Category Archives: Your team

Stuff happens

Every so often life throws at you something totally unexpected. Just under 2 weeks ago on a beautiful sunny Sunday morning I came off my bike. This resulted in 2 open fractures to my lower arm, over 3 hours in surgery and 5 days in hospital. Hence no e-zine from me last week.

I’m not telling you this to get your sympathy (… Well, okay, a little bit would be nice!). But those five uncomfortable and dreary days in hospital reminded me of a few important lessons in showing you care and helping people feel good about themselves.

I believe each of these are just as relevant in the business world in showing your team members you care about them, and ultimately improving employee engagement.

  1. Common courtesies. In the hospital 95% of the staff introduced themselves and their role, and added a polite good morning/good afternoon. There were just 2 or 3 staff members who didn’t do this, and there was a marked difference in how I felt with these people. In the business world a simple sunny smile and a cheerful good morning sets everyone up for the day. I always live by the principal of treating your team with the same care, courtesy and respect you’d like them to show customers.
  2. Listen and observe. Keep your ears and eyes open to recognise when things aren’t as they should be, and spot concerns quickly. Left to fester these can snowball into bigger problems. No more so in my case when several hours after my surgery I stopped responding. Thankfully for me my nurse picked this up instantly!
  3. Be approachable. When points 1 and 2 above are observed this is likely to happen naturally. Not everyone feels comfortable raising concerns or questions, particularly in front of their colleagues (or fellow patients). Being open to and responsive to individual questions or cries for help means you don’t leave people struggling and floundering, and enable them to get back to the job and up to speed as quickly as possible.
  4. Focus on what you can do rather than on what you can’t do. At one point I was in a lot of pain, but because I had reacted badly to morphine I was not allowed any more. One nurse (who incidentally never introduced herself) just frankly told me I couldn’t have a more morphine and left me at that. Whereas another nurse explained why I couldn’t have morphine but what he was going to give me instead.
  5. Be flexible. In any organisation – be that your business or the NHS – there have to be systems and processes in place. But there are occasions when being so hellbent on the rules serves nobody.
  6. Let people know you’re there for them. I’ve had a wealth of messages, phone calls, cards and visitors all offering their sympathies, support if needed and wishes for a speedy recovery. Every one of these has made me feel good; even if I don’t ever call on any of these people for their support, it’s so reassuring to know it’s there if I need it. In the business world you don’t want to be checking in on people every 5 minutes, but it’s always reassuring for anyone in your team to know that you’re there support them when it’s needed – whether that be work-related or maybe some personal issue that could be on their mind.

If you only do one thing, just take one action today to show your team members that you care for them and you’re there for them if they need you.

If you’d like more ideas on how to show your team you care about them, so they care for your customers and your business there 131 tips here

I can’t do that

When you ask someone to do something and they tell you they can’t, what do they really mean?

Let’s imagine it’s a member of your team. You ask them to do something and they respond “I can’t do that”. It may not be quite as direct as that “Erm, I don’t think I can do that…”. But the result is the same – a barrier.

Of course, the words alone might miss some of the meaning. What does their tone suggest? Is it one of hesitation, or of indignation? What does their body language imply? Fear, frustration, disgust?

Find out what’s prompted their reaction.

Is it merely an excuse due to a lack of willingness because they’re not convinced it’s worth the effort?

Or do they genuinely mean that they’re not capable, due to a lack of skill or knowledge, or some other underlying reason?


I can’t…” could mean they haven’t got all the resources they need. Maybe there’s special equipment needed, or a budget they don’t have. Perhaps they don’t think they have the time, or know what they can leave out instead to make time.

I can’t…” may be because they’ve simply not been allowed to do this before. Old systems, processes or procedures have prevented them, and despite the fact you’ve moved on nobody as yet has set out the new ‘rules’, or demonstrated their faith in them to do it.

We mustn’t dismiss the reason might be because they don’t feel it’s right; they don’t believe it’s the right solution for the situation, they might feel is not their place to do it, or they might be concerned it’s not ethical or just.


Whatever is behind it unless you understand why it can be difficult to move forward.

Simply asking directly “Why can’t you?” could be seen as a criticism or confrontational, so may not be well received or give you the real reason.

A simple, but concerned “… Because?”  might elicit the real reason, but check this isn’t just a stalling device or excuse. So, if example they tell you they can’t do it because they don’t have enough time due to another project or task, you might respond with something along the lines of “if we could re-gig your priorities and free up some time, what then?” This will help to flush out if this is the real reason or just an excuse and if there is another underlying reason which they may be more reluctant to tell you.

