I graduated from college with a BS in Computer Science back in 1982. The timing was unfortunate. Interest rates had gone through the roof, cratering hiring, so the tried and true 1980s “every programmer graduate can find a job at an airline or oil company” situation was gone. My school’s BSCS was a very new program and really was more like a general engineering degree (lots of calculus, plus diff-e and more math, several physics courses, etc) with some programming courses tacked on. There wasn’t much resemblance to what most would consider a classic BSCS curriculum, but it didn’t matter too much back then.
My first job after college was at Ross Perot‘s Electronic Data Systems (EDS). Skipping forward several months, I came out of their training program, which everyone went through regardless of their degree. Didn’t matter if you had a CS degree or a history degree, you went. After training, my first mentor was a guy named Randall.
My first serious career lesson
Randall was few years older and had become a rising star in that area of the company. He was easy to look up to. He was smart, a bit of a jokester and someone people came to when they needed solutions to tough challenges. You could see what that meant to him and others. Unlike some in the tech space, he was happy to teach and provide access to resources to experiment with and learn from.
35 years later my strongest memory of Randall is a conversation that had a massive impact on my business life. It became a lifelong career lesson.
One day when I was tinkering around with something that probably had nothing to do with my job at the time (like an IBM mainframe virtual machine), he stared me down and said (paraphrased) “If you want to go places and move ahead (in this company), always be willing to take on new things even if you know nothing about them, then do whatever it takes to learn what’s needed.“
It was years before I realized that his advice had become a consistent theme across that all the work situations I’ve been in since that time. It’d repeatedly been a door-opening differentiator. Thanks Randall, your advice that day was the most valuable thing a boss / co-worker / peer ever gave me.
What about “Business is Personal”?
I didn’t say there could only be one lifelong career lesson. “Business is Personal” is a business foundation, while Randall’s advice became a personal mindset & perspective.
The seeds of “Business is Personal” grew out of watching my photographer clients about 20 years ago. The level of personal touch that these folks maintained in their business was something much different than I’d ever seen. They thought about their relationship with their clients very deeply and used it to not only improve sales, but to create clients who stuck with them through each of the seasons of life.
In true “when the student is ready, the teacher will appear” fashion, my business life turned a corner thanks to these folks. I suddenly saw every business through a different lens.
As an employer and business owner, “Business is Personal” took on a litany of nuances, year after year. It became the foundation of my consulting and writing because it has a broad application and touches so many parts of the business. It not only became a foundation for running a business, but it’s also a filter for businesses that I’ll do business with.
Some non-traditional (for me) work eventually exposed “Business is Personal” as a nuanced connection between businesses, their employees, and the local community. Acquiring, caring for and retaining clients stabilized and helped grow those businesses and make them more resilient.
That stability ripples across families, schools, and quality of life in a community, impacting job creation and retention, crime, local funding, tourism, etc. Yes, it’s Economics 101.
That said, when explaining the “obligation” to get better at sales, customer service and marketing to a business owner as a means of impacting quality of life in their community, rather than “just a way to make more” – the big picture jumps out at them.
I’m curious what your core career lessons are. Have you thought about it? Have you thanked those who first instilled them in you?
If something good happens, they usually see it as a reason to buy, except when odd Wall Street logic prompts them to sell instead. Likewise, they usually use bad news as a legitimate reason to sell.
Outside the context of Wall Street, the repercussions from an event can get a bit more personal. When these things involve (or appear to involve) a local business, people either flock to the place or abandon them as if they have a contagious and permanent disease.
Sometimes things get worse. What’s worse? When mob mentality takes over and a group of people decide your transgressions mean that you deserve to be forced out of business, or worse.
Dealing with the aftermath
No matter what happened, and no matter how at fault you and /or your business may be (including not at fault at all), you have two choices: tell the truth, or say nothing.
Why say nothing? Because your lawyer said so.
Why tell the truth? Because the whole story will eventually come out anyway and no matter how bad it is, lying about it to your customers, prospects, and community is always going to come back to bite you far worse than the truth will.
In these times, you might get the idea that there’s either no such thing as the truth, or that there are multiple truths for different people.
Which truth is that?
Clearly, there will be people who won’t believe you no matter what you say. They don’t care about the truth (certainly not from you, that is), so telling the truth isn’t about them. Remember, they only want to see you shut down, in jail, and / or publicly humiliated, so the real truth has a way of not mattering to most of them.
Even if you were right or not involved, you’ll take some heat. Nothing you say will mute the haters. Ignore them as much as possible, but always defend the facts. Leave the personal stuff alone and don’t make it personal. Make sure your family, friends, and employees stay out of it, particularly on social media.
Of those who eventually discover and recognize that you did nothing wrong (when that’s the case), history has shown that only a small percentage will acknowledge their discovery. The rest seem to be more worried about the fuss they made to their friends, family and others. That’s their ego and /or fear talking.
The truth is for everyone else.
