Mike Michalowicz's Blog, page 14

No Growth in the Comfort Zone – How to Increase Employee Dedication With This Gift That Will Shake Things Up

I’m sharing something about myself that not many people know about. It’s my operating manual. If you don’t have one for everyone in your business, create one now. In this season of giving, now is the perfect time because there is no greater gift you can give someone than making them feel seen.

Here’s the thing. We’ve got it all wrong, how we’ve been managing our employees (like, really really really wrong). The good news is we can course correct by implementing simple changes – one small, yet impactful step at a time. Perhaps starting with this manual.

The problem: You hired people to fill a job description. Why is that a problem? Because anyone can create a resume that sings to any task you require. Does it mean you’ll find a fantastic employee? Not one bit. And that’s what entrepreneurs and business leaders have been doing. 

Traditional recruiting equals employee turnover. You know it’s true. Because when you hire someone to fit in a square box you’re forgetting the most important aspect of hiring that person. They are a person. Be it one hundred or one employee, you hired a human. We all have basic needs and when they aren’t met, we usually move on to greener pastures.

Last week I posted this quote from Thoreau, “Do not hire a man who does your work for the money, but who does it for the love of it.” In the copy I wrote about how I’d hire someone with passion and human potential over their resume, and that doing this increases your chances of keeping your employees. Well, I got some salty comments. It’s to be expected. Realizing that you can’t keep your employees with your traditional tactics is crucial right now, because there’s a lot of movement in the job force, many unhealthy workplace cultures, and a major need for business owners to overhaul their own skills when it comes to leadership. 

One of the comments that really stuck out to me was when someone said something to the effect of, “Yeah, pay them 10% more…” alluding to all employees who care about money. The tone was a bit icy and showed a lack of value and respect for team members.

So I’m going to say this over and over until people listen and implement this shift: You can pay an employee a great salary. If you do not have a reciprocal relationship with your employees built on trust, empowerment, development, and acknowledgment of their needs, your employees will not be dedicated to your mission, and they will always have one foot out the door as they look for a workplace they can be proud to spend their time and energy in. 

Of course, you have to pay your employees. But if you provide your team with an unbeatable quality of life in and out of work, you will keep the best talent, and they will make your business thrive and increase your profitability. 

I should know. We’ve done exactly this. 

Let’s recap. 

The problem: Hiring people only by matching a job description will set you up for failure because you’re not looking for their passion, innate talents, and human potential.

The solution: Shake up your recruiting and retention efforts by focusing on human needs and watch dedicated employees work in their roles as if they are your partners.

It’s easy. Here are three steps to take today:

Leave your ego out of it (you heard me). No one grows in their comfort zone. Shift your mindset about leadership. Was I told I was a great boss? Sure. And people I loved working with still left. Since I had a small operation and we all had a lot of autonomy, I figured we were a-ok. I was fooling myself and it was right in front of me. To change this, I had to stop doing what I always did because I was limiting the potential of my company and employees. Heck, I limited my own potential. Ouch.Create operating manuals. Visit Predictive Index and Appreciation at Work sites so you and your team can create their own operating manual. These simple quizzes will generate manuals for each person. It’s fun, and it serves a greater purpose. Through the manual, you not only learn about the human you hired but how they work best – which means that they can do their best work.Accept and correct. Accept that we business owners haven’t done everything right. The pandemic shone a huge spotlight on the fact that a lot of folks don’t want to be worker bees, sacrificing quality of life for jobs they don’t feel are worthy of their time. We were reminded that life is short, and now people don’t want to spend their time where they are not seen and valued. It’s a fact. So some tough love here – get on board or lose out. 

These are just a few of the insights from my book, All In, which is launching on January 2nd, 2024. This was no casual undertaking, writing this book. Like all the others I had to walk the walk, and it got a little uncomfortable here and there as I audited my management and leadership styles and results. But the results now are that I have a team who tells me at least once a week how much they love their jobs and how they would never leave (what a bunch of squatters).

I go out of my way to support my team and their dreams. And they support mine. That’s reciprocity. That’s giving. And that’s the good stuff. 

Stay tuned for more steps for leadership, recruiting, and just being a good ol’ human who hired humans. I’m so excited to watch these steps make everyone in your business and those you serve feel as though they are truly working toward the betterment of humanity. 

