My Interview With Fortune Small Business

Well, Fortune Small Business, found on CNNMoney.com published the most hard-hitting advice that I gave them. Hats off to the writers and editors.

My regular readers know that I was interviewed several weeks ago by Kathleen Ryan O’Connor, a writer for FSB.com. You can read the whole article, Getting The Most Out of Your Hourly Workforce.

So here it is:

A caulking business owner turns to Ask FSB for ideas on motivating foot-dragging workers.
By Kathleen Ryan O’Connor
February 27 2008: 11:13 AM EST

(FORTUNE Small Business) — Dear FSB: My uncle would like me to take over the family commercial caulking business, and right now, I am working with the caulkers in the field, learning the job and making sure they do not drag their feet. Unfortunately, the workers, who are paid by the hour, do just that. They are in no rush to get the job done, and though we profit-share at the end of the year, it seems like that is not enough motivation. What are alternative wage methods that other businesses like mine use to pay their employees and increase production?

- Edward Zachris, Richmond

Dear Edward: Motivating employees can be difficult for anyone, but the source of your frustration might actually be a great opportunity in disguise.

By learning the ropes of a family business from the ground up, you can see the company as your employees do - invaluable information for any boss.

“The first step is to get inside the minds of your employees,” said Eric Boehme, a veteran in Information Technology management and consulting who writes about these sorts of issues as the “The Blogging Boss.”

“You need to understand how they think. That means you have to spend quite a bit of time observing what they do, how they do it, and how they feel. You also must understand what motivates someone to do the job you are paying them to do.”

Are you a workplace pyro?

So rather than just assume some employees aren’t working fast enough because they are lazy or would do better on a salary, a closer look - and more communication with your employees - might uncover deeper issues.

“If you find out your workers simply aren’t happy, Boehme says, “This is not their problem. It is your problem.”

Yup, the downside of being the boss - if it’s broke, workers will look to your leadership to fix it.

So there you have it. The crux of the problem is management.

Imagine that.