Recovery and Communication
When these things happen, a timely response is essential. Do it as soon as possible. The longer you wait, the harder it gets and the more anger you’ll have to defuse. Inaction or procrastination both make it look like you don’t care. You have enough to deal with as it is (right or wrong) without an extended delay that makes you appear not to care about the situation.
If you were wrong or somehow involved, own it, make it right, and take the punch.
If you weren’t wrong or had nothing to do with it, own that too.
What does make it right look like? It looks like what you’d want someone to do when making it right to your grandma.
Who do you tell? A better question might be who don’t you tell. When the news starts to spread (guilty or otherwise), do you want other people telling your story? No. As with marketing, you need to be the one telling it, even if the story is bad news.
If new information becomes available, lead with it. Whether it’s good or bad, you need to take the reins on communication. If you don’t have all the information or even think you don’t, say so. Certainly the story can change in complex situations with confusing timelines and / or a lack of confirmable information.
A lot of this is common sense, but we sometimes need a formula to fall back on when we’re under pressures . These fallbacks are helpful for the same reason we use checklists and documented processes.
Remember, listen to your lawyer. Also remember that I’m not that person.
A friend who owns a manufacturing business recently decided to hire a remote software developer – his first remote employee. He asked if I had some advice for managing remote employees as he knows I’ve done so. In fact, I’ve managed remote team members in some way, shape or form since 1998. While the folks I work (and worked) with have been a mix of folks close to home and scattered around the globe, he’s starting with a remote developer here in the U.S.
Why remote employees?
Hiring a remote employee might seem like the craziest idea ever. Even so, remote work has been growing steadily since the late ’90s for several reasons: People have roots. Their families have jobs, friends, schools & communities they love, outdoor recreation your community can’t compete with (and vice versa), etc.
In the ’60s-’80s, when a company transferred or hired an employee who lived somewhere else, they generally paid movers to pack and move that employee’s possessions. In some cases, they would buy the employee’s old house if it didn’t sell within a reasonable amount of time. Serious investment. Remote work during those decades was difficult, but it still happened. Companies like IBM (“I’ve Been Moved”), Kodak, Xerox and others had field sales / service reps all over the country – and not always based out of a local company-owned office.
Today, such transfers are far less common. Companies lower their standards, extend their search effort, hire remote people or find another solution.
If an ideally trained, experienced candidate with domain-specific knowledge for your opening lives somewhere else, and cannot (or doesn’t want to) move to your town, do you:
Do without and settle for someone who isn’t ideal.
Keep looking and wait until the right (or close enough) local appears.
Hire no one and leave the opening unfilled.
Hire a local and invest in the proper training.
Ask a candidate to move to your town (think about how you might feel about that if the situation were reversed)
Questions to ask new remote employees
“Have you worked remotely before?” should have been discussed during the interview. After the hire is not the time to start this conversation. The first time an employee transitions from in-office work to remote work is a substantial shift – more so than you hiring your first remote team member.
“What’s your schedule?” and “What times do you regularly need to be away?” aren’t probing personal questions. They let both sides discuss expectations and avoid surprises.
For example, I take kids to the bus stop a little after 8:00 am. I pick them up a little after 3:00 pm and a little before 4:00pm. As you might expect, there’s a few minutes of “cat herding” that takes place before the morning bus stop and after the two afternoon bus stops. While no one depends on me to be in a certain place with immediate availability at any specific moment of the day, it’s important to communicate the team’s schedule on both ends.
Likewise, it’s on me to make sure someone understands my schedule when we’re trying to arrange a meeting time. If I am trying to finish up before the bus stop or am rushed to get to a meeting just after a bus stop time, meeting prep (or the meeting itself) isn’t as productive or focused. That isn’t fair to clients or your remote employer. It’s as important to discuss the times where all hands are expected to be available for scrums, meetings, standups, etc.
Lunch is a good example of scheduling, even though you might not give it much thought. Some people eat lunch at their desk. Some like to get out of the house and meet a friend. Some mix it up a bit, often because working at home by yourself can be lonely. Some people need regular interaction, and text chat (like Skype, HipChat, or Slack) doesn’t feed that need. None of these things are wrong, but when your phone rings and you don’t answer, or you answer and a noisy restaurant is what your employer hears – they’ll wonder. It’s natural. You don’t want to make them wonder. You want them to know what to expect.
It’s OK to say “On Thursdays, I meet a few friends for lunch, so I’m not around from 11:30 to 1, and I start early or finish late those days“, as long as you’ve worked that out with people who need to reach you. This isn’t about someone expecting to know your butt is in your seat every minute of the day. It’s about being considerate of both parties. It’s about trust.
“Tell me about your workspace” – also isn’t a probing personal question. An employer or client has an expectation that you aren’t trying to work in a room full of toddlers, barking dogs, or gaming teenagers. Speaking of, summer plans are important. If you have young school-age kids, how will they be cared for while you’re working? Will they be in a different space than you? If the kids are older, it generally isn’t a problem, while two to seven year olds don’t generally manage their day on their own.