Wishing you endless good health and wealth. 

-Mike

 

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Small Business Saturday, 2023



Thanksgiving is already upon us here in the US and we are headed straight into the holiday season. What does that mean for you? For me, it means spending time with friends and family. Most of all, it reminds me to take stock of all that I am grateful for and how I love to give. Cliche? Maybe. Truth? 100%. 

One way to give is right around the corner this week and stands out as a beacon for supporting local economies. No, not Black Friday deals on Amazon! I’m talking about good, down-home local business support. This Saturday is Small Business Saturday. 

This annual event celebrates and promotes the significance of small business in our communities. As consumers, we often underestimate the profound impact of choosing to shop locally. And let’s face it, we’ve become pretty spoiled with bigger companies and their delivery services. Here are just a few reminders of why getting out of your pajama pants and shopping locally can do:

Foster local economic growth – You hear me say that small business is the backbone of the economy because it’s true! When you shop locally, you’re directly contributing to the economic health of your community. Unlike large corporations, small businesses are more likely to circulate money within the local economy, creating a multiplier effect. This happens when dollars spent at local businesses stay in the community, which in turn supports other local businesses and services. Job creation – Small businesses provide jobs! According to the US Small Business Administration, they are responsible for creating two out of every three new jobs in the country. When you shop local, you’re sustaining local employment which enhances local economic stability but also enhances a sense of community pride and engagement. Unique products and services – One of the charms of small businesses is their ability to offer unique and specialized products or services. Unlike larger retailers that often sell mass-produced items, small businesses frequently provide handcrafted, locally sourced, or customized offerings. By choosing to shop on Small Business Saturday, consumers not only access distinctive products but also contribute to the preservation of local culture and creativity.Community identity and character – Small businesses are integral to shaping the character and identity of a community. They contribute to the distinctiveness of a neighborhood, offering a sense of place and belonging. When consumers support small businesses, they help maintain the unique character of their community. This sense of identity can be a powerful economic driver, attracting tourism and encouraging local pride.Stimulating innovation and entrepreneurship – Small businesses are often hotbeds of innovation and entrepreneurship. They are agile, able to adapt quickly to changing market demands and introduce new ideas. By supporting small businesses, consumers indirectly foster an environment of innovation and entrepreneurship, which can lead to economic growth in unexpected ways. Small Business Saturday, therefore, becomes a catalyst for fostering a culture of creativity and ingenuity within local communities.

Small Business Saturday is not just a marketing ploy or a feel-good initiative but a crucial driver of economic prosperity. Let’s remember the impact our choices can have and make a conscious effort to support the small businesses that make our neighborhoods thrive. After all, when small businesses succeed, we all do. 

Wishing you health and wealth always!

-Mike

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Are You a Giver? How Reciprocity Results in Employee Retention

As we enter the holiday season, you’ll see messaging about gratitude and giving. For me, these are two vital cornerstones for not just my personal life, but for my businesses too. 

When I started my first business I think I was pretty focused on the numbers end of things – the cash flow, sales, marketing, more marketing, quarterly goals, budgeting – you get the gist. But when I went from a solo small business owner to one that had a couple of employees, I realized that I had new responsibilities that came with that. They weren’t machines or data, they were real people. After years of jobs in corporations that treated people like a number at best, I decided that my company could have even bigger successes than the big guys if I created a community of employees who felt valued, considered, received recognition, and professional support. Then my team started to grow, which meant I had even more responsibility, so I began to check myself and what kind of boss I was. Through extensive research, I discovered and implemented what has felt like a workplace revolution.

The reciprocity revolution in the workplace

If you want to keep your employees from looking elsewhere (and they are looking, especially now), you have to engage them – and thoughtfully. The way you and your employees interact, collaborate, and support each other can significantly impact an organization’s ability to thrive. A vital element that transforms companies for the better and encourages people to stay is reciprocity. It’s more than salaries and bonuses. You can pay someone all they want and still end up with a disloyal employee who watches the clock, doesn’t share your values,  and has one foot out the door.

What – Understanding reciprocity at work and why they stay

At its core, reciprocity is about mutual exchange and support. In your business, It’s a give-and-take dynamic that fosters a sense of community and shared responsibility within the organization, resulting in not only better business but better retention of your team. 

