211. Hot Takes: Company Culture Do's and Don'ts

Speaker A: Hi, I'm, uh, Melissa and I'm the young one.

Speaker B: You know what, you always say that. John, are you sick? Okay, well, that's fine. I'm Corey and I'm the emotionally stable one.

Speaker A: Okay. I cried one time on the treadmill at the gym. One time. Calm down.

Speaker B: We're business coaches and experts in mindset support and strategy building, with our goal being to help your businesses scale, grow

Speaker A: and pivot when things aren't working. We don't believe in throwing it all away. Sometimes all, uh, you need is a reboot. And that's why we're here to help.

Speaker B: Welcome back, friend, to another episode of the business Reboot podcast. This is going to be off the chart unhinged, because guess what? Our show notes are on sticky notes on Melissa's desk. I don't even have them in front of me. She got it fly by the seat of our pants.

Speaker A: This is a lesson in trust is what we're saying.

Speaker B: This is all about hot takes. Our hot takes on things that happen within businesses or companies, kind of a company culture, but the things that are happening inside of businesses today.

Speaker A: Do you hear me ripping my sticky notes?

Speaker B: I hear that. It is so fun.

Speaker A: Yeah.

Speaker B: So we're gonna just dive right in because I have no notes to go from. So welcome to our off the cuff hot take discussion. And hot takes, you know, you don't

Speaker A: have notes over there, but you got the loudest chair that we ever did. She just, uh, I mean, wow, it's old. It's very loud. You don't say. I'm just kidding. Okay, so we had some kind of unhinged thoughts, um, this week where there were certain instances.

Speaker B: Do we ever have hinged thoughts is

Speaker A: what I want to know. I don't know. I don't know. They're all unhinged. Nobody see if you worked.

Speaker B: Was that your bearly? She just farted on camera. Did you hear that?

Speaker A: I always hear it, Corey.

Speaker B: I hear it every time. I took a sip of my drink and it just made that noise.

Speaker A: Your belly is talking to me going, mhm hm. I wish she would hinge because I'm stressed. No. So we, we had conversations that when you work with us, we promise that we come across as much more straight laced and like focused than what we are here. So on this podcast you're really getting the, the inside view of what happens in our brains. And sometimes the theme song is and sometimes it is not. And so we started talking through just different things that we have experienced this week with our clients. Conversations we've been having and things that like company culture wise, will, if you implement these, it makes your company better. And some of these where it's like, you want to know why things are in the crapper, it's because of stuff like this. And so we're just going to read these sticky notes to you and then we're going to discuss them with, with no plan and hope that you will stick around to the end where we can pitch our services as highly high achievers and professional women in business. Okay, so the first thing is, um, you know what, let's start on a good note. Corey's husband is the sweetest Mr. Man. He is a Marine through and through. And it still to this day is confusing to me to have the Kevin that I know know that he scared people into doing jobs because he is the softest teddy bear of a human. But Corey woke up the other morning and it smelled like breakfast. And at uh, like 4:00am and she was like, what are you doing? And he was making a stack of breakfast burritos for the people that he was going to, um, train, wind and dine and train through his job. And that's just kind of like part of what he does. And we talked about how, um, when you're showing up to love, uh, on somebody, okay, then you're showing up to work with a client and you're trying to make them feel special and you're trying to make your being there intentional and uh, to make an impact on them. Uh, it's stuff like that. It's stuff like that. He didn't go out and spend, you know, $5,000 on a catered meal. He made breakfast burritos at 4am at his house, packaged them up and toted them onto the base so that he could provide breakfast for these guys as they listen to what he's teaching them that day. Yeah, well.

Speaker B: And you know what we used to do too? Um, every Christmas, uh, morning we would get up really early. This is after our kids were like teenagers and young adults. We still do it to this day a lot of times. And so Kevin was a military police officer, so an adrenal instructor for many years. So we would go to, we would make breakfast burritos. This is, he's very, very talented at breakfast burritos. And we would make, I think one year we made like 100 breakfast burritos. And so he gets it started. All the kids would come down their jammies and like we're rolling breakfast burritos at 3:00am um, because there's A shift change on the gates on bases. And so we, um, still have base access. And so we would go to all the gates on the Marine base. It started when he was still active duty, and then it transitioned into retirement. Um, but we would drop off breakfast burritos on Christmas morning for the Marines that were standing gates. Because what you don't realize is that emergency personnel and people who, um, have to be there at all times don't get Christmas break. Like, they're working there so that they, you're safe. And they could do their job. Same thing with EMS workers and doctors and nurses and all the people. But that's what he would do. And so we. He carries, he still carries it out to this day. And so now that he has a different job, he was like, you know, it just makes people feel like, appreciated and that they don't always want to come to training. But it's part of the contract and part of the job. And I want to make it as special and, um, as human as possible and let them know that they are seen and appreciated. And I'm here to not only refresh their training, but also like, be here to, to hear all, take care of all the people.

