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The BBB is dated for sure. They call every year for me to join, which I never do. In my opinion, the only people who call them are the complainers. In all my years I've never had one person ever come in and tell me they found out about my shop through the BBB.


These days the internet, mainly google, is where people check you out. Your website (and YES build one) is your best advertisement. One more thing, occasionally go to google and do a search on your shop by name. Say you specialize in tires, then google for tire shops in your area. Click on your name. The more you google your name the more likely it will be the first shop's name that comes up on the search engine.

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Cost me $540 a year and I decided this year I had other things that needed that money. My new secretary couldn't believe it was something that I had to pay for. Her comment was its something that you can buy? What does it stand for then? That helped me not renew.

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I guess I am not going to renew this year either. They wanted $560 for the year. I told them I would offer $250. She said it doesnt work that way, its based on how many employes you have. I told her I had one employee. She offered $390. I will be respectfully Declining.

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  • 4 weeks later...

It shares the post with more people in your area on their news feed. I always have ads from a used car dealer on my news feed when he boosts the post and his posts regularly have 30 or so comments about the vehicle in the post.

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Think about it this way, have you ever called the BBB to check out a business before you go there. I have not and I don't know of anyone that has. I ask my new customers how they heard about me. The most common answer is friend or Google.

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  • Have you checked out Joe's Latest Blog?

         1 comment
      Have I got your attention? Great.
      Let me start by saying that I believe in giving praise when deserved and letting employees know when they dropped the ball. However, the truth is that no one enjoys being reprimanded or told they messed up.  
      The question is, what is the appropriate balance between the right amount of praise and the right amount of critical feedback? According to studies done by Harvard Business School, the ratio of praise to critical feedback should be about 6:1 – Six praises for every critical feedback. I am not sure if I agree with that.
      From personal experience, I would recommend a lot more praise. The exact ratio doesn’t matter. What’s important is that before you consider giving critical feedback, ensure you have given that employee a lot of recent praise. If not, whatever you are trying to get through to an employee, will fall on deaf ears.
      When you do have to give critical feedback, remember a few things:
      Focus on the issue or behavior; never attack the person, and remain calm in your actions and words Ask the employee for feedback, their side of the story Speak to the employee in private Address the issue soon after it happens; never wait Don’t rely on second-hand information; it’s always better if you have experienced the situation yourself that you want to correct Have an open discussion and find things that both of you can agree upon Have an action plan moving forward that the employee can take ownership of Use the experience as a learning tool Make sure you bring up positive attributes about them Remember, you don’t want the employee to be angry or upset with you; you want them to reflect on the situation and what can be improved. One last thing. Everyone makes mistakes. We need to be mindful of this.
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