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Author: Jeannine Lozier

Achieve Big Things When You Think Small

Posted on by Jeannine Lozier

Achieve Big Things When You Think Small

• Entrepreneurs are encouraged to have ambitious goals, but it is also important to take time to focus on the present.
• One way for small business owners to gain an advantage is to build a rapport with their initial customers: personalize support, actively solicit feedback, and create customer success teams.
• Focusing on small numbers associated with the business can lead to a better understanding of profit margins and ROI; investing in a strong POS system can help with this.
• Lastly, taking daily actions that support long-term plans and recognizing employees’ contributions will help businesses grow and scale.

~ 672 words/ 3 min. read 

Entrepreneurs, particularly those running small businesses, are often encouraged to aim high. What’s the pace of your business growth? How soon can you onboard a team? What’s the timeline for expanding to multiple locations? Although it’s common practice to idealize an accelerated pathway to success, it is valuable to slow down and concentrate on the present. For those managing lean start-ups or small ventures, adopting a “think small” mentality has significant advantages. Here are three ways focusing on the little things makes a big difference.

#1 Learn from Your Initial Customers

Building a rapport with first-time customers is one of the most crucial actions a business owner can take. After all, they’re choosing your products and services for the first time. Understanding what drew them to your business is valuable feedback that will help your business grow. Was it the charm of your sales pitch, your interpersonal skills, or factors such as your product package or location?

Connecting with your customers is more than a growth strategy—it’s a differentiator. In their article, “Rapport-Building Questions: 68 Memorable Questions for Establishing Rapport with Customers,” Hubspot suggests focusing on these strategies to build rapport with your business patrons:

Personalize Customer Support

Take time to learn your customers’ first names and use them to personalize communication. Survey and email automation tools have made adding personal touches easier than ever.

Actively Solicit Feedback

Customer reviews make a real difference in how many first-time buyers choose your business. Encourage customers to leave google reviews or testimonials through positive messaging or even incentives. The time customers take to leave a review and your gratitude fosters customer loyalty.

Create a Customer Success Team

Customer success and customer service have an important difference: the first is proactive and the second is reactive. By ensuring customers achieve their goals when they do business with you, you’re showing that you care about their experience and building long-term connections.

#2 Focus on Small Numbers

In addition to cultivating relationships with individual customers, Hannah Shr, senior program manager at ICA Fund, recommends concentrating on the smaller numbers associated with your business. These might include a single transaction, one SKU, a solitary purchase order, or a single credit card swipe. As inconsequential as these figures may seem, understanding them is key to unlocking broader concepts around your profit margins, sales, and ROI.

Investing in a strong POS (point of sale) system to help calculate this kind of data is one of the most important things a small business can do. The Small Business Association defines POS as including “the hardware and software related to transactions, such as the cash drawer, credit card swipe bar, barcode scanners, receipt printers, and more.” The SBA also notes that a quality POS system can help you do more than improve functionality and track real-time data, it can also help evaluate employee sales records, manage inventory, and prepare for taxes.

#3 Take Action Daily

Like most things in life, your vision becomes reality when you execute consistently. When it comes to your business, consider the small actions you can take daily that support your long-term goals. The US Chamber of Commerce has 10 action steps small business can take to grow and scale that range from social media exposure to optimizing your website. And one of the most practical and important steps you can take today is recognizing your employees.

Hiring and retention has become even more challenging for employers in the last few years, but it’s also re-energized the conversation around workplace happiness and satisfaction. Jessica Elliot, US Chamber contributor, offers these helpful strategies for making employee recognition straightforward and effective:
• Gather employee details with a profile template you can use over and over
• Take high-quality images and create short videos of team member contributions
• Spotlight employees of the week/month on multiple channels, including your website

The Bottom Line

As you look to the future of your business, remember: thinking small pays big dividends. Focusing on the customer experience, employee satisfaction, and real-time data create a solid foundation for business growth. Each action you take will become the stepping stones for the business you’ve always wanted.

USAF Veteran to Open TruBlue Home Service Ally Franchise of Happy Valley

Posted on by Jeannine Lozier

Rich Robert, the latest franchisee to join the fast-growing handyman franchise TruBlue Home Service Ally, has big plans for his new business, set to open in the Centre County area of Pennsylvania in August 2023.

