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3 Ted Talks Small Business Owners Should Listen To

As a small business owner, would you appreciate the opportunity to get advice from accomplished and world-known leaders? Would you be especially interested if this advice was free and accessible from a computer, tablet or smartphone? If you answered yes to the two questions, you will love Ted Talks — videos from leadership experts that specialize in various industries.

Ted Talks originated in 1984 as a conference on Technology, Entertainment and Design, and has grown to a collection of  short videos (18 minutes or less) that are available in over 100 languages. The following three Ted Talks are particularly beneficial to small business owners as they can help them become better leaders:

How Great Leaders Inspire Action

This Ted Talk is hosted by Simon Sinek, a famous author, marketing consultant and motivational speaker. He is responsible for books such as Start With Why and Leaders Eat Last on the topics of inspirational leadership.

In this video, he tries to explore answers to how leaders can promote trust and cooperation and encourage and accept change in organizations. He utilizes real world examples that don’t only focus on the world of business, bringing to light successes from people such as Martin Luther King, Jr. and brands such as Apple. Sinek focuses on similarities between inspiring leaders in how they act and think, and shares them with his listeners.

The video has gotten over 34 million views, and is the third most successful Ted Talk of all time!

Why It’s Time to Forget the Pecking Order at Work

While many of the inspirational leadership Ted Talks are hosted by authors or motivational speakers, this video is hosted by someone who has actually walked the walk! Margaret Heffernan was the CEO in five businesses. Her experience is diverse – she worked as a television producer, headed IPPA, a trade organization that represents independent film and television producers in England, worked on public affair campaigns, ran Internet businesses and wrote a book.

Heffernan shares what she learned throughout this time, which is that company leaders should nix the “the superchicken model” that only values the highest-performing employees, and instead focus on cohesion and the empowerment of every single member of the team to truly create change and success within the organization.

Learning From Leadership’s Missing Manual

What do the leader of the Ashaninka Nation, a leader of an NGO from Bangalore and a Chinese businessman have in common? They all provide inspiration for motivational leadership skills to the presenter of this Ted Talk, Fields Wicker-Miurin.

This social entrepreneur looks for leaders in unique situations and places, and shares what knowledge she was able to get from their stories. She is a director of Savills, an international property advisory company and CDC group, a UK development finance institution, as well as the co-founder of Leader’s Quest, an organization that connects leaders and encourages them to not only analyze their positions and roles, but to seek inspiration from leaders around the world.

In this Ted Talks, Wicker-Miurin provides examples of non-traditional leaders in order to help business owners consider their own leadership roles and how they can help their teams in a better and more productive way.

IOU Financial is committed to helping small business owners become the best leaders they can be! If you want to attend leadership conferences or take business classes, we can help you finance that goal with a small business loan in under 48 hours! Contact us to learn more.

 

When Should I Hire a Virtual Assistant For My Small Business?

Your business is growing and that once small start up has turned into a solid, reputable, and stable small business. While you grow your business, you may also find yourself considering the idea of hiring a virtual assistant: someone to tackle the day-to-day scheduling of work tasks or business meetings, and handling administrative duties to help you take your business to the next level.  You may even ask yourself where, when, or how to go about hiring a virtual assistant. In this post we will tackle the 4 key factors to consider when you’re considering bringing on a virtual assistant. Let’s jump in!

You’re ready to hire a virtual assistant:

When you lose track of keeping track

One of the simplest yet most important factors to consider when hiring a virtual assistant is knowing the right timing. If you find it hard to stay on top of simple day-to-day tasks, and you find your attention is being pulled away from the important roles you have, it may be time to bring an assistant on board. When your systems such as Evernote, Slack, Trello Boards and beyond start becoming overwhelming to keep organized by yourself, an assistant may be the solution. When you see it’s hard to keep track of things, don’t lose track anymore-bring on an assistant. 

When you have the business down to a science

When your business starts becoming a well-oiled machine and the products, services, and business model you run can be set to “cruise control,” you may be able to bring on an assistant. Your business is now solid, so bringing on an assistant may free up some of your mental energy and allow you to tackle the next steps for growth. Think about building a house: If your foundation is solid and in place, you can start tackling the framing of the walls. Allow an assistant to keep things running while you move on to framing up your next big project.

