I enjoy reading entry level job advertisements for the restoration industry. They remind me of a simpler way of living. Pack a lunch every night, wake up earlier than you want to, perform physical labor before 7 a.m., break for 15 minutes at lunch, and come home tired.

We all know how hard it is to find good employees. We’ve all heard it: “People don’t want to work.”; “Don’t hire anyone younger than 30.”; “Everyone has an entitlement mentality.” Blah, blah, blah. 

It is true that all entrepreneurs are self-employed, however, not all who are self-employed are entrepreneurs. There is a profound difference between the two. And, not all who are self-employed should try to be entrepreneurs.

Have you ever had someone take a chance by hiring you? How did it turn out? How did it feel when you succeeded and excelled in that role?

It doesn’t make any difference if your restoration or remediation business is large or small, not having the right people in every position in your company can mean a huge bottom-line cost in lost business, inefficiency, and missed opportunities.

In Part I of this article, we explored the concept of positioning, the strategy option of serving the deeper needs of a narrower set of customer markets, and clearly understanding what sets our companies apart from the competition in terms of the order winners that give us an advantage.

We’ve all walked into a retail store or restaurant and witnessed a manager boorishly yelling at an employee over a mistake. If you are like me, your gut reaction is to walk out the front door and never return.