The employees of Company #1 really liked the owner. His employees should like him. Employees were unable to control how much they did and how much time they spent. Nobody reviewed time cards or what the employees actually did. The manager was concerned that his workers would leave and he couldn't replace them. As such employees "didn't have rules to follow" since there were no repercussions.

The company owned the owner. He worked very long hours, had trouble with the flow of money and was heavily stressed! He never took the time to examine and know the numbers of his financial statements. He struggled and never appeared to be able to push ahead.

The employees of Company #2 also really liked the owner. The business is "a great place to work" according to his staff, with goals, rules, profit sharing and other benefits. They had job descriptions and those job descriptions were handled by the company. They understood and followed the rules. They were also aware of the enforced consequences when they did not comply with the rules. The owner did not worry about losing employees.

Everyone in the company were aware of how they affected – and shared – the bottom line of the company. Each month the owner and managers checked and knew their financial statements.

Both company owners were beloved, but for varying reasons. Company #2 attracted productive workers who enjoyed profit-sharing. Company #1 recruited unproductive employees who chose to do the least and still earn a paycheck. They knew that because they did not follow the rules they wouldn't lose their jobs.

Company #2 was, of course, profitable. Company #1 wasn't. Company #2 shows that you can be in the black without being mean.

So what do you do if Company #1 is like you? First, know that anybody today "could be hit by a truck." So what? You would live and find a way around it.

The interesting thing I see is that the companies that build cultures have workers that admire the value of their work. Such employees find new staff for the company. Some of the organizations that I deal with have no difficulty in finding technicians due to their cultures. These are Company #2. You can be too.