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Why Sending Your Workers ‘Back to School’ is Good Business

employees

Why Sending Your Workers ‘Back to School’ is Good Business

Learning shouldn’t stop when someone earns a diploma or degree, and that’s especially true in the workplace where the company’s fate – and an employee’s career – could rest on the constant thirst to learn and improve.

“Developing a culture of continued education and continuous improvement is critical if you want to retain your staff and provide them with advancement opportunities,” says Shawn Burcham (www.shawnburcham.com), founder and CEO of PFSbrands and author of Keeping Score with GRITT: Straight Talk Strategies for Success.

Essentially, Burcham says, sending employees “back to school” is good business, but that doesn’t mean you need to enroll them in Harvard’s MBA program.

“There’s plenty you can do right within your own doors and that employees can do on their own,” he says.

A few examples, Burcham says, include:

Establish in-house training programs. “Many companies spend thousands of dollars to send their employees to seminars or conferences,” Burcham says. “This strategy is fine, but personal growth starts by training in the workplace.” One example at PFSbrands, he says, was the creation of a Financial Literacy Committee that worked to make sure employees were educated about the financial aspects of the company, helping them to understand income statements and balance sheets. “This makes everyone more aware of the challenges involved with achieving profitability,” Burcham says. “Furthermore, this education provides everyone an opportunity to see how they can impact the company’s profitability and enhance their opportunity for additional income.”

Encourage everyone to read books for personal development. “One of my biggest regrets and mistakes in life is that I didn’t start reading books until age 40,” Burcham says. Now, he has created a book club at his company to encourage and incentivize everyone to continue to grow and learn, and he requires the senior-leadership team to read a minimum of 12 books a year. “I’ve seen dozens of people improve their lives as a result of implementing our book club,” he says.

Target lifelong learners in recruiting efforts. You can encourage employees to develop a continuous-improvement mindset, but it’s also possible to find people with that mindset in the hiring process, Burcham says. “We’ve found that lifelong learners are a great fit at PFSbrands, so we’ve developed systems and processes that help us to recruit these types of individuals,” he says. “Employees who don’t make an effort to continuously learn and improve will ultimately find themselves at another company. We train our leaders to not avoid the critical conversations with individuals who are not working toward improvement.”

“Despite how many degrees hang on the walls in their offices, wise leaders are committed to never stop learning,” Burcham says. “Whether it’s done in-house or at an industry conference, you owe it to yourself and your employees to engage in continued education. After all, a successful company’s growth is dependent on the capabilities of its employees.”

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Shawn Burcham (www.shawnburcham.com), author of Keeping Score with GRITT: Straight Talk Strategies for Success, is the founder & CEO of PFSbrands, which he and his wife, Julie, started out of their home in 1998. The company has over 1,500 branded foodservice locations across 40 states and is best known for their Champs Chicken franchise brand which was started in 1999. Prior to starting PFSbrands, Burcham spent five years with a Fortune 100 company, Mid-America Dairymen (now Dairy Farmers of America). He also worked for three years as a Regional Sales Manager for a midwest Chester’s Fried chicken distributor.

Want Employees To Love What They Do? Here Are 4 Ways To Get There.

Bosses might want to take notice if employees view their jobs as “the daily grind.”

A disgruntled and disengaged workforce can undermine production and harm customer relations, while a happy, engaged workforce does the opposite.

“If you take care of your employees, they will be better prepared and far more motivated to take care of your customers,” says Shawn Burcham (www.shawnburcham.com), founder and CEO of PFSbrands and author of Keeping Score with GRITT: Straight Talk Strategies for Success.

“Ideally, you want employees who think and act like owners.”

Burcham says one of the first steps toward cultivating such an environment is to communicate openly with employees. And that may be even more crucial today because newer generations entering the workforce want to know the “why” of what they are doing.

“Millennials value truth and honesty,” Burcham says. “They also are looking for personal growth, education, and continuous learning. If companies want to scale, then they need to embrace millennials and work to create an environment where they are engaged.”

He suggests four ways leaders can help their employees love what they do:

Have fun at work. People spend more hours at their jobs than doing just about anything else, Burcham says, so the time might as well be enjoyable rather than drudgery. Some simple ways people can have fun at work include cracking jokes, decorating their work areas, or celebrating employee birthdays. For Burcham, the work itself is fun. “As a leader, I want to provide an environment conducive to having fun,” he says. “I also let our employees know that it is up to them to make having fun a reality within their job and their department.”

Coach them up. All employees must be willing to learn at a pace consistent with the company’s growth, Burcham says. “Usually, we hire people with a skillset that enables them to scale with us,” he says. “Sometimes, though, we have employees who are challenged to ‘make the leap’ with us. When that happens, we work with them to find a role on our team where they can excel. We want to provide them with every opportunity and tool we can to help them adapt.”

