get the investment on board. people say you could have, you know, 100% of a million dollar company. right. or much smaller percent of a huge company. this is from terry. he writes, i m in the service industry and my staff is feeling dejected because we have heard so many noes from potential clients the past year. how can i get them excited even though business will probably not pick up any time soon? this is hard. this is when the cheerleader companies out. i think this is the wrong question to start out with. assuming that sales are going to continue to fall is not a good attitude. the business owner really needs to sit down and think about how these noes can turn into business down the road. he or she needs to ask the staff what are the follow-up questions you re going to ask when you hear that no and is our pricing wrong, is it new products. then it becomes we re a team and let s work together to build our business. creating a collusion. it s what s going wrong and how
to express themselves. we encourage people to have very good relationships with their managers who are expected to help employees craft a job that maximizes their strengths and interests. a lot of managers to your point have been doing this for a while. there s a chapter in the book that could be written on this. the success of any company depends on its employees, but how can business owners who may not be able to offer the benefits packages hold on to their best people? take a look how one construction company s unique management style is boosting employee morale and developing loyalty in a hard-nosed industry. the construction industry is a notoriously tough business for hangering on to employees. i ve heard them say they come
jen and maureen are back with us again. when to approach a venture capital firm. we re a very small company. we have significant revenues. but what is the right time for us to approach a venture capital firm, for example, if we wanted to take our company from an $80 million company to $800 million company. i think when you first see growth slowing down you need to be reinvesting more capital than cash flow. they re going to be able to stand back and watch. you re going to give too much away. you don t want to do it too late because you will go under. that is really smart. it will help in negotiation once you go to the place. one question to ask yourself, too, do you want venture capital money. because you re not just getting money. you re getting somebody on your board who is going to be on your business. exactly. it s not your company once you
reside on the platform on the other side. their philosophy of investing in people is working. in this transient industry, rpds turnover rate remains below 5%. and as the company continues to grow, employee say they re happy to be on board. let s be honest, working on sewer is not glamorous. if you can have fun while you re doing it, i think you re a step ahead. twitter can be a great way to cost-effectively market your business. but if you re always on the run, it can be tricky to manage your tweets. here are five handy twitter tools for people on the go courtesy of aolsmallbusiness.com. a straightforward interface can help you easily track multiple accounts. it is similar to the desktop versions of the application. it can track twitter, facebook and a variety of other social media accounts. if you re tied to your
level with their co-workers they end up doing good work and, in fact earn money. this is one of rpd s crews. a small group that works together on projects. today they re on a team-building retreat to develop communication skills and trust. that s something that is priceless. because when you get a team functioning and communicating, the sky s the limit. they can do anything, above their potential. they work with the lighthouse institute, a leadership development company that provides specialized training. you ll see better communication, increased trust. people will enjoy their job more when we enjoy our job more we do tend to give more in the process. you guys are relying not enough on each other. the company has been able to cultivate leaders from within. outside the team building, they actually had the management go to a leadership class. rpd s first employees six