How Not To Let New Employees Down

Ever experienced this scenario when you joined an organization?  You have taken the step to a new organization hoping this position will be better than the last and you will have a successful career here until retirement.  Unfortunately, you are dropped into a job like a cog in a machine while you struggle to gain traction, reminiscing of your old job on how easy it was to get things done, old coworkers that helped you, or a boss that does not seem so bad anymore.

Like most new employees, they feel like they are let down when they start a new job.  Today we will buckle up, because we've got a 90-day game plan to not just welcome new hires but to catapult them into success.

Engagement isn't just a buzzword; it's the rocket fuel that propels new employees to success. From day one, immerse them in the company culture. Encourage participation in team-building activities, meetings, and social events. The more they feel connected to the heartbeat of the organization, the faster they'll hit the ground running.

Imagine a new employee as a high-tech gadget waiting to be plugged in – your job is to be the power source. Foster connections between new hires and existing team members. Assign a "buddy" who can show them the ropes, answer questions, and be a friendly face in the crowd. Connections breed collaboration, and collaboration breeds success.

Mentorship isn't just for the seasoned pros; it's a game-changer for newbies too. Assigning a mentor who can provide guidance, share insights, and be a sounding board for questions is a crucial asset for the new higher. Mentorship accelerates the learning curve, turning rookies into seasoned pros in record time.

Invest in training and development opportunities tailored to new employees. Whether it's industry-specific skills or internal processes, a continuous learning environment not only sharpens their skills but also demonstrates your commitment to their growth.

The first 90 days of a new employee's journey are critical, and with the right approach, you can transform them into a hero of their story. Engage them in the company culture, connect them with the team, provide mentorship, invest in training, and celebrate victories along the way. With this 90-day game plan, you're not just onboarding new hires; you're launching them toward success.

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Building A Solid Foundation For Relationships

In the vast landscape of relationships, whether personal or professional, the bedrock of any enduring connection is built on two powerhouse principles: trust and consistency. In this blog post, we're diving into the art of crafting unshakeable foundations with anyone you meet. Buckle up, because it's time to unleash the dynamic duo that transforms fleeting interactions into bonds that withstand the test of time!

Trust

Trust isn't just a virtue; it's the currency that fuels every meaningful relationship. Want to build a foundation that can weather any storm? Start by earning and giving trust. Be honest, be reliable, and above all, be authentic. People can smell a fake from a mile away, so drop the masks and let trust be the anchor that grounds your connection.

Consistency

Consistency isn't about grand gestures; it's about the small acts that add up over time. Whether it's remembering someone's birthday, offering a helping hand, or simply being a reliable presence, these small acts of consistency compound to create a robust foundation that withstands the tests of time.

Trust and consistency thrive in an environment of open communication. Be willing to share your thoughts, feelings, and expectations, and encourage others to do the same. Communication isn't just about words; it's about creating a space where everyone feels heard and understood. Break down the walls, and watch trust blossom.

We're all human, and humans make mistakes. When you inevitably stumble, embrace humility. Admitting your mistakes and taking responsibility shows integrity and builds trust faster than any flawless facade ever could. It's not about being perfect; it's about being real.

Building trust and consistency takes time. Rome wasn't built in a day, and neither are enduring relationships. Be patient, invest the time, and let the foundation strengthen organically. Rushing the process can lead to cracks, so savor the journey of connection-building.

When it comes to relationships, trust and consistency are your dynamic duo. They are the architects of foundations that withstand the storms that come. Whether you're forging a new connection or reinforcing an existing one, remember that trust is earned, consistency is key, and the journey is as important as the destination. So, go ahead, build those unshakeable connections – because when trust and consistency join forces, you're not just building relationships; you're crafting a legacy.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Do We Really Need Good Leadership?

The Answer is YES!!!!!

Within the realm of organizational challenges, low employee engagement rates at approximately 30% stand as a formidable obstacle. At the heart of this predicament lies poor leadership, a factor that not only contributes to high turnover, slow operational speed, and increased costs but also underscores the critical need for transformative leadership. This post delves into the profound impact of good leadership as the key to mitigating the issues associated with low engagement, emphasizing why effective leadership is crucial in fostering a dynamic and flourishing workplace.

Low employee engagement at the 30% mark signifies an alarming disconnect within the workforce, resulting in a cascade of challenges that organizations must urgently address. High turnover rates, a lackluster operational pace, and escalating costs emerge as tangible consequences, demanding a strategic response from leadership.

The connection between poor leadership and high turnover is undeniable. Employees disenchanted by uninspiring leadership often seek greener pastures, contributing to a revolving door of talent. Recognizing this correlation underscores the imperative for leadership to transform and inspire to retain a committed and motivated workforce.

Operational drag caused by disengagement is a direct result of leadership that fails to unite and inspire. An uninspired workforce operates at suboptimal levels, leading to missed deadlines and slowed project completion. Effective leadership serves as the catalyst for breaking through this inertia, reenergizing teams, and propelling the organization forward with purpose and efficiency.

Poor leadership exacts a considerable financial toll on organizations, extending beyond the immediate costs of turnover. Constant recruitment, training, and the potential for errors among disengaged employees contribute to increased operational costs. Effective leadership becomes a strategic imperative in mitigating these financial challenges and fostering a culture of sustainable success.

Why Good Leadership Matters: Mitigating Challenges and Fostering Growth

In the face of these challenges, effective leadership emerges as the linchpin for organizational resilience and growth. Effective leadership serves to retain talent, boost operational efficiency, control costs, and foster innovation.

When employees believe in their leadership they stay and work through the trials.  Individuals are trusted more and do not have to ask for authorization with constant escalations that slow down the organization to almost a stop.  With speed going up that means the costs go down and that impact the bottom line.  Innovation is also fostered as employees are freed up to focus on how to grow instead of maintain the status quo.