Maintain a positive attitude. Most successful people exude a positive attitude, are optimistic, and have a never-quit personality, Burcham says. “Who wants to work in an environment of doom and gloom?” he asks. One way to cultivate an upbeat workplace is to strive to hire only “A” players, people who want to be the best at their jobs and take pride in making positive contributions.  “But anyone can be or become an A player,” Burcham says. “It simply revolves around having a positive attitude along with a desire to learn and constantly improve.”

Show appreciation. Employees want to know that the bosses – and their coworkers – appreciate them, so it’s important to find ways to show them. Burcham says at his company new hires are welcomed by dozens of emails from their team members before they even arrive for the first day of work. When they start, two or three dozen employees gather to greet them with a high five. “For our team, it’s all about gratitude,” Burcham says. “It’s not, ‘I have to go to work today.’ It’s, ‘I get to go to work today.’ ”

“I think the real key,” Burcham says, “is to hire people who are already motivated and then put them in an environment where they can excel. Engaged employees are fun to work with and they will go the extra mile for their customers as well as their peers.

 

Shawn Burcham (www.shawnburcham.com), author of Keeping Score with GRITT: Straight Talk Strategies for Success, is the founder & CEO of PFSbrands, which he and his wife, Julie, started out of their home in 1998. The company has over 1,500 branded foodservice locations across 40 states and is best known for their Champs Chicken franchise brand which was started in 1999. Prior to starting PFSbrands, Burcham spent five years with a Fortune 100 company, Mid-America Dairymen (now Dairy Farmers of America). He also worked for three years as a Regional Sales Manager for a midwest Chester’s Fried chicken distributor.

business

How Small Steps Can Drive Big Results For Your Business

In business, it’s the major leaps that people notice and remember.

Apple introduced the iPhone and the methods in which we communicate and gather information were changed forever. LEGO took some audacious steps over the last couple of decades and expanded its toy franchise into video games, TV and movies.

Big steps. Big results.

But not every move you make with your business or in your personal life needs to be of earth-shattering significance, says Shawn Burcham (www.shawnburcham.com), founder and CEO of PFSbrands and author of Keeping Score with GRITT: Straight Talk Strategies for Success.

Sometimes, it’s the small steps that eventually lead to big rewards.

“One example with my own company is that there was a time when I didn’t believe in meetings,” Burcham says. “I thought they were a waste of time, probably because most of the meetings I had been in had indeed been a waste.”

But as his business grew, Burcham realized meetings are a necessity for communicating within a large organization. So, PFSbrands took the “small step” of instituting regularly scheduled meetings, which he says have been critical to accomplishing personal, departmental, and company-wide goals.

Burcham offers a few more examples of small steps that can pay big dividends for you and your business:

Make a habit of setting goals. “It may seem like a basic thing, but setting goals is crucial to success both personally and professionally,” Burcham says. “Everyone in your company should be setting goals, and regularly reviewing those goals and checking their progress.” Sounds easy enough, but this is one small step that many people don’t take. “That’s why just the act of setting goals already gives you a competitive advantage,” he says.

Write down those goals. Setting goals is a good first step, but don’t just memorize them, Burcham says. Write them down because studies have shown that people who do that are more likely to achieve what they are after than people without written goals.

Build an accountability system. One of the best ways to make sure you follow through on your goals is to create a network of people who will hold you accountable, Burcham says. If no one knows you set a goal, it’s easy to let it slide. But if there are people who know about your goal, and better yet are depending on you to accomplish it, then you are more likely to follow through. In a business, it’s good for everyone to know everyone else’s goals and every department’s goals. That way, Burcham says, you can all hold each other accountable.

Stop trying to do everything. Burcham suggests asking yourself what duties you can pass on to others because those activities are not a productive use of time and energy for you or for the company. “I’ve often made the mistake of hanging onto responsibilities far longer than necessary; everything from accounting, to email management, to sales management,” he says.  As a company grows, Burcham says, that small step of finding things you can stop doing will be crucial to success.

“While each of these individually may be a small step, they are all important for personal growth and your business’ success,” Burcham says. “If you don’t set goals, write them down, and work to improve, you’ll likely be the exact same person 12 months from now. There’s nothing necessarily wrong with that. Being who you are is okay, but the question is: Are you content with being the same? Or do you want to be better?”

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Shawn Burcham (www.shawnburcham.com), author of Keeping Score with GRITT: Straight Talk Strategies for Success, is the founder & CEO of PFSbrands, which he and his wife, Julie, started out of their home in 1998. The company has over 1,500 branded foodservice locations across 40 states and is best known for their Champs Chicken franchise brand which was started in 1999. Prior to starting PFSbrands, Burcham spent five years with a Fortune 100 company, Mid-America Dairymen (now Dairy Farmers of America). He also worked for three years as a Regional Sales Manager for a midwest Chester’s Fried chicken distributor.