When finances make sense

Before you dive into hiring an assistant, be sure to consider the cost to do so. Virtual assistants are not minimum wage jobs, they can be costly if you’re hiring top talent. Make sure your business can justify and support an assistant. The intention is to bring in more business by hiring an assistant, so ensure the financial pros/cons are considered. You may not be able to pay a full year salary today, but can you justify the initial cost by allowing it to add revenue elsewhere?

When it feels right

There is something to be said for “trusting your gut” when you run a small business. It was that very gut that lead you to start the business in the first place right? Do not leave out the internal thought process for bringing on an assistant. Ask yourself if it feels like the right time, seems like the moment to enter that phase, and do “the cards just fall in place” leading to the perfect fit for your company? If your gut is saying go for it, then it should be worth the thought.

By now you have considered hiring a virtual assistant for your company and ruling out the various pros/cons for when and if that moment is right. Hiring a virtual assistant can be a vital asset to any small business, however the timing, need, and role in your company all need to be considered. By reflecting on the top 4 factors when hiring a virtual assistant, one can better prepare themselves for striking at the right place and the right time.

Need a little extra working capital to hire a virtual assistant?  IOU Financial is here to fuel the growth of small business. We can provide a small business loan of up to $150,000 in as little as 48 hours. Contact us today!

Best Apps to Use to Better Manage Your Business Finances

Whatever small business you run, there is a core set of financial and related functions that just about every business must perform. In 2017, that means choosing apps that meet your requirements and are easy to use on your computer and smartphone without breaking the bank. Here are some of the top apps that fit the bill:

1. QuickBooks:

From tiny to midsize, your company needs a program like Quicken to manage its books and records. This is an easy to use accounting package with cash management capabilities. You can manage invoices, expenditures and revenue, generate financial statements, pay bills and salaries, and track your bank/credit card accounts. QuickBooks works with Square and PayPal, and lets you mark the tax status of transaction to facilitate. It’s a snap to set up recurring payment notifications, as is autopay and financial reminders, that automatically update your bank account balances. You can also set up alerts if your bank account is running low. Runners up: Wave and FreshBooks.

2. TurboTax:

From the makers of QuickBooks, TurboTax is an electronic tax preparer at an insanely low price compared to hiring a bookkeeper or tax accountant. Filing taxes couldn’t be simpler, even if you have complex transactions. When teamed up with QuickBooks, your company’s tax returns basically generate themselves. Runners up: Tax Act, H&R Block, TaxSlayer.

3. PayPal:

The granddaddy of payment systems, PayPal links to your credit cards, debit cards and bank accounts to move money around and make payments hassle-free. You can use PayPal in conjunction with a card-reading device to create a portable point-of-sales terminal for online checkout. PayPal charges 2.7 percent per card read (swipe or insert), 2.9 percent plus $0.30 for online invoicing and payments, and 3.5 percent plus $0.15 for sales entered manually. You can get standard merchant services for free, but the professional plan, at $30/month, adds features and flexibility.

4. Square:

A great alternative or adjunct to PayPal, Square is a convenient mobile card reading device and payment service that is a favorite among street vendors, food trucks, and farmers’ markets. It works just as well at your retail shop or beauty salon. Simply attach the Square reader to your phone or tablet and you have your own point-of-sale terminal. Square charges 2.75 percent for each card read. For a one-time charge of $49, you can add contactless collections via mobile wallets (like Apple Pay and Google Pay). The cost for a manually entered transaction is 3.5 percent plus $0.15. The app is free.

5. Skype:

You don’t need fancy equipment to have a video conversation or conference with Skype. You can also share files and text messages conveniently. Skype helps with your finances by allowing you to hold meetings with anyone, anywhere, without having to spend money on travel or fancy conference rooms. You can get basic Skype for free or spend as little $5/month for Skype for Business, and you can integrate Skype to run Microsoft Office for word processing, spreadsheet generation, and slick presentations. Runners up: Pushover for message distribution; Slack for instant messaging; Fuze for videoconferencing; and Addappt for remote control of calendars and address books.

6. Tripit:

If you are a businessperson on the go, Tripit lets you consolidate your travel plans into a single itinerary accessible from any device. All you have to do is forward your travel-related emails to Tripit and it takes care of the rest. Who needs a travel department anyway? Alternative: Expensify lets you track your business travel expenses and place them on your expense report. You can also photograph your receipts and let Expensify extract the expenses automagically. It costs $9 a month for each corporate user.

7. MailChimp:

Control you email advertising campaigns with MailChimp in a very cost-effective way. You can create mailing lists, newsletters, response emails and reports that track how recipients react to your emails. These reports can help you craft more effective email strategies and improve marketing performance while saving a lot of money.

