Bulking Up Your Business- Smarter is Stronger!

incipioworkstg on March 24, 2020

Are You and Your Team Members Getting Smarter?

The other day I ran into a former co-worker. We were able to catch up in about five minutes – a “memory conversation” if you will. I realized pretty quickly there hadn’t been a lot of professional growth for him since we worked together. He seemed satisfied to be in the same job and apparently saw no real need to improve his skills or stretch himself professionally.

If you’re in an organization that isn’t promoting culture and engagement it’s easy to become disengaged in that “toxic” environment. On the other hand, the smartest companies today strive to hire employees eager to grow themselves because they know it will help the business grow. Great leaders have the confidence to surround themselves with people who are smarter than they are – people who add value to every aspect of their job. It makes sense. Research shows when people get the tools and training to do their jobs well they feel supported, are engaged and more loyal.

TAKE CHARGE OF YOUR PROFESSIONAL DEVELOPMENT

Regardless of whether your company has a commitment to professional development, ask yourself, “How do I as an individual contributor to an organization become more valuable and a greater asset to the group?” Professional development gives you the ability to speak to different topics in conversation – not only with current or potential clients but also with your fellow employees. It can also put you a path to leadership opportunities, increase your productivity or put you on a path to a boost in compensation.

It’s important you personally seek out opportunities. For example, put together a group of accountability partners you meet with on a monthly basis. Discuss topics at hand or ask to be challenged in your line of thinking. Seek out training and development opportunities for yourself – maybe after hours or on the weekends.

Push yourself to learn something about the business with which you’re not currently familiar. Think about how you can become better versed in cross-functional tasks within the company. The more diverse you make your area of expertise the greater the growth opportunity.

Perhaps you attend a conference and when you return you make it your responsibility to deliver a “CliffsNotes” version to your team. You share your knowledge with others which shows value, and in turn, increases everyone’s value. It also provides a “win-win” for the company to justify the conference expense.

Taking control of your professional development isn’t always easy. But if you stay motivated you’ll find the benefits are immensely rewarding.

Bulking Up Your Business: Talent Matters!

incipioworkstg on March 19, 2020

The Talent Challenge

Attracting, acquiring, and retaining talent is more challenging than ever before. To be successful, today’s tight labor market should encourage companies to adopt a strategy to develop existing talent. Aside from showing employees you appreciate their contributions, the investment in training and development helps retain employees by letting them know they have the opportunity to grow. Firing an employee in the hopes you’ll be able to hire a solution to your problem is much more of a gamble. As Incipio’s president and founder Molley Rickett likes to say, “If you really examine it, the talent walking out your door is usually not the same talent that is walking in your door.” The days of “plug and play” are in the past.

That’s not to say there isn’t a place for effective recruitment. There likely are some key roles within your company where you simply need to fill that position with outside talent. But thinking first about “bulking up” your talent within your company can be an effective strategy because in this job market it’s time to get creative.

HOW TO BEGIN

Look at your current workforce and examine whether people are in the right positions. After a review of their strengths you may discover you should rethink some roles. An employee may function best in a different position than that for which they were initially hired. For example, I’ve witnessed a human resources professional blossom and become a valued employee once they were given an opportunity in software development. Communication is key – as is support from leadership. Employees want leaders who care about their well-being. They want to work for leaders who recognize and appreciate them. Having an open and honest conversation is often the best place to start. Perhaps the performance review process makes it clear an employee isn’t meeting expectations. So now you work together to look at their talents from a different perspective. What are their strengths? What do they bring to the table that could help the company grow? If you play to their strengths you’ll develop an employee who is happier, more engaged and more effective for both themselves and the business.

Bulking Up Your Business, Focusing on Your Team

incipioworkstg on March 17, 2020

Professional development is all about developing a team. Whether it’s professional or personal, development helps employees grow to better the organization while at the same time helping to better themselves.

