Or maybe you want to take time away from the business while being able to trust that your team can handle everything while you’re away?
But Things like
Are you still keeping you in your store handling the day-to-day tasks instead of being the CEO you’re supposed to be growing into?
What’s the ONLY difference between having a business that’s growing, hitting its goals, with a team that’s easy to manage and downright fun to work with and having a business where you spend more time fixing issues and putting out fires than you do doing the things that help bring in more revenue and increase your profits?
Well, the truth is…
It’s not having the best tools
Or having all the analytics
Or having the right systems
These things are absolutely necessary but they will only take you so far!!!
You’re tired, overworked, stressed, and burned out.
You have to keep your customers happy, try to keep your employees happy, and try to keep the business afloat all at the same time.
Which makes it all even more difficult.
And then you still have to look up and realize that after you hired, trained, and paid a person to help you do the work you didn’t have time for, you still had to go back and redo it when they make mistakes or even worse you have to spend a large part of your day micro-managing your team just to make sure work gets done in a half-way decent way and your customers are well taken care of.
It almost feels like you are being cheated by the whole deal!
You have to pay them regardless of your employee’s performance or work ethic.
Whether or not they do a great job or not you still have to give them a paycheck even though you didn’t get the work you needed help with done.
Even though you did everything you were supposed to do!
You already started the business, you opened up shop, financed the business, worked crazy hours, set up systems and processes, paid all the taxes, took all the risks, then hired a team to help you, and you’re still feeling frustrated and stuck as you spend the day manging your team and then spend the rest of your time (which isn’t much) managing the business.
You put in all the effort and hard work only to have people on your team who are unreliable, unprofessional, and at times downright ridiculous.
And now people are blaming you and saying that you should pay even more for these folks who already don’t get the job done properly.
You pay them more so they can underperform and make your life and work even harder.
I bet you have no problem with paying more and you probably even want to but that would mean raising your prices and that’s just not possible in your market and even if you could you have to pay more without getting higher-quality work for your hard-earned dollar.
At the same time, you know that you can’t keep asking them to work harder without giving them more or slashing your own bottom line.
What’s worse is the mistakes and mishaps cause you to have to fix issues with customers meaning refunds and discounts, work piles up as tasks get missed, and nobody takes responsibility for it all except you as you have to watch your money go down the drain.
Everybody else gets to play the blame game while you eat the costs of team members not following the process, lost revenue, work piling up and you sometimes having to work even harder than before you hired your first team member.
The short end of the stick ends up being yours again.
This leads to even more frustration as you get angry, and stressed and you might even have lashed out at your team a time or two or created stricter rules to try to get this behavior under control.
And here’s the thing…
That’s not how growing a business should work!
You should have a team that runs well and the problems are easily solved and non-repetitive.
You shouldn’t be still training your team months after hiring or having to physically watch them to make sure the work that leads to your customers being happy and excited gets done.
You should be having fun and enjoying the new challenges that come from growing your store chain.
You should be able to leave for a few days without everything going to help as your team takes care of the business while you are away.
You should be able to enjoy a vacation without thinking about the dreaded phone call that everything has gone wrong and you have an even bigger mess to fix than if you stayed home.
After hiring a team you should be able to be free to have the life you dreamed about when you decided to start the business
And you absolutely can!!!
You can do that by getting your team performing using the M.A.T.C.H. Framework
M.A.T.C.H. stands for Money, Area, Tools and Tech, Culture, and Headway.
These 5 key elements are what’s needed to get your team running like a money machine that gives you back a ton of your free time and takes so much stress off your plate.
The best part is you can use this framework even if
-You can’t increase your prices due to your market, so you can’t afford to pay more. In fact, if you get this right you won’t even need to increase your team’s wages.
– Even if you have a bunch of people on your team who seem lazy and don’t want to work this framework will get them working like your top performers.
– Even if your team needs complex knowledge and skills to perform their job.
