Success Doesn’t Need to be Scary

Success Doesn’t Need to be Scary

Fall is here! The days are getting shorter. Leaves are changing color, and at the end of this month, many kids will be walking door to door in full costume asking for some treats. Beware, if you don’t give them any, you may be in for a Halloween trick!

Halloween is a favorite time for many; even businesses look differently at this time of year. Sales are up, and profitability has never been higher, but many leaders are still very concerned. Costs have increased, supply chain issues still exist, and employees are leaving. Even some of the most loyal people are walking out the door. This can be scary for many. That is why owners and executives need to learn a few tricks to keep growth going.

Some Tricks and Treats

  • From this point forward, assume everyone is leaving tomorrow. If your best people put in their notice, what would you do? More importantly, how could you prevent it?
  • Simplification is mandatory. Hiring may be difficult. Employees are getting burned out. Eliminate complexity to help make their jobs easier.
  • Culture needs a tune-up. The way people want to work is changing. The power is with the people right now, and leaders need to adapt.
  • Proactive vs. Reactive. Little things are often put off to deal with another day. Then, when the importance becomes urgent, executives are forced to act. This creates bigger problems at a greater cost.
  • Outsourcing over hiring. You may need to evaluate who should be a full-time employee versus a contract laborer. Right now, many people are quitting, then going back into the profession as contract help with higher pay and better hours.
  • Automation where possible. Part of growth is using technology to fill roles previously done by staff. Software and hardware can replace vacant positions as needed.
  • Where is your Little Black Book? Hiring is a continuous process. Most companies only seek candidates as needed. Talent doesn’t always show up when you are looking for it. Hiring means building relationships and creating a pipeline of potential candidates.
  • Strategy requires a different look going forward. Are you prepared with a plan? Will you be ready for what’s next? Get your leaders to be strategic about addressing today’s challenges. You need a people and culture strategy.

Don’t get tricked by your employees leaving. As Richard Branson once said, “train people well enough so they can leave, treat them well enough, so they don’t want to.”

Business challenges will always exist, and there’s no reason why you can’t create a company that attracts talent, runs efficiently, and puts you back in the driver’s seat.