Benefits for employees – and your business

Increased job satisfaction – Knowing that employees’ efforts are recognized and reciprocated, they experience higher job satisfaction. A culture of reciprocity makes them feel valued and appreciated, leading to higher productivity and fierce protection of your brand, reputation, and each other. Ultimately, they feel a sense of ownership and more like a partner in your business.Enhanced collaboration – Reciprocity encourages employees to work together and share knowledge. When employees know that their colleagues will reciprocate help, they are more likely to collaborate effectively. Even a simple request to brainstorm with someone makes them feel valued.Reduced stress – The knowledge that support is available creates a less stressful work environment. Employees can rely on each other for assistance, which reduces the burden on individual team members.Professional growth – When you and your team are open to helping and mentoring each other, it fosters a culture of learning and growth. This benefits both individual employees and the organization as a whole.Benefits for the bossEmployee retention – Employees are more likely to stay with an organization that values and nurtures a culture of reciprocity. This reduces the massive disruption of turnover and the associated recruitment costs.Team cohesion – Reciprocity strengthens the bonds among team members, making it easier for leaders to manage a unified and motivated workforce.Productivity – A culture of reciprocity can boost productivity as employees collaborate more effectively, share knowledge, and streamline processes. And you know I love processes!Innovation – Reciprocity encourages the sharing of ideas and feedback, fostering a culture of innovation that can drive the organization forward.

How – Fostering reciprocity at work

Lead by example – Walk that walk. Swagger if you have to. Leaders should exemplify the values of reciprocity by offering help and support to employees and encouraging it within teams. We talk about our business as well as personal goals during our huddles so that we can find ways to best support each other. Clear communication – Encourage open and honest communication to ensure that employees feel comfortable asking for help and reciprocating when necessary.Recognition and appreciation – Recognize and appreciate acts of reciprocity, whether big or small. Celebrate individuals and teams that embody the spirit of mutual support. One of our weekly meetings includes “shoutouts”. This is such an easy way to give someone credit and recognition in front of their peers. “Hey, Amy! Thank you for helping me with my question about our systems!”Training and development – Don’t forget this one! Provide opportunities for employees to enhance their skills and knowledge, enabling them to contribute more effectively to the culture of reciprocity. It’s also esteem-building when you offer developmental and growth opportunities.The bottom line

If you want employees who are so dedicated to your business that they work and act like your partner and increase profit, simple steps toward reciprocity will get you there. Your homework? Implement some of the steps and then tell me about your results. 

You’re the owner of your business. What better opportunity to lead a revolution?

Wishing you health and wealth always.

– Mike

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Hiring for Ability, Not Resumes – Rethinking Recruitment Strategies for Small Businesses

What have your work experiences been like so far? Have you had a crummy boss? Worse, have you had a not-so-dedicated employee?

Either way, the first steps of hiring these people were in the recruiting process.

The art of recruitment has taken on a new form. Old-school hiring practices that focus primarily on resumes and past experience are being replaced with a more holistic approach: hiring based on fit, ability, passion, and drive.

Why this shift is crucial for small businesses:

1. The changing face of small business recruitment – Gone are the days when a resume was the ultimate decider in the hiring process. Now, passion, adaptability, and innovation are key. It’s time to acknowledge that past experience doesn’t always equate to future success. The small businesses that are thriving are those that recognize the need for change in their hiring strategies.

2. Resumes vs. abilities: the paradigm shift – Resumes have their place in recruitment, no doubt. They provide an overview of a candidate’s career journey and skills. However, they often fall short of revealing a candidate’s true potential and their ability to contribute effectively to a small business. Here’s why we need to prioritize abilities:

3. Adaptability – Small businesses often require employees who can adapt to evolving roles and responsibilities. Resumes can’t show a candidate’s adaptability, but well-designed interviews and assessment tools can.

4. Innovation – Innovation is the lifeblood of small businesses. Hiring based on abilities, such as problem-solving, creativity, and critical thinking, can bring fresh ideas to the table.

5. Diversity and inclusion – Ability-based hiring encourages a more inclusive workforce by focusing on skills and competencies rather than biases associated with a candidate’s background or previous employers.