Speaker A: Anthony worked in retail. He's a pharmacist, and he worked in retail for years. And on, you know, when you work holidays, it's like, especially if you've got little kids, you're not there to open up presents or you're not there to watch the Thanksgiving parade. And he would always take, whether it be like cinnamon rolls or sometimes it would be part of Thanksgiving dinner, he'd be taking it up to the pharmacy so people could eat it in the hospital. They do a little more. Cause he's now in hospital admin, but they do a little more for people in that respect. But yeah, it's that kind of stuff where if you're in a position of leadership or you're there to like wine and dine a client, show up and be a decent human and take care of them, that will shift so much.

Speaker B: And then whenever there is a problem, like software goes down or hardware is broken and people are needing to put in service request or something, they know the other human on the other side of the phone actually gives a rat spatuti about them and is there to help. And so if you can be a good human in the good times, then whenever stuff gets hard or something breaks or there's an issue, they feel like they have somebody on the other side. I mean, how, how often do you get in there with a AI Chatbot, and you're, like, trying to solve a problem. Melissa and I have had several experiences recently that you're trying to solve this tech problem, and there's not a person on the other end that can, like, help you with it.

Speaker A: It's like, I just need a human.

Speaker B: Well, this is part of what you can do for that part of your business. If there are issues, they already have a great human they know they can reach out to.

Speaker A: Also, it gives people the chance to give you the benefit of the doubt. They're gonna be like, no, Kevin would never do that. We are not questioning his character. He made 100 breakfast burritos for us. He's that guy. Do you know what I'm saying? Like, it puts you in a good light. Okay, so then let's talk about something that said do. Okay? Don't be talking about your online dating to your young, young employees. And, um, do it in a way that violates every HR code that you just put them through in their training.

Speaker B: I mean, as a leader, you should be upholding all of the HR rules. When you train people on the HR protocol and then you turn around weeks later.

Speaker A: I need you to know that I have Janet Jackson's escapade running through my head right now on soundtrack there.

Speaker B: Don't you think, though, in a professional setting, like, there are just some things that you talk about and some things that you don't talk about.

Speaker A: Yes. And so if. Please.

Speaker B: And I will say. I will say this, too. If you are a team leader, if you have a. If you have a company or a business that has employees and there is one person that just is always missing the mark, it would behoove you to have a couple of conversations with them about where you feel like they're missing the mark because that impacts company culture, that impacts the way that people feel working in your company and in your business.

Speaker A: Because if Sharon is talking about all the business that she did on a Tuesday night after karaoke, we don't need them details. She can keep them tucked in, tuck them in.

Speaker B: Now. It's comfortable for everybody. And honestly, that's a lot of times how people will leave. And I think to exit interviews. If you are a standup person and you really want to know why you cannot keep people in positions, it would behoove you to really make it a comfortable situation so that you can have a very real and honest exit conversation as to why they keep leaving. That's what Melissa and I talk about all the time. What are the patterns? What are the trends, what are the things that you are seeing happening over and over again? Want to solve a problem? Get to the root of the trend that you keep seeing over and over again. And it might be somebody talking about things that are not appropriate at work.

Speaker A: Mhm. Yeah. I mean, go off sis, but like on your own time. Okay. Like do you also. We're going to take behoove for 400, Alex, because now we've used that word a few times. So here we are. Okay, the next thing, let's talk about 1500 golf tickets. Corey, dig into that one.

Speaker B: Okay, so we were having a conversation the other day with somebody near and dear to us, that we love, we love dearly. And we were talking about how can you show up in the community, how can you be a part of. And actually Melissa M. If we think about it, we have had two conversations with two different people recently that it's very similar to where they had a sponsorship table and they were, they had paid for it and then they were inviting people to this event because, hey, I got a ticket. Would you like to come with me? It's building relationships, it's building rapport, it's building community and it's also for a great cause. 1500 golf package. So what we saw, what we're talking about was nobody on the company that was nobody in the company that was sponsoring the event because it's a great event for them to put their name on as sponsors and to support the community because their ideal people are there. Um, and they also are just good humans that want to give back. But what they did instead was the person we were talking to had the vision and the foresight to say, why don't we give it, gift it to our best clients.

Speaker A: Mhm.

Speaker B: And let them go under our umbrella of sponsorship. Because we know there are lots of business deals. I mean, let's take it back to the old school, boys. Lots of business deals. Deals were done on the golf courses, in the country clubs, at the community sponsored tables.

Speaker A: I do a lot of business deals while I'm getting my hair done and at the spa and I'm just kidding. At the gym. At the gym, at the gym.