So, when you hear comments such as “I can’t do that”, or “we can’t do that” look out for and listen for hesitation and find out what’s behind their response.

How am I doing?

fun at workConducting effective 1:1 meetings



And regularly.



They also provide that window of time to focus on them:

  • not just you telling them how they’re doing,


Your aim should be:





  • Ask for their views

3 core questions

As a minimum you may like to consider these 3 questions:

  • Achievements
  • Shortfalls
  • Focus
  1. Achievements


  • What have been your top 2/3 successes?
  • What have you accomplished towards this year’s goals?
  • What have you been particularly pleased with?






  1. What’s not gone so well?

What disappointments or frustrations?

  • What hasn’t gone to plan?
  • What have you been disappointed with?




  1. Where’s the next focus?












In part 2 we’ll look at some tips for getting started on 1:1’s and how to get the most from them.

Rotten Apples

Slightly rotten apple isolated on the white background

Understandably, as a business owner you’re focused on your sales and your bottom line.

Yet, you could well have profits sneaking out of the back door unnoticed; many people do.

Profits you could retain with a few simple steps.

Although some businesses have woken up to the benefits of having an engaged team, all the evidence still shows that 2/3 or more of staff are not engaged at work.

Not only is this rather sad …

it’s costing businesses £ millions.

If it makes sense to measure financial and sales performance, it also makes sense to measure engagement.

Peter Drucker said it beautifully: “If you don’t measure it, how can you manage it?

In disguise

However, this isn’t always easy because…

Unfortunately, disengaged employees look the same as everyone else.

They come to work on time, they do what’s asked of them and they say “Yes” to requests.


These are also the people who only do the minimum expected. They rarely go out of their way to support their colleagues, and are liable to whinge the minute your back is turned.  They’re not consciously unhappy, but nor are they enthused, excited or energised about their job.

And the worst of it is …


So why take that chance?

Why not find out exactly where you are now.

Get your company’s engagement score in under 10 minutes, FREE

And stop those profits sneaking out the back door.

After all, all progress starts with the truth.

Tapping into Potential

hide-ignore-caleb-woods-182648One of the key areas of focus for many of my clients is how to increase the retention of their key people.


Sadly, some business owners stick their head in the sand because they are afraid of what they might find. As you and I know this ‘head in the sand’ approach simply doesn’t work.

I’m very excited that I’ve recently become involved with a brilliant digital business-transformation platform called Engagement Multiplier. This software provides employees with an easy (and anonymous) way of telling you what they want to tell you about your business. Which gives you some amazing insights into where to focus to increase retention – of both customers and employees, and as a result of that increases and improves profit.

Having seen what it’s been doing for other owner managed businesses I thought you’d be fascinated by this free assessment.

Who it’s for…

Brave, caring, owners of growth focused businesses, so they can improve staff retention, retain customers and increase profits, by leveraging the untapped resource of their people.

If this sounds like you I think you’ll be fascinated by this free assessment.
It only takes 10 minutes (or less) to get your company’s engagement score, and discover where to take action to make an impact right away.

Learn to Let Go

Balloons letting go

I caught myself this week doing something I really should have delegated to someone else.

Not only was this tying up my valuable time when I could be doing something only I can do; the person who should have done it would have done a better job, and quite possibly in half the time!

Do you ever find yourself falling into this trap?

I’m not just referring to doing routine administrative or mundane tasks. There’s many a time that the things we do to respond to customers’ needs and expectations could also be done just as well (or even better) by others.

When we have an excellent relationship with customers it can be difficult to let go. We often feel guilty or obliged to that customer to look after them ourselves; to give them a personal service. And we’re potentially worried they won’t feel as valued if we delegate some aspects of the customer relationship to our team.

But in doing so we could actually be diluting our efforts and giving a poorer customer experience. What happens when we’re on holiday, tied up with other projects, or when two or more customers all need us at the same time?

We can’t do everything! We need to put our trust in others and delegate some of that responsibility.

But what if we’re not confident anyone in the team is up to it?

I’m not talking here about abdication. You if you were teaching your child to swim you wouldn’t just dump them in at the deep end and let them get on with it. You’d show them, coach them, support them until they were ready to go it alone. And even then you’d be watching at the poolside until you could see they were safe.

Ah, but… I hear some say.