6. The role of skill assessment – To prioritize abilities over resumes, small businesses can incorporate skill assessments into their hiring process. These assessments can be tailored to the specific needs of the role and can help identify a candidate’s potential to excel in the position. Skill assessments level the playing field and ensure that candidates are evaluated on their actual capabilities. Me? I like to hold workshops, masterminds, and camps that shine the spotlight on those with the qualities and values we’re looking for.

7. Building a community at work – Small businesses should aim to foster a community (it’s better than culture) of growth and development. When hiring for ability, it sends a powerful message that the organization values continuous learning and is willing to invest in employees’ growth. This will lead to greater loyalty and engagement among team members.

8. The future of small business recruitment – As we look ahead, it’s clear that small businesses that adapt and embrace ability-based hiring are more likely to thrive in a competitive marketplace. By recognizing that a well-crafted resume is just the tip of the iceberg, small businesses can unlock untapped potential within their teams.

Small business leaders need to recognize that the future of recruitment lies in assessing candidates based on their abilities and potential rather than simply relying on their past experiences. Embrace this shift, and watch your small business reach new heights.

I’m so excited about what your future holds and what you will accomplish!
– Mike

 

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Live With Mike Michalowicz, Danielle Mulvey, and Kelly Ruta in the All In Workshop November 6th



There are some unprecedented challenges that go with your aspirations of running your small business – especially now.

I know, “Tell me something I don’t know, Mike!”, right?

Ok, I will.

On November 6th I am hosting a live workshop. Yep. LIVE. For hours. (Six of them to be exact.)

REGISTER HERE

WHY?
A few reasons. The main one is that when I look around the business world I see a lot of people struggling, and I want to do whatever I can to help. In my line of work, offering information and systems to support and empower fellow business owners is the most impactful thing I can do.

WHO:
Live hosts include yours truly – oh and two highly respected business experts who I work with and admire. You may already know them, too! Danielle Mulvey, of Profit First Nation, is the owner of The ALL IN Company, and Kelly Ruta is a superstar clinical therapist turned coaching consultant.

WHAT:
Together, we will work through a curriculum uniquely designed for this specific workshop – and you. Topics include:
Discovering what’s blocking business growth, and the crucial mindset shift you need to make now (I know there’s a lot of talk about mindset, but it’s because it’s been scientifically proven to make or break a situation.)
Leadership strategies to create efficiencies, productivity, and exponential growth
HR methods to help you recruit and retain top people who will treat your business like their own

WHERE & WHEN:
This VIRTUAL workshop is a 6-hour interactive experience

WHEN:
November 6th from 10-4 Eastern – there will be a recording, however, I encourage you to participate as much as you can so you can ask us questions live.

HOW MUCH:
VIP time! If you missed the early bird special, never fear! I am extending a VIP offer of $75 off. Just use the code FFVIP at checkout to save. (FF is you – my friends and family!)

BONUSES (I love ‘em, you?):
With every purchase of the workshop, you will receive 10 brand spanking new copies of All In, the book this workshop is based on. (Books will be sent on January 2, 2024 after the book makes its debut.)

There are just a few seats in the workshop left – CLICK HERE to register today to get your savings and the tools you need to move your business forward on this wild journey.

See you soon!
-Mike

Click here to register

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Elevating Your Organization’s Success: The Power of Recruiting, Retaining, and Raising the Bar



Traditional leadership? Kaput. Buh bye. Lata gata.

By now you may have heard me shouting this from the rooftops, but achieving success and maintaining a thriving company requires you to throw out your dusty old leadership handbook.

Why? What does it matter? You hired people to do a job, after all. 

Yup. You hired people. And people are tired of the same old same old. Look at the Great Resignation and Quiet Quitting for example. What happened there? People realized that they wanted to spend their time where it mattered. 

Enter the dire (and I mean dire) need for your strategic focus on recruiting, retaining top talent, and constantly raising the bar. After extensive research, I’m excited to shed light on how these three critical aspects come together to create better organizations that are not only more profitable but also foster a vibrant and engaging work community.

Recruiting the best: building a strong foundation

Successful organizations start with recruiting the right people. But what exactly defines the “right” people? Beyond the skills and experience listed on their resumes, it’s about finding individuals who align with your company’s culture, values, and vision. A well-thought-out recruitment process ensures that you are bringing in individuals who share your organization’s passion and goals.

