actions.

 

3. Compliance with Federal and State laws

All employers are subject to both state and federal employment laws, regardless of how many employees work for their company. Furthermore, an employee handbook demonstrates that your organization is concerned with staying within the range of compliance. For example, it should include issues like the federal Family and Medical Leave Act, and disability leave.

 

4. Highlighting Company Benefits

Benefits packages often vary depending on an employee’s position within the company. For this reason, it’s only necessary to include an overview of available perks and eligibility requirements.

 

5. When Employees Need Help

An employee handbook should point out who employees can contact with complaints or concerns. Employees who feel comfortable speaking up are less likely to seek outsider work-related assistance from organizations like the EEOC or DOL.

 

If it’s been a while since you last reviewed your employee handbook, or your business never had one to begin with, now is a good time to think about reviewing your policies. Please contact us at ProPath for consulting services. Let’s take the ProPath!

 

Leadership expert John Spence says, culture equals cash. A thriving workplace culture is behind the success of any business. It drives engagement and attracts talent. Ultimately, one of the biggest mistakes is to let your work environment develop without setting intentions. Something so far-reaching needs to be defined and shaped.

If customer service has any place in your organization, your people will treat your customers as they are treated by leadership. Hal Rosenbluth so eloquently stated on the cover of his book, The Customer Comes Second, “PUT YOUR PEOPLE FIRST, AND WATCH ‘EM KICK BUTT”. Your employees are an extension of the organization’s leadership; treat them they way you want your customers treated.

 

What is Workplace Culture?
We can expect that a video game company in Los Angeles will have a very different workplace culture from a banking institution on Wall Street. It would probably be apparent from the moment we walked through the door.

Culture is essentially the psychological framework of a business—having a unique social and behavioral makeup. The personality of an organization touches everything from its values and traditions, to the ways in which employees interact with one another. But how do you build a strong workplace culture? The following are some key points.

 

Leadership with Autonomy
Leadership that allows employees autonomy in their roles is important for peak performance. It communicates a relationship of trust and self-worth. One way management structures can empower employees is by setting clear goals, then allowing workers to make decisions about how to achieve them. Teams are often demotivated by micromanagement, even when it’s meant to be supportive.

 

Listening
Businesses that ask their teams to weigh in on projects are more likely to find solutions and inspire innovation. When their feedback is valued, employees have a greater sense of ownership over their work. Listening drives engagement.

 

Appreciation for Diversity and Inclusion
Diversity refers to the traits and characteristics that make people unique, while inclusion refers to the behaviors and social norms that ensure people feel welcome. Each team member offers something unique that adds to workplace culture. Acknowledging diversity and inclusion transfers a sense of purpose and security to all employees. When people feel like they matter for what they contribute to the team, then they feel a sense of pride and that their job matters, creating loyalty to the team and to the success of the organization.

 

Productive Space

The workplace environment should reflect the desired culture and the type of business. Employee retention is good for business and better for the bottom line. Investing in workplace design, wellness, and amenities can provide a strong return by way of less turnover and greater productivity. If the workplace mirrors the culture of the typical employee, the office will be a place of greater comfort, higher production, and better employee retention.

(Photo Credit: Common Grounds Workspace; Carlsbad, CA) 

 

Celebrate Successes
Life is short. Celebrating small wins and business milestones can bring a team closer together. Plus, happy employees care more about the work they do, which means retention rates are better.

It’s true, leaders set the tone for workplace culture, but bear in mind that cultures evolve and change. With experience in the workplace, we can provide you and your business with the guidance to build high performing teams. Let’s take the Pro Path!