Most days, I’m reminding my clients to step into their leadership shoes, their successful entrepreneur shoes, or sometimes their confident small business owner shoes. But this week, I’ve been reminding several business owners to step into employee shoes. That’s right, when it comes to workplace change I want business owners to step into the shoes of their employees.
For the most part, employees and business owners just think differently. Chances are that if you’re reading this you wonder what’s next, how you can improve operations; you’re ready to move on to the next thing before the last new idea is complete. The typical employee prefers work to stay the same and when change is introduced some may dig their heels in. You may be lucky to have some employees who embrace change and some who like to perfect current operations before moving on. Either way, when you are introducing change you need to sit in your employees’ shoes and think through how the changes will affect them. Let me give you some examples:
- A medical practice is bringing on a new practitioner. Other personnel will be wondering not only how this will affect their schedule and work load, but on a deeper level they will wonder “will my boss still have time for me? Will my boss still ask for my opinions, or will he ask the other doctor instead?” Basically, the question they want answered is “will I still be loved?” Be up front that the relationship may change, but let them know how you will still rely on them, and how they will fit in.
- Another business is promoting an employee into a new managerial position. Before the change is announced to the whole staff, it’s critical that the effect of the promotion on the rest of the team is sorted out. Will they pick up new tasks? Will some of their tasks be given to the manager? Who will they report to? Office real estate is important even in small businesses, so decide if the promotion means a change in office or desk space. Employees will ask how decisions will be made; what they really want to know is “do I still have a say?”. Be up front about how decisions will be made, how input is to be given, how they can still reach you, the business owner, with their thoughts and concerns.
If change is in the works for your business in 2015, sit in your employees’ shoes before spreading the word. As excited as you may be about rolling out the changes, take some time to think about how the change will affect your team in terms of responsibilities, communication, and personal fulfillment.
In a question-and-answer session following a recent speech, I was asked the following question: “How should we respond when we’re constantly asked to do more with less?”
My answer might not have been particularly comforting, but it was honest: “The challenge to do more with less is industry agnostic,” I said. “Virtually everyone, everywhere is being given that challenge. And I expect that will be an ongoing mantra far into the future.”
Judging by the expression on the questioner’s face, I suspect that wasn’t what he wanted to hear.
But I wasn’t finished. The good news, I told him, is that the “do more with less” challenge presents a golden opportunity for smart, proactive people.
Most anyone can do less with more. That’s a no-brainer. Doing more with less requires strategic sorting of priorities. It’s fairly common for business people to tell me that in their organizations “everything is a priority so, therefore, nothing is a real priority.” That’s the equivalent of saying you’re too busy driving to stop and get gas.
Read more here.
Source: Forbes Magazine, Roger Dean Duncan, December 4, 2014
As we approach the first anniversary of the Affordable Healthcare Act’s implementation, more and more small business owners are looking at their options for themselves and their employees. Here in New Hampshire, consumers will have more choices and with more choices often comes indecision. If you are looking at healthcare options for your employees and feel confused or indecisive, read on.
- Healthcare costs can be a significant budget line item especially if you haven’t covered healthcare costs in the past. You wouldn’t be the first small business owner to exclaim, “HOW much is it going to cost me?” While cost is certainly important, start with a broader view and look at it from a philosophical standpoint: do you believe that you have a responsibility to your employees to provide health insurance? What part do you think you should play in your employees’ health?
- If you’re not sure what your role should be in providing health insurance, consider these statistics: A 2012 monster.com survey revealed that prospective employees consider healthcare as the most important benefit a potential employer could offer. More recently, MetLife’s 2014 annual benefits summary reports that benefits are an important reason that 50% of employees stay at a job.
- If you’ve decided that you want to pay for some part of your employees’ healthcare costs, start by contacting an experienced benefits agent. The ACA healthcare environment is confusing; rather than trying to navigate alone and potentially making a costly mistake find someone who has been in the market for years and stays current in the market. These agents are paid through fees from the insurance companies, not by you. They are knowledgeable about options as well as what your competitors are offering.
- Healthcare coverage can vary by employee class, allowing you to provide a higher level benefit to owners or based upon position. For example, one client is offering three levels; owner, professional staff, and hourly staff.
- Healthcare is costly and if you haven’t been offering any coverage, adding the cost can be overwhelming. Look at the cost as a percentage of revenue, in addition to actual dollars. Costs relative to your revenue can be enlightening (both good and bad!).
- If you choose to offer healthcare, education is key for everyone involved. Your employees are probably confused about the new healthcare market and will soak up any information available to them. Rely on your agent to provide this (discuss their employee education plan up front).
More and more small business owners are looking at healthcare options not only for their own family but also for their employees. If you are one of those entrepreneurs, start the decision making process by considering your values – they will never steer you wrong. If you decide to look into your options, save yourself from confusion and overwhelm and get help from an expert.