Recruiting the best candidates contributes to your company’s success by:

Diverse expertise: Bringing in individuals with diverse skill sets and perspectives can lead to creative problem-solving and innovative ideas.Enhanced collaboration: When employees share your company’s core values, they are more likely to collaborate effectively and work towards common objectives.Long-term growth: Building a team of talented, committed professionals sets the stage for sustainable growth and long-term success. Retaining top talent: the key to organizational stability

Recruiting is only the first step; the real value lies in retaining your top talent. High turnover can disrupt productivity and morale, and it’s costly in recruitment, onboarding, and training. Retaining your best employees contributes to better organizations in the following ways:

Consistency: Retained employees provide continuity, preserving the institutional knowledge and expertise within your organization.Engagement: Employees who feel valued and appreciated are more engaged, resulting in higher productivity and innovation.Cost Savings: Reducing turnover lowers hiring and training expenses and contributes to a more stable work environment. Raising the bar: a community of continuous improvement

Once you have the right people in place, it’s essential to keep pushing the envelope and raising the bar on performance and innovation. A culture of continuous improvement fosters a dynamic and forward-thinking organization. Here’s how it contributes to profitability and a vibrant work community:

Increased efficiency: Encouraging employees to seek better ways of doing things can lead to streamlined processes and higher efficiency.Innovation: Embracing change and innovation keeps your organization competitive and at the forefront of your industry.Employee development: Encouraging personal and professional growth creates a more skilled and motivated workforce.

When you integrate these three aspects—recruiting the best, retaining top talent, and constantly raising the bar—you’ll create better organizations that are not only more profitable but also offer a fulfilling and motivating work community. Your employees will be more than just colleagues; they’ll be a part of a dynamic, evolving, and successful team working towards a common goal. As a business leader, it’s your responsibility to cultivate this environment, one that attracts the best, keeps the best, and constantly strives for excellence. 

The result? A thriving, profitable organization where everyone contributes to its success and celebrates it together. And I know you can do it.

Wishing you health and wealth always!

-Mike

PS – Want in on the All In strategy? I am hosting a LIVE workshop on November 6th. Psychology and mindset expert Kelly Ruta and Danielle Mulvey from The All In Company will join so we can teach you the actionable leadership methods to ensure your business is one in which your employees feel like partners – and are that dedicated, too. Grab your spot here!

 

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How to Increase Employee Dedication – With the FASO Model

As the leader of your small business, I’m sure that you’ve learned that your team is your most valuable asset. The success of your company depends on the dedication, innovation, and passion of the people who work for and with you. 

You know the expectations of the workplace have changed. Employee satisfaction rules right now, and you need to avoid turnover and disruptions to your business. 

I run a lean team, but a very fulfilled one. I am asked very frequently how I found such dedicated employees. My answer: Make sure they feel ownership of their jobs.

This isn’t some canned response. It’s the talk I walk. My employees don’t show up for their paychecks. They show up because they want to do the work. They show up because they feel committed to the business. They show up because they’re passionate about helping other entrepreneurs. They show up 100%. Never less.

It’s all part of the FASO model in All In. As you may know by now, it looks like this:

F – Fit

A – Ability

S – Safety

O – Ownership

Make your employees feel like owners? You bet. Because when you treat your team as partners, they act like partners. Then you have more people helping you protect and elevate your small business. (I mean, how often do you feel as though you’d love to clone yourself?)

The first answer to any challenge a person faces is to make that person feel empowered and capable right? Once I fostered a sense of ownership in my team’s roles, performance improved, my office was a happy place, and my revenue was better supported.

Let’s take a moment here. Think about the environments, relationships, and even material things that you have in your life that you love. You tend to them, right? They are a part of you, and your daily life, and you likely take pride in them. You mow your grass, clean your home, polish off that lacrosse trophy (sorry, just me?), and try to keep the things you like in great condition, right? It’s a matter of pride in ownership, and that’s reflected in your actions. Similarly, when an employee feels connected to their roles, they take great measures to protect them.

