Building Trust with Your Own Front Line. 


This 4-hour workshop gives small business owners and middle managers a specific set of tools they can use to build trust and motivate the people who often form the front line between the company and it’s customers.



  • How do we limit employee turnover?

  • Does higher pay increase loyalty?

  • Can unhappy employees increase sales?

  • What are their biggest motivators?

You will learn …


  • The benefits of transparency.

  • How respect is a 2-way street.

  • Trust is built with follow-thru.

  • The importance of punctuality.

  • The communication continuum.

Workshop Positioning

This workshop gives business owners and managers a set of tools they can use to motivate their lowest paid employees. 


Workshop Content

Section I: Understanding Your Employees



  • Their life and family structure

  • Their motivations and ambitions

  • Things that make them angry.

Section II: The 5 Pillars of Happy Employees



  • Transparency

  • Respect

  • Follow-thru

  • Punctuality

  • Communication

Section III: Managing the Transition



  • Evaluating the current situation

  • Possible management shuffle

  • Explaining the changes positively

Workshop Background

The irony of most corporate structures is that those who are closest to the customer are paid the least while those furthest away from the customer are paid the most.  Whether we like to admit it or not, those men and women answering the phones, manning the counters and shipping the boxes are among the most valuable employees we have.


There’s no question a lot of management effectiveness comes from the individual personality of the manager and other “higher-ups” but that doesn’t mean a given manager can’t improve his or her approach to the company’s employees.  The success of such an improvement will depend on the manager’s willingness to view the situation differently.  A person’s underlying beliefs will always find a way of showing themselves and patronizing or condescending beliefs will quickly destroy any improvements achieved through behaviorial adjustments.


Keep in mind that only a small percentage of communication is verbal.  Regardless of their pay, employees will quickly learn what your underlying belief system looks like.  Although this workshop offers valuable strategies and direction for improvement, the biggest opportunities lie in an adjustment beyond Tactical Execution’s reach.  It is recommended people considering this workshop spend some time first to discuss the potential for real and meaningful change.


Assuming the underlying belief systems are either congruent with the workshop’s objectives or that the participants are willing to make some wholesale adjustments in that arena, the workshop quickly gets to the heart of the matter, exposing the lifestyles and motivations of lower-paid employees and the things that will bring them in line with company objectives.