How to Build a Flexible Business Culture

Here are 4 ways we deliberately build for culture: 1️⃣ We hire the attitude, not the resume. Skills can be taught. Energy, enthusiasm, and passion for learning cannot. You either got it or you don’t, so we go find the people that have that X factor attitude - then we pour into them. 2️⃣ We fire the toxic employees. Toxic low performers are easy to get rid of. Toxic high performers? Not so much. Most companies keep these employees. But they act like cancer to a culture. They bring everyone else down around them. If we can’t get them above the bar we get rid of them bc having a healthy work environment raises performance by all. Together is better. Healthy is better. 3️⃣ Our bosses don’t have offices. All of our general managers have desks on the floor right next to their employees. They don’t hide out in offices. Our leaders see everything in real time and work among their people 24/7. They see and hear everything immediately - not only is this real, raw, and authentic- but it helps us move fast. Remember, no one is better. We all just play different positions. 4️⃣ All employees get a 2 hour off site meeting with their boss every 90 days. If you have a spouse and children you understand the importance of date night. We have to proactively take the time to get together. Connect. Make sure we are on the same page. This is no different in business with our employees. We simply have to reconnect. We call it quarterly conversation - but it might as well be called date night. We talk about “what’s working” and “what’s not working” - it’s not a performance review. It’s just a “how are you doing?” convo. “Where’s your head at?” “How can I better lead you?” The point of this is substance, not the gesture. Fave to face. Open & honest dialogue. It’s powerful, and it’s probably the most important thing we do. ❤️❤️❤️❤️❤️❤️❤️❤️❤️❤️❤️❤️❤️❤️❤️❤️ In the last 5 years we’ve added over $30,000,000 to the top line of our 52 year old company. EBITDA is up over 200%. Balance sheet never been better. It was all organic. We didn’t invent some new plastic or go buy some company. All we do is focus on our people and try to continually build an extremely healthy work environment. I tell you our numbers to show this stuff works. So try it out. Make your people #1. Your your energy into them. It makes it a hell of a lot of fun, and it works. For everyone! 😘

🌟 12 years ago, I shared success stories of USDA's award-winning telework program at the Telework Town Hall in DC, highlighting its incredible benefits such as cost savings, improved employee engagement, reduced utility costs, and significant impacts on cultural transformation efforts. Today, as we continue to face the great debate between the pushback on remote work and the call for a return to the office, it's important to reflect on the recurring cycle of this trend: two steps forward, eight steps back. ✨ The push and pull between remote work and office-based work is not a new phenomenon. Throughout history, we have witnessed the ebb and flow of workplace… so let’s examine the reasons why this happens: 1️⃣ Resistance to Change: Humans naturally resist change, and transitioning to remote work disrupts established routines. This resistance can lead to hesitation and a desire to revert to traditional office-based work. 2️⃣ Perceived Loss of Control: Some leaders worry that remote work reduces productivity and collaboration. This fear drives organizations to pull back from remote work arrangements. 3️⃣ Organizational Culture: A deeply rooted office-based culture makes it challenging to shift mindsets. Changing the culture requires intentional efforts to promote trust and autonomy. 4️⃣ Lack of Infrastructure and Support: Insufficient technology and resources to build skill in new ways of working hinder the successful implementation of remote work. To break this cycle, organizations can: 1️⃣ Gain Leadership Buy-in: Leaders must champion the benefits of remote work and promote a positive remote work culture. 2️⃣ Develop Flexible Policies: Clear and flexible remote work policies should address employee and business needs. 3️⃣ Provide Training and Development: Equip managers and employees with remote work best practices and communication tools through training and development programs. 4️⃣ Continuously Evaluate: Regularly assess the impact of remote work on employee performance and business outcomes to inform future decisions. Embracing remote work and flexibility results in improved employee satisfaction, increased productivity, and a more adaptable organization. Let's move towards a future where work can be done from anywhere! #WorkplaceFlexibility #CulturalTransformation #futureofwork #workforcetransformation #culturechange

In my journey as CEO and Founder of Becker Logistics, I've learned that the path to peak performance involves much more than strategic decision-making and operational expertise. It demands a transformation of one’s mindset. Today, I want to share some personal insights that have guided me in reshaping my approach to leadership, hoping they inspire you to elevate your own leadership journey.   1. Focus Beyond Your 'Why' – Embrace Your 'Being' We often hear about the importance of knowing your 'why'—your purpose. While understanding why you do what you do is crucial, I've discovered that focusing on your 'being'—who you are in the process—is equally important. Are you being someone who uplifts, inspires, and drives change? In leadership, our 'being' directly influences our teams, culture, and success. This shift in focus encourages a more profound engagement with our roles and a clearer understanding of our impact.   2. Practice Honesty in All Your Communications Honesty should be the foundation of your leadership style. This goes beyond not telling lies—it's about being transparent with your team about successes, failures, and everything in between. This approach has opened many doors for more authentic relationships and has fostered a culture of trust and respect. When people trust you, they go the extra mile because they share your vision and trust your journey.   3. Practice Receiving and Giving Acknowledgments Acknowledgment isn’t just about giving compliments; it's about recognizing the specific contributions of your team members and also being open to receiving the same. It has been a transformative practice for me to regularly acknowledge the efforts of those around me and openly accept their acknowledgments. This creates a positive feedback loop that boosts morale and motivates everyone.   4. Maintain Flexibility to Adapt and Learn The only constant in business is change. Embracing a mindset that welcomes adaptation rather than resists it has been key to staying relevant and successful. Encourage this adaptability in your leadership style by being open to new ideas and continuous learning. This doesn’t just apply to business strategies but also to personal growth and development.   5. Cultivate Empathy and Understanding To lead effectively, you must connect with your team on a human level. This means stepping into their shoes and viewing challenges and situations from their perspectives. Empathy has enabled me to lead more compassionately, making decisions that consider the well-being of my team, which in turn enhances productivity and loyalty.   Implementing these insights has not only improved my performance as a leader but has also enriched the lives of those I work with. Leadership is an ongoing journey of self-discovery and reinvention.   What mindset shifts have you found beneficial in your leadership role? Let’s discuss and grow together.   #Mindset #Success #Journey #JimBecker #Growth #Business #Flexibility #Empathy #Acknowldege