Business Value Booster Program

Whenever I ask a business owner, small or large, what the number one challenge is, the answer is always “people”. For larger businesses, it is managing the large numbers, the many compliance rules, and how to promote for the future while weeding out the disrupters. For small businesses, it’s much more basic than that.
• “How can I find people who are willing to work?”
• “How can I keep them once they come on board?”

Yes, the post-COVID world. But sooner or later we have to get past that.

One of the main reasons that employees don’t stick is that they aren’t clear as to what is expected once they are hired. Some of that may be an unrealistic view of the world now that the helicopter moms can’t save them, but there are a lot of small businesses that say one thing when they are hiring and another when the job has to get done.

Are you relying on boilerplate job descriptions handed down from your former corporate job? Your business doesn’t operate like that. Having a recruiter or an AI generate a position description, again based on thousands of other firms, isn’t going to match the reality either. You need more staff members to do very specific things, many of which cross over “traditional” roles. Tell them what those things are. Show them, if they come in for an interview. Let them get their hands dirty for a day – if they are willing.

Let them self-select out before hiring them; for the ones who accept, let them do the job you need to have done, which would be the same as the one they thought they were hired for. When you’re crystal clear on that, it will be a lot easier to attract the kinds of people who want to do that. They’re out there; they just didn’t know you were looking for them.

It’s not completely simple to define new, unique job roles, but they don’t have to be pages and pages of mumbo-jumbo. One of the elements of the Business Value Booster Program is to have the right people working at the right jobs – right for them and right for you.

I’ve had business owners look at me and ask:
“Why didn’t you tell me sooner?”

The hard part was… I had tried.
But when you are working 60 hours a week just keeping the doors open, conversations about retirement, business value, and exit planning are easy to avoid. You can do that Someday, when things settle down a bit. But they never do.

“We’ll talk to you later, when we are ready to sell. Someday.”

For most owners, someday always gets there first. Then suddenly the owner is exhausted, the business depends entirely on them, and there isn’t enough value there to fund the future they imagined.

A few months later, the business is shuttered.

That is one of the reasons I built the Business Value Booster Program: to help owners regain options before Someday takes them away.

Find out how to geta free Starter Kit that will put you on the road to get ahead of Someday.

Are you the Superman or Superwoman in your company? If you are working over 50 hours per week, then yes. But that’s not a good thing.

Let’s face it, it’s only natural to want to feel as though your contributions are really making a difference. If you’re the business owner, you certainly are making that difference – but not in a good way. As long as you can hold everything together, the company will survive, but it can’t thrive. You and your family won’t thrive either.

Someday will come, you’ll have to back off for a few weeks, and the company won’t be able to handle it. We can help you start owning your business (and enjoying it again) instead of it owning you.

DM to tell me it doesn’t work that way in your company – or to find out how to begin fixing it without taking on another massive workload.