Tag Archives: employee engagement

We’ve talked before about your employee being your “First Customer.”  One way at Confidence Coach that we help companies grow is to help them recognize that their greatest untapped resource is their employee — who we refer to as their “First Customer”.

Your employees are the ones that know the most about your business. They have the greatest interaction with your customers. Nobody has a greater bearing outside of you for your company’s success, than your employees do.

So in order to start thinking about your employees as your First Customer — thus increasing employee participation, engagement and enthusiasm — ask yourself these questions:

1. What do you do for your (paying) customers that you could do for your employees?

Are there any discounts on products or services or is there something you do at events that you could also do for your employees? It could be any number of things and only you can answer that question.

Be original!

But, you need to start recognizing that your employees are your First Customers. Start thinking of them in this way and create an “experience” for them like you would create for your paying customers.

2. How can you serve or support your employees better?

It’s a simple question, yet if they are your First Customer and they’re so important, you should be thinking about how you can serve and support them in a way that would help them do a better job at work. If they feel supported and know you really care, this will increase their performance and also improve their attitudes at work.

3. What do your employees need from you in leadership?

How is that to be done? What are they looking for? Have you asked them what they need as far as leadership, vision or direction for themselves, for their unit/division of the company? You need to have that conversation. I think you will be surprised at what you hear.

4. What are your employees’ stumbling blocks in their work?

What’s getting in the way of them reaching their full potential to produce, serve and make a happy repeating customer? They should be able to tell you these things and then you need to know how to overcome them.

5. What are three things you will do to improve your First Customer (employee) experience?

Think about three things you will do this month to make your employee experience better. The first thing you’re probably going to say is:  you’re already paying them; we have benefits, vacation, etc. But those things aren’t enough in today’s economy because employment is basically zero. There are a lot of jobs out there and not enough people to fill them. Do something different and think about them as your “First Customer”. What are three things you could do for them that would give them a greater sense of value, appreciation and support in the work that they do for your company?

Helping companies view their employees as their “First Customer” is just one of the processes we use. If this peaks your interest, we also have a process called The Dream Employee. We love working with business owners and their employees.

We also love to help employees tap into their greatness to exponentially grow your company! Reach out to us at confidencecoach.org and schedule a free consultation today to help you with your First Customers.


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We are working with several companies right now and their number one challenge is on-boarding and recruiting. They are trying to fill empty spots that they have in their company and it’s becoming a huge issue.

One client was sharing the other day that he has a candidate for a very important position. He met with him, went through all the interviews, and they really feel that this is the right person. But, the gentleman told him that he has two other offers and that he’s trying to decide which is the best offer. The money’s about the same, the industries are the same and the company sizes are pretty equal. The client said he didn’t know what else to do in order to get this guy to come to work for them and not one of their competitors.

I asked him what he’d talked about. He said, he’d told him about how great the company was, the culture, that their company is like a family, and they’ve been in business a long time. This would be a great fit for him and he wouldn’t have to move. Unfortunately, these are all the same things that every other company has been telling him.

So I said, why don’t we think about it from the candidate’s viewpoint. I told him to call the guy back in and once he’s sitting down, ask him these questions:

  • How could this position help you get what you want out of life?
  • What are your dreams, goals, aspirations?

Then spend a half hour talking about how your company can help him achieve those dreams, goals and aspirations.

And I said to him, if everything else is equal, but you’re actually talking about what the candidate wants to do with his life, his personal dreams and goals for himself, his family, and find out what he wants out of life — once he sees that you care about that, you will have an unfair recruiting tactic that nobody else is using in your industry. Sure enough, that was the result. The guy came to work for him after they had that conversation.

Are you experiencing problems in this zero unemployment environment? Do you need more people on your team? Is recruiting much harder, and you seem to have an endless number of vacancies to fill? Try this approach and ask the recruits the above questions.

This will set you apart from your competition and enable you to get those key people into your company so that you can keep on the path of growth.

At Confidence Coach, we help business owners, CEOs, and entrepreneurs with the task of maximizing their greatest asset, which is their employees, their “first” customers. Part of doing this is you have to be a great recruiter. Part of being a great recruiter is not seeing it just from your side (the company’s side). Instead, you need to see it from the perspective of the potential candidate — who could come in and help your company grow even further.

We also use these same questions when working with companies using The Dream Employee. If you’d like to know more, schedule a free consultation.


