008 - Quite often we think about using coupon cards (you know - the fundraising kind you buy from kids in your neighborhood) as the only time you ever redeem something. Redemption is purchasing back… getting value back for a price paid.

We all make mistakes and have misunderstandings, especially at work. Instead of trying to make fewer mistakes, we have an opportunity to seek redemption. Seeking redemption in failures leads to growth and change. People want to grow whether they realize it or not.

Moments have value for the present and the future. Investing in smaller problems regarding people has a big future payoff. Leaders and owners of small businesses are wise to invest in people to help them redeem mistakes and shortcomings. 

Of course, invest wisely… determine the threshold of what’s an acceptable risk and seek professional HR counsel for such things.

The next episode will be focused on how to leverage opportunities for redemption. Until this... here's how to identify those opportunities at work today:

• Observe employees as the main character of their movie.
• Observe how they choose to proceed once they discover a mistake, mishap, or misunderstanding.
• Consider which role you’ll choose in their movie…guide, villain, or extra.
• Tune in to the next episode for details on how to proceed if you choose to play a supporting actor role.

I invite you to connect with me by email and through my website!
Peace, Erin (chief underdog)  ​​
Worksmartlovepeople.com
​

007 - With so many people who don't see work to be a good thing, it's up to you and me to help them change their minds. 

Many people in our society today don't want to work or they avoid work.

Some younger people think they don't have what it takes to do hard work.

Whether people are avoiding work or afraid of it, we can change their perception.

Work isn't just about one person getting paid… it's about our need for a workforce, personal gratification in serving others, and doing what we are made as individuals to do.

The edge for smaller businesses is to look for potential and attitude and be willing to invest in them.

If you're willing to invest in people to come and work in your business, they'll stay and tell others.

• How many of your employees are bringing their friends and family to come work at your workplace?
• How do you train someone to be a great employee (beyond the normal training needs)?
• In the first few days of every employee's career in your company, how well do you connect with them? How well do you connect them with others? How well do you connect them with your company?
• In the first week of every employee's career, how well do you clarify their role and what it means to work in your business or at your workplace?
• Are you telling them or are you listening to them?
• Once they are learning how to do their job, how do you build their confidence?

Do you have a system for doing these things? 

If not, take my course where I'll come alongside you in live online sessions. We'll do it in 21 days. Register at https://worksmartlovepeople.com/21days

I invite you to connect with me by email and through my website!
Peace, Erin (chief underdog)  ​​
Worksmartlovepeople.com
​

006 - When it comes to training, less talking is better for the goal of the training. After all, what's the goal of training? That an employee can DO something at the end of it. Is your training focused on just that goal of what the employee needs?

• Who's doing all of the talking in the training in your workplace?
• How do you transfer knowledge from process experts to new employees?
• What is the result of your training? Is it great, good, or not getting the results you want?
• What is training? It's not information sharing - it's about the planned utilization of information.
• What's the purpose of training? To allow people to choose to believe, understand, and DO things. 
• If you want help with your training, I've got a program I'm working to release. Go to worksmartlovepeople.com/podcast to receive updates... AND to receive a remarkably simple guide to start new employees strong in their first week with your company - every time.
• Is your training good? Is it mapped out to focus on the 3-5 things that a person in a role needs? Is it relentlessly simple? Is it question-driven and does it allow the employee to choose to learn?

I invite you to connect with me by email and through my website!
Peace, Erin (chief underdog)  ​​
Worksmartlovepeople.com
​