Having dedicated more than two decades of his life to corporate America, specifically human capital management and benefits, Rich decided it was time for a new adventure. He was ready to take control and venture into entrepreneurship, an aspiration motivated by the noticeable gap in professional handyman services within his locale. Rich sought to fill this void with reliable, trustworthy, and customer-centric services, something he felt was largely lacking in the existing market.

After exploring several handyman concepts, Rich found a perfect fit with TruBlue Home Service Ally. TruBlue’s commitment to top-tier customer service and quality work echoed his own values, and their focus on cultivating trustworthy relationships with clients resonated with his vision. An added bonus was the brand’s emphasis on family, ensuring that Rich, a family man himself, wasn’t just another faceless franchisee.
Rich is committed to making his TruBlue franchise the top choice for handyman services in Pennsylvania, both for individuals and commercial businesses. His growth plans involve expanding into other territories and increasing the size of his team.

Rich is a United States Air Force (USAF) veteran and former corporate employee with a passion for entrepreneurship and a dedication to service. Beyond the desire for business success, Rich’s decision to invest in TruBlue of Happy Valley, a handyman and senior home modification business, was motivated by a genuine desire to make a positive impact on people’s lives. He recognizes the importance of having a safe and comfortable home and aims to provide reliable, trustworthy, and high-quality services that customers can depend on.

1851 Franchise: Frame your personal story for us. What did you do before franchising, and how did you decide franchising made sense for you?

Rich Robert: I have worked my entire career in corporate America. I worked for over 20 years at a company that handles human capital management, payroll and benefits. It was a great experience, but I was ready for a new challenge and adventure in my life. I wanted to run a business on my own terms, while also providing the type of high-quality handyman services that are not being offered in my area. Professional services, for lack of a better word.

1851: What was your perception of franchising prior to becoming a franchisee, and what do you want people to know about franchising now that you are in it?

Rich Robert: I am a person who likes to have a plan in place. A franchise provides that. I can start quicker with a team behind me since they can offer me support, recommendations, best practices, etc. If I started on my own, it would be a lot of guesswork. Here, I am guided by a group of individuals who know what works, every time. I can feel more confident in the steps I am taking to grow the business quickly.

1851: What made you pick this brand? What excites you most about this company?

Rich Robert: I looked at several handyman concepts, but came to TruBlue after seeing their mission and focus on customer service. As an entrepreneur, making sure that clients are satisfied with the quality of work is critical. So is maintaining a good relationship with your clients. That is the best way to grow your business. Establish a client base that knows they can trust you. The rest falls into place after that.

The TruBlue company also focuses on family, which is important to me. I am not just another face in the crowd. After I spoke with Sean Fitzgerald, President of TruBlue, and saw his excitement for the company, and after I spoke with other franchisees, I knew this was the right franchise for me.

1851: What do you hope to achieve with your business? What are your plans for growth?

Rich Robert: My mission is to become the go-to handyman franchise for this area. When people think of a handyman, I want them to think of TruBlue. Whether it be an individual or a commercial business, I want to be on the top of their mind. I also eventually want to expand into other territories and grow my team.

1851: What is the one thing about your story you want us to know?

Rich Robert: I am married with three college and high school boys. They are all supporting me in this endeavor, which is great. They will be around to eventually take part in it at some point, which was a big reason behind starting a business in the first place.

1851: What advice do you have for other people thinking about becoming a franchise owner?

Rich Robert: Definitely take advantage of the time when they encourage you to reach out to other franchises. Look them up yourself and give them a call. Get the facts on what a day in their life looks like, what they went through when they started up, how the corporate team supports them.

To find out more information on costs to buy this franchise, please visit: https://1851franchise.com/trubluehousecare/info

About TruBlue Home Service Ally:

TruBlue Home Service Ally® provides a unique and affordable approach to helping busy adults and seniors live a worry-free life by offering trustworthy handyman and home maintenance services. Helping you maintain your home both inside and out, TruBlue’s services include: handyman projects and to-do list chores, preventative home maintenance, seasonal work, and senior modification services, all handled by a professional, bonded and insured TruBlue Home Service Ally Technician. TruBlue franchise owners are required to complete the Certified Aging In Place program through CAPS and the National Association of Home Builders (NAHB). As certified specialists, TruBlue franchisees are able to perform Certified Aging in Place Home Safety Assessments and can make recommended safety modifications as needed.

