Summary

After reading your email, I complained that if I told people that business was slow, I would be considered a failure. There’s this weird patina that entrepreneurs sometimes wear to make it look like they’re more successful than they are, so potential clients flock to them. Tell people you’re going to make a marketing sale, and they’ll run away, or so I thought.

How To Get What You Want In Business

Of course, there’s a fine line between networking as a valued member of a business community and soliciting business. You need to know your audience and help them, not just make more money. I knew some of this company’s weak spots when it came to social media, so I was quick to offer some free advice on how they could improve. It usually works two ways: they take your advice and “do it themselves”, or they’re so impressed with your in-depth knowledge that they hire you. My free advice got me the latter.

1. What Challenges Do You Expect?

I suggest asking your team what challenges they can expect to face in the coming year. This question can help you uncover issues you may have overlooked so far. We’ve used feedback on this issue to change our business model and invest in helpful new tools that benefit everyone on our team. I suggest you ask this question quarterly rather than annually, but you certainly don’t want to forget to collect this type of feedback at the beginning of each year.

2. What Would You Like To Improve?

We always start the year by asking our team what they would like to improve this year. In this way, we can see where they see their strengths and weaknesses, adapting and planning accordingly. It’s also a significant marker to track your growth and success throughout the year. We want to make sure that these goals are SMART, meaning that they are specific, measurable, achievable, relevant and time-bound. With all this markup, everyone can be on the same page, and we can build a support system around them. -Torrey Tayenaka, Sparkhouse

3. What Do You Need From Me To Move Forward?

What do you need me to move on? What can I do best this year to help you succeed? With these types of questions, get the employee thinking about their personal goals for the year and the environment they need to be in to be better positioned to achieve those goals. At the same time, it collects valuable feedback on how you, as a manager, support your team in achieving their goals.

4. What Small Changes Can You Make To Make Things Better?

My theme for the year was refinement. T means making small changes and improvements in different areas of our business. So the question I posed to my entire team for next year is, “What small changes can you make or have you made to make things better?” Too many people believe they have to make drastic changes and significant actions to make a difference in their business. But the reality is that it’s the small, consistent changes that make your business grow. So it’s an excellent question to ask your team at the start of the year what small changes they can drive.

5. What Are Your Personal Goals?

I ask him what his personal goals are. We all work to support ourselves and our families. Work is a means to an end. By recognizing how you can help your employees, you can, in turn, increase your company’s productivity. For example, if your goal is to spend more time with your family, offer more PTO as a performance incentive. If your goal is to travel, offer paid travel as a bonus. Combining professional success and personal happiness and associating the company with the solution is the way to build a healthy culture of success. If an employee doesn’t have goals, provide them with a mentor. The job of a good mentor is to help an employee be overall happy and prosperous. Satisfaction creates loyalty, and loyal employees will do their best for the company!

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