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What Role Does Passion Play In Our Business?

It is known that passion is the fuel to our drive, it keeps things from getting mundane and meaningless. As entrepreneurs, we want to see our businesses thriving and growing. Having a passion gives us the energy and determination to get over the hurdles that will inevitably present themselves, thereby allowing us to continue to grow our businesses and not give up. Passion is the “why”, to what we do. It’s our purpose and fulfillment.

If you are an entrepreneur at heart and looking to start your own business, you will have the most success if you build your company around your passion. Passion gives us purpose and having a purpose in the work that you do will energize you to bring about your very best, therefore, producing the very best product or service for your clients. When you love what you do and are passionate about it, that passion is contagious, it inspires hard work, loyalty, and teamwork in those around you.


Feeling passionate about our business and what we are doing is great but the key to success is to “DO IT” with passion. Put passion into what you are doing and do it with passion. Remember that passion is an emotion and it can be produced at will. In reality, as a business owner or entrepreneur, we will have to wear many hats throughout the day so you may not always be doing work that you love or are passionate about. But passion is within you. It is your enthusiasm, eagerness, and devotion to the purpose of your business.

Simple Steps to Improve Efficiency and Productivity

To increase efficiency and productivity in the workplace, there needs to be a structure put into place, a key organizational tool that can be put to use by everyone. One structure to be leveraged is a common operating system to run the business. Just like a computer has one operating system to operate efficiently, so should an organization. By having one operating system, you have one language and framework that everyone understands and can follow consistently. The following is one simple, straight forward business operating model to be considered.

OGSM (Objective, Goals, Strategies, Metrics) Framework:  

  • Objectives-A clear written objective for the organization acts as a lighthouse for the organization to know where they’re headed whether in good times or bad.
  • Goals – The executive view of your metrics to be achieved.
  • Where to play – This is important because companies today have limited resources and can’t afford to invest time and energy at any time and anyplace. You need to understand the sectors to focus on, what product or service you’re going to focus on, and who your key buyers are.
  • How to win strategies – These are your three to five strategies you’re going to employ to maximize results focused on your “where to play”. These strategies may consist of go to market, technology/data, operational efficiencies, and people.
  • Metrics – This is where the rubber meets the road. You will need metrics against all of the how to win strategies and supporting activities to measure your progress on a monthly, quarterly, annual basis. Metrics need to include not only progress but also dates on when you’re going to achieve them.

When the company and their leaders are able to succinctly communicate the OGSM structure, to their entire organization, this increases efficiency and productivity because now they’re all speaking the same language and rowing in the same direction.  It’s easy for employees to go through the motions at work, but when they are able to truly grasp the goals and objectives and how the employee fits into them (and is being measured) this becomes a game changer because they’re no longer just going through the motions but now understand how their individual contribution enables the success of the entire organization.

Understanding Your Employees

When a manager understands their employees, they not only create a rewarding work environment, but they are also motivating and inspiring loyalty within the organization.

In order to fully understand what matters most to your employees, regularly schedule one on one time with them to get to know them. In this one on one time, you will want to be assessing their strengths and weakness, learning what drives them and motivates them, understanding their communication styles among other things. It’s important to listen to your employees to gain an understanding of their expectations and concerns. In doing this, your employees will feel appreciated and will perform at a higher level. Communication is key to making your employees feel secure, confident, and most importantly, an integral part of the organization.

We know that the scheduled one on one time gives us an opportunity to understand our employees better, but there are things that we could be doing every day to gain a better understanding of those within our organizations; cultivating an open, effective workplace.

  • Engage with your employees – Engaging with employees on a daily basis reveals to them that you have an interest in who they are and that you want to continue learning more about them. This allows them to feel more trust with you as a manager.
  • Communicate – Continue to be transparent with your employees. Give them the freedom to express their ideas, thoughts, and concerns. This gives them a sense of ownership and strengthens their commitment to the organization.
  • Be approachable – Being approachable helps your employees to feel at ease with you. They will be more inclined to open up with you and share their thoughts and concerns. This will give you greater insight into your organization as a whole because it leads to more open communication.