The most successful companies, and the most confident leaders, recognize the value of training, coaching and development. When a conversation with an employee takes place in the appropriate tone and manner, professional development is seen by the employee as a perk – not a punishment. Communication is crucial to ensure the message is shared in the correct way so the employee realizes coaching could provide an upward career trajectory. It’s sharing with associates the company is willing to invest time and money in their growth.

You may want to begin the program with your top performers – your “up and comers.” People you see who take initiative but often are silent performers not seeking recognition. Perhaps you have an employee who is ready to be promoted but has never managed people. Now is the time to be proactive to guarantee success. When developing people or changing behavior there is always a learning curve. But if you’re following the plan and budget you have created, you’ll be prepared.

WHAT ARE THE OPTIONS

A development program could take the form of on-the-job training. It might provide educational opportunities outside the organization. It could include mentoring or job shadowing where a more seasoned employee takes part of the day to pass on knowledge and experience. You don’t need to do it all the time. Perhaps the plan says an employee spends a half day every two weeks shadowing someone across every functional area so they come to understand how each department works. This way employees learn and absorb new skills but are still productive in their current roles. It’s up to leaders to choose what is most effective for workers by asking what they want to learn and then determining and what works best for the organization in terms of time and budget.

Professional development should also include strategic recruitment. As you identify high performers and people you want to grow and engage you may discover gaping holes in your succession plan. Examining your bench strength and identifying early on where you have holes should help you decide if you can coach to promote internally, or if you need to hire from the outside. If you uncover a department that is stagnant or not growing despite development efforts, it might be time to bring someone in from the outside with fresh ideas and new motivational strategies.

Do You Need to Bulk Up Your Business?

incipioworkstg on March 11, 2020

Do You Need to Bulk Up Your Business? Strength Matters

Maintaining a good level of physical fitness while improving our overall health is something we all aspire to achieve. But do we have a similar commitment when it comes to the health of our workplace? If you think of “bulking up” in the sense of working out, and the impact that has on us physically, we don’t gain overall muscle mass and strength through one workout, focusing on a single area. We work the entire body over a sustained period of time in order to achieve the results we want.

From my perspective, we need to take the same approach at work – “bulking up the business” through professional development with an intense, widespread and committed focus to strengthen core competencies across the entire organization.

HOW DO WE BEGIN?

It’s not difficult to get started. I recommend beginning with a simple gap analysis looking at where your company is today compared with where it needs to be in the future. The future could be next week, next year or next decade. In short, where are you now and where do you need to go?

Look at your mission statement and core values – and once you’ve ensured a solid alignment exists there, look closely at how your business, and everyone in it, get things done. Do they align? How do your employees feel about that alignment? Most importantly, understand what forms of professional development work best for solving certain types of issues. Do you want to increase employee morale, engagement and loyalty? Develop leaders for the future? Build your reputation in the community? Increase productivity? All of this and more can be achieved with the right type of professional development!

CONCERNED ABOUT COST?

Professional development doesn’t have to be an expensive undertaking. I would argue instead of asking if you can afford it, you should ask if you can afford not to do it. Professional development takes many forms, and I suggest the most effective forms of professional development take place outside of the traditional classroom learning space that some immediately think of when they picture skill training and development. It’s not always a big dollar or time investment. Mentoring, problem-solving, process mapping and improvement, participating in an organizational task force or project team are great examples of professional development and continuing on-the-job education that one could argue should be a requirement in any industry.

MEASURE YOUR PROGRESS

All professional development investments should be matched with clear operational measures to determine success. Think about what you’re developing, how enhancement in those skills will positively impact certain aspects of your organization’s inputs, outputs, etc., and compare results in key performance metrics before and after the development occurs. I think you’ll find your newly “bulked up” company will be on the road to a healthy future.