Speaker B: So, so it was a great idea. We were like, oh, that was brilliant. And she was like, well, it was the conversations that we've all had together that led me to go, oh, hold on a minute. This is brilliant. What we. Just because none of us play golf doesn't mean that we shouldn't donate to this and sponsor this event. It's a great placement for our company. But also it gives us the ability to give back to some of our most loyal and trusted and appreciated clients. Is a win win all around. So be looking for ways in your business that you can be a part of community organizations that you can be a part of community events. And even if it's something that maybe is not right up your alley. Okay, so then how could you turn around and gift it to somebody else that it really is?

Speaker A: Mhm. I love it. Okay, this is one that we did not discuss. So I'm coming at you on the fly as a don't. Okay. My husband sent this to myself and my kids in our like family group chat. Because my kids are 17 and 15 and they are. Our son Will, he's a senior in high school this year. He'll be in college next year. He's already in college classes now he's dual enrolled. But um, we talk a lot to them about like the corporate world. And I could see my daughter starting a business and being like, I'm not working for anybody because nobody's gonna tell me what to do. I don't know where she would ever get that idea.

Speaker B: I mean, the apple does not fall far from the tree.

Speaker A: Mine was started out of trauma, but hers will be started out of spite.

Speaker B: That's right.

Speaker A: You can't control me. I know, right? Um, but my husband works in a corporate setting and he sent this test and it said when you enter the corporate world and realize that high school drama was nothing compared to what unhappy middle aged adults are capable of.

Speaker B: You're not wrong.

Speaker A: That's right. And then, and it's just like a feed of people's comments and it says, the dramatic youngsters turn into even bigger bullies in the workspace. Nothing's more painful than dreading to go to a job that you love because toxic colleagues are there, every morning is a struggle and your mental health goes to pot. And it says, imagine if everybody went to work, did their job and just went home without talking behind people's backs. Okay, so the don't is don't be that heifer. Don't do it. Don't start the drama. Don't perpetuate the middle and high school. Don't be the mean girl as an adult. Get over it. Stop it. Make you pop your hand. Stop it right there.

Speaker B: And also don't ally yourself with the mean girl. I'm um, just gonna call it, you

Speaker A: think you're saving yourself, but baby, she will throw you under that bus and clunk, clunk, right over you, if the time fits, she really will.

Speaker B: You are not wrong. And also, it doesn't pay if, um, if people. Girl, I gotta, uh, button my lip. But I must say something.

Speaker A: If you said button my lip and I thought you said a butt in my lip and I was like, that's. What is that? I don't know.

Speaker B: Button my lip. If, if the mean girl mentality or the mean girl behavior is off putting to you, it likely is off putting to others. So when you align yourself out of fear of obligation or out of just I think it's the right thing to do, it actually could be hurting you.

Speaker A: Mhm.

Speaker B: And your own reputation because you have aligned yourself with some not amazing people. So we will just say, and we always tell clients like, like, don't throw a match on that bridge. Like, be very careful in the way that you navigate this situation. Which is why it's great having coaches because you might be at a point where you're like, oh, I'm about to like throw hands. Like I'm about to. I, uh, want to have some. We're gonna go to blows here. And it's, it's helpful to have people in your corner go, hold a. Wait, wait, wait, wait. Do not like that match. Because think about this, this and this. When you are emotional and you are heated and you feel wronged, even if you are right in feeling that way, oftentimes it is best to pause a minute before you react. And we have walked that path with many a client and our own selves. We have to walk ourselves through that a lot of times.

Speaker A: If you want to, um, Background stuff.

Speaker B: Yeah, okay.

Speaker A: It's rough. If you want to back in view of what it's like to coach with Corey and I. Yesterday, yesterday. And I posted this on Instagram. Let me pull it up because it was hilarious. As Reese, as a toddler would say, um, it was a meme and it said, you're so laid back. And the response was, thanks, because if I lean forward, I'm going to jail. And uh, we laugh because coaching with Corey and I is this. You tell us somebody did something wrong to you. One of us, depending on situation, depending on our own proximity to something like this, one of us can go, oh no, they didn't. Let me tell you what I would do. And the other one's going to go, mhm, mhm. And then they're going to keep popping off. And then the other one is gonna be like, okay, but now we can taper through it. Okay, okay. And we vouch between us. I know, so we, we role play and get angry with you and then you say all of the things, you get it all out and then you feel better and then you can actually address the problem with the people. So in the most professional way.

Speaker B: But yes, going back to what you're talking about with corporate, I will say this too, coming from it, uh, from the different, the other perspective in leadership, if you happen to have a company that has, um, several employees and you see this or get wind of this happening, it will tear down. Oh, it'll tear down a team in a heartbeat. And these are places that you need to step in and not just kind of go, well, they'll figure it out. No, not always. And you could lose really, really great people and great team members because of what. I mean, it's very true. One bad apple can spoil the bunch.