If this isn’t the new employee’s first remote rodeo, it’s a good idea to ask them what worked and what didn’t work in previous remote gigs. Take advantage of their experience and perspective – it will almost certainly add nuance to my comments. This gives you the chance to learn from another owner / manager’s efforts at no charge, and it will help you understand the persona, priorities and needs of your new remote worker.
Work out a protocol for communication during travel, weekends, evenings and during emergencies. This is really no different for a local employee than it is for a remote one, other than the fact that a manager can’t easily show up at the front door of a remote employee. If you’ve ever done that for business purposes, your communication plans probably need work. Showing up to pay your respects or attend a BBQ isn’t “business purposes”.
An emergency might be that your biggest client is having a meltdown or that there’s an angry boyfriend at the office. Either way, establish a protocol for getting the word out, conveying its severity, & indicating what action (if any) is necessary.
Keep in mind that every family (thus, every team member) may have different needs. Babies, shift work & roommates impact phone/ringer use.
Mentoring & the “first friend” – No matter how many years of experience they have, they’re new to you. New people need mentoring. Even if they don’t need it with the work you hired them to do, there are plenty of reasons why their “first friend” at work will prove beneficial.
Do you hire someone to stay in the same position “forever”, or do you want them to grow into a position they aren’t yet ready for? Even if you don’t expect a new hire would be ready to run your shop in five years, they’ll almost never get ready without training, mentorship and interim experience to prepare them for that role.
Qualified people still need mentors. They also need to be mentors. Maybe not today, maybe not tomorrow, but sooner than later – and with intention.
Connection – Remote employees need connection to the nest. Bring them on-site early and often. It’s particularly important to make this happen early on. Everyone at the home office needs connection with those remote employees. They need to be able to trust their word, trust their work and think of them as they do any other member of the team. This isn’t just about the line employee. It’s about the managers as well. When the remote employee becomes a black box in a room in another town that no one can see, the unseen person and their work are easy to devalue. This could happen even if their work happens to be strategic. The reverse is also true. They need the opportunity to understand the value of their peers work as well their colleagues do.
Team meals – For a business with on-site employees, team meals (on campus or not) are a commonly-used way to build team harmony and nurture relationships between team members. This may not be easy particularly effective with remote employees, so be sure to have these meals when remote employees are on site.
Video meetings (IE: conference calls with webcam) – Some people really dislike the addition of video to a call. People are fussy about their hair or generally how they look, don’t want to be seen eating during a call, are sensitive to what’s visible in their work space (like that monstrous Siamese cat laying next to the keyboard), and/or the idea of others seeing them appear to be disinterested because they’re multi-tasking during a meeting.
Ease into this. Start with short, less critical meetings to raise the comfort level. You’ll probably need to set the example for a while so people get comfortable with it. It’ll make everyone more aware of the ambient noise and distractions in their (and others’) workspace. In a face-to-face meeting, most people can manage their facial responses to a speaker’s comments. Experienced conference callers have learned to mute early and often, but may not be practiced at managing expressions when video is introduced.
The lesson: Don’t make a big deal out of the expressions you see on video. Use them as a signal to ask for group feedback. It’s natural for facial expressions to change when we hear something we have questions about, don’t like, don’t agree with, or don’t understand. I prefer the Zoom (all faces on screen) way of doing this, mostly because it seems to train everyone that their expressions change while listening to people talk. Most of us don’t want to embarrass a co-worker, much less ourselves. Use it as an advantage and an opportunity to improve, not as a way to create drama.
Does this differ for workers outside the US?
The differences between inside-the-US & outside-the-US team members include (in decreasing order of owner/manager/employee pain & suffering): Culture and values, enterprise experience, time zones, environment, infrastructure, payment & language.
Culture & values – Not everyone thinks like a U.S.-based employee/owner. Start by remembering that and keep remembering it. You’re used to what you’re used to. Others are just as used to their experience and how their work habits were formed.
Remember when asking for help was considered by some to be a sign of weakness? It remains that way among some groups because the pace of change differs among groups, and likewise among cultures. Every country’s culture has its range of work habits, inclination to ask for help, communication styles, etc. If you find yourself frustrated, ask questions that allow new people to unwrap what happened. Cultural learning is difficult to change. Differences in cultural norms should be expected. Both parties need to take steps to help everyone understand one another.
Company cultures and values work the same way. There are things that your company does your way – your culture and values. You should expect employees to take those seriously, regardless of their upbringing, culture, etc. Sometimes this takes training, mentors, etc. Someone who has never experienced a culture like yours will need help (and time) to them learn your culture and values. You may hire someone who is used to being browbeaten over deadlines, or they may have never worked under a deadline. No matter what their experience has been in the past, your experience is probably different. It will take time for your culture and values to become their new normal. Trust takes time and it goes both ways.
