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Will You Be Better & Stronger After COVID-19?


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I know that for many of us, these are tough times.  But, as the saying goes, "This too shall pass."

The reality is that no matter how bad things get, we will get through this.  The question now should be, "What did we learn from this and how can we make ourselves and our businesses stronger."

Out of every crisis there is triumph.  You cannot have a rainbow without a storm.  Learn from this crisis.  Make decisions that have long-term affects.  I know many of you are in crisis-mode, and rightly so. But the more you plan for the future, the better and stronger you will be.

Get your numbers in order. Re-calculate your break-even, trim the fat off the expenses, get payroll in line with sales, negotiate your rent or mortgage and other loan terms, build a larger cash reserve. Don't sit on your hands.

You are a shop owner....You wrote the book on Being Tough. Now, in the time of Crisis, prove it! 

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Good Luck to all!  The thing that I have thought of in good times and bad is that every vehicle I see could use $250. worth of  something.  Fuel Fill up, wash.wax.detail, oil change, filter checks,etc. The work is out there but you have to ask for it and go get it.  

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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.
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      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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