The Millionaire Upgrade

Whilst the Millionaire Upgrade is  geared more towards entrepreneurs than employees, there are some valuable points that can be derived from ‘I BELIEVE’:

  • I BELIEVE IN MYSELF: Instilling confidence in the team is a key ingredient for success. It is important for everyone to trust in their abilities and have a powerful conviction and passion in what they do. One simple way of doing this is to highlight an employee’s strengthens in reviews. However, this should only be based on fact and should not be used to simply ‘boost confidence’.
  • BE PASSIONATE AND WANT IT: It’s crucial to have a passionate team, who are all pulling in the same direction. However, it may be beneficial to highlight exactly what is ‘in it’ for everyone individually. I think that if an employee can see a personal benefit to what they are doing, they are more likely to work with passion and a thirst to succeed. A bonus structure can help with this, but more emphasis could be put o the benefits of personal development (career progression through development). Maybe include this in reviews.
  • EXTEND YOUR COMFORT ZONE: ‘Do something every day that scares you’. If you’ve ever read ‘Eat the Frog’, you will know that you should try and get the ‘worst’ thing out of the way first’, but ‘extending your comfort zone’ should go further and extend to setting quarterly goals. At least one of the goals should really push you and your team to aim higher and take them (and you!) out of your comfort zone. This could be booking an exam, speaking at an event or trying a completely new and untested approach to working.
  • LIES AND LUCK DON’T WORK: ‘Luck is the crossroads between preparation and opportunity’. You need to prepare and create more opportunities. This is industry specific, but it could mean making sure you are fully equipped with  knowledge and customer skills and ensuring that you interact with more and more potential clients. I think you need to continue to reward people who gain qualifications and give them more opportunities to interact with clients. For example, a simple way of doing this would be a guest blog- e.g. each employee writes a guest blog, to show their knowledge and build rapport with our clients. I also think it is important for more of your team to attend client events; seminars, Golf Days, Garden Party etc.
  • INSTALL GOALS: Goals are crucial if you want to know where your business is going. Placing more of an emphasis on reviewing these goals on a weekly basis will make sure that you are on track. Maybe a white board in the office where you can tick our team goals off as you go?
  • ENJOY HARD WORK: In order to enjoy hard work, you have to love what you do. I think that, with a company culture, you need to be good at creating a fun environment to work in. This could be achieved through quarterly team events rewards (not necessarily financial) for hard work (team lunch at the pub/ catering brought in for a great month) and maybe rewarding excellent attendance with a ‘bonus day’ of holiday? I think if people can see the instant effect of their hard work, and have regular events to look forward to /work towards; a ‘work hard, play hard’ culture will be instilled. I think it is also incredibly important to clarify what success for the company means for the team- a great month financially for the company means nothing to the employee if they don’t see anything from it.
  • VERY, VERY PERSISTENT: Persistence is quite a hard thing to teach, and it is normally only evident when we really want something. Persistence can be seen when employees are trying to reach their goals (which we do!) Again, here I think you need to instill a culture where achieving those goals means everything.
  • EXPECT FAILURE: With every success comes a failure, it’s a law of nature. You need to work on how you deal with failures, or ‘mistakes’. Obviously if the mistake is illegal or unethical, it is a huge deal, but this (touch wood) rarely happens. Rather than telling an employee that they are ‘wrong’, you should encourage your team to learn from their mistakes and grow from their errors- not make them feel bad about it. Conversely, it is important to get the right balance here- it should not be the case where people are careless because they know that there will not be any repercussions.
  • WORK AS A TEAM: Some companies are great at this- if so maintain this, but work more on team goals and try to help each other a s much as possible. In a lot of cases I do think that, at times, there is a tendency to finish your own work and take a step back. This should not happen- if you’ve finished, but someone else hasn’t, then your work is not done.