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Atricle Dump - Turn Your Team Into Top Performers
Research by the Regional Language Networks shows that 1 in 5 UK companies believe they have lost business as a result of language or cultural barriers. This is because more than 60% of our trade is with countries where over 82% of the population do not speak English as a mother tongue. In the light of this it’s surprising that language skills are given such a low priority. In fact most UK companies do not offer their employees the chance to learn languages. And there is strong evidence to suggest that they should.A survey recently published by the British Chambers of Commerce showed a direct correlation between the value a company places on language skills and
Are there issues from both sides of the isle? Maybe a simple misunderstanding has taken place and can easily be resolved. Listening before jumping to conclusions will prove to be a good management practice. Too often overlooked.
Be sure your actions are well founded. Know ALL the facts BEFORE you get "trigger" happy and make a bad decision. Don't lose a potentially good employee because some hasty reaction caused a bigger problem.
NEGOTIATE
Get a "buy-in" from every employee. Let each one know your plan. How they can participate and grow. Earn bonus money. Be specific! Don't be greedy. Share the spoils with the team. Generate enthusiasm.
MOTIVATE
Performance "feedback" is an imperative. Everyone needs to know. How am I doing? How do I stack UP with the team? Am I on target? Reaching expecta
Asking for a raise is difficult under the best of circumstances. Asking for one in today’s economy and business climate is down right brave. However, the fact remains that if you believe you deserve a raise, you need to make the request.Employees and employers are becoming savvy in the art of negotiation. Consequently, a little advance preparation can give you the edge you need in your negotiations. Use my seven-point checklist to ensure you are ready, willing, and able to negotiate your next pay increase.1. Raise or Recognition? Are you sure it’s a raise you want and not just more recognition or better working conditions? It is imperative to have this
Complainers, out on Monday, sick every other week, demanding and always looking at the clock to go home or slip out early.
What do you do? You have hired someone who has turned into a bad influence on your staff. Unacceptable behavior cannot be tolerated. Something has to be done. Immediately!
DAMAGE CONTROL
Now your concern is with other employees. One bad apple can create problems with other staff members. How can we avoid damaging the goodwill while trying to correctly handle the challenges with one troublesome employee?
Shall we take the easy way out? FIRE the troublemaker! Get him or her out of the company as quickly as possible. Simply do NOT put up with such behavior. Maybe there are some options that a good employer would bring into play.
WHAT SHALL WE DO?
Will behavior modification work? Shall we first look for GOOD things that our employee is accomplishing? A little praise may go a long way toward our goal.
Sometimes an employee has NO clue regarding acceptable performance. No one has ever taken the time to explain levels of acceptable behavior. Accomplishing tasks in a reasonable period of time. Cooperating with team members.
How does he or she stack UP? Compare with other employees? Is there a CONTRACT between management and employees? Goals are shared and explained with the entire staff.
Everyone has a HOT button! There is something internal that guides and motivates each one of us beyond our limits. Search for that SOMETHING in each employee.
Ask your employees about THEIR goals. Where do YOU want to be in 2,3 or 5 years from now? Can we help each employee reach his or her full potential?
Sometimes we find that an employee simply does NOT fit. There is an old saying, "you can lead a horse to water but you can't make him drink." Same idea goes for an employee who simply is in the wrong place. Does NOT match up to expectations.
COMPENSATION
Could the money be an issue? Is the boss overpaid while the workers are getting the "short end" of the payroll? Something to review and fix when necessary. Resentment can rise up and cause poor performance. Watch for this!
Most businesses have associations. JOIN immediately if you are NOT already a member in good standing. Become a contributor. Attend the meetings. Go to the annual conventions. Share your expertise. Learn from others, too.
Compare YOUR store, office, warehouse, etc. with each other. Is one location way out in front of the others? Is one store lagging far behind? WHY? There is a reason.
Your problem may be the Manager. If you cannot figure it out then ASK for help. The answer can be very subtle. It's hard to find the problem when we are too close. Bring in an outsider who can SEE beyond our focus.
An old saying comes to mind. Fix the PROBLEM rather than the blame. Our SYSTEM may be out of "whack" rather than our "LOSER" employee.
MANAGEMENT
Challenges are faced immediately rather than hoping they will go away. Today's Manager is KEY to high morale, customer satisfaction, employee loyalty and keeping ethical guidelines in the forefront. Nip it in the bud!
There is NO place for excessive absenteeism, sexual harassment, vandalism or theft in the workplace. Internal conflicts must be dealt with promptly to avoid gridlock.
Are there issues from both sides of the isle? Maybe a simple misunderstanding has taken place and can easily be resolved. Listening before jumping to conclusions will prove to be a good management practice. Too often overlooked.