What you get

Performance boost – When employees feel a sense of ownership over their roles, they are more likely to go the extra mile. Innovation – Empowered employees think creatively and come up with innovative solutions to challenges. They are invested in the success of the company and want to see it flourish. Accountability –  Ownership instills a sense of accountability in your team members because they feel as though their efforts directly contribute to the success of your small business. Efficiency – Empowered employees create more efficient systems to complete projects and tasks, which saves you resources. Happier workplace – Sure, you have a business to run, but do you want people to drag themselves into work, or would you rather they come in happy to be there? A workplace where employees feel ownership is a happier one. Purpose – Your team will cultivate a sense of purpose because they will understand the impact they have on their work. Autonomy – Ownership comes with a degree of autonomy. Employees appreciate the trust placed in them to make decisions, which boosts job satisfaction. Credit where credit is due – Recognition and appreciation of employee ownership makes your team feel valued, which is a significant contributor to workplace happiness.Increased Revenue – The connection between employee ownership and increased revenue is very straightforward. Your team will be advocates of your bank accounts!Customer satisfaction – When employees take ownership of their roles, they are more likely to provide exceptional service, which results in repeat business.Productivity – More engaged and motivated employees are more productive, which leads to increased output (and more revenue!).Innovation – Ownership encourages innovative thinking, and that develops into potential new systems, services, and expansion of your market and revenue streams.

How do you get the results? Foster that employee ownership!

Clear communication – Ensure your employees understand your mission, values, and objectives. Transparent communication helps your team see how their work contributes to the bigger picture.Empowerment – Providing your employees with agency to make decisions within their roles is paramount. Encourage them to take that initiative. Celebrate – Regularly recognize employee achievements. For instance, we have a huddle every Tuesday to discuss our goals and a board where we shout out to each other regarding an accomplishment. And yes, there are prizes. It’s called positive reinforcement!Professional development – Take an interest in the professional development and growth of your team members. Offer training and development opportunities that empower them to excel in their roles.

One of the beautiful aspects of owning your own business is that you have the unique opportunity to create an environment where your employees thrive, find fulfillment, and contribute to your company’s success. When they feel that your success is their success – well that’s the key to unlocking higher-performing teams, happier employees, and increased revenue. Foster that ownership in your people! They will be passionate contributors to your shared success. 

Here’s to sustaining your thriving business. 

Wishing you health and wealth, always.

– Mike

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Lessons on How Not to Lead from Steve Jobs and Elon Musk

“It’s not you, it’s me.” 

You may have heard that from an ex, but if you own a business, you may have heard it from an employee. And I hate to break it to you, but when your employees leave, you likely have something to do with it.

The market is demanding a new kind of leader. You have post-pandemic Quiet Quitting, the Great Resignation, and back-to-the-office conundrums. Maybe these issues will pass for now, but they’re not new trends, and they will cycle back frequently. 

The Leadership Problem: Lessons from Steve Jobs and Elon Musk

When employees don’t feel ok with their jobs, your business and your revenue won’t be ok either. Psychology Today published an article this past March about this very topic (you can access the article here). The Cliff’s Notes version: Steve Jobs and Elon Musk – very successful in creating revenue, but not so successful in maintaining a sound workforce. From massive layoffs to tyrannical leadership, both leaders had/have the reputation for leading with fear and treating people like a number, cracking the foundation of their businesses. 

Important note to remember in your leadership journey

No matter how big or small your business, your employees who don’t have job satisfaction do have the power to pull the rug out from even the biggest, baddest businesses (say that one five times fast). 

The leadership fix

“Ok, Mike, we get it, leaders have to make some changes.” But it’s not that easy. The problem? Leaders need a road map to navigate this new terrain or risk losing employees who support the business and its revenue. But in this new age of leadership, how do we address the needs of the workforce without leaders putting their necks out too much? 

The FASO model

The FASO model is a system I created to help business owners hire and retain the best skilled and talented people to enhance business. People who will become committed and loyal employees, who feel agency and ownership in their jobs, which ultimately increases revenue. Last week’s blog explained S for “safety”. This week, let’s look at A for “ability”. (Promise the rest of the FASO model will be explained over the next weeks!)

A is for Ability 

Great leaders know that assessing whether a person has what it takes to work for your company is far more than their references and résumé. Hiring based on experience and education is limiting—for your team, and for your company’s growth. Résumés and references point to a candidate’s experience, but give few insights into ability, potential, character, values, and a list of intangibles. You want to hire people for the stuff that is baked into them, the stuff that can’t be trained. 