They Have to Choose You Too – The Truth Behind Employee Retention

incipioworkstg on February 6, 2020

What is the first thing that comes to mind when you think about employee retention? Salary, recognition, opportunity, maybe even flexibility; We all think of different things that represent the idea that no employee or organization is the same. One of the most important things that can be done to ensure you are keeping your valuable assets (your employees) is to make sure you are treating them as individuals rather than just a collective group. Show them your appreciation by valuing them as people and providing opportunities for growth and development in whatever aspect needed in order to be successful.

The first place to start with employee retention is the interview. What is the point of working to keep employees if you haven’t ensured they are the right fit for the position? This means asking behavior-based questions that will better gauge their performance; past performance is the best predictor of future performance. Once you have established behavioral fit, you then will want to explore their work environment fit. It is important to determine what type of work environment they excel in working in and gauge how it aligns with your current company culture. As qualified as they may appear, it’s crucial that you get a feel for how they will fit within your company, culture, and your current team.

First Impressions Mean Everything

Culture. It is something every business should have and work hard to establish and then maintain. What you have to remember is that as an interviewer or someone hiring for a position is you are not the only one doing the choosing. How your company is reflected in their first impression, as that potential applicant comes in for the interview, sets the stage for whether or not they choose to be a part of your team. So recognition, feeling valued, and opportunity for development are things that you should be selling to applicants so you can obtain them as employees.

After you hire them you want to make sure you keep them! You have to provide an environment where they feel comfortable and respected. When new hires are not welcomed and made to be comfortable, they are less likely to stay with your organization. This goes for everyone on your team, especially those in leadership positions. Leaders within a company are looked up to and many employees seek their validation and respect. Making sure there is an equal level of respect and communication amongst all members of a team is key to ensuring your employees feel like they are truly a part of that team and of the company’s culture.

Invest In Their Personal and Professional Growth

One of the most important and beneficial things you can do for your employees and for the overall good of a company is to allow opportunities for growth and development. This has been a key factor in what has kept me with past employers because it shows that my personal and professional growth are cared about and that my success is important. There is always room for development and being given the chance to find better and more effective ways to do your job only makes the job that much more valued by the employee.

It’s impossible to read your employees’ minds, but they all want one common thing, and that is to feel valued and that their opinion and place in the company matters. Giving employees the opportunity to be the best at what they’re doing can be extremely rewarding, so don’t be afraid to invest in their growth, it will pay off in the end!

Their “Why” Is the Reason They Stay – Tips for Employee Retention

incipioworkstg on January 30, 2020

What makes an employee stay versus leave an organization defines retention.

Every employee has different reasons for doing what they do each day, or their “why”. The list is huge, but there is one that truly hits home when it comes to employee retention; connections. Connections take the form of healthy relationships with their peers and leadership, in addition to being able to connect how their own role fits into the broader mission of the organization that they are a part of. Employees need to feel that their work effort and contributions to the organization are valued, and rewarded, appropriately, and the organization must understand that “value” is more than just a dollar figure.

Show Them That They DO Matter

At all levels in your organization, there needs to be an equal level of respect and open communication. Protect the employee assets by investing time and effort into building strong connections on a foundation of mutual trust and respect. Increase their overall value to themselves and to your organization by investing in their training and development. Giving them an opportunity to grow in the business and to achieve the goals that they have in their lives today will only make for great things in the future. After all, getting an amazing two years with a fantastic employee can be much more valuable to your organization than 10 years from a not so fantastic employee. Ensure that the time they spend with your organization is as valuable as it can be, from all perspectives.

It’s also important to know that a team member’s plans can and will change, depending on the value that your organization provides to them. Many top team members have started with an organization and planned on using their time there as a “stepping stone” to something else. Decades later, these same people are leaders in the organization. What changed? The team members’ perception of the value provided to them by your organization, and more than likely, the strong connections they have built with the organization and the people in it.