  • “My customer trusts me and expects to deal with me”
    They expect to always deal with you because that’s what you’ve always given them. If they are never given the chance to speak to your team that will never change. Set expectations early on with your customers so they know who is the best person to speak to when. Introduce your customers to your team so they know who they’re dealing with and build trust (and their expectations) early on.
  • “It takes too much time to explain, I can do it quicker”
  • “They aren’t yet capable”
    And never will be unless you start incorporating delegation and trust into your people development plans.
  • “They won’t do it as well as me”
    Maybe, but are you being too much of a perfectionist? Does the task need such a degree of excellence?  If not, maybe someone can deal with the task adequately in less time so the customer isn’t kept waiting. 
  • “They aren’t yet qualified, authorised or licenced to do that”
    Everyone has to start somewhere so get them involved and leave time for you to approve or endorse their efforts before it gets sign off or the rubber stamp. (None of us would ever pass our driving test if we weren’t able to actually get out on the road and drive; it just needs plenty of practice and handholding along the way until ready.)
  • “If they are left to deal with someone else my customer won’t be happy and I’ll lose their respect”
    You’ll upset customers far more and lose more respect by delaying your response and by not devoting enough time to the areas of expertise they’re paying you for because you are too distracted by routine and administrative issues.


The skill is knowing when to let go of the day to day issues, and put your trust in someone else to get on with things, leaving you to focus on the more important aspects of your relationship that only you can do and on the more strategic aspects of the businesses.

Riding on the crest of a wave

Celebrate successI was hooked.

And had far too many late nights.

I simply loved the Olympics.

Can you believe it? – 67 medals.

Brilliant. Well done Team GB!






Here are my 10 ideas to take away…

1. Having a benchmark




2. Awards




3. Celebrate success





4. Feedback




5. Learn from mistakes





6. It’s not about the money




7. What’s their gold medal equivalent?




8. Rewards






9. Thank you







10. Continue to grow










Perceptual Positions

percetual positionsBy the time you read this thankfully all the campaigning will be over and we’ll know one way or the other.

There’s been a bit of a difference of opinion in the Cooper household. Hubby and I have homed in on different merits for and against remaining/exiting the EU!

Seeing things from different perspectives extends far beyond which way to vote in the EU referendum. When I’m coaching managers to get the best from their team or training staff in dealing with customer complaints encouraging them to see things from other people’s perspectives is such an important part of resolving difficult situations.

One technique uses that of perceptual positions, which helps you imagine what difficult situations look like when viewed through others’ eyes, in other words to imagine what others perceive by imagining that you are that other person.

This involves looking at it from 3 different perspectives

  • First position is your natural perspective. You are fully aware of what you think and feel regardless of those around you. This is of course the perspective we find most familiar. But as you focus on it you may only then start to realise what is important to you and what you want from this interaction. You will probably become more aware of what you believe and value, and more likely to be assertive about your own needs.
  • Second position is about stepping away from our own position and imagining what it’s like to be the other person, experiencing the situation as they would.Some people are very good at considering others’ needs and concerns; for others imagining second position can be a completely alien view. When you are really in their shoes everything you do or say makes perfect sense to you.
    When you do this well you start to get a sense of what the other believes and values; what is important to them, and a better understanding of what they want. And the better you get at this the more empathy and rapport you create. You might even be able to predict how they might respond in this situation. You are certainly in a better position to offer better customer service to a customer support to a team member.
  • Third position is an independent position where you act as a detached observer noticing what’s happening between two other people. I like to think of this as the ‘fly on the wall’ or ‘The Consultant’s perspective’ What is important is that this position is an impartial insight into a situation.Imagine you are watching and listening to each of the people involved as they communicate without getting involved yourself, without having to feel their feelings and emotions.
    From this new perspective, you more likely to get an overview of the situation, the bigger picture. You can start to notice patterns and become aware of similarities and differences between the parties involved, and you’re better able to analyse the situation logically with less emotional involvement. What’s also important is you can start to see yourself as others see you.
    From this position what advice would you give ‘first position’?

When to use Perceptual Positions

It can be particularly useful when you are dealing with a situation where you are having strong negative feelings towards the other party, or do not understand their actions.

For example:

  • When a team member is acting in a way that you find destructive to the task in hand, or negative towards others in the team.
  • In customer service training to illustrate how to handle an angry and (to our mind) unreasonable customer

It doesn’t just help in negative situations, it can also help clarify the way forward in for example sales situation when it will help to see things from the clients’ positions or in a consultant position to see the situation better and help the client achieve their outcomes easier.

It works best when you physically change position when moving from 1st position to 2nd position and then 3rd position; e.g. in 2nd position move round to sit or stand when the other person would normally see or stand when you meet with them, and when the ‘fly on the wall’ stand up and physically look down on the situation.