Practicing these steps on a daily basis will improve productivity in your organization, lead to higher satisfaction among your employees, and build a sense of trust throughout your organization. It is often easy to neglect your employees and simply tell them how to do their jobs. But when you take the time to understand their strengths and weaknesses and have conversations with them, they feel appreciated and important. This will lead to a better work environment for yourself, as a leader, and your employees.

Positivity in the Workplace

Cultivating a positive attitude in the workplace has many benefits, not only for oneself but for the entire work environment. Positivity in the workplace can build and strengthen relationships, increase creativity, and strengthen the organization as a whole. You may consider yourself a positive person, but are you spreading this positivity to others in your company? Are you influencing positivity? It can be difficult to remain positive, especially if the work environment is negative but if we practice cultivating positivity, spreading cheer throughout, we can inspire a more pleasant and joyful workplace.

There are many ways to spread positivity and make the work environment a positive place to be. It’s important to treat each other with kindness and to pay attention to how we are responding and what we are saying to others. This applies to not only work-related topics but life in general. Are we complaining to our fellow employees? Or spreading gossip? It’s beneficial to have a self-awareness and to take notice of how we are responding to others. Radiating positivity is not only about how we respond and what we say to coworkers, but it’s about our actions as well. It is offering help where we see help is needed, even if it’s just grabbing the door for someone.

As an employer, you can set the groundwork for a positive atmosphere. Show your employees gratitude and appreciation by celebrating wins, taking them out for team lunches and activities, listen and communicate with them. It is not only up to the leader of the company to spread positivity throughout the workplace, but they can definitely set the tone for their organization. Your employees will take notice of their leader’s positive attitudes and continue to cultivate that throughout the workplace.

A positive workplace will breed more productivity and creativity. It allows for employees to feel more comfortable when they come into the office, which allows them to feel more open to sharing new ideas, work harder and smarter, and ultimately, they feel happier at work which causes them to want to be there more than they would if they had a negative tone set in the organization.


Continue to cultivate a positive workplace and remember that it is beneficial for not only yourself but for the entire organization. Positivity will increase creativity, teamwork, and an overall more productive business.

Team Building in the Workplace

Team building exercises have been proven to increase success in the workplace for many decades. It promotes cohesiveness, strengthens communication, and inspires creativity within the organization. These exercises don’t need to be anything elaborate or costly, but they should encourage fun, excitement, and togetherness. They don’t need to be employees walking across tightropes and doing trust falls either. Team building exercises are meant to bring employees together and make them feel more comfortable around each other. These can be things like group outings, games or even hosting lunch and learns.

Creativity and Collaboration: Team building activities can promote more collaboration and creativity throughout the organization. When employees get together, especially in different environments, they are able to connect and discover common ground between each other. This allows the employees to use their talents and brainstorm together for new and current projects.

Company Vision: These activities can bring the employees together under the company vision. Discussing the organization’s vision and values of the company are highly important. Bring your team together to discuss the main points of the vision and have them think about and discuss their own visions and goals which may align with the organization’s goals.

Connectivity: When the team gets together, they are able to connect more with each other and build trust with one another. When employees are able to trust each other, it causes better communication throughout the workplace and more transparency thus building strong relations among employees.


Bringing the team together, whether it be doing trust falls and tightrope walks or attending an event together, promotes a healthy workplace and allows employees to feel more comfortable. Employees are able to connect on other levels instead of only work and this can bring in more collaboration, better communication, and unite the team under similar goals.


Working From Home: The good, the bad, and the good

Today, many companies are increasingly allowing their employees to work from home both full and part-time. This growing number believes that employees who work from home tend to be happier, more productive employees. However, not everyone shares that same ideology. Some employers think that people will slack in their productivity while working from home. Whether you are an employer trying to make the decision of hiring work-from-home employees or you are someone looking to work from home, there are some important things to consider.    

In a recent Stanford study, Nicholas Bloom found that employees working from home had an increased amount of productivity. Bloom also came to the conclusion that these employees were taking less sick days, shorter breaks, and less time off in general. As well, the study showed that employees were working a full workday instead of occasionally coming into work late or having to leave work early.

