Tweak Your Biz » Management » Don’t Be A Witch To Get Rich

Don’t Be A Witch To Get Rich



Have you ever seen people screaming at their staff in times of stress or talking down to suppliers who are meant to be working to achieve the same goal as you? I have seen this and it’s pretty ugly. When I started out I made up my mind to get rich in business without being a witch… because it is possible.

Respect from your staff leads to a level of loyalty that in many ways you can’t pay for. You can’t ask someone you’ve just yelled at to give up their weekend to help you make more money for your business – spending their weekend with you will be the last thought on their mind and probably the opposite one!

There is no use trying to expect people to give the sheer amount of devotion and time from their lives to grow your company if you speak to them badly.

Don’t get me wrong – there are times when you want to scream and shout and pull your hair out – or theirs! But there is a dignity as a boss to remain calm or at the very least controlled.

If you have an issue – where possible deal with it privately unless a show of leadership is needed to quash a babbling staff load.

I always start with something positive such as: “I liked the way you handled that client last week but I feel that this other weak aspect of your work needs more attention”. End it on a positive note so that the person goes back to work knowing that they have to work harder but it will be for the greater good and be appreciated.

If you have chosen people who share the same work ethic as yourself, you might wonder where the bad connection has come from all of a sudden.

Have you considered that the problem may not be them, it might be you?

Owning a company is stressful and when you delegate work to people they often see that that’s all they have to do, whereas you in your office are having to juggle a workload much the same as theirs, plus managing the finance, marketing, planning, client relations and general running of the office and company.

This inevitably leads to a buildup of stress which if you’re not careful will come out in negative ways towards your staff.

If you are getting frustrated with your staff members or suppliers and are stressed and tired at the same time due to your own work load. Just do what I do and take a minute out to jot down exactly what has annoyed you in bullet point fashion. Just taking the few seconds to do this in a rational sense will let you realise whether you have an issue that you need to be clear about or whether you’re venting stress out on them.

Your staff have to look up to you – if you treat them or speak to them badly you will lose their respect and completely de-motivate your team which will cost you time and money in the long run. You don’t want to lose the good staff members that you’ve taken time to find and train. Don’t be a witch to get rich.



The Author:

Emma Wimhurst - The High-Energy Business Mentor, Successful Entrepreneur, Business Owner, Writer, Motivational Speaker, Business Mentor, Business Turnaround Expert http://www.emmawimhurst.co.uk/

Add Your Comment

  • http://www.btbtraining.com/blog Niall Devitt

    Emma, I love the message of this post! Treating the people you work with well is something that should be a cornerstone of small biz, unfortunately it sometimes is not.

  • http://twitter.com/fredchannel Fred

    Thanks for sharing Emma. I bet many managers/business owners might not be aware of this: “If you have chosen people who share the same work ethic as yourself, you might wonder where the bad connection has come from all of a sudden.” Good point.

  • Emma

    It is often not – and as result people leave on a regular basis. When this problem occurs – Owner Managers don’t like to believe it is their fault – but in reality – it is! Either with their management skills or the recruitment policy in the first place!

  • http://www.encouragingexcellence.ie/ Mairéad Kelly

    Nice post Emma. It never ceases to amaze me when former employees become employers how “quickly” they forget what it was like to be an employee. Or the fact that they expect their employees to see the business with the exact same importance that the employer does and then get frustrated at them thinking like employees – which of course they still are.

    Yes we want great employees, however we could do well to remember what it was like on the other side of the coin and be thankful that we have people helping us grow our business and appreciate and respect them for it.

  • http://www.sianphillips.ie Sian Phillips

    Hi Emma. What a great post and so true. I have been bullied in the workplace many moons ago and it affected my work and my whole self esteem. It is not conducive to good work output at all. I have been a boss and believe the best way to approach problems in the workplace is with calmness and politeness. Heated arguments get people nowhere. Always treat others as you expect to be treated yourself – in work and your personal life. Looking forward to reading more posts from you.

  • Facundo

    Interesting post Elaine. I wonder if you think the encouragement (making the horse drink) would be more effective coming form verticals/ pairs as opposed to the trainer.

  • http://www.seefincoaching.com/blog Elaine Rogers

    Hi Niall, thanks for the comment.nQuestions are the answer as Zig Ziglar so aptly points out. he is referring the the sales process but it is the core of a coaches set of tools – the ability to listen at an empathetic level, and as you say, ask the right questions :)

  • http://www.seefincoaching.com/blog Elaine Rogers

    Hi Facundo – do you refer to peer style learning? Indeed, it is always beneficial to team up learners as they really can and do help each other out. And brainstorming an idea can be as educating as (and mostly more stimulating than) reading about a solution in a manual. nnTraining is about facilitation, even in technical training, so yes you make a very valid point – thanks for sharing :)

  • Anonymous

    Great post Elaine. My observation has been that training in isolation is not enough some kind of followup is required to bring people forward to ensure that they implement what is learned. nnMy experience however is that development is very much left in the hands of the individual. Yes we all must take responsibility, however it is vital that people are given the opportunity to be shown the right direction by people who know what it takes. Unfortunately from a time and cost perspective this often isn’t seen as a priority.

  • Facundo

    I actually was thinking about an even more common situation: The trainer delivers the programme and maybe some kind of follow up as Frank mentions below; after that, my question is if the motivation works better if it is encouraged by a vertical (the boss who insists on getting things done), a pair (an enthusiastic colleague who is told by the trainer to play this role with colleagues) or maybe the trainer coming back in some shape or form? It may be a combination of everything but was wondering if you had a preference considering how difficult it is to “make the horse drink” :)