Challenges posed by low engagement rates necessitate a strategic response, and that response lies on leadership. Effective leadership is crucial for mitigating turnover, accelerating operational speed, and controlling costs. By recognizing the transformative power of leadership that inspires, organizations can pave the way for a dynamic, resilient, and flourishing workplace where employee engagement becomes the cornerstone of sustained success.

Have a Great Week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Importance Of Employee Engagement In The Workplace

In the vast tapestry of the workplace, two intertwined threads hold the power to weave success or sow discontent – employee engagement and buy-in. Shockingly, Gallup reports that only 30% of employees are engaged in their work, a statistic that sends ripples across organizational dynamics. This blog post explores the profound impact of employee engagement and buy-in, delving into how poor leadership can result in high turnover, slower speed, and higher costs. On the flip side, we'll unravel the compelling evidence that engaging leaders not only boost morale but also contribute to the bottom line, making organizations more profitable.

startling revelation from Gallup that only 30% of employees are engaged in the workplace serves as a wake-up call for organizations. This disengagement epidemic is a silent disruptor, subtly undermining productivity and stifling the potential for growth.

Disengagement acts as a silent saboteur, eroding the foundation of a thriving workplace. The consequences of a disengaged workforce extend far beyond the individual, impacting the collective success of the organization. Understanding the depth of the engagement crisis is the first step toward fostering a workplace culture that not only retains talent but propels it toward excellence.

Poor Leadership

At the heart of the disengagement crisis often lies poor leadership. When leaders fail to inspire, support, or communicate effectively, they inadvertently contribute to an environment where apathy thrives.

Disengaged employees are more likely to seek greener pastures. Poor leadership practices result in a revolving door of talent, leading to the costly cycle of recruitment, onboarding, and lost institutional knowledge. When employees are disengaged, tasks take longer to complete, deadlines are missed, and the overall speed of organizational progress grinds to a halt.

The fallout from disengagement translates into higher costs. From recruitment expenses to the tangible impact on productivity, organizations pay a hefty price for poor leadership and a disengaged workforce.

Engagement and Buy-In

Beyond engagement lies a related concept that is equally critical for organizational success – buy-in. Employee buy-in is the commitment and belief in the organization's goals, values, and strategies. The two are intrinsically linked, with buy-in being a manifestation of deep engagement. 

Engaged employees naturally buy into the organization's vision. They see themselves as integral parts of the larger narrative, actively contributing to the realization of shared goals. Buy-in extends beyond tasks; it aligns with organizational culture. Engaged employees not only understand but also resonate with the values and principles that define the workplace.  Both engagement and buy-in represent a mutual commitment. Engaged employees are committed to giving their best, while buy-in reflects a commitment from employees to invest their energy and efforts into achieving organizational success.

The Engagement Dividend

On the flip side of the coin, organizations with engaging leaders reap the benefits of what can be termed the "engagement and buy-in dividend." Engaging leaders cultivate a workplace culture where employees feel valued, heard, and motivated to contribute their best.  Engaged employees are more productive. Engaging leaders inspire their teams, fostering a sense of purpose and dedication that directly translates into improved efficiency and output.  The engagement and buy-in dividend goes beyond feel-good metrics; it directly impacts the bottom line. Organizations with engaged employees experience higher profitability, as motivated teams drive innovation, customer satisfaction, and overall business success.

Employee engagement and buy-in are not just buzzwords; they're the cornerstone of organizational success. The consequences of disengagement are severe, ranging from high turnover to increased costs and sluggish progress. However, engaging leaders can flip the script, transforming a workplace culture from apathetic to vibrant. As organizations invest in fostering engagement and buy-in, they aren't just nurturing happier employees; they're cultivating a fertile ground for sustained profitability and success. It's time for leaders to recognize the pivotal role they play in shaping engagement, knowing that a fully engaged and bought-in workforce is the catalyst for organizational excellence.

Organizations need to have an engaged organization if they want to thrive in the coming years. I hope this has helped. Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Trust And Influence Go hand In Hand

In the intricate dance of leadership, two powerful forces—trust and influence—stand as pillars that not only support but elevate each other. This blog post delves into the symbiotic relationship between trust and influence, emphasizing how trust forms the bedrock for influence, and how, in turn, influencing others is a testament to the trust placed in them.

Trust: The Bedrock for Influence

Trust is the currency of leadership. It's the intangible force that binds teams together and propels leaders to greater heights. Without trust, the foundation for influence crumbles. Trust acts as the bridge between a leader and their team. It's the unspoken agreement that each party can rely on the other, creating an environment where influence can flourish. Trust is also an emotional investment. Leaders who establish trust create a connection with their team that goes beyond the transactional, forming the basis for genuine influence.

Influence

Now let’s talk about influence.  Influence is the art of inspiring action, and it thrives where trust is abundant. A leader's ability to influence is not just a measure of their charisma; it's a reflection of the trust vested in them by their team. Influential leaders don't just talk the talk; they walk the walk. Their actions align with their words, reinforcing the trust their team places in them and amplifying their power of influence.

Influence stems from the confidence others have in a leader's decisions as well. When trust is established, team members are more likely to follow a leader's guidance, knowing it comes from a place of genuine care and expertise.

The beauty of the trust-influence dynamic lies in its reciprocity. Just as leaders need the trust of their team for effective influence, they must reciprocate that trust by acknowledging and valuing the capabilities of their team members.  Influential leaders trust their team to handle responsibilities. By delegating tasks and projects, they empower their team members, demonstrating confidence in their abilities.  This does not mean that the leaders do this blindly, but having a proven track record from their team will enable this to be a possibility.

Trusting team members also fosters an environment where creativity and innovation thrive. Influential leaders inspire by giving their team the freedom to explore new ideas, knowing that trust underpins the journey towards success.

