If you are a small business owner, running a tight ship, looking for more cash with an already multi-tasking team; wearing multiple hats already yourself, then listen up. There is nothing wrong with spending your cash on marketing but what about the cash that comes and goes depending on the culture your company has created? The Culture you have created? Is your Company’s Culture creating cash or is it creating something else…that nonproductive sucking sound of cash leaving your bank account? I like to call that sound the sound of “turnover.”
STOP THINKING LIKE A SOLOPRENEUR
I am here to challenge you to stop thinking like a solopreneur, it will hold you back. Even investors look at culture before investing. I am challenging you to look beyond today, think into the future of your organization, start curating your culture right NOW. You might be the captain of a 36-foot yacht right now, but before you know it you are at the helm of your very own Titanic.
The sound of “turnover” is an example and the link of your company culture that goes beyond turnover. In a small business, every business is in a sales position. So, are your people CHAMPIONING your work outside of business? Do they ever come to you and say, “hey—-I need you to meet this person, they should be a client?” If not, this too is a culture thing.
Is the point becoming more clear to you know?
PEOPLE FLOW = CASH FLOW
We aren’t talking about cash-flow forecasting best practices we are talking people-flow best practices. Is the culture in your company taking you to the bank – robbing it? Or making deposits?
The goal is to create a culture that includes raising focus on the needs of your company, by role expectations, hiring to align them with you, and motivating them to stay. When they stay, they become efficient, productive and yield the high returns. When they leave or treat your customers against your expectations – then, it costs you money. Does your culture build compatible components in it team members? Is each member clear on expectations, built for those expectations and motivated daily to those expectations? Do they know what success in their roles looks like? How are each aligned with the success of executing the mission and vision of the company?
Does your culture speak to the potential employees? Are your open positions, easily filled because your reputation is highly sought after place to work?
“Take care of your employees and they will take care of your customers.” – Bill Marriott
“Customers will never love a company until the employees love it first.” – Simon Sinek
“We believe that it’s really important to come up with core values that you can commit to. And by commit, we mean that you’re willing to hire and fire based on them. If you’re willing to do that, then you’re well on your way to building a company culture that is in line with the brand you want to build.” – Tony Heish
Pivoting a culture takes courage, requires clear and intentional communication and team involvement. Getting it right helps with long-term cash predictability. Strong cultures command and drive processes that get everyone on board. It creates agility, top performers, and an ownership mentality.
Discovering the culture your company needs to strive, thrive and survive takes tapping into talent with skills and behaviors that are aligned to the mission and vision of the company. Understanding your culture matters is a sound strategy that cannot be ignored.
So, looking for cash? Look at your companies culture. How much time are you hiring, firing, conflict resolution, firefighting, working in the business instead of on the business? Are you developing your people, to develop your business or caught in a business schedule that is controlling you from getting strategies to grow your business and create less stress in your life and more cash in your account? A culture that increases your company’s valuation?
FOR MORE INFORMATION
My name is Shelley Smith, your culture curator. A company’s culture can make or break the long-term success and overall profitability. Your employees must be aligned with your mission, vision, and values. Their behavioral needs must be congruent with the needs of your culture and motivated to those needs daily. If you would like to know more about this process of inquiry please contact me directly at Shelley@PremierRapport.com or visit me on my websites to learn more www.ShelleyDSmith.com and www.PremierRapport.com. Calling all Culture Curators to join the conversation, for more information about membership, join-me.