How can you determine the value proposition for someone looking to join your team? While a good interviewee will work hard to ensure that every answer they give you is what you want to hear in order for you to offer them the position, a good interviewer knows how to ask the right questions to get the information they need. In order to increase the chances of getting a true understanding of an applicant’s skill sets and of their willingness and ability to perform within their organization’s environment, you have to know what questions to ask and how they pertain to your company specifically. Ask questions that will elicit answers that will help you to determine how that individual will fit in with your organization’s culture.

What Really Makes the Difference

Now that you have them, how do you keep them there, and performing at or above expectations? It goes back to the value and connection piece. Feeling valued and respected by your colleagues can make your job worthwhile, but what matters the most is the feeling of value and respect you receive from your boss and the leaders of an organization. Even in situations where I felt valued by my peers or by the people that I was leading, the most impactful drivers that kept me present were the connection I had with my leader. Feeling valued by them, having a high level of mutual respect and trust present between us, and feeling confident that my contributions to the mission and vision of the organization were appreciated was what made the difference.

Retention by itself isn’t what most businesses are looking for. If you have zero turnover while your organization underperforms or otherwise struggles to provide value to your clients, you’re “retaining”, but at a major cost. Likewise, losing underperforming employees to an influx of highly engaged, innovative, and connected employees could be exactly what your business needs. Basically, you have to know what it is that you want to retain, and what you want to lose, in order to achieve the mission and vision of your organization.

Putting Your Plan Into Action

Before you ask “what can we do to improve retention?”, ask yourself “do we have the right people today?”, and work backward from that answer to determine where to focus your efforts. Having a strong culture in place BEFORE you decide to focus on the heavy-lifting of process improvement, retention strategy, goal alignment, and a host of other big-ticket initiatives, will only make those changes easier to implement and ensure sustained success over the long haul. Businesses are like fingerprints, in that no two are exactly alike, which means that every business is going to have environmental, cultural, or systemic opportunities that will require a unique approach.

Employee Retention – It’s Not Rocket Science!

incipioworkstg on January 26, 2020

Every human has a need for belonging, and I believe employees stay with a company when that company does a great job of creating an environment that makes them feel like part of the team and valued. As an employee, your work environment is so important and can make all the difference when it comes to finding your career, or your second home, as many call it. The key to good retention starts with this and when a company knocks it out of the park, I don’t think the 50 cents or more an hour makes a big difference.

Asking for feedback and allowing your employees to be heard is another huge aspect of retaining an organization’s most valuable asset; Its’s people. Not only listening to the team but taking what they hear and using it to make changes that are best for staff as a whole is so important. Leadership needs to constantly strive to have a growth mindset and listen, listen, listen! You should always lead with the team in mind, and in order to do so, that means truly taking what they have to say into consideration and showing them that their opinion really does matter!

To Retain You Must First Obtain

A big part of retention, that I’m sure is no mystery to you, is the importance of obtaining and retaining your best employees. Business owners should always have their top talent in mind, but that doesn’t mean neglecting the rest of your team. Depending on the size of your company, having continuous one-on-one meetings to offer encouragement, open conversation, and feedback is vital. Even if you have a larger company, ensuring that there is open communication at all levels is key. Honest conversation and encouraging open lines of communication establishes a level of trust and respect for, and from, everyone.

Of course, in order to retain these employees, you have to obtain them first. This process starts in the interview and ensuring you are asking the right questions that will help in selecting the right person for the job. Asking questions that will allow them to respond honestly and naturally is key. Steer clear of questions typical of an interview and aim more towards behavioral questions that let you see how they would react in particular situations that aren’t an answer you’ve heard from every other candidate. And of course, always remember that how your company presents itself in an interview is the first impression for that employee and could be the difference between whether or not they decide to even show up on their first day.

Making Connections Through Open Communication

No one ever said you have to be best friends with everyone you work with, and it’s not expected, but professionalism is. One of the things that have been a deciding factor for me staying with a particular company is having an associate at work that will engage with me in open and honest conversations. This doesn’t have to be the case for everyone but ensuring that there is an inviting and accepting environment for every single person in a business setting is absolutely necessary and it’s part of what makes coming to work every day worth it.