In the world of leadership, trust and influence form a dynamic duo that transforms ordinary teams into exceptional ones. Trust is the fertile soil in which the seeds of influence grow, and influential leaders reciprocate by trusting in the potential and abilities of their team. As you navigate the landscape of leadership, remember that building trust takes time, but its impact on influence is immeasurable. Cultivate trust, wield influence responsibly, and watch as your leadership journey one of mutual trust and inspired influence.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Servant Leadership Attributes

In the ever-evolving landscape of leadership philosophies, servant leadership stands out as a beacon of collaboration, trust, and genuine connection. This blog post dives into the attributes of servant leadership, focusing on the core tenets of serving from one's position, placing immense value on others, nurturing trust, and prioritizing effective communication. Let's explore how embodying these attributes can transform your leadership style and foster a thriving, interconnected team.

At the heart of servant leadership is the concept of leading from the front. Rather than wielding authority, a servant leader actively serves their team, aligning their actions with the needs of those they lead.  By Roll up their sleeves and get in the trenches with their team. A servant leader is not afraid to take an active role, demonstrating that leadership is about doing, not just directing.

Placing Immense Value on Others

Servant leaders view every team member as a person of inherent worth, deserving of respect, and appreciation. This value-centric approach forms the foundation of a positive and inclusive team culture. Servant leaders identify and appreciate the unique strengths and talents of each team member. This not only boosts morale but also fosters an environment where everyone feels acknowledged and valued.

Nurturing Trust

Trust is the currency of effective leadership. A servant leader prioritizes the establishment and maintenance of trust, creating an environment where open communication and collaboration flourish.  This also means that servant leaders need to be consistent in their actions and decisions. A servant leader builds trust by being reliable and predictable, instilling confidence in their team and fostering an atmosphere of transparency.

A servant leader communicates openly, sharing insights, challenges, and decisions with their team, thereby cultivating a culture of trust. Communication is the lifeblood of any successful team. Servant leaders excel in facilitating clear and open communication, ensuring that information flows freely and that every team member feels heard. A servant leader ensures that their messages are easily understood, minimizing misunderstandings and promoting a shared understanding of goals and expectations.

Servant leadership is not just a leadership style; it's a philosophy that transforms the very essence of leadership. By serving from their position, placing immense value on others, nurturing trust, and prioritizing effective communication, servant leaders create environments where teams thrive, collaborate, and innovate. Embrace these attributes, and watch as your leadership becomes a force for positive change, inspiring and empowering those around you.

I hope this year starts a new view on leadership and helps you and your organization thrive!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

3 Quick Skills To Implement As A Leader

In the dynamic realm of leadership, your communication skills are the secret weapon that separates the good from the great. This blog post is your crash course in leadership communication, focusing on the power moves that make a real impact.

Let’s begin with one of the simple ways to start communicating better.  Eye contact.  When you lock eyes, you're not just talking; you're forging a connection, building trust, and radiating the confidence of a leader who means business.  Eyes speak louder than words. Establish trust by locking eyes and showing your team that you're not just leading from the front but standing right there with them. 

Leadership is a conversation, not a lecture. Think of it as a friendly chat at your favorite coffee spot. When you speak to your team like friends, you dismantle barriers and turn your workplace into a hub of genuine connection. No more stiff hierarchies. Embrace a conversational vibe that says, "We're in this together," creating an environment where ideas flow freely.  Be real. Talk in a way that resonates with your authentic self, creating an atmosphere where everyone feels heard, valued, and part of something bigger.

Effective leadership isn't a solo act; it's a team sport so we do not want to dictate to others, but show them that they matter and we will have a team ready to fight by our sides for the long haul.  You can do this and these simple ideas can be implemented immediately to set you up for success.

I hope this short and sweet post helps you with your leadership! Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Building Relationships With Influencers

In a world driven by connections and influence, recognizing the impact of influencers is paramount for businesses seeking to thrive in the digital age. This blog post explores the concept that everyone holds a sphere of influence, from global icons like Taylor Swift to the everyday person with a network of 150 individuals. Additionally, we delve into the strategy of cultivating relationships with your top customers to transform them into influential advocates who can ripple positive effects throughout their networks.

The Celebrity Influence

When we think of influencers, global celebrities like Taylor Swift often come to mind. These individuals possess the power to sway masses, shaping trends and influencing opinions. Their reach is vast, and their impact is undeniable. However, the landscape of influence extends far beyond the realm of A-list celebrities and landing one of these influencers can be costly to your organization.

Beyond the megastars, micro-influencers—individuals with a modest but engaged following—hold significant sway within niche communities. Their authenticity and relatability often result in higher engagement and trust.

We also need to recognize that each person, in their own right, wields influence over their network. From friends and family to colleagues and social media connections, the potential to shape opinions and behaviors exists in every individual's circle.

The "Dunbar Number" suggests that humans can maintain stable social relationships with approximately 150 people. This principle holds profound implications for businesses seeking to harness the influence within these networks. Recognize the value of personal relationships. By fostering meaningful connections with individuals, businesses can tap into the influence of each person within their network.

Word of Mouth Marketing

Every positive interaction with a customer has the potential to amplify through word-of-mouth. Satisfied customers become advocates, influencing others in their circle to explore and support your brand. By identifying and nurturing relationships with your most loyal and satisfied clients, you can transform them into advocates who influence their network positively.

Analyze customer data to identify your top 10 clients—those who consistently engage with and support your brand. These individuals become the focal point of your advocacy strategy. Offering these customers unparalleled support and personalized experiences. Happy customers are not only likely to stay but also become vocal supporters of your brand.

Ask them to share the success stories from using your product / service whether through testimonials, case studies, or collaborative content, highlight their achievements to inspire trust and admiration within their network.

