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Answer You - Building a Cult
What Every Successful Business Plan Has in Common.1. Is the Idea Behind the Plan Convincing and Realistic?The first and most important attribute that every business plan needs is an idea behind it. You need to hone your idea and vision until it shines. Make sure that your idea is solves a problem or, at the very least, fulfills a large untapped need. Just like a good book, your business plan needs to grab the reader’s attention in the first few seconds.For example, if
CONFRONT NON-PERFORMANCE--One of the leading causes of turnover
It’s all about who you know, not what you know.How many times have you heard this phrase?In other words, the rumor is that if you don’t know the right people, you can’t get anywhere.Don’t buy into this rumor.Sure, there might be instances where you have to know the right person to get your foot in the door and there are certainly times when knowing someone might be the only way you can get hired with a particular company.Certainly there are instances where a new
If the stories told at this spring’s Women’s Foodservice Forum are true, then yes, it seems a number of foodservice industry leaders are closing in on 0 percent turnover. Harry Bond, president of Monical’s Pizza (which won an "Employer of Choice" award in 2002 and was the focus of a Harvard Business Review case study) had 0 percent general manager turnover last year and an overall management turnover in the low single digits. Tim Taft, president of Whataburger, said his company had 0 percent voluntary general manager turnover. People don’t want to leave.
Other quick-serve chains are also having success. Chick-fil-A has single-digit manager turnover, and not just because they are closed on Sundays. White Castle has titles like Keeper of the Crave rather than Director of Marketing. Why? They are obsessed with a certain goal or principle. It’s a cult!
These companies have created a "cult-ure" where people want to stay and excel. They treat their employees like guests, creating an experience that allows employees to constantly improve and grow. They continually weed out all non-performing employees. Spending time keeping the good people happy allows their retention rates and business results to continually improve. What can you do to move to this level?
HIRE TALENT--Bring on people who have the skills and abilities to perform well in your environment. Every company is a little different. Many of you have set questions to ask, but do the managers really know how to listen for the right answer, or even know what the right answer is?
CONFRONT NON-PERFORMANCE--One of the leading causes of turnover o
Recently a new client came to me in total frustration. She had been working with another coach who had insisted she focus on offering, and aggressively marketing, only one service. Now she was out of energy, out of money, and couldn't understand why she was failing. A great salesperson in her previous work, she was struggling to sell enough of this one service to support herself.This talented and skilled professional was on a slippery slope to a failed business. She was using one of the most enti
Other quick-serve chains are also having success. Chick-fil-A has single-digit manager turnover, and not just because they are closed on Sundays. White Castle has titles like Keeper of the Crave rather than Director of Marketing. Why? They are obsessed with a certain goal or principle. It’s a cult!
These companies have created a "cult-ure" where people want to stay and excel. They treat their employees like guests, creating an experience that allows employees to constantly improve and grow. They continually weed out all non-performing employees. Spending time keeping the good people happy allows their retention rates and business results to continually improve. What can you do to move to this level?
HIRE TALENT--Bring on people who have the skills and abilities to perform well in your environment. Every company is a little different. Many of you have set questions to ask, but do the managers really know how to listen for the right answer, or even know what the right answer is?
CONFRONT NON-PERFORMANCE--One of the leading causes of turnover
A while back a small business owner paid me a visit. He wanted help marketing his fitness business to women. Before we even started talking, he handed me his business card. The card was very professional and said all the right things. But it also included a huge blunder.He was pretty smart to target women as prospects for his business. After all, experts say that in the average household women control over two thirds, 75 percent, of the finances and are responsible for 80 percent of purchasing de
These companies have created a "cult-ure" where people want to stay and excel. They treat their employees like guests, creating an experience that allows employees to constantly improve and grow. They continually weed out all non-performing employees. Spending time keeping the good people happy allows their retention rates and business results to continually improve. What can you do to move to this level?
HIRE TALENT--Bring on people who have the skills and abilities to perform well in your environment. Every company is a little different. Many of you have set questions to ask, but do the managers really know how to listen for the right answer, or even know what the right answer is?
CONFRONT NON-PERFORMANCE--One of the leading causes of turnover
The small, fast-growing, quite profitable three-person company had reached a plateau. Sales for the past couple years were essentially flat in a rapidly growing industry. The owner was concerned that this might be the beginning of a downward trend and wanted to bolster the sales and marketing effort yet none of the three people had expertise in this area. Worse, the owner hated the sales process.Through various contacts, the owner met a person who is a VP of Sales and Marketing for a major cor
HIRE TALENT--Bring on people who have the skills and abilities to perform well in your environment. Every company is a little different. Many of you have set questions to ask, but do the managers really know how to listen for the right answer, or even know what the right answer is?
CONFRONT NON-PERFORMANCE--One of the leading causes of turnover
If your fundraising letter doesn't tell a great story, it's not a fundraising letter. It's a memo. Direct mail fundraising is all about storytelling.If you want your direct mail donors to respond to your letters in greater numbers and with larger gifts, learn the craft of storytelling. Learn how to write human-interest stories that inspire, motivate and move your donors—to give.As a gospel preacher and one-time university instructor, I've learned over the years that the saf
CONFRONT NON-PERFORMANCE--One of the leading causes of turnover of good people is allowing the non-performers to stay. The good ones get sick of it and leave. Are your people properly trained? Do the managers provide daily feedback so the employee knows what is expected and how to get better? If not, work on the manager level first. Teach them how to train daily, give feedback, and address non-performance. Do your people a favor and remove non-performers from your team--the good ones will thank you!
REWARD THE PLAYERS--Constantly recognize those who drive your business. For the occasional performer, find out what makes them tick and catch them doing things right so they will repeat the desired behaviors. Having a pay-for-performance system is a good way to drive production and service levels. People want to be a part of great teams, and being around great players elevates the level of those around them.
REMOVE OBSTACLES--What obstacles impede your employees from doing their jobs to the best of their ability? Do you have all the tools? Is the equipment working properly? Do you have open communication lines and recognition for sales-building and cost-saving suggestions? Do your systems create headaches that take focus away from the guest?
For example, simplifying your menu makes it much simpler for a cashier to do their job. Change your menu by displaying the sandwich prices and adding something like "make any
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