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Dimensions in Screen Printing, Inc. - Aug 27, 2009

Posted by: Greg Simmons in Testimonials

Greg has been my B2B CFO for the past four years. He has been instrumental in the success of my business. He has put the controls and processes in place to insure that I am able to maximize my profits and able to control my expenses. I highly recommend Greg’s services. In fact, I have referred Greg to four other companies over the past several years and he is now their B2B CFO also.

Steve Mellgren

President/CEO

Dimensions in Screen Printing, Inc.

Flex Partners, Inc. - Sep 19, 2008

Posted by: Greg Simmons in Testimonials

Greg is great. He provides us with the accounting expertise and financial guidance that is first rate. He provides us with exactly what we need with great efficiency and outstanding value.

Michael McCormick
Finance Partner
Flex Partners, Inc.

One 3 Two, Inc. DBA Obey Clothing - Sep 19, 2008

Posted by: Greg Simmons in Testimonials

Greg has been excellent to work with over the last two years. His expertise, advice, guidance and integrity has been instrumental in our success. I would highly recommend his services.

Don Juncal
President/Owner
One 3 Two, Inc. DBA Obey Clothing

Optima Cotton Ware, Inc. - Sep 19, 2008

Posted by: Greg Simmons in Testimonials

Greg had helped us a lot in making the right decisions on how to handle our business to maximize profits, and to save money. His help has been very professional.

Eusebio Gomez
President
Optima Cotton Wear, Inc.

Are There Bad Apples in Your Basket? - Sep 19, 2008

Posted by: Greg Simmons in Articles

Nothing hurts a company more than when management ignores or tolerates a Bad Apple in the organization. Such tolerance undermines organizational trust and morale and without those, the ability for your employees to work as a team is just plain harder. These Bad Apples also take the fun out of work.

Management should never underestimate the impact that one person can have on the entire team. An employee with an attitude or difficult personality can bring communications to a halt, make people tense, and ruin employee productivity. The presence of the Bad Apple can make teammates unhappy by his mere presence in a room or even by a phone call or e-mail received from him.

Company leaders must understand that Bad Apples hurt the organization more than they help. Many times this can be difficult especially if the Bad Apple is a high performer, but at the same time is arrogant, moody, demanding and just plain not fun to be around. You can also lose some of your Good Apples to your competition who become tired of dealing with the Bad Apple's behavior.

Management should not ignore the problem and hope that it will go away. It never will. The Bad Apple should be addressed directly and given the opportunity to correct their problem with their own solution. It is not your job to save the employee. It is your responsibility as a manager to address the behavior that you observe and not doing so only perpetuates it. It is the employee's responsibility to take control of his behavior.

If things do not improve and behavior does not change, it is time to take action. Make sure you consult with your human resource department or labor attorney to make sure you have properly documented the behavior and have counseled the employee on correcting it. If you let the person go, do not make up excuses of why he left. Take the opportunity to stress with you employees that bad behavior will not be tolerated and that all within the organization must work as a team.

Lastly, keep your fingers crossed that your Bad Apple ends up working for your competition!