Be sure your actions are well founded. Know ALL the facts BEFORE you get "trigger" happy and make a bad decision. Don't lose a potentially good employee because some hasty reaction caused a bigger problem.
NEGOTIATE
Get a "buy-in" from every employee. Let each one know your plan. How they can participate and grow. Earn bonus money. Be specific! Don't be greedy. Share the spoils with the team. Generate enthusiasm.
MOTIVATE
Performance "feedback" is an imperative. Everyone needs to know. How am I doing? How do I stack UP with the team? Am I on target? Reaching expectat
Ever dreamt of giving up the daily grind? Want to strike out on your own and work from home, but don’t know what you could possibly do to make a living? Full time Nasdaq trader Harvey Walsh wondered just that, and now he asks “Is day trading the ultimate work from home job”?We’ve probably all had the same thought at some time or another, as we trudge off towards another day at work – the same work we’ve been doing day in day out for years – “surely there has to be a better way?” Slaving away to make somebody else rich just doesn’t seem right somehow, but what alternative? Setting up a new business, or buying an established one, are both expensive and risky prospect
WHAT SHALL WE DO?
Will behavior modification work? Shall we first look for GOOD things that our employee is accomplishing? A little praise may go a long way toward our goal.
Sometimes an employee has NO clue regarding acceptable performance. No one has ever taken the time to explain levels of acceptable behavior. Accomplishing tasks in a reasonable period of time. Cooperating with team members.
How does he or she stack UP? Compare with other employees? Is there a CONTRACT between management and employees? Goals are shared and explained with the entire staff.
Everyone has a HOT button! There is something internal that guides and motivates each one of us beyond our limits. Search for that SOMETHING in each employee.
Ask your employees about THEIR goals. Where do YOU want to be in 2,3 or 5 years from now? Can we help each employee reach his or her full potential?
Sometimes we find that an employee simply does NOT fit. There is an old saying, "you can lead a horse to water but you can't make him drink." Same idea goes for an employee who simply is in the wrong place. Does NOT match up to expectations.
COMPENSATION
Could the money be an issue? Is the boss overpaid while the workers are getting the "short end" of the payroll? Something to review and fix when necessary. Resentment can rise up and cause poor performance. Watch for this!
Most businesses have associations. JOIN immediately if you are NOT already a member in good standing. Become a contributor. Attend the meetings. Go to the annual conventions. Share your expertise. Learn from others, too.
Compare YOUR store, office, warehouse, etc. with each other. Is one location way out in front of the others? Is one store lagging far behind? WHY? There is a reason.
Your problem may be the Manager. If you cannot figure it out then ASK for help. The answer can be very subtle. It's hard to find the problem when we are too close. Bring in an outsider who can SEE beyond our focus.
An old saying comes to mind. Fix the PROBLEM rather than the blame. Our SYSTEM may be out of "whack" rather than our "LOSER" employee.
MANAGEMENT
Challenges are faced immediately rather than hoping they will go away. Today's Manager is KEY to high morale, customer satisfaction, employee loyalty and keeping ethical guidelines in the forefront. Nip it in the bud!
There is NO place for excessive absenteeism, sexual harassment, vandalism or theft in the workplace. Internal conflicts must be dealt with promptly to avoid gridlock.
Are there issues from both sides of the isle? Maybe a simple misunderstanding has taken place and can easily be resolved. Listening before jumping to conclusions will prove to be a good management practice. Too often overlooked.
Be sure your actions are well founded. Know ALL the facts BEFORE you get "trigger" happy and make a bad decision. Don't lose a potentially good employee because some hasty reaction caused a bigger problem.
NEGOTIATE
Get a "buy-in" from every employee. Let each one know your plan. How they can participate and grow. Earn bonus money. Be specific! Don't be greedy. Share the spoils with the team. Generate enthusiasm.
MOTIVATE
Performance "feedback" is an imperative. Everyone needs to know. How am I doing? How do I stack UP with the team? Am I on target? Reaching expecta
Are you opening a dollar store? If so never lose sight of the importance of cost reduction. In fact cost reduction efforts should take place from the day you start your planning. One of the major areas of cost reduction focus is the lease agreement for the store.The lease negotiations and thus your opportunity to save money happen prior to opening a dollar store. While the actual lease dollar amount is important to consider, there are other factors as well. They include any triple net (NNN) clauses and exactly what the added charges are for the NNN.Three tips to consider when opening a dollar store:Tip #1: Seek the advice of an accountant and attorney
Sometimes we find that an employee simply does NOT fit. There is an old saying, "you can lead a horse to water but you can't make him drink." Same idea goes for an employee who simply is in the wrong place. Does NOT match up to expectations.
COMPENSATION
Could the money be an issue? Is the boss overpaid while the workers are getting the "short end" of the payroll? Something to review and fix when necessary. Resentment can rise up and cause poor performance. Watch for this!