Whether hiring work-from-home employees or searching for that work-from-home position, having certain skills will ensure success. The skills that are necessary for the remote worker are self-starter, good communicator, and excellent organization skills, just to name a few. These are all skills that will be imperative for the work-from-home environment.

Many people think that they would enjoy working from home until they try it. It isn’t until then, that they realize that they are not the personality type or they don’t have the work style conducive to this type of job. If you are someone who likes the bustle and buzz of the office, or if you need someone constantly pushing you then working from home would not be for you! The silence can be deafening. But if you enjoy being alone, are self-motivated, and can stay focused, you will thrive in this type of position.

The studies are showing many benefits to working from home for both the employer and the employee alike. For the employer, employee absences are decreased, hiring is not limited geographically, save money, just to name a few. And for the employee, less commute time, healthier work-life balance, and flexibility. All of these benefits and more are why this growing trend is being considered by so many.


Goal Setting as a Team in 2019


Another new year has finally arrived and this has individuals and leaders alike already planning their new year resolutions. As we begin planning and goal setting, many leaders may be wondering how they should be goal setting for their organizations. A critical aspect a leader should consider is to be sure to include their team in the planning of the organizational goals of the company. Getting everyone in the organization seeing the same vision of where the company is going and how to get there, allows for more accountability throughout achieving these goals and helps to get everyone on the same page. When goal setting as a leader, be sure to keep these following exercises in mind.


Set goals that align with your vision:  As a leader, it’s important to have a clear and compelling vision. You want to be able to communicate this vision with your organization, being open to input from your leaders, as you, together with your team, bring this vision into focus. Setting goals that align with your organization’s vision will give clarity to your organization’s core focus. Be sure to take a look at your vision as a team and determine goals that follow the purpose of the organization.


Write the goals down:  You must write out your goals and vision and then share it with your organization so that everyone can clearly see the desired direction of the company. This helps to eliminate distraction and gets everyone rowing in the same direction.


Define what needs to be done and by who to achieve the goals:  Set up smaller goals that need to be complete in order to get to the long-term “vision”. Once you have the smaller or short-term goals solidified, it’s crucial to get the right people in the right seats to bring these goals to fruition. Have clear job descriptions, roles, responsibilities, and expectations.


Measuring your goals:  What gets measured gets done. Well defined goals are measurable and measurable goals keep you focused and helps to quantify success. Consistent measuring of our goals is just as important as writing our goals down on paper as it helps to give us direction and make any necessary changes to improve results. We also know that seeing progress keeps us motivated.

Goal setting at the beginning of each year can be incredibly beneficial to the success of an organization, but only if the goals align with the vision and core values of the organization, are revealed to the entire team or organization, and if these goals have a clear and concrete path to being achieved. A leader should not set these goals alone but set them as a team so that there are constant accountability and transparency across the organization.

2019 Recruiting Trends


Recruiting trends are ever-changing and 2019 will bring even more trends. Achieving these recruiting trends can undoubtedly make for a successful year in recruiting. Finding the ideal candidate can be exhausting and expensive, so keep these in mind when hiring next!

  1. Social Recruiting – A great way to be recruiting in 2019 is to be reaching out to candidates through different social media channels. Using your social media networks to be recruiting can help build a relationship with candidates and help with searching for candidates. You can use these platforms to help encourage candidates to be applying for various, open job positions.
  2. Employee Referrals – Employee referrals are always a great way to be filling open positions with talent. This tactic is cheap and a can be very quick as well.
  3. Transparency – On many occasions, candidates can be left in the dark after going through many interviews or even just submitting an application. Being able to be to keep candidates and clients in the loop is crucial for all parties.

The use of these 3 trends in 2019 will ultimately support you when searching for candidates and it will help the candidates and clients as well. With Performant Solutions, our recruiting is transparent, flexible, and performance driven. We are dedicated to finding candidates with the right skills that will enjoy their roles and keep their roles.

Learn more about our services: https://www.performantsolutions.com/services/

A Leader Shows The Way

A great leader does not only tell the way, but they show the way. Team leaders should have a clear vision in which they are constantly focused on, not allowing for any distractions. With great communication, organization, confidence, a passion for relationship building, positivity, and creativity, nothing should distract a leader from following their vision.

