The beauty of owning a business in this day and age is the technology that’s available. Some tools are designed specifically to boost productivity while others help to eliminate downtime and reduce the risk of human error. If you’re looking for newer, better ways to streamline your business and maximize company efficiency (and your bottom line), here are a few tricks of the trade.

Virtual Phone Systems

This one seems like a no-brainer, right? How much time does your team currently waste transferring calls and asking callers to dial different numbers? You might be surprised at how quickly that number adds up. Installing a virtual phone system with IVR can ensure that incoming calls are automatically directed to the right person every time. They also enable your staff to work remotely, which has been proven to boost efficiency levels.

Customer Relationship Management (CRM) Software

In the digital age, relationships are more important than ever before. But keeping track of customer interactions manually can be incredibly cumbersome. CRM software automates this process so your employees don’t have to waste precious time juggling spreadsheets and managing massive databases. Essentially, this frees up workers to focus their efforts on more important, revenue-generating tasks.

Project Management Software

Imagine how much time and energy you’d save if you could get a snapshot of what everyone is working on in one central dashboard. This is one of the biggest benefits of project management software applications. Create projects, assign tasks, set deadlines and track progress all in one convenient place. This establishes a much more efficient workflow for everyone.

At Hatchbuck we use Basecamp and Trello, but there are loads of other options out there for businesses large and small.

Cloud-Based Data Storage

Keeping all of your data in the cloud ensures that any piece of information your employees need at any given moment can be quickly and easily accessed from anywhere. Rather than having to share electronic files via email or shuffle through physical documents, cloud-based storage solutions keep everything in one centralized location. Add to this the ability to collaborate virtually in real-time or have fewer worries about deleting apps and other files to free up device space, and your efficiency will skyrocket.

Employee Engagement Apps

Companies with engaged employees outperform their competition by as much as 202%. Why? Because engaged employees are focused on their work, committed to the company’s success and more likely to stay loyal to an employer for a longer period of time. Employee engagement apps like Bonfyre and 15Five can help keep workers plugged in, foster stronger relationships and even promote healthy competition. The more engaged your team is, the better your company will perform as a whole.

Without question, efficient business practices lead to greater profitability. The tools listed above should help you streamline your operations, optimize time and effort, and create a much more productive environment that will generate future success for your business.

We all know what it looks like when employees are disengaged. You call customer support at a company you once loved and the rep you get rushes you off the phone. The servers at your once-favorite restaurant deliver your meal an hour after you ordered it—and get your order all wrong. Or it takes three phone calls to correct a simple billing error at your doctor’s office, because the billing clerk can’t seem to be bothered to fix it.

Many of us have a breaking point after a few interactions like this, where we can’t take the frustration of dealing with a particular business or practice anymore and decide to move on.   

It seems obvious that the owners should get to the bottom of what’s wrong and figure out some way to inspire their teams to do better so they don’t cause lost business, but that’s not so simple. Employee disengagement is not an easy problem to fix if you’re a business owner.

For one thing, it’s an epidemic. In 2017, Gallup found that 85% of employees are either not engaged at work or actively disengaged. That means most employers are not beating the odds.

If you’re finding your own employees are disengaged to the point they may be driving business away, it’s time to take action. Here are some things you can do to turn things around.

Take stock of your management team.

You’ve heard the saying that employees don’t quit companies—they quit bad bosses. That doesn’t happen in an instant. Prior to saying goodbye to a bad boss, many of these employees become disengaged. They may show up to work but they don’t give it their all. The “disengagement” period may last for years if the employee does not have other career options at the moment.

If you sense your employees are not bringing much energy or enthusiasm to work with them, your management team is the first place to look. In many small businesses, there is only one manager—the owner—so if that’s the case, consider the possibility that you’ve got an opportunity to grow as a leader.

Many owners feel they are too busy to devote much time to building relationships with their employees and take an “all business” approach, but this can backfire. Setting aside 30 minutes every day to walk around the office and ask employees, “What’s on your mind?” can go a long way toward opening up the lines of communication and uncovering what’s causing disengagement, so you can fix it.

Not sure what you need to work on? Your employees will likely hesitate to offer constructive criticism—they’re afraid you’ll fire them if they say something you don’t want to hear— so try engaging a business coach to help you identify areas for improvement.