Influence is a multifaceted concept that extends beyond global celebrities to encompass the vast network of connections each person holds. By recognizing the power of micro-influencers and understanding the dynamics of personal networks, businesses can strategically leverage relationships with their top customers. Transforming satisfied clients into influential advocates creates a ripple effect that extends far beyond individual transactions, ultimately shaping the success and perception of your brand in the digital landscape.

I hope this helps and I hope you have a great day!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Sales Management Strategies For Sales Growth

In the fast-paced world of sales, achieving consistent growth isn't just about closing deals—it's about fostering a high-performing team. This blog post delves into powerful sales management strategies that prioritize team investment through training, knowledge enrichment, and consistent communication. Let’s get into how you can achieve a solid team with strong sales growth.

Investing in Your Team

In the dynamic landscape of sales, knowledge is a potent weapon. Equip your team with the skills and insights they need to navigate the complexities of the market. Investing in regular training sessions and providing access to relevant books not only sharpens their sales acumen but also fuels a culture of continuous improvement.

When it comes to training programs, we need to make sure we address specific skill gaps or industry trends that our team is lacking in. Whether it's mastering new sales techniques or staying updated on product knowledge.  Maybe the team could use an extra layer of negotiations training from a solid program to help them work with customers to a solid solution instead of having to escalate to management for every negotiation.  An investment in education pays dividends in enhanced performance.

Encourage your team to delve into sales-centric literature. Books offer unique perspectives, fresh ideas, and invaluable insights. Create a reading culture within your team, fostering a shared knowledge that you can discuss as a team consistently to make sure everyone is grasping the knowledge.  Sharing is caring in most cases and in sales hearing other’s perspective on a topic will open their minds to other options in their through process.

Temperature Checks

A successful sales team operates like a well-oiled machine. Regularly gauge the team's morale, challenges, and triumphs to identify areas for improvement. This temperature check isn't just about numbers; it's about understanding the heartbeat of your team. Fostering an environment where team members feel comfortable sharing their thoughts. Regular check-ins, team meetings, and one-on-one conversations can uncover hidden challenges and provide valuable insights for addressing issues promptly.

Consistency Is Key

Consistency is the bedrock of any successful team. Whether it's communication, expectations, or feedback, maintaining a steady course builds trust and loyalty. Team members thrive when they know what to expect and feel secure in their roles.  Set clear expectations and communicate them consistently. Regular updates on goals, performance, and any changes in strategy keep everyone on the same page, fostering a sense of unity and purpose. 

Most organizations only do once a year check in on goals or maybe a semi-annual check.  We need to keep our teams moving forward so at a minimum quarterly check ins are required to keep goals fresh in the minds of the team and pivot if necessary to a new goal if needed.

Investing in your sales team isn't just an expense—it's an essential strategy for driving sustainable sales growth. By prioritizing continuous training, understanding the pulse of your team, and maintaining consistency in leadership, you're laying the foundation for a high-performance culture. In this environment, your sales team becomes not just a group of individuals but a cohesive force ready to conquer challenges and propel your business to new heights of success.

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Am I Making Profits?

In the intricate world of business, mastering profit margins is the compass that guides your organization to financial success. However, understanding the nuances between gross profit, net profit, and EBIT (Earnings Before Interest and Taxes) is the secret sauce that separates the savvy entrepreneurs from the rest. In this blog post, we're peeling back the layers to reveal the essence of each, empowering you to navigate the complexities of profit margins with confidence.

Gross Profit

At its core, gross profit represents the money your business retains after deducting the cost of goods sold from your revenue.  By breaking down the cost of producing or acquiring your goods or services. This includes raw materials, direct labor, and manufacturing costs. Your gross profit is the reward for your operational efforts, signaling your ability to generate revenue above production costs.  This is the first level in understanding if you are making money with what you sell to customers.

Net Profit

While gross profit sets the stage, net profit steals the spotlight by subtracting all operating expenses, taxes, and interest from gross profit. It's the bottom line, reflecting the actual profit your business pockets after all is said and done.  The operating expenses are the nitty-gritty of your day-to-day business costs. This includes rent, utilities, salaries, marketing, and other overhead expenses. This can be bundled into a cost and applied to every product sold to understand all of your total costs.

EBIT (Earnings Before Interest and Taxes)

EBIT is another term thrown around by financial people to justify profitability and it is basically  earnings before accounting for interest expenses (if you have loans, mortgages, etc) and taxes. It offers a middle ground between gross profit and net profit, providing insights into your operational efficiency and profitability.

EBIT excludes interest and taxes, allowing you to assess your business's core profitability without the influence of financial obligations. It's a powerful metric for evaluating your ability to generate revenue from operations alone.  This is a gauge you can use if you choose to help you understand if your organization is operating efficiently or not.

In the realm of profit margins, understanding the differences between gross profit, net profit, and EBIT is the key to financial mastery. Your journey begins with gross profit, the foundation of your financial strength. From there, navigate through the intricacies of operating expenses, taxes, and interest to unveil your net profit. EBIT, straddling the line between gross and net, offers a unique perspective into your operational efficiency.

Armed with this knowledge, you'll be better equipped to make strategic decisions, optimize your profit margins, and pave the way for sustained success in the ever-evolving landscape of business.

Have a great day!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Four Ways To Improve Leadership Skills

Leadership is a dynamic and evolving skill set that requires continuous development and refinement. Whether you're a seasoned executive or an emerging leader, there are various avenues to enhance your leadership skills. In this blog post, we'll explore four impactful approaches to improving leadership abilities: books, training programs, formal education, and participation in mastermind groups.

Books: The Wisdom of Pages

Books have long been a valuable resource for leadership development, providing insights, strategies, and real-world examples. Bring a constant reader will help us to be better leaders.  We need different insights from people that have experience in certain areas of leadership.  It’s like adding a new tool to our toolbox so we can do more activities.