Over the last few years, my company began hiring based on curiosity, shared values, and their ability to successfully do the job they were hired for, but they also have the ability to be nimble when needed. And look around, it’s usually needed.

You want to avoid the massive disruption and loss of resources when someone quits. That starts with your recruiting process. Here are three ideas to consider from All In to get you going:

Rather than match a person’s qualifications to a role, consider a person’s innate, experiential, and potential abilities. People who want to do a job always outperform people who need to do a job. Seek the want. The desire. The thirst.Your top talent will be revealed when you see how well they do the work they select and optimize for themselves. When employees do work that is a fit to their ability they have safety and ownership in the work they do. They fit snuggly into the FASO Model. And when that happens, A-player-ship is revealed.  Automatically. 

Get with the times

A modern approach to finding your best performers is to put potential ability on equal footing with talent assessments. Every human being has unexplored potential. Every single one of us. The question is, does a person have an alignment of potential ability, existing strengths, and immediately needed skills that match the needs you have for the job and expectations? And can your business further amplify those strengths and give your employees new skills so that they perform at the highest level? Are you willing and able to afford the time to develop that person’s potential? Are you the leader who commits to helping each employee become their greatest self?

There’s so much more to this, but I wanted to get you started in thinking about your team. When you recruit, do you consider the potential abilities of your candidates? Once hired, are you nimble enough to align roles according to your employees’ abilities? Ask yourself those questions, and if you’re not sure, stay tuned to make sure you have the blueprint you need to make your team, and your company, the best it can be. 

Wishing you health and wealth always.

-Mike

PS – You can preorder All In now so you’re ready for the new year! Available for preorder on Amazon and other booksellers.

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FASO Breakdown – The Power of Saftey and Security in the Workplace: How it Boosts Mental Health and Wellness – and Revenue too

There’s a growing recognition of the critical connection between workplace security and employee mental health. I’ve personally witnessed the transformative impact of creating a secure and empowering environment for employees in my own business. It was easier to do than I thought, too.

S is for safety

In the FASO model in All In, I explain how Fit, Ability, Safety, and Ownership create unstoppable teams. In light of Mental Health Awareness Month, let’s shake things up and start with a dive into what Saftey does for your employees. Not only will it strengthen your business, but the health of those who serve it, too.

The foundation of workplace security and safety

Workplace security goes beyond physical safety; it encompasses a sense of stability, belonging, and confidence in one’s abilities within the organization. Here are some key aspects of workplace security:

Job security: Employees who feel secure in their jobs are more likely to be engaged and focused. When job security is uncertain, stress levels can rise, impacting mental health negatively. Businesses that prioritize stable employment relationships create a more supportive environmentSkill development: Investing in employees’ professional growth not only enhances their skills but also boosts their confidence. Knowing that their organization is committed to helping them thrive fosters a sense of security in their career development.Supportive leadership: Strong, empathetic leadership plays a pivotal role in creating a secure work environment. Leaders who listen, provide constructive feedback, and genuinely care about their team members’ well-being contribute significantly to mental health.The Impact on mental health: Now, let’s delve into how fostering workplace security can positively influence employee mental health:Reduced stress and anxiety: When employees feel secure in their jobs, they worry less about sudden layoffs or unexpected changes. This reduced stress can lead to lower anxiety levels, improved focus, and better overall mental health.Increased confidence: Providing opportunities for skill development and recognition helps employees build confidence in their abilities. A confident employee is more likely to face challenges with resilience and less likely to experience self-doubt.Enhanced job satisfaction: A secure workplace fosters job satisfaction. When employees feel valued and supported, they are more likely to take pride in their work and enjoy their roles, which has a direct positive impact on mental well-being.Greater resilience: A sense of security at work builds emotional resilience. Employees are better equipped to handle setbacks, adapt to change, and bounce back from challenges when they feel secure and supported in their roles.