Performance Reviews: Are You Making These Mistakes?

Yearly reviews are commonplace in many organizations, but they are often dreaded by both the reviewers and the employees being reviewed. Managers feel uncomfortable giving out negative feedback, while those reporting to them stress while anticipating the feedback.

The main problem of annual reviews, aside from their negative connotation, is that they are largely ineffective. A study found that job appraisals negatively affected job performance more than one third of the time. As a result, many companies around the world, such as Microsoft and Gap, are phasing out traditional annual reviews altogether. However, performance reviews can be effective if the leaders correct mistakes they are making in this process! Read on to find out if you are making common mistakes during the evaluation meetings with your staff and how you can ensure yours is successful.

Not Timely

Another problem with the annual review is that it’s only given once a year. That is not nearly enough time for managers to be able to provide productive feedback and work together with their employees to make relevant changes.

When you sit down with a staff member in December and mention something that occurred in May, the individual may have no recollection of the incident. Therefore, leaders have to provide timely feedback instead of waiting a year to bring something up.

The most beneficial feedback is immediate, or at least timely, brought up within a few days of the occurrence; otherwise, it is just pointless. While a formal meeting to discuss the yearly performance may be helpful when discussing promotions or raises, feedback should be regularly provided during the course of the workweek.

Focusing on the Negative

Bosses often misunderstand the main point of the performance review, which is to help employees work more productively and efficiently. Instead, they consider this a time to air their grievances and dissatisfaction with the team member. Even if the individual is performing up to the standards most of the time, if the supervisor focuses solely on what needs to improve during the review, it may negatively impact the loyalty and job satisfaction of the person.

Even if you have an employee who is underperforming in many areas, it is helpful to first bring up something positive about their efforts before concentrating on the negative. Consider the small things that the person may be getting right, like the fact that they are always pleasant, to bring up before moving on to what they may need to improve.

Not Setting Benchmarks

The feedback given out during a performance review will likely not amount to anything unless measurable and realistic benchmarks are set and agreed upon by both the employer and the employee. It’s not enough to tell a subordinate that they need to work faster; to help them become more productive, set small goals that the individual can work towards.

For example, if you need a staff member to work faster, instead of telling them to do so, you should count how many tasks the person currently accomplishes in one week, and increase that by 5 percent per month to see if they can ultimately speed up by 15 percent. It’s important for managers to be involved in this process, observing current behaviors, setting goals and then measuring the employee performance to see if they are meeting those goals.

The reason performance reviews get a bad rap is because many managers are not doing them properly. Sitting down to provide feedback only once a year, focusing on the negative and not setting benchmarks makes the process ineffective; however, making small changes can positively impact both the person and your company.

 

Low Corporate Morale? Five Ways to Boost Employee Engagement

Working in today’s world is not easy – the hours are getting longer, the responsibilities more intense and the push to cut costs are brutal. Many business owners find that they have more to do to stay afloat with less resources to hire staff, so all employees end up doing more with less – less time, less money and less help.

Overworked and tired employees develop low corporate morale as they stop looking forward to coming to work every morning, and feel tired and stressed out. This leads to high employee turnover, decreased productivity and an unhappy workplace.

On the other hand, engaged employees are better for business – a source states that businesses where the staff members are truly engaged “have 6% higher net profit margins,” according to Towers Perrin research and “five times higher shareholder returns over five years,” according to Kenexa research. It is up to the business owner to find ways to boost employee engagement, which will create a better corporate culture and better overall morale.

What is Employee Engagement?

An employee who is truly engaged is invested into the success of the company in which they work. They don’t just come in to receive a paycheck, but care about the company’s goals and interests. This type of team member uses discretionary effort, meaning they do things to help the company without having to be asked or required to do so. This can involve staying late or coming in on a weekend, mentoring a new staffer, or addressing a safety concern.

How do You Promote Employee Engagement?

In order to “turn that frown upside down,” use the following tips to improve corporate morale to increase employee engagement:

Reward Your Staff’s Efforts

When small business owners hear the term “reward,” they tend to think of financial rewards; however, rewards don’t have to cost anything! Simply showing your staff that you recognize their hard work and are grateful for their efforts is often more than enough to get them to take ownership of their responsibilities and become more engaged.

Oftentimes, simply saying, “I see you are working hard, and I appreciate it,” will do the trick. However, it can also be advantageous to recognize certain team members publicly during a staff meeting or to create an employee of the month award so that the whole office is aware of someone’s achievement. 