Enterprise experience – Enterprise experience is about more than buildings full of servers or time working at large multi-national companies. It’s about having a mindset that goes beyond the current project. It’s about having the ability to look around corners (and knowing that’s important), seeing the big picture, understanding inter-departmental needs, and communicating effectively with others whether they’re C-level execs, your team’s family members, prospects on the trade show floor, or high school kids on a field trip. Enterprise experience can mean more than that, but it starts with mindset, the big picture, and communication.
Time zones – Time zones can be a blessing and a curse. When your team member is seven to ten time zones east of you, you might start your day at 3:00 pm or later in their day. Good, because you have a bunch of work to review. Bad, because you only have an hour or two before the end of their day. Some folks work their normal hours (ie: 8:00am to 5:00pm in their time zone), some work normal hours in yours. You have to figure out what works best for you and for your team member. One thing about having them work your hours is that it may tempt them to take a job in their time zone, then work your job once the other job’s time is done. You need to ask that question. You don’t want your work to be their second job – which could affect your pay scale for them.
Environment -Not everyone lives in a pleasant, treed cul-de-sac in a neighborhood with people they’ve known for a decade, or on five quiet acres on the edge of town. I have had remote team members tell me that their apartment building was hit by gunfire – and they kept working. Culture & experience train you to know when it’s time to take cover, leave, etc.
Infrastructure – People in some countries lose power far more often than U.S. folks are accustomed to. This is not something your remote worker can control, other than by moving to another country. The good news is that a laptop combined with a UPS can easily fuel a full day’s work.
Payment – Five years ago, this was much harder. Paypal, TransferWise, Upwork simplified the process & traditional methods are still available. Some countries are still a bit of a challenge but for the most part, this barrier has all but evaporated.
Language – Most business people I encounter from outside the U.S. speak English fairly well. This has been my experience with both solo consultants and employees of large companies outside the U.S.
One more thing about remote folks. Visit them a couple times a year, if you can. It won’t be cheap. It probably won’t be easy and it will occasionally frustrate – but most of the negatives come from getting there, not from being there. When you visit them, you learn far more about them, their motivations and how they work than you’d ever learn in a video meeting or a phone call.
When I asked “What would they do to put you out of business?“, you probably wondered who “they” are. “They” might be someone whose expertise in another market tells them yours is ripe for the taking. “They” might be a competitor you already have, or someone new to the market who doesn’t know any better. Remember when you didn’t know any better? You’re still here.
Who they are really doesn’t matter. What they do & why… that’s what matters. How would they price, market, sell, deliver, service, & communicate?
You might expect that they’d come in with lower pricing. While it depends a good deal on your market, I wouldn’t be surprised to find them going higher and establishing a market segment above yours, leaving you with what remains.
“The bitterness of poor quality remains long after the sweetness of low price is forgotten.” – Ben Franklin
Companies with plenty of margin can afford to spend more on marketing, delivery and service. If you were starting over today, would you price the same way, or differently? Why? Why not?
Ultimately, marketing is about exchanging cash for a (hopefully predictable and consistent) number of leads who turn into customers. If your marketing efforts spend $27.50 to get a lead, would you rather your leads turn into customers who spend $2750 or $27500 over their lifetime as your customer?
Thinking back to what you do now, can you make that choice? Can a new entrant to your market? (and if so, again… can you make that choice?)
Looking at it a different way…. If your new competitor can afford to pay two or three or ten times what you can afford for leads, who will likely end up with more leads and more ability to choose select the best leads?
If you were starting over, how would you market differently? Would you choose a different customer to focus on?
Thinking about how you and your market peers sell now, how would an upstart in your market do it differently… and better? What steps would they add, subtract, or embellish? Would they listen more and talk less? Would they speak of the needs, wants, concerns and worries of their prospects? Would they parrot features and speak in bullet points, while lamenting about the need to meet their quota?
If you were starting over, would you sell differently? How so? If not, why not?
Do you deliver and/or deploy for your customers today? What would a noob to your market do? Would they prepare differently? Tool up differently? Deploy differently? Train the customer’s team differently, more, or less? Would they follow up more or differently than they do now after delivery and deployment is complete? What would someone do differently than you if they come from a high attention to details market?
If you were starting over, how would delivery and deployment look?
Almost everyone brags about their service. It’s rarely as good, unique or unusual as they think. People talk about under-commit and over-deliver, but finding it in the wild is rare. Your service rarely feels like you’d want it to feel if you were in that client’s situation.
If you were starting over, how would your client’s service experience look and feel?
Through every step of sales, marketing, delivery and service, there are opportunities to set expectations and over-communicate. There are opportunities every day to take away the doubt, lack of clarity, wonder about what’s going to happen next. There are opportunities to pick up the phone instead of sending an email, or to drop by instead of picking up the phone.
If you were starting over, how would you communicate?
What would “they” do?