Employee retention isn’t rocket science. Show your employees that they are valued and that they matter by encouraging open and honest communication throughout your team. Doing this will make all the difference!

Stop. Listen. Ask. – Keys to Employee Retention

incipioworkstg on January 16, 2020

As an employer, one of the most important things you can do for your employees is to allow for their voices to be heard and to listen. Employee retention is as simple as that. When you have leaders that dictate and refuse to recognize the option for change, it makes people feel as though they aren’t valued and that their opinion doesn’t matter. These are the kinds of things that truly matter to an employee, and when an employer encourages these things, it can be the difference between whether or not that employee chooses to stay with you.

Of course, not every business is the same. And no one expects them to be. Taking the time to understand how people want to work, receive work and deliver it, however, is what makes the difference. In some environments, the way things are done is set standard operating. BUT the way in which the direction is delivered is all it takes. Communication is a huge piece when it comes to employee-employer relationships and delivery can make or break that relationship. Regardless of who your employee is or what they do, making them feel valued is key.

What Kind of Relationship Do You Have With Your Employees?

Speaking from experience, I can remember a time I stayed with an employer, over being given the option for a bigger and better role with another company simply because of the leader I had. When asking yourself what you can do to keep your employees and prevent them from leaving to work for another company, think about what kind of leader you are. What are your values, and how do those values affect the relationship you have with your employees? Do your employees feel as though they can voice their opinion to you and that their opinion matters? These are the kinds of things that interest the people that are working for you and what they consider when coming to work for you or when deciding whether or not to leave.

Company culture is a huge aspect of employee retention. When you have a culture that embraces options and chances for voices to be heard, people want to know that they have a voice. Allowing people to give their point of view to make things better, improve on the role they manage every day makes a huge impact on their influence within the teams they work. So not only are these things beneficial to the individual employee, but they have an impact on entire teams of people. When people are inspired and want to do their best, it increases overall productivity and engagement within your business. People are the foundation of a business, so how they are treated is something that shouldn’t be easily overlooked.

Let Them Be Heard

So what is something you can do for your business to start making retention a critical focus? Simple. Stop. Listen. Ask. People want to be heard, valued and given the chance to be their best. Think about when you felt the best at work. Who were you with, what was your leader doing? The team, or was it an individual contributor role? Make that, take that, and ask your team what they want. Communication, open transparent conversation is the winning combination for success!

Creating a Successful Network – It’s Easier Than You Think!

incipioworkstg on June 10, 2019

Take a minute to think about when your business was first getting started. I’m sure it was a difficult time and that finding sales and potential clients felt impossible at times, but the good news is, you’re not alone! We’ve all struggled to make sales and bring in clients at some point in our business, but the key to solving these issues isn’t some big mystery, in fact, it’s something we do on a daily basis: networking!

The value of the relationships you build during networking is key to sales and life. The relationships become so important because these people get to know you, your character, the work that you perform, etc. They become your business associate, strategic partner, referral source and your friend. The value that one person can bring to your business can be immeasurable, but in order to find that out you have to get your feet wet and get out there!

I love people. I am naturally curious, and I love to learn from and help those I meet, but not everyone is like that, and that’s ok! What I’ve found is there is always a connection if you keep asking questions. You may not get business from someone you meet at a networking event, but you’ve made a connection and who knows where that may lead. A friend recently called me the “business cupid” because of my passion for helping people connect, and that’s the key; you don’t always have to be the best at what you’re doing, it’s your passion that people recognize.

Just Be Yourself!