Other ways to reward staff without spending a dime are to let them go home earlier after a long week, give them a day off after a busy season that required continuous overtime or to host a potluck to celebrate a big company win!

Support a Cause

It’s important to remember that companies are made up of people, and that many of them are motivated by social causes. A great way to boost engagement is to survey your employees about causes important to them – be that the environment, local boys and girls clubs or third world countries. After calculating the responses, pick a social cause that you can support as a company.

You can either dedicate a percentage of your profits to the cause, or help bring awareness to it through marketing and social media campaigns. To take it a step further and truly unite your team members to strive for a common goal, dedicate a day to go out and make a difference together. Volunteer at a local homeless shelter or build houses for Houses of Humanity to help those that are less fortunate.

The best way to boost morale and create employee engagement is to take the time to get to know your staff, form relationships with them, and make them feel appreciated!

 

Five Ways to Lead Independent Thinkers

There are different types of leaders – micro and macro-managers. Micro-managers are akin to dictators, they want to be involved in every small decision, and do not provide their staff members with the ability to think for themselves. Macro-managers, on the other hand, lead a democratic team, encouraging their employees to make their own decisions, take chances, and provide innovative solutions to everyday problems.

Time and time again, research studies have proven that macro-managers are the best types of leaders; this manager not only creates a happier corporate culture, but has loyal and productive employees. However, in order for a manager to relinquish control and delegate tasks to staff members, they need to be sure that the workers are up to the challenge of working independently and trusting their own instincts. Whether you are integrating a new candidate into your team, or want to delegate more and micromanage less, you can lead your staff to become more independent thinkers in the following five ways.

Delegate

A common grievance of bosses is that they spend a majority of their day on tasks their staff members should be doing. However, not all supervisors have the skills necessary to take themselves out of the equation and delegate tasks to free up their schedule.

The first step to encouraging employees to think on their own is to make them responsible for their own tasks. This process starts with the team’s leader – this individual must be able to hand out assignments without looking over the individual’s’ shoulders every step of the way. Employees must feel capable and qualified to handle their duties in order to start thinking independently, otherwise they will keep turning to the boss with every question or concern.

Be Open to Different Views

Once tasks have been given out, the manager must be open to hearing and implementing different views. Many leaders feel comfortable following the status quo, and resist any suggestions to innovate. This attitude stifles the minds of the employees, and doesn’t encourage them to think on their own, as they know that any suggestion will be ignored or denied.

Trust the Capabilities of Your Staff

Another component to promoting independent thinking is to fully trust in the fact that your employees are capable of making their own decisions, and are invested in the best interests of the company. After all, you hired them for a reason! When bosses stop second guessing their team members, and trust that they are experts in their field and have the experience and knowledge to work independently, they can start encouraging their staff to trust themselves.

Encourage Original Thinking

To promote independent thinkers in your workforce, you should promote original and out-of-the-box thinking. Ask your employees to come up with innovative ideas and share them with the rest of the team. Consider rewarding employees who offer unique ideas that can benefit your company – you can offer gift certificates, time off or bonuses for the effort!

Provide Inspiration

Innovation often comes from inspiration, but it’s difficult to get inspired inside the bland walls of most office environments. To promote creativity and original thought, provide inspiration in the form of bright colors, vivid images (art and photography), music and unique experiences in the office.

Advise your employees to take a walk outside if they are in the process of a creative endeavor, or take your team to an ethnic restaurant to introduce them to flavors and smells from different cultures. All of these experiences can contribute to helping them change the status quo.

How Redefining Your Core Values Can Benefit Your Business

As the new year momentum continues, it can be beneficial to review the core values of your business to see what you can amend and improve upon. Redefining your business core values to make them significant and actually mean something to your staff, partners, and customers can play a monumental role in the way your company is seen and how others relate to your brand.

A source for Harvard Business Review, who has helped companies refine their corporate values for over one decade, states that bland or meaningless values can damage the credibility of the company and alienate employees. To prevent this, revisit your current core values, find room for improvement, and take the following steps to redefine them.

Review Your Current Core Values

To start, re-familiarize yourself with the current corporate values you have established. Are they still relevant, achievable, and actually being implemented? For example, if one of the values is transparency, do your firm’s daily operations reflect that goal? Does information freely flow from top to bottom and in reverse? Are you open and honest with your investors, business partners, and clients about any issues, roadblocks or failures?

