Your team should feel comfortable airing ideas and grievances alike and know that they will be listened to sincerely. It doesn’t matter if not all their ideas are accepted. Being able to voice them is the key.
Because you are a small business – hire people who are achievement driven, who have your drive to get things done. Second expand how you see the company and make it a force in the local community. One or two small projects you can showcase is essential to grab the attention of the 20-30 population. Last – look for attitude, not skills. You can train skills, attitude is a long term project. Hire people that will appreciate what they learn. If you can’t keep them, and you won’t keep the good ones – they will become competitors, establish a reputation for growing great landscapers. One last thought – where are you on employee ownership? What if you had a reputation for giving great employees a piece of the action. Might the good ones stay?
Writing this series is finally going to allow me to share everything I learned about management over more than three decades consulting, and holding every imaginable executive position at both large and small companies, including in the landscape industry.
Here is why, I get to be challenged just as much as I get to challenge others. Most importantly, I get to grow personally, professionally and financially for my efforts. My boss is a huge part of my success and for that I am appreciative. Here is why my boss is better than your boss: […]