Employee Interests Vs Business Interests | Edmonton Business Coach
Thanks for tuning in for another episode of ask desferal CPA. Today we’re talking about employee interests versus the business interests have made here with me. Again, hey, thanks for joining us. May. So now that it’s spring time is upon us, is there any spring activity, spring or summer activities that you couldn’t do in the winter that you’re looking forward to this spring or summer? Walking, walking. Don’t like the minus 40. Try to, you know what, I’m trying to not break a leg while you’re walking. Just not so. Um, the quote that we have for today, again, we’re talking about employee interest versus business business interests. It’s from Zig Ziglar and it says life is too short to spend your time trying to convince a person who wants to live in gloom and doom. Otherwise give, lifting that person your best shot, but don’t hang around long enough for his or her bad attitude to pull you down.
Instead, surround yourself with optimistic people. Um, this is this stick that we have. Here’s, you know, 20%, 23%. I’ll all failed. Business owners will say not having the right team as a reason for their failure. So again, 50% of all businesses will fail in five years and 23% of those will say they didn’t have the right team. Uh, it’s one of the top three reasons and the story that we have here as business owners that are either completely in the dark regarding their, the personal circumstances of their employees and how it affects their performance at work or they’re completely consumed by it. And, you know, they’re trying to become professional counselors instead of a whatever business that they were trying to run. So May, what are the questions that you think these business owners should be asking so they can navigate those waters effectively?
Often guilty of failing to realize in plays have different priorities. Yeah, hundred percent. So the business owner comes in with specific objectives. You know, they’re trying to grow the business. They’re trying to do this advertising initiative. You know, they’re, they’re trying to increase the quality control in this area. Um this is a great resource if you are looking for a Edmonton Business Coach, but they, they, they forget sometimes if the employees, but it might not be as consumed with that task and certainly not as consumed with the particular task that’s of interest to the employer and any given time. Um, so they forget that the employee often has conflicting interests with the business owner. You know, the business, the employee, you might be more concerned because the, um, you know, they’re there, they have a kid who’s not sleeping at night and the business owner is, you know, completely consumed with the fact that they’re trying to grow this business.
Right. Or get a project out the door. So, you know, often, you know, the employers, you know, the business owners are guilty of it, you know, not really recognizing that there can be those competing interests. How can an employee’s family life affect their performance at work? Yeah, it completely can. You know, what, if someone just having a new kid, maybe someone’s going through, uh, some of it could be going through a breakup or divorce. Someone could be getting married and that’s taking time away. You know, they’re doing the planning. Um, so all of these things, you know, they can really affect the performance at work because what that employee is doing outside of work, you know, it takes up their time and their energy in their, um, you know, uh, those factors can really, you know, Edmonton Business Coach, determine how, how, what the employee, where their focus at when they’re at work. So
how can an employee’s career aspiration affect their performance at work?
Yeah. So some of them, some employees, they’re trying to really progress in a career path that’s really consistent with progressing through the company. And sometimes you have employees that are trying to progress through a career path that maybe, you know, eventually that leads them outside of the company. And that’s not necessarily a bad thing, but the point is that we, we have to understand it and we have, you know, then the objectives and the expectations become aligned. So, um, they don’t, and sometimes you have a employees who have no aspirations whatsoever and that can be a problematic thing too. Um, so understanding what those aspirations are, how they align with the company, uh, if they do align with the company or if there’s a, uh, a natural exit point for that person and that can be a success. Uh, he moved for, for both sides.
How can an employee’s health affect their performance at work?
Yeah, it can be huge. You know, some people, if they, if they’re, if they’re sick, if they have an illness that’s going to cause them to miss a bunch of time or it’s going to, you know, they’re going to be some level of discomfort while they’re at work, it’s going to affect their performance. So trying to understand that and, and mitigate that and work through that is, is actually very important as well.
How can employees to buy into the mission? Help them during tough times?
Yeah, so it’s one thing when you have an employee who just wants to come in and earn a paycheck. Um, and, but I would, the problem with those types of employees, they just want to come in and earn a paycheck. They tend to be, you know, their success tends to relate on when their life is good. But the problem is every single employee is going to run into some difficulties. Whether that’s, you know, uh, problems with, Edmonton Business Coach, the problem with their, their family life or it’s, you know, their career aspirations or their health or you know, those around them, their health, you know, they’re always going to have those challenges and when work has only one importance and it’s just economics, then all of a sudden it be, it can become a little bit meaningless. And I think if that employee actually buys into the mission now they have something of greater importance to so they can have a success area. Um, so work can be a success, uh, not, you know, a personal success because they’re actually helping, uh, some sort of mission or cause that they believe it. Uh, rather than just collecting a paycheck. And so I, I believe it can help those employees because then they have something that they can kind of hang their hat on. You know, this, this might not be going that well over here, but this is going well. So it gives them something other that uh, you know, they can dry some personal satisfaction from.