Remove any core values that are no longer important to your brand, don’t say anything about your corporate identity, or are simply impossible to achieve.

Survey Your Team

An organization is made up of the team members employed there; therefore, it can be beneficial to survey your employees to find out what their personal values are. If you able to align the personal beliefs and values of your staff with your business values, you can create a better corporate culture and overall working experience for your team.

Send out an email or online survey and ask employees to write down three to five personal values that matter to them. Review these answers and narrow down the top five to 10 choices based on popularity, significance, and relevance to your brand.

For example, if the majority of your staff value sustainability and the green movement, you may consider adding an eco-friendly component to your company’s philanthropic efforts. This can increase employee loyalty by supporting a cause that is important to them, and also start to promote your brand image with a new and important initiative.

Implement the Newly Established Core Values

Once you remove outdated and irrelevant values, and have worked with your staff to come up with meaningful new principles, you must create a plan to implement them. Core values must be ingrained in every decision and practice of the organization because they are the foundation of the brand’s identity.

If you added honest communication as a core value, for example, consider investing in training that would improve the communication skills of your managers and other staff members. Teaching them to better read nonverbal cues, actively listen, and understand difference in multicultural communication can lead to a more productive work environment.

Redefining your core corporate values can unite you with your clientele, partners, and employees by exposing the main principles that define your company and creating common goals for all staff to follow. Revisit your business’ core values while you’re still riding the momentum of New Year’s Resolutions and betterment initiatives!

What Your Small Business can Learn from Big Business in the New Year

The New Year offers the opportunity to analyze your current business practices and consider ways to improve the status quo. One strategy small business owners can utilize is looking at the latest big business trends, and evaluating which can help their companies succeed in 2017. To save you time in your search, we have found and included the most popular big business trends in this article.

Subject Matter Experts Replace Salespeople

While the goal of every business is to sell, business-to-business (B2B) companies can benefit from hiring subject matter experts (SMEs) to lead their salesforce. While a typical salesperson can be entry-level, providing price options, delivery times, and general product information, a subject matter expert is much more than that.

This is an experienced professional who is not only extremely knowledgeable in the product or service being sold, but the company’s goals, the competition and the overall industry. These professionals can provide a great value to consumers as they can make recommendations based on individual business needs and explain clearly the competitive advantage your offerings have over your competitors.

Videos Become Content Musts

It’s no longer enough to write product descriptions or compile written instructions, as the public is demanding video content. In fact, Cisco predicts that videos will make up 69 percent of all consumer internet traffic in 2017.

Hubspot confirms this prediction; their Consumer Behavior Survey found that 55 percent of users report watching an entire video, versus just 29 percent who would read a blog or 33 percent who would finish an interactive article.

What does this mean for small business owners? Invest into creating videos that highlight your products, services and overall company. This effort will pay off with higher sales; Forbes found that 65 percent of individuals who saw an online video then visited the company that posted it.

Social Media Takes Over Direct Email Campaigns

Forbes reports that collaboration tools, like Google Docs, are replacing internal communication between employees. Instead of sending and receiving dozens of emails when working on a project, employees make changes and post comments online, which means that B2B companies will have a harder time getting potential customers to read their email campaigns, as they will not check their inboxes as often.

How do you reach new and existing clients if not through email? Through social media platforms, such as Facebook, Twitter and Pinterest. Updating relevant photos, posts and news about your company will resonate better with your target audience rather than just blasting emails out at them.

If you choose to implement a big business idea for your small enterprise, such as adding a subject matter expert to your team, or creating a video, you may find it difficult to fund these endeavors. IOU Financial makes it our mission to help small business owners succeed and grow their businesses with small business loans. Click here to find out how you can secure a loan in under 24 hours!

New Year Resolutions: Don’t Just Make Them Personal

The new year is quickly approaching, and many of us are making plans for how we will welcome 2017. Some individuals are purchasing champagne to ring in the new year, while others are coming up with new year resolutions. It is fairly common to come up with typical goals, such as losing weight, creating more family time, and dedicating more effort to hobbies and interests, but resolutions are not only beneficial to your personal life. In addition to personal resolutions, concentrate on professional objectives, as well. In fact, it is advantageous for managers to encourage their teams to brainstorm together to plan for the upcoming year with these steps.

Prepare General Company Goals

Prior to sitting down with your team and making resolutions for the following year, make sure you are prepared. You cannot ask your employees to provide solutions without being aware of the company’s plans. It is recommended to meet with your own manager, who is likely privy to more information, and will provide you with projected goals for 2017.