– And best of all you’ll start to like working with your team and business will become fun and challenging (in a good) again.
All you have to do is implement this framework and then watch it work.
The reason it works is that humans naturally want to perform well at the tasks we’re given. It’s hard coded into our DNA.
While it seems counterintuitive money is actually one of the least powerful motivators for people to do anything.
This framework focuses on the true motivators of action by combining several behavioral frameworks to create an organization where employees want to be for the long-term and since they want to be there they work harder to stick around.
You might be wondering who the heck is this guy and how does he know all this
I’m a guy who had a ton of shitty jobs just like many people but after my last shitty job, I decided to do something about it.
I fell into being a consultant in 2013 when I started working for a Nonprofit organization that worked with small businesses.
During my time there, I got to work with all sorts of organizations on all sorts of projects both big and really small.
The one thing they all had in common was that the managers complained about the employees and the employees complained about their managers.
Meanwhile, as an employee in my organization, I was also complaining about my manager and my work.
I went into my position bright-eyed, bushy-tailed, and full of ambition.
I wasn’t being paid very well but I was excited at the possibility of working my way up and earning the salary I desired.
I love to be challenged so this was a chance to prove my worth.
Within my first 6 months on the job, I had automated my job almost completely so I asked my boss if I could start meeting with clients which was outside of my job description but it’s something I really wanted to do.
He said yes and I began meeting with my first few clients.
Even though I was a data analyst I took on a consultant’s role.
A funny thing happened after I showed I was capable of more work I kept getting even more work until I was no longer doing the job I was hired for at all because I had automated it and I was actually doing the job of a pay grade above me without the pay I had earned.
You see managers were fine while I was doing the work and they even trusted me enough to let me do it but they never offered a pay raise or a title change.
So I began to ask for it.
I asked for a raise and was told no.
I asked just to become a salaried employee so I could do my work without arguing with anybody about my time and was told no again.
Finally just asked for a title change so when I approached a CEO for a partnership they wouldn’t laugh at me and again I was told no.
Finally, after my boss left and them hiring someone from outside the company to be my manager instead of promoting me they finally sat me down to have a meeting with me and told me that not only were they turning me into a part-time employee so I would lose my benefits but they were also leaving me as an hourly employee and giving me a raise.
However, making me part-time effectively cut my salary by $10,000.
Right after that, I got poached by one of our partners that paid higher than my pre-pay cut salary.
I left immediately because at that point the company showed me that I would never move up and that my livelihood didn’t mean anything to them.
Maybe you’re saying it’s not a manager’s job to care about an employee’s livelihood but I guarantee that lack of empathy for employees is why they leave and take all their skills, knowledge, and history with them.
Employee turnover costs a company typically about 6 months of lost salary as you recruit and train a new team member and get them up to speed with your organization, not to mention the time spent getting to know the new team member, their work, and learning style, and if they really work out to be a good fit for the organization.
So how can you avoid this cost and get your employees out of your hair so you can focus on continuing to grow your business?
The 5×5 Strategy Match
The 5×5 Strategy Match is a system that uses the M.A.T.C.H. framework to find the levers that get employees working at the highest capacity and as efficiently as possible so that managers can focus on the important work that grows revenue and profit margin.
The best part is all this happens in 5 days or less.
So in less than a week, you could be running a faster, easier, more streamlined, and less stressful business with a team that makes your life 10x easier by doing their jobs well.
How does it work
The 5×5 Strategy M.A.T.C.H. aims to create employee feedback loops that find out firsthand what problems and issues employees are experiencing on the job that are keeping them from performing at an optimal level.
The program takes this information, from their perspective, and turns it into a roadmap for managers to take action and prioritize the right fixes that make work better for everyone.
We answer 5 key questions
1. Do they feel fairly compensated for their efforts?
No matter how you slice it, employees are at work to get paid, but just because they get paid well doesn’t mean they feel like they are compensated fairly.