The role of small business

As small business owners, we have a unique opportunity to create a close-knit and secure workplace culture. Here are some actionable steps to get started:

Open communication: Foster an environment where employees feel comfortable sharing their concerns and ideas. Regular check-ins and team meetings can provide platforms for open dialogue.Invest in training: Invest in Training: Offer training and development programs that help employees enhance their skills and grow within the organization.Recognition and appreciation: Recognition and Appreciation: Acknowledge and celebrate employees’ achievements and contributions. Feeling valued goes a long way in creating job security.Lead by example: As business owners and leaders, set the tone by demonstrating empathy, resilience, and a commitment to employee well-being.

The importance of workplace security cannot be overstated. It is not just a business strategy; it’s a humane approach that serves both the organization and its employees. By prioritizing job security, skill development, and supportive leadership, we can create workplaces where mental health thrives, and our teams flourish. Remember, a secure workforce is a resilient and empowered one, ready to tackle any challenge that comes its way.

Wishing you health and wealth always, 

-Mike

PS If you want to make sure that you’re doing all you can to lead your business and help your team become absolutely unstoppable, stay tuned! My team and I will be rolling out tons of fresh new content related to my new book, All In. You can preorder it here.

The post FASO Breakdown – The Power of Saftey and Security in the Workplace: How it Boosts Mental Health and Wellness – and Revenue too appeared first on Mike Michalowicz.

A Wake Up Call For Entrepreneurs and Small Business Owners – Become Unstoppable



I’ve always seen it as a necessity to grow as a leader. Why wouldn’t I? No one is the same from one year to the next  – neither is the economy. 

Translation: You can’t meet your client’s needs if you don’t grow with the changes in the evolving market that they are dealing with.

A wake-up call to small business leaders

I used to follow the old blueprint for managing my team. Well, if I had a blueprint. Let’s face it, most entrepreneurs start alone and then slowly build a team of employees afterward. So I didn’t exactly have a blueprint. What I did know about employee management was what I learned from my first job in a corporate atmosphere, and I’ll be blunt: It was Hell.

Traditional leadership includes leading with fear, intimidation, and/or stoicism. The result? Lots of insecure – and therefore ineffective employees. Employees who are, for all accounts, running your business. Your team is the face of the business, they produce your offering, and they communicate with your clients and customers. They are the foundation of your business. I know, shocker, your business doesn’t revolve around you. It revolves around the people working to drive your revenue and are working toward your mission and goals.

It’s never been harder building successful teams. With challenges of work-from-anywhere, flex schedules, and generational divides, business leaders bend over backward searching for solutions that work. From food perks and ping pong tables to endless team-building exercises and training – nothing sticks.

I think small business owners focus on the wrong things when it comes to their employees. So much so that I wrote a book about it. We’ve made some major upgrades in my business, and I want to share them with you as a resource that you can implement – and get the success I have seen come from it. 

To start, I want to introduce you to the FASO model. I know, another acronym. Remember the DAD method? Someday I’ll figure out an UNCLE method. But I digress. The FASO model is what I want you to apply to your business so you can build the unstoppable team that I found I now have.

Recruit in the right way the right talentTransform struggling employees into superstarsMatch individual abilities to client and company needsPromote a culture of caring where employees and leadership are equally invested

You want a thriving workforce that shines and sticks around. One that takes full responsibility for their work and outcomes. I’m building a community of employees who love our organization and are invested in its growth through the FASO model. 

Fit – Adapt roles. Don’t look for a person who can do it all. Look for the person who can do best at what you need most. Ability – Unleash potential. People who want to do a job always outperform people who need to do a job. Seek the want. The desire. The thirst. Safety – Cultivate security. People do their best when they’re not worried about the rest. Protect your team and set up conditions in which they feel safe, enabling them to lean into contribution. Ownership – Empower ownership. When team members are designated ownership over aspects of their job, the natural tendency is for them to put everything they have into it.

Build a world-class team. One that you love to work with. One that your customers and clients love to work with. (And let’s face it, one that your accounts love too.)

Stay tuned for more insight and easy steps you can apply to your business now in the blog and our social media channels. I can’t wait to see your company thrive.

Wishing you health and wealth always. 

-Mike

PS If you want to make sure that you’re doing all you can to lead your business and help your team become absolutely unstoppable, stay tuned! My team and I will be rolling out tons of fresh new content related to my new book, All In. You can preorder it here.

The post A Wake Up Call For Entrepreneurs and Small Business Owners – Become Unstoppable appeared first on Mike Michalowicz.