How does your structure or management structure cause your team to be paralyzed because of different directions?
How can you get your management on the same page?
Are you open to change the way you manage your team?
Middle managers – are you willing to step up with solutions?
What kind of small changes could be made that could move your business forward?
Do you have a reliable process to get feedback, to evaluate and then to close it, so that all parties know they’ve been heard?
Notes taken during the editing process
“If you can’t get your work done, you’re not motivated to come in.”
It might have been command and control. But there was caring and love for the employees. There was already financial transparency. There was just small changes that made it move from 20 to 100.
98% employee engagement. First time in 2007, #2 best places in Illinois. Forbes best small companies list. 2% Turnover compared to 50%. 12 New companies. Full-time 100 employees. Seasonal 200-250 employees.
3 brothers, each in charge of particular part of the business and they would give different directions.
It might have been command and control. But there was caring and love for the employees. There was already financial transparency. There was just small changes that made it move from 20 to 100 employees over the 12 companies.
- Everyone read the book, Good to Great by Jim Collins. Core group that created a Good To Great council – every department, and all seniority levels.
- What is our core purpose?
- What is our BHAG?
- 6 months to create it.
- Every core value was discussed. Sent out to employees to decide if they were on board with them.
- 3 brothers were all allowed into the meetings but they came together as one voice. They had to unite.
- Now only one owner is present at the council meetings.
Financial transparency was simply sharing of the PandL and there was a bonus. But there was no understanding of how you really affect the numbers.
Now with Great Game, they are reporting and forecasting.
What is “This”? – When she wakes up, she wants to be excited to go to work, she wants to be proud of what she’s producing, she wants to feel part of a team, she wants to have clients and coworkers that are happy. She wants to feel as though she is part of something great. And is contributing to something great.
It’s great to see people being professionally and personally fulfilled.
Polls are conducted internally. 98% employee engagement. First time in 2007, #2 best places in Illinois. Forbes best small companies list.
About Jamie Pritscher
Jamie Pritscher is an award-winning entrepreneur committed to excellence, professionalism, positive workplace culture and exceptional client experiences. In addition to positions as Director of Communications at full-service caterer Tasty Catering, Co-founder and Chief Brand Officer of creative marketing agency nuphoriq and Co-founder and CEO of socially-responsible high-end gift company That’s Caring, Jamie is also an active speaker and volunteer in the community.
How to ‘Marry Up’: Hiring and Retaining Talent That’s Out of Your League blog post on the Return on Values Website. Part 2 – http://returnonvaluesproject.com/blog/how-to-marry-up-hiring-and-retaining-talent-thats-out-of-your-league-part-2/
Artist of Jamie’s Portrait – I discovered Meredith Binnette at my son’s school’s senior art show. I really liked the sketch/free flow of her lines and effortless water colors. I wanted to get to know her subjects because if they were as free and loose as these drawings, I would dig hanging out with them. I also loved some of the sketches I saw in her notebook she showed, I hope to have a couple drawn in that style as well. She drew this picture of Jamie after looking at 4 photos that Jamie sent me to use to promote this series of episodes. Upon graduation from High School this year, Meredith will be pursuing art at college. Thank you Meredith and good luck with all you’re doing.
If you would like to work with Meredith you can reach her at meredith.binnette16