Training Programs: Practical Learning on Leadership

Enrolling in leadership training programs is a hands-on way to develop and apply leadership skills. These programs often include workshops, simulations, and interactive exercises designed to enhance specific leadership competencies.  Depending on what area that we are looking for there is likely a training out there to help with that aspect of leadership. 

There is no one training that will give us all of the tools for success in leadership.  Just like with books we need to figure out what area we want to gain knowledge on and look up that training.  This will give us more hands on help than what books do.

Formal Education: Elevating Leadership Through Degrees

Formal education provides a structured and in-depth exploration of leadership principles. Pursuing a degree in leadership or a related field can offer a comprehensive understanding of organizational dynamics and strategic leadership.  Most individuals go forth with a Master’s  like an MBA which helps leaders think more strategically and a 10,000 ft. level overview.

Mastermind Groups: Collaborative Learning and Peer Support

Mastermind groups bring together like-minded individuals seeking growth, providing a platform for collaborative learning and peer support. These groups facilitate discussions, share experiences, and offer diverse perspectives on leadership challenges.  Individuals in a mastermind that will allow us to bounce ideas off each other.  This a trusted group like a board of advisors for us.

Leadership is a journey of continuous learning and growth. Whether through absorbing the wisdom of influential authors, actively participating in training programs, pursuing formal education, or engaging in collaborative mastermind groups, leaders have a myriad of opportunities to refine their skills. By embracing a multi-faceted approach to leadership development, individuals can become more effective, adaptable, and inspiring leaders in today's ever-changing professional landscape.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Why Employee Engagement Can Impact Employee Turnover

Employee turnover is a persistent challenge faced by organizations worldwide, and its roots often extend beyond salary and job responsibilities. A key factor influencing turnover is the level of employee engagement. In this blog post, we'll delve into the three critical assumptions made by employees that contribute to turnover: the perception that leadership doesn't care, a lack of communication, and the absence of meaningful relationships within the workplace.

When Employees Feel Leadership Doesn't Care

One of the most profound reasons employees decide to leave their jobs is the perception that leadership doesn't care about their well-being or professional development. Employees thrive in environments where they feel valued, appreciated, and supported. When leadership fails to demonstrate genuine concern for their team members, employees can become disheartened and disengaged.

Impacts on Turnover:

• Decreased Morale: A lack of perceived care from leadership can lead to a decline in employee morale. When individuals feel their efforts go unnoticed or unappreciated, they may question the value of their contributions to the organization.

• Reduced Motivation: Motivation is closely tied to the belief that one's work matters and is recognized. When employees feel leadership indifference, their motivation to go above and beyond diminishes, leading to a decline in overall performance.

• Attrition: Employees who perceive a lack of care from leadership may seek opportunities elsewhere, where they anticipate a more supportive and appreciative environment. This can significantly contribute to increased turnover rates.

The Impact of Communication (or Lack Thereof)

Effective communication is the lifeblood of any thriving organization. When communication channels break down or fail to meet the needs of employees, it can create a sense of uncertainty and frustration. This lack of clarity and connection can have profound effects on employee engagement and, subsequently, turnover.

Impacts on Turnover:

• Confusion and Frustration: Inadequate communication breeds confusion among employees. When they are unsure about expectations, changes, or the company's direction, frustration can set in, eroding the sense of purpose and engagement.

• Missed Opportunities for Improvement: A lack of communication stifles the exchange of ideas and feedback. Employees who feel unheard may become disillusioned, missing the chance to contribute valuable insights that could enhance the work environment.

• Increased Stress Levels: Unclear communication often leads to increased stress levels. As employees grapple with uncertainty and ambiguity, their job satisfaction decreases, making them more susceptible to considering alternative employment options.

The Crucial Role of Relationships

Workplace relationships are not just a perk; they are a fundamental aspect of job satisfaction and employee engagement. When employees lack meaningful connections with their colleagues and superiors, the workplace can feel isolating and impersonal.

Impacts on Turnover:

• Diminished Job Satisfaction: Meaningful relationships contribute significantly to job satisfaction. When employees lack a sense of camaraderie and connection, their overall satisfaction with their jobs decreases, making turnover more likely.

• Weakened Team Dynamics: Strong relationships within a team foster collaboration and innovation. When interpersonal connections are lacking, team dynamics suffer, impacting the quality of work and potentially driving talented individuals away.

• Increased Vulnerability to External Opportunities: Employees who lack meaningful relationships within their current workplace may be more open to exploring opportunities elsewhere, where they believe they can build stronger connections with their colleagues.

Employee engagement is not a mere buzzword but a critical element that directly influences an organization's ability to retain its talent. By addressing these three assumptions – demonstrating leadership care, enhancing communication channels, and fostering meaningful relationships – organizations can create a workplace where employees feel valued, heard, and connected. In doing so, they not only improve engagement but also fortify their defenses against the costly challenge of employee turnover.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Unlocking Team Engagement: Three Powerful Questions to Foster Connection

Building a cohesive and engaged team is not just about the tasks at hand but also about understanding the individuals who make up the team. One effective way to achieve this is by asking thought-provoking questions that delve into the core values and motivations of team members. In this blog post, we will explore three powerful questions that go beyond the surface, creating meaningful connections and fostering better engagement within your team.

Unveiling Core Values:

Question 1: What are your values?

Understanding the values that drive each team member is key to fostering a harmonious and purpose-driven work environment. By asking this question, you open the door to discussions about personal and professional principles that guide decision-making and behavior. Team members may share values such as collaboration, innovation, integrity, or inclusivity, providing insights into what they find essential for a successful and fulfilling team experience.

Pro Tip: Encourage team members to not only list their values but also share a brief story or example of how these values have influenced their actions in the workplace. This adds a layer of personal connection to the discussion.