They’d do what you refuse to do. What you’re afraid to do or haven’t thought of. They’ll do what you don’t feel like doing or don’t think is necessary. They’d do what turns customers into clients who wouldn’t dream of going anywhere else.
More than likely, you know what these things are. Knowing isn’t enough. Answers are easy to come by. Execution of it is another thing entirely.
Will you wait until the new kid on the block forces you to mimic their behavior, or will your behavior set the bar so high that no one will dare enter your market? All those things you’d do if you were starting over can be started when you decide to do them.
If you register a new website address these days, you’ll receive plenty of unsolicited email & cold calls from people dying to create your website. While I appreciate the hustle, these messages & calls are the same for everyone (register two domains if you need proof). Is lazy hustle possible? If so, this is it.
What’s missing is a lack of effort to find the information that could get you the business. These are the things they either don’t know how to do, or won’t do. Standing on a street corner screaming “I’d like to build your website” is nothing but noise and is ineffective at best. Face-to-face, email, LinkedIn, & phone calls all exhibit this problem when lazy seeps in.
Objections. Always objections
Many of these emails come from firms in countries with an economy that allows them to offer aggressive pricing that’s far less than local firms charge. When their email arrives, your initial objection might be “I don’t want to work with firms from (wherever)“. Your objection might be tempered when see the super-cheap price.
Most out-of-town firms have the expertise to do the work at that tempting price but their emails/calls (even the US-based ones) never address the real problem: How many people have outsourced a project as important as a website to a firm from out of town, much less from another country? Few.
Most small business owners haven’t experienced the joy of managing an outsourced project of *any* kind, much less a website project. We’re not talking about buying parts from a vendor a few states away. We’re talking about custom work that takes weeks/months.
Now you’ve gone from “I don’t want to work with someone from (wherever)” to “I’m not sure how to manage a website development project with so-and-so down the street even though she’ll visit my office. How much harder this will be with someone two states away, much less with someone in another country?”
Set the right context
Whether you’re in Pune or Columbia Falls, you have the same problem: Getting over the prospect’s natural desire to avoid working with someone from out of town.
Their out-of-town vendor fears are the same ones they’ll have with someone in town, with some extra concerns sprinkled on top.
For in-town folks wondering why I’m discussing how to make it easier for your out-of-town competition, bear in mind that YOU are the out-of-town competition for every vendor who doesn’t live where you do. In some places, you’re the company from out of town despite being only six miles away.
Of all the “Hey, we can do your website” emails I received in the last year, NOT ONE positioned the conversation in a way other than “we do this, we’re cheap, etc”.
Improving your chances
Someone in Pune might send 30,000 emails daily. They can afford to play a numbers game. You might be reaching out to anyone who registers a domain in your five county corner of the state, or those who leased business space in your county. You can’t afford to waste leads.
In addition to changing the context of how you start the conversation, give yourself a second chance. Remember that the moment someone registers a domain, leases business property, or does what makes you aware of their possible need is not necessarily the moment they need you.
Rather than contacting them to suggest that you are alive, available & cheap, try a different approach. Reach out, make it clear you’re aware of their possible need & offer a legitimate resource to help them in the early going.
Follow up 30 days later, but not simply to repeat that you’re cheap & available. You might even have three buttons in your email: “Check back in 30 days, not ready yet”, “Doing it ourselves”, “Already have a vendor”.
Clicks on those buttons provide info so you can respond intelligently. Maybe in 30 days you ask the “not ready” folks “Figured out a timeline yet?”. For those indicating “DIY” or “have a vendor”, you might wait 60-90 days to ask “Is your project going as planned?”
I’m OK with repercussions, lazy, etc.
Send out half of the emails exactly as you do now. Send the others with a context change. See which works best.
For many businesses, the best month or two of the year ended late last week. For others, it starts next week. Your “big month or so” might be some other time. The real question is, will you sell, or will you only take orders?
This year, many businesses and their teams chose to take orders. You probably experienced this personally at least once this year. Anyone can take orders. Maybe they’ll need a form, a point of sale system or a yellow pad combined with some guidance from the customer, but ANYONE can take orders.
Does “anyone” work for you? Or does your sales team have industry expertise? My guess is that the latter is true.
The last time I was in what should have been a consultative sale, rather than speaking to someone with industry expertise, I was given to an administrative assistant who appeared to have little domain knowledge. The admin was following a computer form to sell me what I appeared to need. I’m OK with that when there’s no choice or when the sale is doesn’t involve financial risk, safety, or similarly serious matters.
Even when those things are involved, it’s OK to start the process with an admin and a computer screen when there’s follow up by someone with industry expertise. Unfortunately, there was no follow up by anyone in their office to be sure that I got not only what I wanted – but also what I needed.
Customers buy stuff.
When financial risk or safety is involved, someone has to be there to consider what carnage might be introduced into your clients’ lives. Don’t make your clients do your job. I would be far less concerned about the admin-driven sales process if follow up occurred. In this case, the downside risk is awful, annoying, inconvenient and time-consuming. They know this.