  • Communication – A great team leader is able to listen clearly to their employee’s concerns, feedback, and ideas. They are also able to be transparent with their employees and explain things clearly to them, especially when problem-solving and making decisions.
  • Organization – When having a clear vision, a team leader should be able to have their goals planned out, along with strategies. Not only have great organizational skills for themselves, but a leader should also support in creating organizational goals for their employees as well. By helping employees discover their goals and meet them, a leader is not only telling them the way but showing them as well.
  • Confidence – Employees notice when a team leader is uncertain of different things. One who is confident can show that they are sure about their decisions and make their employees feel secure in every decision that is made.
  • Relationship Building – Focus on building secure relationships with employees. Leadership is about developing firm relationships with employees and developing trust with them. Teams should be able to trust their leaders and know that the leaders will take time out for them to listen and communicate with them.
  • Positivity – When a leader has constant positivity, this creates a positive work environment for everyone. Lead with positivity and watch it spread throughout the workplace. When things get tough or an employee is difficult, a leader will deal with that situation in a positive manner and also being honest and transparent.
  • Creativity – A leader will not get anywhere if they do not let their creativity flow! When planning strategies or goals, a leader does not always need to go by the books. By allowing creativity to flow, this sets a good example for the entire workplace that they can be creative with decisions as well.

Extraordinary leaders do not let distractions get in their way. By implementing things like good communication, organization, confidence, relationship building, positivity, and creativity, a leader should not be distracted from showing their team the way. Leaders do not only tell their team what to do or where to go, but they also show them the way and they continue doing so by following these things.

9 Ways to Deal with Difficult Employees

When confronted with a difficult employee, an excellent manager knows how to take control of the situation. These nine things are what keeps that manager from getting sucked into an endless vortex of ineffectiveness and frustration: listen, give clear, behavioral feedback, document, be consistent, set consequences if things don’t change, work through the company’s processes, don’t poison the well, manage your self-talk and be courageous.

  1. Listen. When employees are being difficult, instead of ignoring them, the best managers know to be very attentive. To improve the situation, they know that they must have a clear understanding of the situation, including knowing the employee’s point of view.
  2. Give clear, behavioral feedback. It can be easy to ignore employees and never give them any actual feedback. Though it can be tough to give feedback, great managers learn to do it reasonably well, and then they do it.
  3. Document. Whenever you’re having significant problems with an employee, WRITE DOWN THE KEY POINTS. This is critical.
  4. Be consistent. If you say you’re not OK with a behavior, don’t sometimes be OK with it. Set standards you’re actually willing to hold to and hold to them.
  5. Set consequences if things don’t change. If things still aren’t improving at this point, good managers get specific. They will stay positive with the employee, show them how to fix the issue and let them know what will happen if the issue isn’t fixed by a certain date. If problem employees don’t believe their behavior will have any consequences, why would they change?
  6. Work through the company’s processes. Good managers hold out hope for improvement until the point when they actually decide to let the person go. If you’re at this point in your efforts to address the situation, clear conversations with HR are key so that you know (and are doing) exactly what you need to do to clear the path to termination. Work with HR before you get to the point of firing someone so that we can work with you on the dotting your I’s and crossing your T’s.
  7. Don’t poison the well. All too often, poor managers substitute bad-mouthing the problem employee rather than taking the steps outlined above. Good managers don’t trash talk to other employees. This creates a toxic environment of distrust and makes you look weak. Just don’t do it.
  8. Manage your self-talk. Throughout this process, make sure your self-talk is neither aimlessly positive nor aimlessly negative. Good managers take a fair stance making sure that what they say to themselves about the situation is as accurate as possible.
  9. Be courageous. Firing someone is the hardest thing a manager has to do. If it gets to that point, do it right. Don’t make excuses, don’t put it off and don’t make someone else do it. The best managers do the tough things impeccably. And if things do turn around, be courageous enough to accept that; sometimes being proved wrong when we think someone’s not salvageable is almost as hard as being proved right.


If you learn to use these ‘good manager’ approaches when you have a difficult employee, then no matter how things turn out, you’ll end up knowing that you’ve done your best in a tough situation. And that may be the best stress reducer of all.

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