Aligning Individual Goals with Team Objectives:

Question 2: What do you hope to get from this job?

While job roles and responsibilities are clearly defined, understanding the individual aspirations and goals of team members is crucial for fostering engagement. This question opens the door for team members to express their professional development goals, career aspirations, and personal motivations. By aligning individual ambitions with team objectives, you can create a work environment that supports the growth and fulfillment of each team member.

Pro Tip: Use the insights gained from this question to explore ways the team can collectively contribute to the achievement of individual goals. Establishing a connection between personal aspirations and team success can be a powerful motivator.

Exploring Team Affinity:

Question 3: Why did you choose this team?

Team dynamics play a significant role in job satisfaction and engagement. By asking team members why they chose to be part of this specific team, you gain valuable insights into what attracted them and what they value in a collaborative setting. This question encourages team members to reflect on their initial impressions, the team's culture, and the unique qualities that make it a compelling and desirable group to work with.

Pro Tip: Use the responses to this question to identify and celebrate the strengths of the team. Recognizing and amplifying these positive aspects can enhance team cohesion and create a sense of pride among its members.

Asking these three powerful questions – exploring values, understanding job aspirations, and uncovering reasons for team choice – goes beyond the surface level of team interactions. It provides a framework for meaningful conversations that contribute to a more engaged and connected team. By incorporating these questions into team-building activities or one-on-one discussions, you pave the way for a work environment where individuals feel seen, heard, and motivated to contribute their best to the collective success of the team.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

7 Ways To Build Trust In A Team

In this blog post, we'll explore seven exciting ways to build trust in a team that are a way to build connection and influence with your team members while doing things that are fun as well as making people rely on each other.  In this post we will have seven ideas for building trust and connection with your team.

The first idea we will use is escape rooms.  Escape rooms are not just a thrilling pastime; they also serve as an excellent platform for team-building. These immersive experiences require participants to rely on each other's strengths, communicate seamlessly, and trust their teammates' instincts. The shared adrenaline rush and sense of accomplishment after successfully escaping create lasting bonds among team members.

There's something magical about bonding over a barbecue. The sizzle of the grill, the aroma of delicious food, and the casual atmosphere create the perfect setting for team members to relax and connect on a personal level. Sharing a meal fosters camaraderie and trust, breaking down professional barriers and allowing individuals to see their colleagues in a different light.

Regularly eating lunch together may seem like a simple routine, but it can significantly impact team dynamics. Breaking bread creates an informal space for team members to share experiences, discuss ideas, and develop a deeper understanding of each other's strengths and weaknesses. This familiarity builds trust and encourages open communication.  I have personally watched purchasing groups that were each day sit together and laugh, enjoy stories, and build a working family through these experiences.

Acknowledging and appreciating individual contributions is vital for team morale and trust. Implementing a kudos awards system, where team members recognize and commend each other's efforts, fosters a positive and supportive atmosphere. Publicly celebrating achievements not only boosts confidence but also reinforces the idea that each member's role is crucial to the team's success.  This actually does not have to be done by the leader, but by other team members recognizing their team members to highlight and lift others up.

In addition to internal recognition, acknowledging team achievements in a public forum strengthens trust. Whether through company-wide announcements, newsletters, or team meetings, highlighting successful escape room escapades and collaborative victories builds a sense of pride and solidarity. Public recognition reinforces the idea that trust and teamwork are core values within the organization.

Consistency is the glue that holds a team together. Establishing reliable processes, communication channels, and team roles creates a sense of stability. When team members can depend on each other to consistently deliver quality work and support, trust naturally flourishes.  It is just like when you show up to any Chick-Fil A restaurant and you have the same high level of service.  You can’t help but go there while traveling and abandoning my diet!

While escape rooms are a fantastic team-building activity, diversifying your experiences can deepen trust. Engaging in a variety of events, whether charity initiatives, workshops, or outdoor activities, broadens the team's horizons and provides opportunities for members to showcase different skills and qualities. These shared experiences strengthen bonds and create a well-rounded, trusting team.

By incorporating these seven strategies – from immersive escape adventures to sizzling BBQ gatherings – your team will not only conquer, but also build lasting bonds that extend far beyond. As you navigate the twists and turns of your business needs remember that trust is the ultimate key to unlocking your team's full potential.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

How To Increase Your Sales With The Right Process

In the ever-evolving landscape of sales, efficiency is the key to success. The Sales Process Uncovered was created to provide a blueprint for sales professionals to not only streamline their approach but also liberate their minds for more strategic thinking. In this blog post, we will explore how focusing on efficiency, speed, and mental freedom can elevate the sales process and lead to increased success.

Efficiency is the linchpin of any successful sales process. By embracing a methodical and well-structured approach, sales professionals can navigate through the complexities of the sales cycle with precision. The Sales Process Uncovered emphasizes the importance of efficiency from prospecting to closing the deal.

An efficient sales process ensures that time and resources are utilized optimally, allowing sales professionals to focus on what truly matters – building relationships and securing deals. By reducing redundancy and eliminating unnecessary steps, the sales team can operate with heightened effectiveness, translating into increased sales figures.

In today's fast-paced business environment, speed is a competitive advantage. The Sales Process Uncovered recognizes the need for agility, encouraging sales professionals to move swiftly through the sales cycle without compromising quality. By minimizing delays, responding promptly to client needs, and expediting decision-making processes, sales teams can gain a significant edge.

A streamlined sales process not only accelerates the time it takes to convert leads into customers but also positions the business as responsive and dynamic. This agility is particularly crucial in capturing opportunities before competitors do, contributing to increased sales revenue and market share.