Why Understanding Workplace Personality Boosts Company Culture

Posted on by Jeannine Lozier

 • Workplace personalities can be broken down into 4 distinct types: Go-Getters, Loyalists, Career Builders, and Lifers.
• Go-Getters are motivated by challenge and opportunity; Employers should provide them with chances to take on challenges and learn new skills.
• Loyalists place value on stability and predictability; Employers should focus on providing clear paths for advancement.
• Career Builders are always looking for new opportunities; Employers need to offer challenging work assignments as well as career growth within the company.
• For Lifers, employers need to provide stable, long-term positions that make them feel connected to the company mission and build meaningful relationships.
• No two people are wired the same way, so understanding what motivates employees benefits both workers and employers alike.

~ 625 words/ 3 min. read 

What’s motivating your employees? It turns out that workers want a lot more than a paycheck and job flexibility. In fact, some of what they want is rooted in personality and workplace psychology. 

Workplace personalities can be broken down into four distinct types of workers. Understanding the different types of workers and what motivates them can lead to greater job satisfaction and a better fit between employer and employee.

4 Types of Workplace Personalities

Go-Getters

Go-getters make up the smallest group of workers, but they are also the most likely to be satisfied with their jobs. This group is motivated by challenge and opportunity; they want to continuously improve their skills and grow within their companies. For employers, this means providing go-getters with opportunities to take on challenges and learn new skills. 

Many go-getters are also what Psychology Today contributor Melody Wilding, a professor of Human Behavior, refers to as a “sensitive striver.” While this type gives 100% to their job, they also process information and emotions on a deep level. This combination is part of what makes them top talent, but it can also lead to burnout. Managers attuned to the stress of high achievers can help them translate their effort into success rather than self-sabotage. 

Loyalists

Loyalists are devoted to their employers and place a high value on stability. They are motivated by predictability and routine and prefer to stick with what they know. In the present economy, employers would be unwise to rely too much on loyalists to stick around if the work environment is poor or pay is not competitive. Still, understanding what motivates loyalists can help companies serve this personality type better. 

Employers can improve worker satisfaction for this group when they focus on stability and predictability in their jobs. Additionally, loyalists are often looking for opportunities to move up within their companies, so employers should provide clear paths for advancement.

Career Builders

Career builders are similar to go-getters in that they are motivated by challenge and opportunity. However, unlike go-getters who are looking to grow within their current companies, career builders are always on the lookout for new opportunities—even if that means changing jobs.

For employers, this means offering career builders challenging work assignments as well as opportunities for growth within the company. According to Forbes’ contributor and workplace consultant Heidi Lynn Kurter, the Great Resignation could have been avoided by tending to the needs of career builders. 

What motivates them? Here’s what Kurter says tops the list: compensation and pay transparency, job flexibility, a positive work culture, and inclusive policies ranging from dealing with loss to infertility.

Lifers

Lifers make up the largest group of workers and are defined by their loyalty to their companies. Like loyalists, lifers place a high value on stability and predictability. However, unlike loyalists who are interested in moving up within their companies, lifers are content with remaining in their current positions for the long haul.

For employers, this means offering lifers stable, long-term positions. Staying with a company for your whole career isn’t as common as it once was, and employers shouldn’t take this type for granted. It’s important that employers recognize that lifers also have external opportunities and are choosing to stay with the company at many different points along the course of their career. Make sure lifers feel connected to the company mission and provide them with opportunities to build meaningful relationships with coworkers and superiors. 

No Such Thing as an Average Employee

Above all else, it’s important to remember that not every person is wired the same. Understanding what motivates employees benefits everyone. It helps workers find meaning in what they do, and it helps employers invest wisely in hiring and retaining employees who can contribute to a strong company culture. 

