10 Dangerous Tendancies For Small Business Owners To “Own” (Part 2)

First, sorry for the hiatus on the blog. Our group has been going crazy with a few clients and blogging took a back seat. But we’ve got a few topics we’ll be covering this week.

In our last blog, we talked about the ten dangerous tendencies some business owners and top managment posses. Now, we’re going to cover WHY they are so detrimental to procuding and cultivating a strong work force. So, here we go:

1. The idea that, we’ve done it this way and we’ve always made money before.

The only constant, is change, right? The ability to adapt, flex and react to change is the key to staying viable. This is typically the mantra of companies who are still under the original owner. They think, “I’ve done it like this since the beginning, I know what I’m doing!” Usually the old ownership has a hard time letting go, grasping updated technology and more than anything, attracting new talent.

If you think whats worked will always work, the transitional times are going to weaken you and eventually, cripple you.

2. Giving piddly work to employees is better than them sitting around on the clock.

I’m going to blame the employee for this one. If this is the kind of crap you get handed at your job, that’s your fault for not walking out! It is a disrespectful and belittling process that states the manager can’t truly delegate, the employee can’t take initiative and the company is very, very poorly run. Everyone should be taken outside and smacked. Seriously though, this is a very strong indicator there is a deathly poor company culture.

3. The work place is not a place for personal computing (Facebook, Twitter, LinkedIn or even banking).

I may be on an island all alone on this one, but I say, why not? Our careers should be about performance. If you can’t give your team members objectives, goals and put them on a mission, do you think controlling their computer usage is the real problem? And if you are the kind of company you think  you are, your companies will want to promote you on many of these social media outlets… especially Twitter. In fact, Linked In and Twitter should be mandatory. Lastly, the more people can take care of personal affairs (like personal banking) while at the office, the less likely they are to run out right at 4:30 every day.

4.Seniority is the reason to promote your employees.

This is another form of well-fare. You end up with people sitting around, waiting till it’s their turn. Why would you make somebody a manager/leader just because they were around for a while? Then pay them more for the same reason? Again… goals people, goals. Promote the talent or lose them to someone who will.

5. Employees can’t be trusted to understand how a business really works and operates, so keep them in the dark and dictate down in a hierarchical structure.

This is perhaps the deadliest of them all. If we teach the “why’s” of business, you create thinkers for the companies, not drones for a paycheck. Since promotion from within creates loyalty and employee longevity, training them to be business people from day one is an empowering experience that will cause them to be committed to the cause.

6. Hire people with the most experience, not most potential.

If you have a strong training program, then going after untapped potential is the way to go. Get the those who have the best road ahead, not just a lot of miles logged. Don’t get me wrong, I’m not saying experience is always a bad thing, just remember… like all relationships, you could be getting baggage you didn’t create. In sales, I always try to hire those with no sales experience. Most sales managers were top sales guys and not leaders or teachers, so they damage the goods. It’s better to start with a clean slate.

7. Owners and managers can play a role in the sales process, selling against (or with) their sales team.

NO, NO, NO! Managers have no place in the sales cycle. It says many things, non of which is more obvious than the sales manager can’t train a sales staff. And nothing, nothing is worse than managers who take commissions. Sales people, if this is your set-up, leave. Its corrupt and double dipping. I’m not saying a manager can’t have compensation that includes percentages of deals, but it can’t be in lue of paying the sales rep their full commission. Sales people, did I mention run from these companies? RUN!

8. Being afraid or skeptical of technology and the role it can play in your company.

See #1. Technology and the internet are our friend. Say it with me, “Technology and the internet are my friend.”

9. Ditto #8 with social marketing.

Have me sit down with you for 10 minutes and I’ll prove this is HUGE CONAN!

10. Done reading, seeking and growing personally.

I’m gonig to point this one to employees. If your leadership is done, check out. Everything, 1-9 below come from people who know it all, have it all figured out and have seriously platued in life. Where does that you get you as an employee? Shafted.

Spread this post...