The right process doesn't just focus on the mechanical aspects of selling; it also acknowledges the importance of mental freedom. When sales professionals are burdened with unnecessary administrative tasks or bogged down by convoluted processes, their ability to think strategically is compromised.

By implementing an efficient and straightforward sales process, individuals are freed from the basic day-to-day operations. This mental freedom empowers sales professionals to engage in higher-level strategic thinking, identify innovative solutions, and adapt quickly to changing market dynamics. Ultimately, a liberated mind is a catalyst for creativity, enabling the sales team to approach challenges with fresh perspectives and uncover new avenues for growth.

The Sales Process Uncovered champions efficiency, speed, and mental freedom. By embracing this approach, sales professionals can unlock their full potential, streamline their efforts, and increase their sales prowess.

Have a great week! Happy Selling!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

90 Days After The Sale Is Sooooo Important

In the narrative of customer success, the customer should emerge as the hero of their own story. This involves going beyond the initial transaction and actively helping customers realize the full potential of their purchase. Whether it's guiding them through product features, offering additional resources, or addressing post-purchase concerns, businesses have an opportunity to empower customers to be the heroes of their own success stories.

By ensuring that customers feel supported and equipped to overcome challenges, businesses create a narrative where the customer is the protagonist, showcasing the positive impact their product or service has on their journey. This approach not only enhances the customer experience but also fosters a sense of loyalty and appreciation.

Trust is the cornerstone of any enduring customer relationship. The 90-day period after the sale is a critical window where customers assess the level of support and commitment from the business. Actively engaging with customers during this time, providing timely assistance, and addressing any concerns that may arise showcases a commitment to their success beyond the initial transaction.

This sustained support builds trust by demonstrating that the business is genuinely invested in the customer's satisfaction and ongoing success. Trust is not only earned through the quality of the product or service but also through the reliability and accessibility of the support provided.

In the age of social media and online reviews, satisfied customers can be powerful advocates. Making customers heroes of their own stories creates a ripple effect where they are more likely to share their positive experiences with others. This word-of-mouth marketing is a potent tool for influencing potential customers and shaping the overall reputation of a business.

Businesses that actively support customers beyond the sale not only create satisfied customers but also foster a community of advocates who willingly share their success stories. This influence extends far beyond the 90-day mark, contributing to long-term brand loyalty and attracting new customers based on the positive experiences of existing ones.

Beyond the initial transaction, businesses have the opportunity to contribute to the narrative of their customers' success stories. In doing so, they not only build trust but also wield a powerful influence that extends far beyond individual transactions, shaping the perception of their brand in the eyes of both current and prospective customers.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

3 Questions To Answer For Others

In the realm of professional relationships and leadership, building influence is an art that revolves around understanding and responding to three fundamental questions: Do I like you? Do I trust you? And, how can you help me? In this blog post, we delve into the significance of these questions and how answering them strategically can pave the way for impactful influence.

At the heart of building influence is the human element. People are more likely to be influenced by those they genuinely like. Establishing a personal connection goes beyond shared interests or affable conversations; it's about empathy, understanding, and authenticity.

Answering the "Do I like you?" question involves showcasing your genuine self, actively listening, and finding common ground. Authenticity builds bridges, fosters rapport, and lays the foundation for a positive and lasting connection. Whether through shared experiences, where we meet with others, humor, or simply being approachable, making an effort to be likable is a crucial step in building influence.

Trust is the bedrock of influence. Without trust, any attempt to influence others is likely to fall flat. Answering the "Do I trust you?" question involves consistently demonstrating reliability, honesty, and integrity.

Leaders who prioritize transparency, deliver on promises, and admit to mistakes when they occur earn the trust of their colleagues. Trust is a delicate commodity that takes time to build and can be shattered in an instant. Therefore, leaders must be intentional about cultivating trust through their actions, decisions, and communication.

In the professional realm, influence is often intertwined with the value one brings to the table. Answering the "How can you help me?" question involves showcasing your skills, expertise, and the tangible benefits you can offer to others.

This is not about self-promotion but about understanding the needs and aspirations of those around you. By actively seeking opportunities to contribute, solve problems, and support others in their endeavors, you position yourself as a valuable resource. Influence is a reciprocal exchange, and by consistently demonstrating your ability to contribute, you solidify your position as someone worth listening to.

Building influence is a nuanced process that requires a thoughtful approach to interpersonal dynamics. By proactively answering the three key questions – Do I like you? Do I trust you? How can you help me? – individuals can cultivate meaningful connections, establish credibility, and position themselves as influential leaders.

Remember, influence is not about manipulation but about creating a positive impact. Whether you're a leader, a team member, or sales professional, taking the time to genuinely connect with others, build trust through your actions, and consistently provide value will set you on the path to becoming a person of influence in your professional sphere.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Why We Need The Right Leadership Team

In the ever-evolving landscape of modern workplaces, the importance of having the right leadership team cannot be overstated. The shift from mere managers to inspirational leaders, strategically placing team members in roles that align with their strengths, and utilizing tools like The Table Group's Working Genius can significantly impact an organization's success. In this blog post, we delve into the transformative benefits of having the right leadership team.

The distinction between managers and leaders is subtle but crucial. While managers focus on tasks, processes, and deadlines, leaders inspire, motivate, and foster a collaborative and innovative environment. The right leadership team goes beyond overseeing day-to-day operations; they envision the future, empower their teams, and navigate challenges with resilience.

Cultivating a leadership team that embodies these qualities, organizations can foster a culture of growth, adaptability, and employee engagement. This shift from management to leadership sets the stage for transformative leadership that propels the entire organization forward.

The success of any organization lies in its people, and placing team members in roles that align with their strengths is a game-changer. The right leadership team understands the unique talents and capabilities of each team member and strategically assigns roles based on these strengths.