Speaker A: I hate that.

Speaker B: But it is, it is definitely true. It can take one person.

Speaker A: Yeah. Gary Vaynerchuk said that he made a very expensive mistake once. He said, I only did it once. He said, the problem that a lot of companies have is that they do not spend enough time, uh, figuring out exactly who they're hiring. And he said he had hired someone who was going to be in a high level position. They were starting around $200,000 a year. And after the first day, he knew it was the wrong hire. So he had to tuck tail and he had to go let them go. Which ends up costing you some semblance of severance or something when you've got somebody that's coming in at that high of a payment. And uh, he said, but I knew from the minute we stepped there, there was going to be nothing I could do to get them to click with the people that were here. It just was toxic. And so it's like that type of mentality, like the mean girl or the just like disgruntled people who. And I've seen this at the beginning of the school year, my daughter is in, um, a bunch of advanced classes and she went into one class and the teacher basically was like, don't ask questions. They're dumb if you raise your hand. I don't, you know, yada, yada, yada, and just went through this big spiel and she was like, it just feels like they're trying to make us scared the first day. And then she went in the second or third day and she was like, no, it was a great class. Like, she's great. And I'm like, those intimidation tactics, okay, I don't love it. I understand that you Want people to respect you and you want to feel like you have control, but you. It just isn't. It is not it. It's so off putting and all it will do is ruffle feathers and make people angry at you to begin with and then not trust you. And then it's going to just be awful. It's just, it's off putting and then it causes destruction around the entire rest of the office. And if you're that person I'm talking to, you mean girl. If you're her, get it together. Because people see it like we know hurt people, hurt people and it can just be a disaster. And we want to prevent workplaces from feeling like a perpetual round of the most miserable high school reunion you've ever had where you just are like in the mess of the thing. So just don't be that, don't do that. And it will help create a drama free environment. So there we go.

Speaker B: Next hot take.

Speaker A: Okay, last one, last one we got here is that they say it is lonely at the top, right? Got leaders who come in and they hit those big roles. You hit that CEO, that COO role. Um, it is lonely at the top. But you are the only one that gets to decide that for m real. You don't have to uh, like think about it. If you, if you own your own business and you're gonna be what is the top? Say you make a ton of money. Say you buy the vacation home. Say you, well, if you have tear down every single bridge that you've had to cross to get there, you're gonna be enjoying all them things by yourself. And it doesn't have to be that way.

Speaker B: And this is too where I think we, we see a lot or saw a lot in, in in the past of untouchable leaders, of I'm a leader and you don't hold a candle to me and you know, I'm untouchable. Well, also you're unlikable. Like what nobody will like to be around you. And we think that that is a horrible stewardship of the role that you have, whether it be even as a solopreneur, like you were saying, Melissa, is that if you are a miserable human to be around, well, uh, uh, there won't be anybody around you.

Speaker A: So think, get used to being alone.

Speaker B: So enjoy your loneliness. No, um, but I do, I do think that that is something that um, is seen a lot in entrepreneurship. Um, because you are, with entrepreneurship, you are a solopreneur, you are working by yourself. But I think that there are so many, um, great organizations that you can become a part of, that you can find ways to give back and connect with others and. And, like, being on an island isn't, like, alone is not a fun place to be. And honestly, I don't think that many businesses survive and thrive in that kind of environment and mindset either.

Speaker A: Yeah, I love that. I love that. Okay, well, this is our episode. This is what we had. Just some hot takes about what we're seeing, questions. We have things that have gotten us fired up. And thanks for being here. We are going to come back next week. We've got some really good episodes. We are heading into all the brrr months, which are our favorite. So we're going to be talking about things like Black Friday and how you should prep your business for that, but we're also going to talk about, you know, making sure you're not burnout, and then, um, show you how we're taking three weeks off at the holidays. That's always our favorite conversation. Because no work is good work when your work is good. So what I'm saying. Wait a minute.

Speaker B: Wait, I can think of that.

Speaker A: Say it again. Is good work.

Speaker B: Say that again.

Speaker A: No work is good work when your work is good. So, like, taking a break is great when you're not worried about the work because you've already done it and it was good.

Speaker B: Oh, yeah, Okay.

Speaker A: I don't know. I made that up. It's fine. We're going with it. It's fine.

Speaker B: I might need that on a whiteboard.

Speaker A: I'm gonna tell you, don't analyze it too much, because I'm not sure it holds up.

Speaker B: All right, well, thanks for joining us. We'll be back next week with another

Speaker A: episode of the Business Remove podcast.