The real learning comes by stepping out of first position to explore second and third positions and see what light it sheds on a situation.




Show your team some love

do your team feel lovedYou might be doing all the right customer service training, but however much you invest in the training, unless you show your team you care about them as much as you care about your customers and your bottom line they are unlikely to demonstrate the behaviours and deliver the customer experience you’d hope.

I believe behaviour breeds behaviour. So a happy customer is dependent on a happy team. Have you ever been served by someone who isn’t happy and still felt you had a good experience? Unlikely.

Keeping your team inspired and engaged can be a challenge for some businesses. But a demotivated team can lead to poor performance, poor customer service, poor attendance and ultimately to losing not only your best people, but also losing your most valued customers.

So how do you show your team members that they are valued and what incentives can you give that show that you appreciate them without costing the Earth.


A good place to start…

Start by finding out what’s important to them. Not everyone values or is interested in the same things.

Most might say money, but it has a very short term impact. Get their money wrong and you’ll have a very disgruntled employee, but pay them more today and by next month it’s forgotten.

Whilst some love the sense of achievement or recognition others get a buzz from supporting others. Some love to have their say and see their ideas put into practice, whilst others are happiest when they’re learning or being stretched.

So ask the question.

Depending on the outcome here are 6 simple things to do:


1. Say thank you

The easiest thing you can do is a genuine thank you. Recognise and reward good performance, achievements and a job well-done. For many, that is all they need to feel encouraged.

It always helps to know that their work is recognised, even if this is what they are paid to do. Make a point of thanking individuals when you spot them doing something that shows they’ve made an extra effort or used their initiative.

Celebrate and share successes. Bring the team together to show you appreciate their efforts at the end of a hectic day or when everybody has pulled their weight towards a project. Your praise will create a buzz and a genuine thank you can work wonders.


2. A treat

You don’t have to go overboard, but an occasional treat is always appreciated. It could be something that is a win-win such as time out to visit a competitor or sister business to see how they do things and report back on ideas that can be implemented in your business.

When your team have worked long or unsociable hours that had an impact on their personal life, extend the treat to include their loved one. This not only makes your team member feel valued but paves the way for future good deeds by showing your appreciation of the support given by friends or family.


3. Time Off

Allowing the option to go home early, come in late, or take an additional day off to attend to a personal matter or just have a bit of fun can be very energizing.

We all lead hectic lives, so for some people some flexibility or time off could be the most valuable gift you could give them.


4. Make it personal

A little something that’s unexpected can evoke a very positive response.

If you’re aware of people’s interests when you see something that has to do with that particular interest, pick it up for them. Saying “I really appreciate what you do, and I got this for you as a small token of my appreciation”, not only will it make them feel they are recognised but it shows you’ve taken an interest in what’s important to them. It doesn’t have to cost the earth; just a token. Be careful it doesn’t embarrass them in any way, so consider when it is given, but at the right time can make an employee feel special and appreciated.


5. Prizes

There are bound to be people in your team with a competitive spirit. So consider awards, competitions, or even a league table.

League tables might mean focusing on a different theme each month so that everyone has the opportunity to be recognised for their particular skills and strengths. Tie this in with your values (it’s a great way to bring these alive!)

Keep your eye out for external awards which are relevant to your business or your market. These are an excellent way to give recognition to the whole team or an individual who has excelled. Just being nominated for awards is a great booster, and working towards an award gives a sense of focus and pride.


6. Development opportunities

Development isn’t just about grooming somebody for promotion. That might be one intention or outcome but even when we know that a team member has no aspirations to go further, or reached their peak, that doesn’t mean to say that we just let them stagnate.

Rather than making everybody mediocre at everything they do, tap into their strengths, talents and passions so they excel in certain areas, and work as a team to bridge the gaps in individuals’ abilities or interests.

Delegate and give ownership, such as making people champions for certain tasks. This gives them pride in the task and they’ll appreciate you’ve recognised where they do a good job (ensuring you’re careful not to overburden or just dump these tasks on them).

Think about life skills; for example offering English lessons for migrant workers.

Give people the opportunity for career progression where possible and appropriate. You may not be able to accommodate everyone’s aspirations particularly if you’re a small business, but having some kind of succession plan in place gives people something to work towards.


In summary

So by doing a little bit of homework and a little bit of creativity there are plenty of ways you can recognise and reward your team to show them some love and bring a smile to their face which they’re sure to pass on to your customers.

It all stems from the top









Here are 6 more reasons to be aware of