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4 Signs You Need Support in Your Business & How to Pinpoint Where You Need It

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Being a business owner is no joke. It comes with an immense amount of pressure, and forces you to grow or to give up. If you want to focus on success, there are different types of support you need to keep growing both as a person and a business. 

Below are the four signs you will see when you need support, as well as what kind of support you need:

1. Exhaustion

The hustle and grind calls from time to time, but if you’re in a constant state of working too many hours without time off, you’re running towards burnout. If you find yourself overtired, overwhelmed, and overextended, it’s time to get some support. The key here is understanding what exactly is causing the exhaustion so you know where to get help.

There are three main support systems for this particular symptom: a health coach, a mindset coach, or a team member. If you find that your exhaustion is stemming from not getting enough sleep, a diet of Doritos and pizza, or that you’re not exercising, then you likely need a health coach or nutritionist.

If you find that your exhaustion is coming from overwhelm, fear, and other negative emotions that keep you on a rollercoaster of emotions and doubting yourself, then you likely need a mindset coach.

If you find that you’ve got too much on your plate, there are more jobs than you can handle, or you don’t know how to do something extraordinarily well in your business and it’s eating up your time, then you likely need a team member to support you.

Whether you need one or more of these support systems, exhaustion is one of the most critical signs to pay attention to, because if ignored, it can lead to burnout—which means lost time, lost sales, and lost money in your business.

“I firmly believe that any man’s finest hour, the greatest fulfillment of all that he holds dear, is that moment when he has worked his heart out in a good cause and lies exhausted on the field of battle – victorious.” – Vince Lombardi

2. Dropping Balls & Not Meeting Deadlines

How many times have you forgotten something in the past week? If you’re consistently forgetting things, like deliverables you promised to your clients, calls you had on the books, or marketing activities you swore you’d have done two weeks ago, then you are dropping balls. 

This is one of the things that can turn your business upside down and make clients upset fast.

What this problem points to is: A lack of systems and not enough team members.

When you have a lack of systems, it means you’re often flying by the seat of your pants or putting out fires. When you’re only putting your attention towards fires in your business, you inevitably create more fires. Systems help you create and maintain priorities and structure, so that fires are few and far between, and your business runs well.

If systems is a word that makes you want to hide under a rock until the monsters go away, you’re not alone! Hiring a team member who’s a great project manager with excellent systems skills is vital if you’re experiencing ball dropping. This person will help you identify where you’re losing time and where you’re being ineffective, so you can get the right team members in place.

3. Weight Gain or Getting Sick

Have you let your exercise routine slip or fallen into the eating out/ordering trap? When you’re building a business, it’s easy to put all of your energy into your goals, and ignore your health. The problem is your body won’t let you ignore it for very long, and usually when you’re operating your business this way, it means the business can’t operate without you.

If your business doesn’t operate without you, it’s a poor business decision to let your health go by the wayside, which leads to getting sick. Lost time and momentum in your business can cost you opportunities, money, and peace of mind.

If you’re constantly in your business, it’s important to look at two things: Are you working extra hard, even though you don’t have to or does the business not run if you’re not working hard?

If you answered yes to the first question, it’s time to hire a mindset or high performance coach—someone who can help you prioritize and balance your life, so you can hustle when necessary and rest when necessary. Your business can’t afford for you to go down. So if there’s something compelling you to work long hours and ignore your health, especially if you don’t have to, it’s time to get mindset or high performance support.

If the second question got you, then it’s time to hire a team member. If you don’t know where to start with hiring someone, look at these questions first to help you figure it out:

  • Where do you spend most of your time, outside of your genius?
  • What activities are you doing that are NOT making you money?
  • What activities are you losing time to?

The answers to these questions will pinpoint exactly what specialties your team members need to have to start taking things off of your plate, so that you can take care of your business and yourself.

“Money doesn’t mean anything to me. I’ve made a lot of money, but I want to enjoy life and not stress myself building my bank account. I give lots away and live simply, mostly out of a suitcase in hotels. We all know that good health is much more important.” – Keanu Reeves

4. You Haven’t Spent Time With Your Loved Ones In A While

When you started your business, what called to you? Did you have visions of vacations, working on beaches, or taking your loved ones out for extravagant experiences? Were you intrigued by being able to take off whenever you wanted? The tell tale signs of freedom often call to business owners, luring them in, but there’s more to the story than that.

When you own a business, there’s a responsibility to your clients and your audience to show up. When you start working overtime in your business, you start missing out on things with the people you love. You miss the dance recitals, the picnics, even the family dinners, and you can start to question why you’re doing this in the first place.

If this is where you find yourself, you’re probably taking on more duties in the business than necessary (or you’re focusing on the wrong ones). The way to fix this is to hire a team member who can take care of at least some of the daily, weekly, and monthly activities that can bog you down and eat away your time. This will allow you to focus on the high level activities that take your business to the next level. This will help you generate a larger return on your energy, while giving you your time back. 

Many of us work too hard and don’t have an adequately balanced life. To ensure you enjoy all aspects of your life, which part of the above article resonated most with you and why? Share your thoughts with us below!

Michael Tindall uses his 10+ years of experience in international business, sales, customer service, and leadership to help business owners, entrepreneurs, and corporations create and scale their business by providing a white gloved service that custom hires top tier global talent so they don't have to go through the exhausting hire-fire cycle that keeps companies starving for talent and sacrifices their profits. His companies also provide team infrastructure and management, so businesses can tap into the global talent pool without the costly, time consuming investment, liabilities, and hassle of in-house employment. Through attention to detail and the dedication to relationship-first values, Michael businesses focus on global and social impact, as well as high quality services that get tangible results. Michael's story has appeared in Forbes, The Brave Visibility Podcast, The Financial Gravity Podcast, and more.

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Business

The Entrepreneur’s Reading List That Transforms Ideas Into Empires

These must-read titles and writing insights reveal how entrepreneurs turn bold ideas into empire-level success.

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Entrepreneurship is powered by stories—of accomplishment, failure, and decision moments that define businesses. Books are maps, providing insight from individuals who’ve traversed the road ahead. (more…)

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The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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