A lot of people like to think of networking as an event, but that is very far from the reality of networking; opportunities are all around us! I have met and connected with people in every kind of industry, every kind of job from all over. My network has been created from business, personal, community involvement, church, my kids’ activities, business associations, and so much more. I’m always networking! Even if you are not a super outgoing person there’s always chances to build relationships even when you least expect it. Just be yourself because that is the most important aspect when it comes to building new networking connections.

Networking doesn’t have to be intimidating, in fact, don’t even think of it as networking. Think of it as just meeting someone new, asking questions, building a relationship. Don’t go in trying to sell a product or service. Just listen to the one you are meeting and let it go from there. Always follow up after a connection with a personal note, and make sure the person you meet remembers you. An important piece of advice I would give from my many years in sales is to work on your one minute story to brand yourself. That is what sets you apart from everyone else, and in a room full of hundreds of people that unique story is what will make you memorable.

Networking Doesn’t Have to be Intimidating

Early in my career I was intimidated by people of a higher status or position than me. However, what I’ve noticed is that often times they are there doing the same as you; looking for ways to grow and better their business. I have gotten over this challenge of intimidation by just continuing to meet people I don’t know by saying “Hi”, introducing myself, asking questions, and LISTENING! Don’t always just sit there waiting for an opportunity to speak. Really listen to what the other person is saying because it shows that you are there for more than just personal benefit.

Always remember that your network is your friend! You’ve got to continue to work it. Meet new people to add to your network. The friends that you make in your network are your biggest referral source. But make sure it goes both ways – you must continue to help those in your network by referring them and showing them that you are a reliable connection.

Build Your Network Now and Success Will Follow

incipioworkstg on June 10, 2019

Wherever you are in life right now, and whatever you know, is a result of the ideas, experiences, and people you have interacted with in your life.” This excerpt from Keith Ferrazzi’s Never Eat Alone encompasses the value of networking and building relationships. As much as we may like to take all the credit for our own success, we would be nothing if it weren’t for our partners and the connections within our own network.

Many fear “networking” perhaps because they don’t understand that it is simply interacting with others, dinner with friends, birthday parties with family, talking with clients at work…all networking. These individuals will be able to help you in ways you never thought imaginable, but it’s all about the effort you put into obtaining and, most importantly, maintaining your network.

I pride myself with being authentic in my interactions with others, being the real me, and being honest in what I say and do. It is your responsibility to ensure that you are always acting in a way that appropriately, and honestly, reflects you and your business because our behaviors demonstrate who we are. Your connections, i.e., network, have gotten to know you by your actions and deeds. Are you a person who can be trusted, counted on, reliable?

Take the Time to Reflect

Staying true to yourself isn’t always easy, but on a daily basis I reflect on my interactions with others and check myself. Where was I my best self and where can I do better? The kind of person you are and the image of your business can be reflected in your network, so for those of you working on building your network or even updating it, keep this in mind as you look for those new connections.

For me, reliability is a factor that I find crucial within my own personal network. In my time in between jobs I always managed to find myself in a place where I knew I could count on my network. No one can do it all on their own, and as stubborn as we all may be sometimes, asking for help is OK! As important as reliability is for me, I always make sure to reciprocate my services to others within my network because, like any relationship, you can’t always expect to take, you have to be willing to give too, even if there is no benefit to you personally.

In my experience with a variety of companies, the thing I think separates them the most is their ability to build and nurture a successful network. If a business doesn’t have a sturdy network they could very well become the target of another company for acquisition or simply have to shut their doors. I’ve experienced this first hand and know it to be an unfortunate reality which is why building and maintaining relationships is a necessity and an important step in expanding your businesses’ network.

The task of building your own personal network can be daunting, but it doesn’t have to be! Take a friend to lunch, join an association relevant to your career path, attend meetings and get to know people in the industry, volunteer in the community for a charity that you believe in,…there are so many ways to build a network. Find those that work for you and use them to your advantage.

Human connections are critical to success both personally and professionally. So get out there, be yourself, and don’t be afraid to show others what you’re made of and what makes you a valuable asset.