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What makes employees stay with a company or organization for a long time?

As we’re using The Dream Employee process with companies, we’ve discovered two things that make people stay.

When we ask someone who’s been with an organization 5, 10, 15, 20, even 30 years, why they have been there so long, we consistently hear the same answer.

It is because they feel acknowledged and appreciated.

  1. They are acknowledged for the value and contribution they bring to the business. 
  2. They are also told how much they are appreciated for the great job they are doing. 

As a leader, manager, CEO, or business owner if you remember to do these two things — ACKNOWLEDGE and APPRECIATE your employees — it will extend the life of your employees!!

If you have any comments or thoughts on this, let me know.


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commitment

Are you in business and you’re feeling stuck?

You’re not sure what it is, you’re not sure why, but something’s plateaued.

You can’t seem to move forward with growth and strategy.

What’s going on here?

Well, without having to crawl into your mind, I’m pretty sure I know: You haven’t fully committed to moving forward.

You haven’t burned the bridges. You’ve left the back door open. You keep thinking that maybe, maybe there’s a way out.

But if you recall all the success you’ve had in your business in the past, wasn’t the first step your 100% commitment to going forward?

When you commit that way, your mind creates the courage and the capability to overcome fear and have that win.

We work everyday with our coaching clients to help them achieve their desired results. Sometimes you have to look back to see what you’re committed to before you can move forward on the path to success.

Schedule a free session so we can help you get unstuck and get you back on track with your commitment.


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If you are looking for another great way to end a meeting on a positive note, I would suggest using the Circle of Encouragement. Since we talked before about starting a meeting with wins (sharing things that people are excited about), we wanted to give you this new strategy of how to end a meeting with a lasting impression.

It can be used after a long strategy meeting, a coaching session, or any team meeting you have on a regular basis. Using this will end a meeting on a high note and in a completely different way. Each time you use it, you will get amazing results. 

The Circle of Encouragement is also something we use with our clients when we work with them during The Dream Employee process. 

My wife and I even use it when we celebrate family birthdays with our kids. The power of encouragement goes a long way and you can never have too much of it!

This may be a real stretch for you. But, I guarantee it will create great culture, collaboration, and unity within your company in a profound way.

Here’s how to create a Circle of Encouragement: 

  1. Have your team stand in a circle.
  2. One person starts by turning to the person on their right. For 30 seconds they say all the things that they appreciate about that person in the work that they do within the company. This is a time to speak only words of encouragement (it may be something you admire about them personally or professionally).
  3. Then the person that just received the encouraging words turns to the person on their right and does the same thing. Speaking words of encouragement for 30 seconds.
  4. This process repeats itself and goes all the way around the circle. 
  5. When you get back to the person that started it, reverse the circle (speak to the person on your left) and go the other way and repeat the process.
  6. You are done when each person gets to speak and receive encouragement from the people on both sides of them.

I first learned how to do this when taking teams all over the world on mission trips to Africa, India and Haiti. After using this with about 30 different teams over the last 10 years, I’ve since adapted it to business. 

Seeing the impact words of encouragement have on people prompted us to use this process with our coaching clients at the end of a meeting or training session. 

What this really does is it brings unity, appreciation and respect. It creates a culture where positive things are verbalized and people get to hear about the things that they’re doing well. 

This creates unity within the team. 

It also helps people in the circle who don’t work together closely get to know one another better and understand what each person really brings to the team. It’s brings great value.

Do these negative comments sound familiar?  “I’m overwhelmed because I’ve got 15 new things I’ve got to do”; “I didn’t understand that”; or “That meeting didn’t go well”?

I guarantee you will get a different result if you use the Circle of Encouragement at the end of the meeting.

Begin your meetings with Wins and End them with Encouragement! 

Create a culture that is unstoppable and goes beyond just doing a job. You’ll be creating an atmosphere that is all about seeing the best in one another.

Everybody in this day and age needs encouragement! And so we actually put it in the meeting agenda. We teach it; we do it with people. It’s uncomfortable at first. The result is the whole culture will be transformed when people start receiving encouragement.

What we are all about at Confidence Coach is transforming cultures; making the workplace for employees and owners to be awesome. 

In order to be awesome, people have to feel encouraged and to feel like they’re winning. For it to make an impact, you have to do this on a regular and consistent basis..