What if the problem is a manager you’ve hired? Consider setting up regular weekly meetings with the manager about people-related issues, so you can keep your finger on the pulse of what’s happening in the office. Asking questions like, “Who is showing potential to take on the new project we’re planning?” “Which employees need coaching—and what type of coaching do you recommend for them?” will give you an opportunity to troubleshoot and mentor the manager.

Make sure people are assigned to the right projects.

Just because you hired someone to take on a specific job at your company, it doesn’t mean you have to limit them to the work in their initial job description. If you’re discovering that someone on your team has a hidden talent, consider tailoring their job to their talents. Why limit an administrative assistant to answering the phone if he also loves doing graphic design for the firm’s website, and is good at it?

Just make sure that if you’re asking someone to do work that’s usually tackled by someone with a higher title that you promote them accordingly. Nothing erodes engagement more than asking employees to work “above their pay grade” and then failing to reward them for it with the appropriate title.

Be generous.

Many owners think that if they create the right culture, employees will gladly put forth “discretionary effort” without being paid for it. That may be true in some cases, but it won’t be sustainable if your employees are not being paid enough to keep up with the cost of living. Eventually, financial stress will wear them down. It’s very hard for someone who’s worried about paying the rent or an unpaid doctor’s bill to give their all at work.  

Can’t figure out how to pay your team more on a small-business budget? Look for ways to keep overhead down so you can pay employees better wages than your competitors. One way to do this is to hire one really great employee you pay very well instead of two mediocre ones.

Money does matter to employees who have bills to pay, and it’s important to acknowledge that reality in how you run your company. By compensating your team well, you’ll build a stronger, more engaged and more loyal team.

As long as there are humans in the workplace, there will inevitably be disagreements. How you respond to and manage that conflict can determine how successful you’ll be throughout your career. Whether you’re a front-line employee who needs some guidance for how to handle discourse amongst coworkers or you’re a manager who is tasked with keeping the peace with your team, here are a few tips for turning disagreements into positive, productive conversations.

Be aware of your tone.

The tone of a person’s voice plays a big role in how they are perceived. In fact, one recent study found that the sound of a speaker’s voice is twice as impactful as the actual message they’re conveying. If you raise your voice during a disagreement, it can easily make an already negative situation even worse. Before you speak, take a step back and get control over your emotions. This will help you level your tone and avoid adding fuel to the fire.

Use “I” statements instead of “you” statements.

By focusing on the person you are disagreeing with, your message can be perceived as combative. Shifting the focus back on yourself – how you are feeling and why – can diffuse the situation and open the door for positive resolution. For instance, instead of saying: “You are giving me too much work,” say “I am feeling overwhelmed.” That subtle change can make a world of difference in the direction and outcome of the conversation.

Come prepared.

The best way to build a case against your opposition is to do your research so you can come prepared. Let’s say a team lead is planning on moving forward with a marketing strategy that you feel isn’t going to produce the kind of results everyone is hoping for. Conducting research and coming armed with something concrete to backup your argument (i.e. what you believe is a better strategy with quantifiable evidence of why) can strengthen your position and improve your odds of swaying the other party.

Don’t let it get personal.

Most workplace disagreements are strictly professional in nature. The problem is, when someone speaks out against you, it’s easy to feel personally attacked. Furthermore, when disagreements are allowed to escalate and get heated, it can be tempting to resort to “low blows” in order to gain traction. Regardless of the topic at hand, keeping things professional is absolutely critical to reaching a resolution. If you are really feeling attacked or tempted to lash out, step away and reconvene if you have to.

Don’t forget body language.

Remember, communication isn’t just about the words that are coming out of your mouth. Your body language can also say a lot about what you’re trying to convey. Be mindful of how you are standing and interacting with the other party. Avoid putting up barriers, such as holding up your hand or crossing your arms. Make eye contact and nod to show the other party you’re tuned in. Whether you’re speaking or listening, be aware of your gestures and facial expressions.

Be willing to compromise but know your non-negotiables.

Resolving a disagreement often requires both parties to give a little and reach a compromise. Try not to head into arguments or debates with the idea that it’s your way or the highway. Instead, be open minded and willing to meet the other party halfway whenever and wherever possible. You should also know, however, what things you’re not willing to negotiate and have a plan for how to address those things if and when they come up. At the end of the day, it’s really just about give and take.

Workplace disagreements are par for the course. By knowing how to approach these situations, you’ll be able to manage emotions and facilitate healthy conversations that affect change in a positive, productive way.