This phase of the program checks to see their collective feelings about their salaries and why they feel it is fair or unfair.
2. Are Employees proud of the place they work in?
The physical space has a huge effect on our performance. If the space is uninspiring and bland then we probably won’t feel at our most creative.
If the space is brightly colored and the furniture and decor are more artistic than that might trigger your creative juices.
This is not by some feat of magic but more the frame of mind your employees find themselves in when they come to work.
Specifically, if they want to show the place off to their friends and loved ones.
Who wants to show off a place they hate?
3. Is the work clear and efficient?
Is the work as easy as it can be?
Are there uncertainties to deal with?
As much as we may not like it, humans do better and more efficient work when the work is easy.
However, it’s not enough just to say whether the work is easy or hard but we also need to know how easy or how hard it is.
This knowledge helps us determine what skills, experience level, and characteristics will perform the best in the role as well as how we can improve the process to hire people who may not fit that mold but are cheaper to hire and retain.
4. Do they feel a sense of belonging?
Lots of companies say “we’re a family here” but is it true?
Do their employees feel the same way?
If they did, they certainly wouldn’t leave and they would probably work really hard for that family. Right?
But besides feeling like it’s a family, do they feel the same sort of emotions of ownership as the actual owner(s) of the company?
When they do, they take responsibility for its success in the same way too!
5. Are they becoming a better person?
Employees need to learn and grow.
They specifically need to learn and grow in their careers, their professional skills, and their personal life.
If you can help them grow in any, if not all, of these areas then employees will build an attachment to your brand and work hard to see the organization stick around and grow for the long term.
These 5 questions are posed indirectly using surveys and internal data, data is tallied and then the findings and recommendations are presented to managers so they can determine what the next steps should be.
The reason this works to improve organizations is because the answers are from the employee’s perspective.
Regardless, of whether their answers are true or not, their opinions can illuminate other issues that they might be afraid to talk about with you or other leaders.
So if an employee doesn’t feel they are compensated fairly that could mean there’s really a process issue that makes the job harder and therefore makes them feel like they should be paid more.
Or maybe they don’t see how they can grow and a tiny investment into a training program could make all the difference in their happiness with their job.
That happiness then translates to customers and then to your revenue line.
Happier employees also have fewer unplanned absences and are late less often.
Your employees will also become more motivated and determined to perform at their very best.
Companies who focus on Employee Experience
Maybe you’re wondering….
Will I have to pay my staff more?
Probably not! When people are happier they don’t want to move around and they also don’t need more money to work harder.
What if my team is just lazy?
People want to perform when they are motivated to do so. Data shows us that money is one of the weakest motivators. This program focuses on neuroscience and human beings’ innate desire to be a better person and uses that information to turn it into a strategy for growing your revenue and reducing your costs.
How will I know if it’s working?
We give you a list of metrics and tools to help you measure the effectiveness of the program.
Besides that, you’ll also feel yourself being less stressed and anxious which leads to a feeling of freedom.
How will this grow my company and my profits?
Employees work directly with customers. Their emotional state is unavoidable and will carry over to your customers.
When employees feel better they are happier and therefore will treat your customers better making them happier as well.
Happy repeat customers are far more profitable than new customers and they spend more, thus increasing your revenue and your profits.
It also makes it harder for your customers to switch to another company because they know that your company gives them the special treatment that they desire.
Also if we diagnose process issues then we can help you cut the cost that those issues bring and save you money.
This is gonna be great for you if
Employee Experience is the front line of marketing for the future!
It may seem counterintuitive but the people that take care of our customers are really our most important customers.
The 5×5 Strategy M.A.T.C.H. is a program designed to create the best employee experience for your team so that they work harder, more efficiently, and just all around become a joy to work with.
If this sounds like something that can help you can talk with me via email, phone or text by clicking the button below.
P.S. If you don’t walk away from this actionable improvement that moves the needle for your business we’ll keep working for you until it does at no additional cost.