Lead by Example

Leaders often encourage their followers “to give their best” to whatever they are doing. Entrepreneurs do the same when motivating employees towards fulfilling the Mission of the company.

In a team environment it is normal for all employees to contribute to fulfilling the objectives of the mission. However, is it always true for the leaders?

If Entrepreneurs expect the best from their employees, then they too should give their very best to the employees and the company. Do they? Leadership by example is not just a catchy phrase!

Entrepreneurs need to give their best to the organization to inspire their employees to do their very best. If Entrepreneurs show an attitude of “do what I say, not what I do,” their employees are not going to be motivated for the long haul.

Doing the right things for leaders means giving 100% or more to prove to the employees that they all are part of the same team and everyone needs to contribute their very best.

Ravi Patel

Published in: on December 10, 2019 at 7:00 am  Leave a Comment  
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Doing Right

In entrepreneurial companies doing the right things is critical for growth. In general, who is right should not matter as much as doing what is right.

How does this actually work in practice?

If the Entrepreneur has created a culture of favoritism and is partial to employees whom he/she likes, then who is right will take precedence. Employees will try to prove they are right to win favors with the Entrepreneur and might even try to put others down. Not a healthy environment!

On the other hand, if the Entrepreneur has established a culture of teamwork and continuous improvement, then what is right will prevail. There will be more emphasis on doing the right things for the company rather than establishing who is right. In this case it becomes a win-win situation!

What would you rather have?

Ravi Patel

Published in: on December 3, 2019 at 7:15 am  Leave a Comment  
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Be Grateful

Entrepreneurs have a lot to be grateful for!

First and foremost are our country and the free market system that allow Entrepreneurs the opportunity to create and grow businesses and prosper.

Employees are the backbone of companies and Entrepreneurs should be thankful for the dedication, loyalty and hard work put forth by their people to make businesses successful.

No business can sustain itself without customers and clients. Be thankful to your sources of revenue for putting their trust in you to provide services and products.

Entrepreneurs should also appreciate their suppliers and service providers who continue to supply essential goods and services to sustain their businesses.

Shareholders and financiers who have invested in your abilities to grow the business and provide a return on their capital should be high on the list of people to whom Entrepreneurs are grateful.

Do not forget to appreciate your gratitude to your business advisers who provide a sounding board for you to share ideas and seek advice.

Lastly, the community that you operate your businesses in should be appreciated also.

So on this Thanksgiving, I encourage Entrepreneurs to express their gratitude to the above stakeholders in your companies.

Ravi Patel

Published in: on November 26, 2019 at 7:14 am  Leave a Comment  
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Honor Veterans

On Veterans Day yesterday, we honored all veterans who have served and are members of the Armed Forces currently serving our country. How could Entrepreneurs honor current veterans?

When hiring employees, do you consider veterans? Serving in our armed forces instills discipline, adherence to established processes, teamwork, courage, overcoming adversity and other fine attributes that Entrepreneurs should be seeking from qualified prospects.

Veterans bring with them an intrinsic understanding of how loyalty adds to team proficiency and builds trust in a work environment. For Entrepreneurs looking to make a long-term investment in an employee, veterans often outperform other candidates as proven team players.

Through service, training, and lifestyle, veterans typically have the work ethic that any Entrepreneur would be thrilled to replicate in all of the organization’s employees.

Entrepreneurs should, all things being equal, give preference to veterans who have served our country. You will not be disappointed.

Do the Right Things!

Ravi Patel

Published in: on November 12, 2019 at 7:17 am  Leave a Comment  
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Value Adding Performance

Classifying employee performance  varies with each company. Most traditional ways focus on actual performance against expectations or against established goals.

Here is an alternative approach. Entrepreneurs should categorize employees into three categories – those who add direct value to your business, those that are neutral or add indirect value, and those that reduce company value.

Clearly, you should pay special attention to the first category by training and motivating them so that they continue to add value. Have a strong retention program for these individuals so that they don’t leave your organizations.

Deal immediately with people that reduce the value of your company. These are the bad apples that need to be removed from the company as soon as possible.

The people that are neutral as far as their contribution to company value need to be either moved to the category of employees that add value by training, or red-circled if they are providing a support function to the first category of employees. If there is a chance that they would reduce the value to your company, they need to be transitioned out.