Should you have time set aside every week to talk to an employee?
Yeah. Yeah. You, you, you should definitely have time set aside every week to talk to you, your whole staff and you know, uh, a not that you’re going to talk to every single staff member, uh, but you want to have time carved out every single week that you can talk to a couple of staff members. You can bring them in, you can figure out what’s going on. Are there any challenges? Is there anything that the company can do to, to help with those challenges? Um, you know, that’s the important parking. You know, you’re not going to talk to every person every single week, but you have that time where you can pull a couple of people in, uh, every week, uh, you know, waiting till the end of the year for some sort of magical performance evaluation. A lot can happen, uh, in that time. So you don’t have carving that time out every single week.
Key. How can setting nonbusiness bullets in this meetings help?
Uh, some people just need that push, you know, they, they, the, they need to actually see it. Edmonton Business Coach, you know, an actual goal that’s set in. It’s usually not a goal that the employer is setting. A lot of times the employee knows what the goal is, you know, they know their fitness is affecting their, their, uh, uh, you know, their performance at work and, and the goal is they need, she need to get to the gym three times a week. Um, and it’s, it’s not always a goal that the, you know, that’s super, uh, sophisticated. A lot of times the employee knows what the answer is and then you’re just kind of, um, you know, pointing out that that is the answer and we’re going to document it. And should you write these goals down? I would, yeah. I think any goal, if you want to achieve that goal, you want to write it down.
And that’s a lot of the things, people won’t do it on their own. They know, they know what the problem is. They even know what the answer is. A but just so making them go through the simple step of, of write it down in a place, you know, they’re in level of execution statistically just goes up as soon as you write it down. So if you’re trying to help them by bringing in with this meeting, you’ll find out what it is, find out what they think that they can do that, that find out what can be done to, you know, assist with this challenge and you know, write it down on, that’s going to increase everybody’s a chance for a positive outcome.
Is this a good time to encourage outside resources?
Yeah, because a lot of the times people have challenges that, you know, us as employers, we have no idea. You know, they, they need a, a professional psychologist or they need a Dietitian or a fitness trainer, a particular doctor. Um, you know, we can’t be that resource for them. But you know, we can encourage and, you know, find out what we have in the benefit plan and what we know is available out there. And point them in the right direction. Um, that can be, you know, one of the keys is, you know, courage, use of those outside resources. Some people just need a little bit of a little bit of an encouragement. They probably know what needs to get done already. Uh, but just that little bit of encouragement with the movie in the right direction.
And what happens when the employees issue start taking up more of your time.
Yeah. So then you get these, uh, uh, you with some people who, uh, they are, uh, they always have issues and these issues, you don’t begin to encroach upon the time that you didn’t have set aside to deal with, uh, employees. You know, these are the times you had set aside to deal with the, uh, the, the project work or you know, working on the, the processes of the business or working on the marketing of the business or doing the sales calls for the business. Now you have to determine, is this something that can be solved or is this person, you know, is this more of a detriment to the team than anything? Is it time to get this person off the bus? Uh, so you have that time available to try to get them going in the right direction, but at the same time, you cannot become their, their professional counselor. Either you have a business to run and you have more than one employees and that’s just not going to work.
And do successful people spend time with high drama people,
generally not solar. Generally your level of success is, is you know, a correlated by, uh, you know, negatively correlated with number of high drama people in your life. So, uh, there’d be some people who they always have issues and their issues are always a worse than everyone else’s issues, even though there’s probably someone else on the team at that given time who’s going through something similar, uh, who’s not making as big of a deal with it. Edmonton Business Coach, so everyone is going to have issues that’s just, you know, part of life. Uh, but some people, they allow it to come into the workplace more than others. You know, everyone is going to allow it to creep in a little bit, but some people are just consumed by it and they come to the point where they think their issue is always the biggest issue and no one could possibly be going through when I’m going through right now.
Um, you know, those are probably the people that you really want to reevaluate is that the people that we really want on the team, uh, usually it’s time to move those types of people on. Um, yeah, so I think that’s, that’s what we have here today. Thanks again for joining us. As always, if you have any other questions or comments, please leave them below. We’ll do our best to address them in a future video and please hit the like and subscribe buttons so we can continue to deliver your tips on how to beat the odds of business. Thanks.