Encourage Employees to Participate

Alert your employees of upcoming meetings to discuss goals, and encourage their participation. It may be beneficial to share the organization’s goals prior to the meeting, and ask your team members to consider ways of accomplishing them. In fact, you may require each and every staff member to create a plan for next year, which involves actionable objectives that can be measured and accomplished.

Business meeting

A great leader will remember that their staff is not only invested in the company’s success, but also in their own. To show your employees that you are committed in empowering them, ask them to create individual professional goals as well as plans to benefit the company’s mission.

Host a Meeting 

In order to create new resolutions, you must dedicate a place and time to get your team together. Schedule a meeting, and alert your team about it in advance, so they have the time to prepare their suggestions. As the meeting commences, you can take the lead in reviewing the company’s and the department’s resolutions for next year, but don’t monopolize the conversation the entire time. Instead, allow each and every individual the time to share their thoughts on relevant steps that should be taken in 2017.

To prevent everyone from speaking at once, or interrupting each other, you may go around the room, giving everyone a chance to contribute, or use an object as a “talking stick,” only allowing the person holding it to speak.

Collaborate on creating a general to-do list for next year with measurable results that can be crossed off as they are accomplished. You can choose to meet with each employee individually at a later date to discuss their personal goals.

Follow Up

After the meeting has concluded, follow up with a written plan for 2017. Designate a team leader to oversee employees in the following year to make sure everyone is staying on track with their resolutions, and providing tools or advice to those that are falling behind.

Want to Be a Better Leader? Ignore Popular Advice

Any person in a position of power likely strives to be a better leader. After all, most of us have encountered unfair treatment as we climbed the ladder to success, and now that we secured a leadership role, being the best possible boss is an important goal.

What defines being a great leader? Is it being empathetic, empowering or motivational? Does it involve expecting only the best and pushing your staff to work at optimal levels? There are countless articles both online and in print that provide tips on improving your leadership skills. What do some of the most popular sources recommend leaders do to improve?

  • Inc.com recommends investing in training, taking risks, creating a vision and challenging employees to optimal performance.
  • Harvard Business Review states that successful leaders have richer personal lives, and to hone leadership skills, individuals must focus on all domains, including their personal and professional lives, their community and their self (body and spirit).
  • Forbes takes the focus off employees entirely, and advises bosses to meditate to be better at their jobs.

With so much conflicting advice, what should you focus on if your goal for next year is to be a better leader? Do you budget for training your staff, or do you invest in spending time in your local community? Will either really benefit the relationship you have with your staff members?

We have only one piece of advice when it comes to exceptional leadership – skip all the popular advice (just not ours) and practice active listening! This one simple goal involves a few steps:

Stop Speaking

Many managers hold the false belief that as the most experienced members of the team, they must do all the talking. Bosses typically monopolize business meetings, prepare weekly to-do tasks for employees, and encourage subordinates to come to them when seeking help.

The problem is that with all the talking is leaders rarely stop and simply listen to their staff. Those that do, quickly realize that their staff will let them know (either verbally or through their actions) what it is they require for a happy and productive workplace.

Instead of micromanaging your staff, involve them in the plans and goals for your department. Invite them to contribute their opinions, raise objectives and suggest improvements. Doing so will empower your team to be driven and responsible.

Be Aware

Once you stop feeling responsible to lead the conversation, you can concentrate on becoming more aware of others around you. Remember that as a boss, your job is not only centered on overseeing job performance, but also ensuring your staff’s well-being and satisfaction. If they feel unappreciated, overworked or mistreated, your employee turnover will increase.

Start everyday by asking your employees how they feel; but also focus on their non-verbals. If they look stressed out, tired or sad, inquire about what is going on. Whether they feel pressured at work or are dealing with personal issues at home, a good leader will create awareness of their staff’s emotions, feelings and thoughts, making the workers feel valued and cared for.


Be Selfless

Many managers mistakenly believe that since they hold senior titles, they no longer need to work as hard as their subordinates. However, when you require your staff to work nights and weekends, but you’re the last person to come in and the first to leave, your employees become disgruntled.

Strive to be selfless, and be the example of what a hard working and dedicated worker acts like. This way, your staff will respect you, and not resent their selfish boss.

While striving to become a leader leader is noble, you don’t need to spend company funds on management training; instead, just focus on listening, being aware, and being selfless to create the best company culture for your employees.