Despite this, I wasn’t asked about a four dollar a month option that would manage much of that risk. This is why follow up occurs. While it will almost certainly increase your upside, it will also show your clientele that you’re taking care of them.
You can show the team what taking orders feels like, then show them what selling feels like. Ever talked with a bad (or perhaps poorly trained) life insurance salesperson? Ever talked with a good one? The difference is amazing.
If there’s any sort of consultative selling process in your line of work, the difference probably feels amazing to your customers. It doesn’t matter what business you’re in.
For example, go to WallyWorld to consider buying a power tool. Got questions? What will happen? Now go to Ace or the Depot on a Saturday mid-morning. I suspect you’ll find the experience differs.
Customers often buy solely based on price. Clients tend to buy based on the expertise of those caring for them. Sure, they might run to WallyWorld for a commodity, but when domain knowledge is essential – they’ll come to the expert.
Clients are taken care of.
Review their work
If you do have an admin or inexperienced salesperson take care of the initial sale, review what they sold to your client.
Not simply now and then. Review EVERY sale.
If you have to contact the client to fix or complete the sale, be sure to include the person who made the initial sale. Call or email. Ask questions. Make sure they got what they wanted. Ask questions to make sure they got what they needed. Do you need to suggest any changes based on your experience, or what you know about me? Do you have questions that aren’t part of the form the admin uses? Perhaps that form is issues by your national provider and you need to apply some local knowledge to properly configure a purchase.
If the admin or inexperienced person did everything right – tell the client and tell whoever made the sale. Both need confidence in your team members with less experience.
If it didn’t go well, it identifies an opportunity to review your process and improve the sales materials your team uses, even if that means yours are over and above what the national dealer provides for you (or perhaps forces on you).
This coming year, decide to sell. Anyone can take orders. Remember: Customers buy stuff. Clients are taken care of. There’s a big difference.
When you ask business owners why they started their company, you frequently hear these words: Freedom and opportunity.
Opportunity tends to have a narrow definition. Someone sees potential in a market and goes after it. Opportunity may also mean the ability to make more than they could make at a job.
Freedom’s meaning seems to vary a bit more from owner to owner, at least as it relates to “I started my business because I wanted more freedom“. Knowing exactly what it means to you is critical. Those specifics will impact on how your company takes shape, how it’s run and eventually, how it appears to potential buyers.
I bring this up because I’ve recently been in a number of conversations with owners who are planning or considering the sale of their business. Some haven’t made the “I want to sell” decision yet. Those who haven’t decided yet are still focused on improving their business practices. These changes will make their businesses more attractive to potential buyers if and when that time comes.
Working toward a better freedom
When discussing what needs to be done to sell your company, there’s usually a long list of things that the owner wants to improve before looking for buyers. Since your company will benefit from a subset of these improvements even if you don’t sell the company, be sure to focus on those things first.
First – Anything that makes the company better also improves it for you between now and the time you do close a deal. If you never close a deal, you still benefit.
Second – Some of the things you’d to prepare will only benefit you in situations where an “investor-class” buyer is involved, such as a private equity group.
Selling your business to “someone in your town” is much different than selling it to investors. The more sophisticated the buyer, the more complicated, annoying, and costly the due diligence process will be. Be sure that the prospect is dead serious before venturing into this process because it won’t be fun, cheap or easy – and it’s possible their intentions won’t be honorable. Doing your homework is essential.
How does this relate to freedom? The improvements you make should improve the freedom your business provides – and these things are almost always the same things that make the business more attractive to buyers.
What does freedom mean to you?
Specifically, what freedom does your business provide – or what freedom do you want it to provide?
Whether you are looking at what happens after you sell your business, or simply what will happen once your business reaches the point of being able to support you – it’s critical that you know exactly where you want it to take you.
Does freedom mean more time? What’s that mean for you?
Working fewer hours than at your last job? Working at home vs. having to commute? Being home every weekend? Not having to travel 25-30 weeks per year? Having the ability to come and go at will? Having a more flexible schedule day to day than at your last 8-5 job?
Businesses that provide time freedom typically have a team doing the day to day work. At first, the owner might be managing the team. Over time, owners need to recruit and/or develop someone to manage their team.
Companies structured like this can be easier to sell because they aren’t as dependent on the owner to run them day to day, much less to create revenue. They also provide smoother continuity if the owner dies or is disabled.
Does freedom mean more money? What’s that mean for you?
Does it mean that your income is more secure? More resilient? More diverse? Less likely to be at the whim of someone else?
What aspects of the business protect that income, your pipeline, etc? How resilient is that income if you have to interrupt your work (as owner) to care for a family member for more than a day or two?
Companies where income freedom is more important than time freedom can be harder to sell if the owner is critical to day to day operations.
Either way, the important thing is knowing what you want & structuring your business to support that over the long term.
