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Business Builders Blog

Building Teams That Produce Consistent Profits

Have you ever lost money on a project and thought it was primarily caused by your team’s lack of performance?

Do you ever feel like it’s hard to get your team to produce consistent results?

You know that when you’re building a house, you start with a solid foundation. You can’t build the first floor without a solid concrete slab in place.

And yet, many business owners get tripped up in the pitfalls that come from not having a solid foundation in place with their teams.

In today’s video, Randall Soules, David Hawke, and I talk about building solid foundations with teams that produce consistent profits.  This episode was originally aired on their Remodeling Business Blueprint Podcast.

When you watch, you’ll discover a few things you can do to start making more profits on projects and get more consistent results from your team. You’ll also find out how to become the kind of company people are begging to work for, even in today’s competitive job market.

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Creating a Culture Where Great People Want to Work

When we think about work culture, some people think of mission statements and vision. Other people think it means touchy-feely stuff. Still others think it’s about rounds of beers. But I believe it’s about the environment you create that sets up a structure for consistent, excellent results, and creating an environment where great people want to work.

Many people in the building and remodeling industry started their businesses as one-man operations, or just a few people. They didn’t start out wanting to manage a team or even learn how to be a great leader.  They just wanted to do good work, make great money, and have control over their own destiny. Then as they grew, they added people, and now find they spend a lot of their time managing, and not as much time doing what they love, and often, not making the money they want.

Truth is, managing people can be hard work. Yet building great teams is so important to the success of your business, it’s critical we talk about how you can do it well by shifting some of your management practices.

In today’s video I talk with Kyle Hunt, host of the Remodelers on the Rise , about how you can transform your company culture and build the kind of business great people want to work for with just a few changes.

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How to Know if a Candidate is a Right Fit

When asked what their biggest frustration was, over 30% of managers surveyed said they wish they were better at hiring.

In the early stages of my career, I remember feeling that way as a manager.  I was hiring a lot of people who, in the interview, came across as a good fit., but once they started workingand we got past the honeymoon phase, it became clear they weren’t the right fit. It was super frustrating.

Can you relate?

It’s all too easy to hire the wrong person. You quickly size up the candidate, you think of yourself as a good judge of character, and your busy, so you can’t take all day getting to know someone.

But those mistakes in the hiring process affect your bottom line in lost production and inefficiencies. Also, it costs $25,000 or more on average to turn over a new employee. 

I learned from my early mistakes and in the process, I created a hiring and on-boarding process that is proven (by not just me but hundreds of clients) to get much better qualified and long-term employees.

In today’s video (and in the text below) we’ll talk about how you can get more insight into whether a candidate is the right fit, has the right skills, and will succeed in the job for years to come.

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What Attracts A-Players?

When I first started my business, I’ll be honest: I was a horrible manager. I look back and cringe at how I begged and threatened people to get them to do what I wanted.

What I gave employees was a task list. I thought of each of them as a helper.

Then I started reading Stephen Covey’s books and I realized leadership is not about using people like tools. It’s about helping people reach their greatest potential.

This might sound fluffy, but it’s actually not.

In fact, what all of us want as leaders is to make more money, have more time in our day, and get back to loving what we do. Your most direct path to that is putting good team management practices in place.

I shifted my thinking to seeing employees as partners who could be accountable to specific results. My job as a leader was to tap into my team’s potential and set them up to win.

Today’s video is a discussion with Spencer Powell, host of the Builder Funnel Radio podcast.

I’ll explain how to shift from thinking of employees as helpers to seeing them as partners, what structures and systems you need to put in place for everyone to succeed, and how to motivate people to care about the job they do.

These practices not only free up your time and bring in more revenue, they also will have people knocking down your door to work for you.

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Choose just 3 and stop the overwhelm!

When we reach this time of the year, some business owners feel overwhelmed – either by the thought of all of the planning, evaluating, and strategizing they need to do, or by the pressure of not meeting their goals as the year comes to a close. Or both!

It’s so easy to get caught in the trap of working really hard, without knowing what to focus on in order to achieve what we want. There’s so much to do, and we end up muddling through all of it. I’ve been there as a business owner myself.

What I’ve found is that if I shift my focus from assuming everything is important to instead thinking, “How long will this be important?” It’s much easier to see the 2 or 3 big things that really matter over the long haul.

By narrowing it down, I’m much more likely to succeed at those 2 or 3 major goals.

Our goals often revolve around those areas of our business where profits are bleeding out.  In this weeks video I help you identify your top 3 most important places you may want to focus by going through the 8 areas of your business where profits are made and lost.  

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