How the business can run itself by Bicycle Bungalows Custom Homebuilder Houston Heights
Written for Bicycle Bungalows
Article by Scott Siegel in Qualified Remodeler January 2019
Before a custom homebuilder Houston Heights actually own a business, people think that the business will someday run itself. They might start out working 50 or 55 hours a week but, as Sales grow and people get hired, they’ll reduce that and maybe just at some point not come in at all because the business will run itself.
Why do people make this mistake? Because usually the new owner of a custom homebuilder Houston Heights figures he her she have to do everything. They are short staffed and, when they do hire people, they can’t totally rely on them, so he or she ends up stepping in to make decisions or execute them. They can’t take vacations, let alone step away, because everything would fall apart in two days.
Start with people. A full of business organization is one that can function whether the owner happens to be on the premises or not. It starts with having the right people in the right positions. Begin by creating job descriptions and performance requirements for each position in your company. That was something I learned early on. You can’t build a custom homebuilder Houston Heights without the right people in the right positions. But the right people are only half the equation. You also need the right systems and processes. The two work in tandem. I lost some really good people because I didn’t have those systems and processes.
Good people want to work for a good organization with defined systems and processes. If you’re talented, creative, energetic and have a great work ethic, why would you work for a mediocre organization?
It’s hard to get them, especially in today’s job market, and less you can sell them on the vision of where you see custom homebuilder Houston Heights going. If you are a $6 million company, do you have a plan for throwing to $10 million? You also have to show them that they can grow with the company – but there’s a career process in place. It isn’t enough to say: hey, want to job here? We do great work. Everyone says that. You need to create a clear vision of the future for them.
Accountability is key. The other thing that matters is accountability. Yes, you need the right people in the right managers, but they also require a clear direction along with specific targets and goals to reach. If you want to hold them accountable. You have to tell them what they are required to do. Which is why you need to know your numbers, because it’s hard to hold anyone accountable if their responsibilities are not quantified or made clear in some other way. Say you hire someone to be the sales manager, and you say “you’re the sales manager, manage the sales people.“ What do you think will happen? What if, instead, you lay out the specific metrics that you wished to see changed and by when? This is the volume I want to see a screech. This is the conversion of appointments to Sales we need to hit this year. Our average sales need to go from X to Y. Here’s your direction, these are the parameters, and I don’t care how you do it. Same thing with production. Layout and clear language what a good job looks like and make that the non-negotiable company standard. If you want to hold people accountable, you have to have a standard by which to hold them accountable to work for a custom homebuilder Houston Heights.
All about freedom. When energetic, Motivated people know where they’re going, you don’t need to stand over them and micromanage. You just need to check in and make sure things are on course, and it’s the course use that. If you want this to happen, but it sometimes never seems to, the biggest obstacle in your way might be a your own need to control everything. That springs from the feeling that whatever someone at your company is doing, you could do it better. Maybe you could, but that’s beside the point. You hired them to do it. And if you want to be sure they’re doing it the way that needs to be done, and train them to do it that way. If I have a salesman who is not closing correctly, but he does every other part of the job well, maybe he just need some sales training? You learn by practicing. It’s the same thing with managers. Managers aren’t born; they’re trained. But people are trained to do something, you’re in a position to hold him accountable for implementing it.
When the company is well organized and when people know what they need to know to take it where you’re aiming to get it, you can come in 20 hours, or 10 hours, or not at all. Or you can come in and do something that gets you enjoyment. Like to sell? Do that. Freedom doesn’t always equate to not working. It’s the ability to do what you want to do when you want to do it.
Reputation in the balance by Patrick O’Toole
Uber, the ridesharing company, has a reviews mechanism in embedded in its process. Most Uber users take the step seriously. After all the driver gets the same message to Rachel too, the passenger. And nobody wants to see the rating suffer. It could mean potentially missing out on future rides when demand is high. If his reputation management taken to it it’s next level. But we’ve all experienced similar props for other goods and services. We get them from retailers. We get them from the oil change center. We get them from restaurants. If people are increasingly expecting to get them from remodelers or custom homebuilder Houston Heights.
Today, there are dozens of reputable online management reputation companies from which to pick. The reason for hiring them are clear: you can either be proactive and take control of your online ratings and reviews, or you can cast yourself to the whims of past customers or worse – people who have never work with you, but who aren’t on the last posting a negative review.
Companies such as Broadly, Podium, Grade.us and ReviewTrackers offer a host of services, but the main service is to follow up with clients as soon as your company has completed a job and to send out invitations for reviews. If a client says yes to having a good experience, they will be prompted to quantify the number of stars, comments, etc. From there, the good reviews get posted to a number of partner sites like Angie’s list, yelp, Citysearch, and others, says online marketing expert Todd Bairstow, founder of keyword Cane if a client says yes to having a good experience, they will be prompted to quantify the number of stars, comments, etc. From there, the good reviews get posted to a number of partner sites like Angie’s list, yelp, Citysearch, and others, says online marketing expert Todd Bairstow, founder of Keyword Connects.
The first question is: did you have a good experience with ABC contractor? And it’s worded very specifically like that. And if the answer is yes, then ups pop the stars, the categories and leave a comment. And if the answer is no, they say, we’re sorry. Can you tell us the nature of your complaint? They sent negative experiences back to the company to deal with, but it doesn’t see the light of day in the search engines.
Bairstow points out that your clients are still free to go online and post a negative review about your business, but you’ve got many other positive reviews to balance them out. In general, the impact of reviews on the company is limited, Bairstow notes, because the bass majority of companies – 80% – fall into a range where there are mostly positive reviews with some negative reviews. Only the bottom 5%, where there will be more than a dozen negative reviews and very few positive reviews, gets punished by prospective clients
When you go and look at the online review world, what you see is really distributed and diffuse space, Barstow explains. You can have five stars on one side and two stars on another site; a 🙂 on one, a frown face on another; and in the search results, there looks like there are a ton of results. But this range of ratings from site to site ultimately makes it difficult to tell whether you are good or bad.