Identifying the three categories of employees and dealing with them appropriately will go a long way in building the value of your company.

Ravi Patel

Leadership by Example

Leaders often encourage their followers “to give their best” to whatever they are doing. Entrepreneurs do the same when motivating employees towards fulfilling the Mission of the company.

In a team environment it is normal for all employees to contribute to fulfilling the objectives of the mission. However, is it always true for the leaders?

If Entrepreneurs expect the best from their employees, then they too should give their very best to the employees and the company. Do they? Leadership by example is not just a catchy phrase!

Entrepreneurs need to give their best to the organization to inspire their employees to do their very best. If Entrepreneurs show an attitude of “do what I say, not what I do,” their employees are not going to be motivated for the long haul.

Doing the right things for leaders means giving 100% or more to prove to the employees that they all are part of the same team and everyone needs to contribute their very best.

Ravi Patel

Employee Attitude and Performance

Does your employee’s attitude have anything to do with performance? Of course, it does!

Employees with positive attitudes about themselves, towards the company and their fellow employees have the capacity to perform at a higher level.

So what could Entrepreneurs do to improve the attitudes of their employees?

It is important to have an understanding on how your employees feel about the company and their fellow employees. Using your HR department to conduct formal and informal surveys could help this effort. If affordable, it might be a good idea to have an objective, outside party conduct such surveys.

Supervisors should be sensitive to the problems faced by employees outside their work and how they might be affecting their performance. If the performance of an employees does not meet expectations, determine whether it is related to the abilities or skills of the employee or whether it is related to his/her attitude.

Entrepreneurs should use collected data to develop programs that improve employee attitudes thereby enhancing performance. It is by no means a one-time effort, but should be reassessed and revised  periodically.

Ravi Patel

Published in: on August 6, 2019 at 4:32 am  Leave a Comment  
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Deal with Performance Issues

Do you delay in dealing with performance issues?

Entrepreneurs, like many other managers, do not like to confront employees regarding poor performance. Entrepreneurs, especially, take a softer view with certain employees that started when the company was established. How can they after all be tough on people who supported them when the times were bad?

Not dealing with performance issues in a timely manner not only hurts the company, but is a disservice to the employee. If the employee is a potential long-term player, it is better to get them on track sooner by making him/her aware of the deficiencies and help the employee develop and work on a plan to correct the shortfalls.

If performance issues are not addressed promptly, it creates in the entrepreneurial company a sense that the Entrepreneur is partial towards certain non-performers. Obviously, a poor performer is readily visible in a small company and not dealing with such issues creates a situation with poor team morale.

Entrepreneurs need to create a culture where performance issues are dealt with promptly, either by implementing a corrective plan to improve performance or managing the consistently poor performer out of the company.

Ravi Patel

Published in: on February 19, 2019 at 4:36 am  Leave a Comment  
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Being an Effective Manager

Various books and articles about management focus on each aspect of management and discuss skills to master these areas.

Here is my take – Effective management is all about making it easier for employees to perform their jobs to achieve the established goals.

It is the manager’s job to make his/her employees successful. An effective manager works on eliminating obstacles that impede their employees from reaching their goals, and providing the required resources and tools.

Poor managers bent on too much control, in fact, create obstacles for their employees. They create processes that make the jobs of their employees more complicated and difficult.

Entrepreneurs, which manager should you be?

Ravi Patel

Viewing Employee Performance Differently

There are several ways to evaluate employee performance  in your company. Most traditional ways focus on actual performance against job expectations and/or against established goals.

Consider a different perspective. Entrepreneurs should classify employees into three categories – those who add direct value to your business, those that are neutral or add indirect value, and those that reduce company value.

Clearly, pay special attention to the first category by training and motivating them so that they continue to add value. Have a strong retention program, including appropriate incentives, for these individuals so that they don’t leave your organization.

Deal immediately with people who reduce the value of your company. These are the bad apples that need to be removed from the company promptly.

The people who are neutral as far as their contribution to company value need to be either moved to the category of employees that add value by training, or red-circled if they are providing a support function to the first category of employees. If there is a chance that they would reduce the value to your company, they need to be transitioned out.

Identifying the three categories of employees and dealing with them appropriately will go a long way in building the value of your company.

Ravi Patel