Let us know if you’d like more information on how to do a Circle of Encouragement at your company. We’d be glad to come in and show you how to implement it either virtually or in person. Subscribe to our YouTube channel or check us out at confidencecoach.org

Schedule a free consultation if you’d like to talk about this area of employee engagement, employee retention, or how to improve the culture of your company. 

We love what we do and we’d love to help you!


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As we help business owners and CEOs with employee engagement, some of the questions that I ask them are:  How do you engage your employees?

What’s fundamentally going on in the employee’s mind?

What are they really seeking in this working relationship?

Two Takeaways.

There are two things today that I want to point out to you that are really important for your employees.

  1. The first is to be “known”. People want to be known for who they are and hear their name said. When you call them by name, it makes them feel good. Think about this — How many times do you walk down the hall, go through the warehouse, or maybe you’re out on a job site, and you don’t acknowledge someone that you see? Do you call them by name and say hello? Or, do you simply go on by? Do you ask how the project is going? How their day is going? Are you too focused on your own thoughts to stop and be friendly?
  2. The second thing is to give your employees a place in your business or relationship where they have a voice and can be “heard”. Do you have a specific place where they can report to you about safety, a project, ideas for the company or just whatever’s going on in their mind? Do they feel comfortable expressing their thoughts or concerns to you?

When we work with companies, we not only work with the owners and leaders, but we also work with their employees using The Dream Employee. Being known and heard are two of the biggest needs we hear from employees. I hope you will use these two big takeaways to improve your company culture and engagement.

This sounds relatively simple to do. However, it takes intentionality on your part to really make your employees feel that they are known and heard. These two things are critical. If you’d like to learn more of what we do and how we can implement The Dream Employee in your company, schedule a free consultation today.


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Do you have an employee engagement strategy?  If so, how are you following through on it and how do you know if it’s working?

Employee engagement is an area that we specialize in and are passionate about. We have employee engagement tools to help you.

One of our processes is called The Dream Employee. This tool is a great way to find out what motivates your employees. By going through a simple questioning process with each one of your team members at your company on a monthly basis, you can learn how to help, support and encourage them to achieve their own personal goals and dreams.

When you begin to know your employees on a personal level, it helps them to see the connection between their goal or dream and their work that they are doing in your company. It creates collaboration and helps them make the connection between their personal life and their work. It also helps with retention, motivation and engagement. They realize that you really care about them as a person.

When people are achieving their own personal goals or dreams, they are internally motivated. You don’t have to do all the motivating every day, every month or every quarter.

If you’ve been out there for a while trying to figure out how to improve your employee engagement and nothing is working, reach out to us for a free consultation. We will give you a free demonstration of how The Dream Employee works. The Dream Employee program is one that can be maintained and tracked and has been getting transformational results with our clients.


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Have you ever thought about how your employees REALLY feel about your business? It may be that you haven’t thought about this or don’t think it’s important. Then again, maybe it’s a question you are afraid to ask!

Do you really know how your employees feel about your business? About working there? What does working there feel like to them?

I know some of you are thinking — I don’t really want to know; and that’s very real and understandable. However, everyone needs to think about this. How your employees feel about your business is what they’re going to reflect to your paying customers and to each other.

How your employees feel can create a culture that is really positive, collaborative and progressive, Or, how they feel can create a culture that is filled with negativity, backbiting and all kinds of other problems. These negative kinds of things can, and will, slow down the progress and growth of your business.

The Survey Solution

You may ask what can be done to help people like you with this challenge? At Confidence Coach, we come in as a third party and send out an anonymous survey to find out how your employees feel about your business. We ask them their opinion on how it’s running, how they feel about their managers, and maybe what they think of the systems you have in place. We do this anonymously so that they feel protected and can be totally honest. They know we won’t reveal their names.

We create the survey (with your input) and use questions in such a way to really find out what and how they’re thinking. Then we’re able to provide that information to you as the owner or CEO of the business. This will help you get a feeling of where your company culture is. It will help you know how employees are interacting, and how that’s being projected to your customers. This is incredibly valuable information.

We have a lot of success stories of people who have used this tool to help figure out what is going on in their company with their employees. It’s a secret weapon we provide for people on a quarterly basis. This gives ongoing information so you can make good decisions and can understand what’s happening in your culture.

We spend a lot of money as business owners and CEOs to figure out who our paying customer is. We are always trying to get to know their likes and dislikes, what’s going on with them and how we can serve them better. But most of us are missing a great opportunity if we are don’t know what our “first customers” (our employees) are thinking and feeling. The Survey Solution is a great tool for this.