You’ve probably heard about things that didn’t work in someone else’s business. The story probably included an assertion that whatever isn’t working for someone else also wouldn’t so won’t work in yours. The tool itself is generally irrelevant. More often than not, the problem is a lack of consistency.
Execution isn’t easy. We do the wrong things. We do the right things at the wrong time. We fail to prioritize, or prioritize poorly – often doing the urgent rather than than the important. Each of those things have their own solution, tactic, or cure. The challenge is executing every day, every hour, every appointment – as appropriate for the solution, tactic, or cure. To be as effective and efficient as possible, all of these things require consistent execution.
We all have a ton of things to do. It takes a systematic intent to consistently eliminate tasks of no / low value, making room for the high value work our peers and customers need most.
Consistency has a number of benefits. If you are consistently good, people will depend on you / your company – and soon get to the point where their expectations are that you will always do, say, and deliver what they expect. This clientele will tell people. Some of them, the most rabid types, will tell lots of people. A small percentage of them will practically take it as an insult if one of their friends or colleagues don’t use their consistent vendor.
Consistency gives your clients something steady to latch onto at a time when many of them feel there is little they can depend on other than themselves. Outside of your spouse and perhaps a few others, do you have a vendor you can depend on no matter what? One that you would bet your business on? Think about the peace of mind that would give you if you had that kind of vendor (or vendors) in place.
Consistency is a quality you can sell, price higher, and use as leverage when competing for a new customer. Anyone can make a single sale. Consistent vendors make that sale while claiming an asset – a new, long term customer.
Do you have vendors or places you do business with as a consumer where you always have to remind about delivery or deadlines? Do you frequently have to correct a vendor’s work or invoices / paperwork? Do their work habits force you to be the one who must consistently follow up about promises, on-time delivery, service windows, quality and completeness? Is that the exception or the rule?
How does that make you feel? What’s it feel like the next time you have to purchase or get service from a vendor like that? Do you dread it?
Are you repeatedly changing vendors in an attempt to find one that you can consistently depend on? How does that feel?
Does your business track churn?
Churn happens when a business gets X new customers and loses Y customers each month. If you have to track it, you’ve probably got a churn problem. Maybe it reflects the direction and growth of your MRR (monthly recurring revenue) due to your business model.
Churn happens because customers cannot depend upon multiple vendors in your market. Yes, others are part of this as well, otherwise new customers wouldn’t be filling YOUR bucket that’s also leaking customers every month. Some may be new to the market, but a reasonable percentage of those new customers are coming from other vendors who aren’t taking good care of them. How long will you keep them? Consistency is a factor.
If you ever ask a former customer who churned away from you, they will almost always say they left because of price. Price is an easy excuse to use and it’s one they know you will be least likely to argue about. However, churn is rarely about price. More often than not, it’s the last straw after a customer has lost patience in the consistency of your product / service quality. First they get frustrated, then the investment seems like a waste, and finally, they’ve had enough.
No one gets into business to intentionally be bad at something. It takes effort. Wasted motion. Lost focus. Lack of intent.
Process by process, employee by employee, consistent execution improves quality. Going to the gym once doesn’t produce ideal results. Neither does inconsistent execution.Photo by Dan Harrelson
Have you ever thought about selling someone else’s products? When you sell someone else’s products, parts of that vendor’s business obviously become a part of yours: their products and services. However, the reality is a good bit more complicated.
Be sure what business you’re in
When you consider selling someone else’s products, it’s critical to assess whether the product is germane to what you do.
For example, it isn’t hard to find stores selling fidget spinners. They’re an impulse buy that could add a small bump to daily sales, so grocery stores, convenience stores and the like could justify selling them back when they were hot.
However, it makes little sense to see these gadgets advertised on outdoor signage at pawn shops and musical instrument stores – which I’ve seen lately. The logic behind advertising out-of-context impulse items on a specialty retail store’s limited outdoor signage escapes me – particularly on high traffic streets.
Will it confuse their market? Will they lose their focus by selling a few $2.99 items? Doubtful. While they’re trying something to increase revenue, the emphasis on an out-of-context, low-priced impulse buy product is the reason I bring it up. It makes no sense for a specialty retailer.
When you start selling someone else’s product, there are questions you don’t want your clients and prospects asking. They include “Have their lost their focus?” and “What business is my vendor really in?” These questions can make your clientele wonder if another vendor would serve them better.
Should you sell out of market?
I had this “Is it in context?” discussion with some software business owners this week.
One of the owners (not the tool vendor) is asking the group to sell the development tools they use to their customers & other markets. Ordinarily, this would be a head scratcher, since most software development tools generate their own momentum, and/or are marketed and sold with a reasonable amount of expertise. That isn’t the case with this tool vendor.
However, the discussion really isn’t about that tool vendor, even though they’re at the center of the discussion being had by these business owners. The important thing for you is the “Should we sell this product?” analysis.
Start the conversation by bluntly asking yourself if makes sense for your business to sell this product.
Adjacent space or different planet?