Governor Shapiro Kicks Off Process of Developing First Statewide Economic Development Strategy in Nearly Two Decades

Posted on by Jeannine Lozier

Governor Josh Shapiro, Department of Community and Economic Development (DCED) Secretary Rick Siger, and Ben Kirshner, Chief Transformation Officer, Office of Transformation and Opportunity, took the next step in creating the Commonwealth’s first comprehensive economic development strategy in nearly two decades during a visit to PennAir, a company that helps people in manufacturing and construction with pneumatics, hydraulics, and automation.

Since day one, Governor Shapiro and his Administration have been working to aggressively grow and reignite Pennsylvania’s economy – announcing nearly $1 billion in new private sector investment in the Commonwealth like EMD Electronics, Prysmian Group North America, and Re:Build Manufacturing creating over 1,400 new jobs and retaining over 5,300 existing jobs statewide in just nine months. In order to reinforce that commitment to economic competitiveness, the Shapiro Administration is developing an innovative and aggressive economic development strategy. The strategy will be an assessment of the Commonwealth’s areas of strength, a clear-eyed analysis of barriers to growth, and concrete goals and initiatives to guide policymaking and investment decisions for years to come.

Read Full Article Here

 

Why Serving Your Community Can Grow Your Business

Posted on by Jeannine Lozier

SUMMARY

  • Engaging in community service builds a positive reputation, encourages staff retention and loyalty, and amplifies core values.
  • Serving your community may help you hire and retain employees who are a better culture fit—younger generations of jobseekers want to find fulfillment in their work.
  • When picking partners for community engagement, choose those that align with your company’s core values and areas of expertise.
  • Businesses should be creative in their approach and enjoy participating in projects that get them excited.
  • ~ 645 words / 3.5 minute read

Running a small business requires dedication and time. But have you ever considered the benefits of community service? It may seem like one more thing to add, but research shows that helping your community can actually support your business goals. Serving your community helps boost your reputation, retain top talent, and create a more positive workplace. Keep reading to discover more about the power of giving back to your community.

Change How the Community Sees Your Business
Business owners start up because they want to solve a problem or fulfill a need in the community. However, once you’re up and running, making a profit often becomes the top priority. When this happens, members of the community may see you as someone who is just there to make a buck.

During the COVID-19 pandemic, many businesses and organizations stepped up to serve their community and live out their core values. Entrepreneur magazine reported that during the shutdown, After-School-All-Stars, a national nonprofit that runs after school programs, tuned into the needs of their local communities and started providing meals, distance learning, and mental health support for students and families.

You don’t need an economic crisis to show up for your community. You can demonstrate your company’s values by volunteering as a group or sponsoring an event you believe in. One study found that a whopping 78% of consumers want businesses to take the lead on social issues. In other words, when you invest your time or money into important service opportunities customers take notice. When you give back, people see you as part of the community and are more likely to use your business.

Hire and Retain Employees that Share Your Values
If your business’s number one goal is profit, you will attract employees who feel the same way. Their loyalty will be limited to the next paycheck, and for the most part, they won’t go above and beyond when you need it. However, when your company lives its core values within the community, retention rates will be higher, and you will attract skilled people who want to do more than simply show up.

This strategy is especially important if you hire younger employees. Forbes reported that 83% of millennials said they would be more loyal to a company that contributed to social and environmental issues. They also found that Gen Z, the newest group to enter the workforce, expect their employer to have a purpose beyond profit. Gen Z job candidates even showed they are more likely to read mission statements and value documents.

When you have a company culture that includes giving back, you can attract aspirational employees. These workers want to be connected to something bigger than themselves, and when your business gives them that opportunity, they find more than employment–they find fulfillment.

Pick the Right Partners
Of course, when you choose to do community outreach, it needs to fit with your organization’s core values and areas of expertise. To find opportunities that are right for you and your business, try some of the strategies listed below.

What problems exist in my community today? Whether it’s supporting local schools or animal shelters, find a cause that aligns with your values.
Encourage employees to volunteer during work hours. Maybe it’s just one hour a month, but when employees can give back during work hours they don’t have to choose between serving and time off.

Create a custom plan for volunteering based on what matters to your employees.
Share about the time and investment your employees give on social media or your website. People love feel-good stories and this will help boost the perception of your business.

The Bottom Line
Above all, be creative in your approach and choose projects that get you excited. Your enthusiasm will shine through and make your business memorable in the eyes of your community.