Monthly Archives: April 2012

Facing Failure

Throughout our careers and our lives, stumbles are inevitable. More often than not, the task of picking yourself up and moving on can appear daunting. The trouble with failure, aside from its obvious implications, is that it’s embarrassing. Not only do we have to manage the personal, internal shame of our shortfalls, but we also must be prepared for the adverse reactions of our peers and co-workers. With the right approach, we can bounce back from a fiasco of even the most epic proportions. So how do we proceed following a workplace disaster?

Don’t pretend it never happened. Rule number one: don’t ignore the existence of a problem. If you’re not willing to acknowledge your mess-ups, it’s impossible to move forward.

Don’t make excuses. It is undoubtedly obvious that your failure was an accident, so there’s no need to defend your actions. Admit the failure to yourself and your co-workers, apologize for your mistakes, and let your peers know that you’re working to prevent any future occurrences.

Don’t confuse a failed goal for a failed person. While a defeat is hard to accept, one failure doesn’t make you a failure. Keeping a positive attitude is key. Your goal should be to make up for your shortfalls with even greater success in the future.

Don’t forget that you’re not alone. Everyone fails. It happens to the best of us. Remember that even the most successful businesspeople have failed countless times throughout their careers.

Don’t ignore the bigger picture. Keep in mind that life is all about the lessons you learn. Turn your failures into successes by stepping back to analyze the positive aspects of the situation.

Adapted from “Five Rules to Rebound from Failure,” Bill Bartmann, Entrepreneur.com

Why I’m Going to the Realtor® Rally in Washington, DC

On Thursday, May 17, 2012 Realtors® from across the country are gathering on the steps of Capitol Hill to tell members of Congress that Home Ownership Matters – to people, to communities, and to America.

Why now? Because despite the heated rhetoric of an election year, Realtors® remain focused on homeownership, housing and real estate issues; we know that the challenges our country faces aren’t going away after November. We believe that everyone should have the opportunity to pursue the American dream of homeownership, and we will fight against obstacles that make it more difficult for people to buy, own and invest in real estate.

I’ve practiced real estate here in Monroe and Owen counties for 8 years. During that time, I’ve had the privilege of helping hundreds of families invest in their futures through homeownership. Over the past few years, however, I’ve also seen buyers with good jobs and strong credit histories turned down for loans; hard-working families who are unable to refinance into lower monthly mortgage payments; and people lose their homes to foreclosure because their bank was too slow to process a short sale.

There are some who say we should turn our backs on homeownership – that the government should step away from insuring and purchasing mortgages, that homeowners shouldn’t be able to take advantage of certain tax benefits, and that maybe owning a home isn’t all it’s cracked up to be, after all.

There’s no doubt that homeownership isn’t for everyone. The decision to own a home is a very personal one. But there’s a reason we’re a nation of homeowners, by-and-large. Franklin Delano Roosevelt said, “A nation of homeowners is unconquerable.” That’s because homeownership fosters stronger communities, creates social stability, and contributes to a strong economy.

Yes, Realtors® sell real estate, and cynics may view our efforts as self-serving. But in doing our jobs, we help people into homes that give them shelter, a sense of community, and the opportunity to build financial security over the long term. We help businesses find homes, too; commercial real estate is just as much a part of the fabric of our local economy as are homes for families.

As we look to America’s future, we must not lose sight of the values that helped make our country strong in the first place. Realtors® want our country’s current and future leaders to understand the vital role that real estate plays in both the long- and short-term health of this nation. And that’s why I’m going to Washington.

 

Brian Thompson

President, Bloomington Board of Realtors®

The Biggest Advantage You Have Over Your Competitors: Your Employees

They keep your business running. They keep you motivated. They help you achieve success and they are constantly being looked at by your competition. Your employees are your most valuable asset, and if they aren’t engaged in their work with the company, they may be looking for the next job opportunity elsewhere. Competition has leveled the playing field, and investing your time and resources into making building a focused workforce that is enthusiastic about working for your company is an investment in making sure your business survives and thrives.

If your business is filled with disengaged employees, who do their eight to five but are “checked out” mentally from their work, you’re losing money.

In a recent Gallup employee survey, it’s estimated that employee disengagement costs businesses $328 billion every year, with national trends estimating that an employee’s lost productivity could cost 34 percent per $10,000 of their salary.

The implication of employees becoming disengaged in their work has far reaching affects that should cause concern for business leaders. Engaged employees are more productive, more profitable, and more likely to stay longer with your company. So what can business leaders do to make sure they aren’t losing ground, and potentially profit, by having a company full of employees who have “checked out”?

Encourage Learning
Employees are looking to grow their knowledge and understanding of their industry or field, and an employer who fosters an environment of learning means employees are likely to stay. According to the Corporate Executive Board, a research and business consultation company, employees who are engaged are 87 percent less likely to leave their companies than disengaged employees. With a job market that is beginning to rebound, it’s likely that your top employees will receive interest from other businesses. When your organization offers opportunities for employees to participate in industry-related associations, attend conferences to add to their skill sets, or encourages further education with incentives, you’re building a company for the future. Mentor and future leadership programs are also a great way to create loyalty among workers.

Live Your Values
Companies that lack a set of clearly defined values that are lived and breathed by the entire organization are missing out on a facet of business that can attract, and keep, the most talented and dedicated employees. This type of organizational culture must start at the top and be present in every level of leadership down the chain of command for it to make a significant impact. The next generation of workers is looking for employers who are not only passionate about their business, but who also clearly live the values they have defined as important to them. Recruiting and keeping the youngest and brightest minds in your field will take more than just an attractive salary and benefits package. It will mean holding your co-workers and yourself accountable for living up to the values laid out by the leaders of the company.

Recognize and Reward
Studies have consistently shown that turnover is hurting small businesses, costing as much as 60 percent of an employee’s annual salary according to the Society for Human Resource Management, and when employees aren’t feeling recognized for their work, they are prone to leave. You can battle this common business cost by implementing a system that promotes frequent employee recognition with verbal and written communications, as well as rewards that will show your gratitude for a job well done. Businesses should also take advantage of performance reviews and provide regular feedback to employees as they make improvements on their past reviews.

Take a look at your current workforce. Is your business filled with employees who will work hard to see the company succeed even in difficult economic or uncertain times? If you haven’t considered the cost of disengaged employees, don’t go another day without considering how you can make sure it doesn’t negatively impact your business.

For More Info:
Tim Tucker, franchise owner
Express Employment Professionals
812-333-6210
Tim.tucker@expresspros.com