If you’re interested, please reach out and schedule a free consultation to talk more about this. Also, you can check out a video on YouTube where I talked more about The Survey Solution

 


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When we do executive coaching, it’s clear that every CEO, business owner, or entrepreneur comes to us with the dream to build something. That’s the mission that drives companies from a kitchen table to a billion-dollar empire. Unfortunately, there’s one thing almost everyone forgets. It’s the reason why disengagement is up to 80% and turnover is the highest it’s been in decades. We forget that our companies are made up of people.

Each of those people has a dream, right? Everyone has hopes outside of work. But those hopes and dreams are often seen as liabilities to mitigate instead of assets to leverage. But think about this: If I could connect my job in accounting with my dream of learning to ski, how much more would I put into my job? If I knew my company was supportive of my dreams, how much more committed would I be to that company?

We work with business owners and help them implement a program called The Dream Employee that asks each employee the question: What are your dreams, goals and aspirations? 

It can make a huge impact in a company when employees know and are shown that you really care about them and what they care about. For example, when they run a marathon, maybe you make a fun video about it and send that out to customers and employees to celebrate their achievement. It’s so important to celebrate and acknowledge their wins with them as they achieve their dreams and goals. 

This isn’t just about being nice. When people are in the process of achieving their dreams, that’s where real productivity happens — that’s where growth and creativity and connection happens. A bonus can’t do that! A bonus can’t motivate your employees longer than a week. A bonus can’t drive connection amongst your team. As an employer, you can’t compete in this world anymore with just a paycheck. Employees want to live for a purpose, and if you can help give that to them, you’ll have the most motivated team of employees you could dream of. There’s nothing like purpose to drive your team towards real productivity and customer connection.

Everyone has to live and work in their own greatness. If you can harness and build that up, you can make a huge impact on your team. Together, you’ll have an even bigger impact on the world.

We’ve been talking about The Dream Employee quite a bit lately. If you want to know more and see how it would work in your company, just reach out to us and schedule a free consultation


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Have you ever thought about the fact that everyone at your company has dreams, goals and aspirations for their life; not just you — the business owner or CEO!

The Dream Employee

We work with companies who hire us to come in and implement a process with their team members called “The Dream Employee.” The Dream Employee is basically the concept of finding out for each one of your team members what their dreams, goals and/or aspirations are for their life. 

Wouldn’t it be great if you could help your team members see the connection between their job and the contribution they are making in your business with what they are after! By figuring out what really motivates them internally in their personal life and showing them the connection between their work and their goals, we find that we’re able to transform whole cultures. There is greater employee engagement and higher company morale. Your employees bring their best self to work.

Goodwill

When you know and start talking about the one, two or three things that your employees are motivated about personally, you’re depositing goodwill into them. In doing so, they come to work on Monday morning with their batteries fully charged! They come to work ready to go because they understand the connection, they feel your support, and they know that you care about what is really important to them in their life. This could be a myriad of different things — maybe it’s putting braces on their daughter’s teeth, it could be getting a second car, buying a house, a dream vacation to Italy, learning a new language, finishing a college degree, getting their GED, learning woodworking or painting, or maybe running their first half marathon. People’s dreams and goals are endless!!

If you invest time systematically into what’s important to them, they’ll start to see the connection between their life and their work. They know you care! So then when you speak about what’s important to you or what the vision or mission of the company is, they will respond in a much more positive and open way because you’ve built a relationship of caring and trust. 

The other benefit of this is when you need to have those difficult conversations (i.e. performance, attitude or maybe something went wrong and needs correcting), you have made positive deposits into their life by supporting their personal goals. This helps those difficult conversations go smoother and there’s a lot less negative pushback because they know that you care about them as a person, not just about the job.

Celebrate the Wins

This also creates a culture of amazing momentum. It’s a culture where people are achieving things personally so we all celebrate (just like when the company wins)! We celebrate them as individuals as they accomplish the goals that they have set. Doing so builds unity, collaboration and a winning attitude in your business.

It is such a joy for us to work with companies and see their team members achieving their dreams and goals. If you are interested in learning more about The Dream Employee, reach out to us today and schedule a free zoom call. We’d love to talk to you about it and show you how it could work in your company to bring your employee engagement to a whole new level.


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