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Growing Your Business Is About Relationships, Start with Your Employees

Growing Your Business Is About Relationships, Start with Your Employees

perspective_large.jpgGuest post from this week’s featured author Steven Sisler, who wrote “There’s More to Management Than a Big Desk.”  Steve is CEO of The Behavioral Resource Group Inc., a motivational speaker, teacher, coach and an Agent of Change.

 

 

After twenty-five years of working with people and over six years working directly with managers, leaders, HR directors within the corporate world, I have concluded that there is much more to management than the big desk they sit behind.

 

In business it’s all about relationships – no matter the size of your business, the quantity and the quality of the interactions matter. 

 

That said, it begins with your employees, if you have a strong team then you know they will help you build those relationships with your customers and/or clients.  If you have a solid team their care and dedication to the company will help attract new customers and/or clients and help grow your business. 

 

I have come up with the five stages of employee creation as outlined in my book.  Great employees are not discovered; they are created and it begins with you as you select the right member to join your business and how you nurture their growth which will help to grow your business.

 

1.    Recruiting. This is the process of finding the right fit for your company both in culture and behavioral attributes. This process is conducted through behavioral profiling, attitudes analysis and unconventional interviews, which is having real conversations about life, leisure, family, work, and relationships. A headhunter or a hiring manager should not do this if your company has one, but it should be done by a real person—that’s you, with feelings who’s unafraid of being vulnerable and upfront. Take the potential candidate to dinner with their spouse and find out if this is someone you want on your team.

 

2.    Training. This is the process of getting a new employee acclimated to their new tasks and surroundings. Everyone needs to be trained. When you as a leader don’t take the time to train your people, you create a survival instinct in them that usually cause them to act in a way that preserves and protects self above others. This is always at the expense of everyone around them; ultimately impacting your business.

 

3.    Deployment. People need to be sent. This produces a “mission” mentality in the one being sent. Many employees are just wandering around within organizations because they have never been sent. Their mission never quite defined. They show up every day without a mandate, without a mission. They are like sheep without a shepherd. Most employees don’t know their job description, so be clear and give your team their mission.

 

4.    Monitoring. Many times employees are treated like children. A business owner or a manager may punish subordinates based upon how the subordinate makes the owner/manager look. In these situations, every move the owner/manager makes in relationship to the employee is actually designed to elevate himself or herself at the employee’s expense. And when an employee figures this out, they instinctively start looking out for themselves at others’ expense. Monitoring is not micro managing; it’s keeping a pulse on a person for their benefit.

 

5.    Nurturing. You have to constantly bring people along until they learn to walk alone. This is true when new employees are brought in and when raising children as well. No matter how smart, educated or gifted, they still need to be nurtured into the company – into your company. This creates great people who feel a part of the team. Caring for people goes a long way. Over sixty years of data suggests that when people feel important and cared for, they will work extra hard for a person or a cause. As the owner of your business or as a manager, your job is to bring the best out of the people you lead.

 

It’s far more productive with employees when you are personal first and professional second, vulnerable first and valuable second. Take some time and consider your leadership style, make necessary tweaks where you need them and consider your employee’s needs. Then you’ll be on your way to managing a great team.

 

 

 

Note from editor:

Interested in reading Steve’s book to get more insights?  Be one of the first 20 to send an email to vzsmallbiz@verizon.net to request a free copy of his book courtesy of the Verizon small business team.  To get real-time insights from Steve Sisler join our LIVE Twitter chat tomorrow (August 25) at 6 p.m. ET.  For more information on joining the chat click here.

 

 

Comments
Contributor

Verizon should screen their employees before hiring people that have no regard for the way that they talk to and treat people outside of work and on social media.You have an employee by the name of {edited for privacy} that has no respect for other people and gives Verizon a very bad image.

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Contact the editor: tumara.r.jordan@verizon.com

About the Authors

Tumara Jordan

Senior Manager: Verizon Business Markets

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Tumara is a contributor to the Business Markets Marketing team and she currently manages Social Media marketing campaigns.


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