Utilizing tools like The Table Group's Working Genius, which identifies individual working geniuses such as invention, enablement, and discernment, allows leaders to optimize team dynamics. When individuals are in roles that resonate with their innate strengths, productivity increases, job satisfaction improves, and collaboration flourishes.

Patrick Lencioni's Working Genius model provides valuable insights into the strengths and weaknesses of individuals within a team. This tool identifies the six working geniuses – invention, wonder, discernment, galvanizing, enablement, and tenacity – helping teams understand their collective strengths and areas for improvement.

By leveraging this tool, organizations can ensure that their leadership teams are composed of individuals with diverse working geniuses, creating a balanced and effective team dynamic. This leads to more innovative problem-solving, efficient decision-making, and ultimately, enhanced organizational performance.

The right leadership team is the backbone of any successful organization. Shifting from traditional management roles to inspirational leadership, strategically placing team members based on their strengths, and utilizing tools like The Table Group's Working Genius are key components of building and maintaining this essential team.

In a world where adaptability and innovation are paramount, organizations that invest in developing the right leadership team are better positioned to navigate challenges, inspire their workforce, and achieve sustainable success. Remember, it's not just about having a team; it's about having the right team in the right roles, working collaboratively toward a shared vision of excellence.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Don't Quit Before You Quit Your Job

The decision to leave a job is a significant and often complex one. While it's natural for employees to contemplate their departure, it's essential to navigate this process with care. Quitting before actually quitting can have unintended consequences for both the individual and the workplace. In this blog post, we'll explore three common behaviors employees exhibit when they're mentally checked out, badmouthing leadership, and prematurely disclosing their departure to colleagues.

One common sign that an employee may be considering leaving is the expression of frustration or dissatisfaction with leadership. While it's natural to have grievances, turning to negative talk can have detrimental effects on both personal and professional relationships.

Badmouthing leadership, whether in private or within the workplace, can tarnish the employee's reputation and create a toxic atmosphere. It's crucial for individuals to address concerns constructively by providing feedback through appropriate channels, such as one-on-one discussions or employee surveys. This way, they contribute to a positive workplace culture even as they contemplate their next steps.

Employees often mentally check out long before they officially resign. This disengagement can manifest as decreased productivity, lack of enthusiasm, and a general sense of detachment. While it's understandable that the decision to leave can impact one's motivation, it's important to maintain professionalism until the very end.

By mentally checking out, employees risk damaging their professional reputation and jeopardizing potential references for future opportunities. Rather than disengaging, individuals can use their remaining time to wrap up projects, document processes, and facilitate a smoother transition for both themselves and their colleagues.

Sharing plans to leave with colleagues before formally resigning is a common pitfall. While it may seem like a way to confide in trusted coworkers, this premature disclosure can have unintended consequences.  Word travels fast in a workplace, and sharing plans to leave prematurely may lead to awkward dynamics, increased speculation, and potentially a shift in team dynamics. It's advisable for employees to wait until they have a clear plan and have informed their supervisors before discussing their departure with colleagues.

Leaving a job is a personal decision that requires careful consideration and planning. Engaging in behaviors such as badmouthing leadership, mentally checking out, and prematurely disclosing departure plans can have lasting consequences for both the departing employee and the workplace.

Instead, individuals contemplating a job change should focus on constructive communication, maintaining professionalism, and planning a thoughtful exit strategy. By navigating the exit process with integrity, employees can leave a positive legacy, maintain valuable professional relationships, and set themselves up for success in their future endeavors. Remember, it's not just about how you leave a job but how you carry the lessons and relationships forward into the next chapter of your career.

The Grass Is Not Likely Greener For Employees

In the pursuit of professional growth and job satisfaction, many employees find themselves contemplating the allure of greener pastures. A higher salary, promises of a better company culture, and the excitement of a new position can be enticing. However, as we delve into the intricacies of job transitions, it becomes evident that the grass is not always greener on the other side. In this blog post, we explore the pitfalls associated with changes in pay, differences in company culture, and the inevitable learning curve that accompanies a new position.

A common motivator for seeking new employment is the prospect of a higher salary. While financial considerations are undeniably important, it's crucial to recognize the hidden costs that may come with a new job. Beyond the paycheck, employees should consider the overall compensation package, including benefits, bonuses, and potential long-term growth at the organization.  There will be challenges and adjustments that the employee will need to make in order to fit into the new organization.

Company culture plays a pivotal role in job satisfaction and overall well-being. Transitioning to a new workplace inevitably brings with it the need to adapt to a different set of cultural norms, communication styles, and organizational values. Employees may find that what worked seamlessly in their previous job may not align with the new company's culture.

Before making a move, individuals should carefully evaluate the cultural fit and consider whether they are prepared for potential culture change. A misalignment between personal values and organizational culture can lead to dissatisfaction and have employees wishing they had not made the move in the first place. 

Starting a new job is like embarking on a journey into uncharted territory. The initial excitement may give way to a challenging period of adaptation, commonly referred to as the "3-6 months of pain." Learning new processes, understanding team dynamics, and mastering the intricacies of the role can be demanding and, at times, frustrating.

Employees should be prepared for this adjustment period and approach it with patience and resilience. Recognizing that it's a temporary phase that often precedes a period of significant growth can help individuals navigate the challenges more effectively.  This should also be talked about with their immediate family members as typically higher levels of stress and anxiety also appear during this time.

While the prospect of greener pastures can be alluring, it's essential for employees to approach job transitions carefully. A higher salary may come with hidden costs, differences in company culture may pose unexpected challenges, and the initial learning curve can be demanding.

Before leaping into the unknown, individuals should conduct thorough research, weigh the pros and cons, and carefully consider whether the potential benefits align with their long-term career goals and personal values. By acknowledging the complexities associated with job transitions, employees can make informed decisions that lead to not just greener pastures but genuinely fulfilling professional landscapes.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book