If your company sells to businesses that develop software internally or for sale to others, then you might consider selling a vendor’s software development tools to your customers. It might make sense if you sell into enterprise IT.
However, if you sell software to family-owned, local businesses like auto parts stores and bakeries, it makes no sense at all. You’re going to appear to be from another planet going to these customers to sell software development tools.
If you try to sell these tools in an unfamiliar market, then you’re starting fresh in a market your team probably isn’t used to selling and marketing into. The chance of losing focus is significant unless you’re leading your current market by a sizable margin and have plenty of extra resources.
Ideally, a new product line feels congruent to your team, clients and prospects. Even when it’s a good match, the work’s barely started as selling and supporting a ready-to-sell product requires a pile of prep work.
Your sales team needs training to sell the product and know how/when to integrate it into multi-product solutions. You need to include the product in your marketing and training mix. Your support team needs training to provide the level of support that your customers expect. Your infrastructure team needs to incorporate it into your CRM, accounting, website, and service management systems. Your deployment team may need training as well.
What if the new product’s vendor has problems?
Reputation damage is one of the biggest risks when selling someone else’s products, particularly if you have to depend on the other company to service and interact with your customers.
Does the product vendor provide support as good as yours? Do they communicate in a timely & appropriate manner? Do they service things promptly? Are they a good citizen in the developer community? These things are important in the software tools market. In your market, they may not matter.
The actions of the product’s creator reflect on you, since YOU sold the product to YOUR client. Carefully consider the risk/reward. Your entire clientele will be watching.
The craft beer explosion in the US over the last 5 to 10 years is a great lesson in premium price / premium product / premium services and customer ascension.
So what is the big lesson to learn from craft beer? Is it that you could make beer that only a certain percentage of the market will drink? Is it that you can put anything from talcum powder to motor oil in your wort as an ingredient and someone out there will want to drink it? Is it that you can charge for one pint what previously would have been a tolerable price for a six-pack?
But I don’t WANT an $80 diaper!
Those answers are all accurate at some level.
However, the biggest lesson is that in any market (including yours), there is a percentage of the market that’s willing to pay a premium price for a premium product. Products and services have had “Good, Better, Best” for years. Despite that, there are still many businesses out there that only offer a single product line with very little variation or options, premium services, or the opportunity to “ascend” to the next tier of product buyer.
These opportunities are not limited to automobiles, cigars, locally brewed beers, or any other thing. You can buy cheap toilet paper and you can buy fancy toilet paper. Speaking of, there are companies making a living selling diapers that cost $80 each.
While I don’t want to buy an $80 diaper, it’s clear that some portion of the diaper buying public does. That’s the trap that you can’t let yourself get caught in. It doesn’t matter that you and I aren’t interested in an $80 diaper. All that matters is that enough people are buying them. The same goes for a bottle of craft beer that might cost $12, $29, or much more. The challenge is finding a product that fits a market.
Premium price changes everything
In whatever you sell, there is almost certainly a premium price product or service opportunity – or both. You’ll never know where the price ceiling sits until you test it. We’ve all been offered an up-sell (want fries with that?), but this is different. Successful efforts typically result in a new tier of products and/or services. Sometimes, it reveals a completely different type of customer. It also allows ascension for some of the customers you have now.
Testing new product / service / price tiers could result in a new way of doing business for a subset of the people you serve. It may also reveal that there are additional price / product / service tiers between your existing regular and premium-priced options.
A successful “bar” that closes at 8:00 pm?
Montana micro-breweries are a fascinating example of finding an undiscovered tier in a market. They operate under a number of restrictions that impede their growth, including (recently raised) limits on the number of barrels they can brew each year.
Two additional restrictions that would ordinarily seem fatal to a traditional drinking establishment have instead created a new market tier.
First, Montana breweries with a taproom / tasting room may only serve 48 ounces (three pints) per patron per day. This might seem like a rather punitive restriction, but it doesn’t work out that way. First, most craft beers have a higher alcohol content than “regular” beer. As a result, three pints per visit is usually enough. Ever seen a bouncer in a brewery’s taproom? I haven’t. You’re more likely to see families and friends meeting together with their kids. Yes, in a taproom.
Second, Montana brewery tasting rooms cannot serve beer after 8:00 pm – at least not without getting a more costly / complex alcoholic beverage license. The traditional thought process would presume the 8:00 pm close dooms the tasting rooms. Instead, they’ve become gathering places after work, or before/after shopping and/or recreation. You’ll often see groups in a tasting room that you’d rarely see at a bar.
Without the typical late night hours of a bar, employees get home early enough to do some homework, put their kids to bed, or get a decent night’s sleep before their “real job” (or college). Likewise, these businesses avoid the occasional negative late night bar behavior that some places have to contend with.
While these limitations are restrictive, they’ve created a consumption tier that all but eliminates the negative behaviors sometimes associated with traditional bars.
The question is – what could be the premium-priced craft beer in your business?