Most businesses have associations. JOIN immediately if you are NOT already a member in good standing. Become a contributor. Attend the meetings. Go to the annual conventions. Share your expertise. Learn from others, too.
Compare YOUR store, office, warehouse, etc. with each other. Is one location way out in front of the others? Is one store lagging far behind? WHY? There is a reason.
Your problem may be the Manager. If you cannot figure it out then ASK for help. The answer can be very subtle. It's hard to find the problem when we are too close. Bring in an outsider who can SEE beyond our focus.
An old saying comes to mind. Fix the PROBLEM rather than the blame. Our SYSTEM may be out of "whack" rather than our "LOSER" employee.
MANAGEMENT
Challenges are faced immediately rather than hoping they will go away. Today's Manager is KEY to high morale, customer satisfaction, employee loyalty and keeping ethical guidelines in the forefront. Nip it in the bud!
There is NO place for excessive absenteeism, sexual harassment, vandalism or theft in the workplace. Internal conflicts must be dealt with promptly to avoid gridlock.
Are there issues from both sides of the isle? Maybe a simple misunderstanding has taken place and can easily be resolved. Listening before jumping to conclusions will prove to be a good management practice. Too often overlooked.
Be sure your actions are well founded. Know ALL the facts BEFORE you get "trigger" happy and make a bad decision. Don't lose a potentially good employee because some hasty reaction caused a bigger problem.
NEGOTIATE
Get a "buy-in" from every employee. Let each one know your plan. How they can participate and grow. Earn bonus money. Be specific! Don't be greedy. Share the spoils with the team. Generate enthusiasm.
MOTIVATE
Performance "feedback" is an imperative. Everyone needs to know. How am I doing? How do I stack UP with the team? Am I on target? Reaching expecta
If your career has gone off the road, take control and drive back to job satisfaction with a direct approach.When you’re looking for that new job or a career move it’s easy to think that ‘they’ hold all the cards.But if you can change the way you think about it, you can get back in the driving seat, and after all, this is your career we’re talking about.Remember ‘they’ don’t hire you for the sake of it; they hire you to help them make a profit!So two things first – how you are (attitude) and how you react (the way you see things)1 AttitudeEveryone goes on about positive mental attitude, don’t they? But what do
Your problem may be the Manager. If you cannot figure it out then ASK for help. The answer can be very subtle. It's hard to find the problem when we are too close. Bring in an outsider who can SEE beyond our focus.
An old saying comes to mind. Fix the PROBLEM rather than the blame. Our SYSTEM may be out of "whack" rather than our "LOSER" employee.
MANAGEMENT
Challenges are faced immediately rather than hoping they will go away. Today's Manager is KEY to high morale, customer satisfaction, employee loyalty and keeping ethical guidelines in the forefront. Nip it in the bud!
There is NO place for excessive absenteeism, sexual harassment, vandalism or theft in the workplace. Internal conflicts must be dealt with promptly to avoid gridlock.
Are there issues from both sides of the isle? Maybe a simple misunderstanding has taken place and can easily be resolved. Listening before jumping to conclusions will prove to be a good management practice. Too often overlooked.
Be sure your actions are well founded. Know ALL the facts BEFORE you get "trigger" happy and make a bad decision. Don't lose a potentially good employee because some hasty reaction caused a bigger problem.
NEGOTIATE
Get a "buy-in" from every employee. Let each one know your plan. How they can participate and grow. Earn bonus money. Be specific! Don't be greedy. Share the spoils with the team. Generate enthusiasm.
MOTIVATE
Performance "feedback" is an imperative. Everyone needs to know. How am I doing? How do I stack UP with the team? Am I on target? Reaching expecta
A professional business card says more about you and your business than any other tool in your marketing arsenal. You need a card that looks good, tells what you do and makes it easy to contact you.Here's how to use the necessary ingredients to create a great business cardYour name should be the biggest part of the card. Right there where the eye can pick it out without searching.Avoid the old trap of name and phone number in 6 point type in the lower right corner.Your card's purpose is to get people to remember YOU and contact YOU. So put YOU in the middle, big. A fancy company logo is not you. YOU are the most important element of
Are there issues from both sides of the isle? Maybe a simple misunderstanding has taken place and can easily be resolved. Listening before jumping to conclusions will prove to be a good management practice. Too often overlooked.
Be sure your actions are well founded. Know ALL the facts BEFORE you get "trigger" happy and make a bad decision. Don't lose a potentially good employee because some hasty reaction caused a bigger problem.
NEGOTIATE
Get a "buy-in" from every employee. Let each one know your plan. How they can participate and grow. Earn bonus money. Be specific! Don't be greedy. Share the spoils with the team. Generate enthusiasm.
MOTIVATE
Performance "feedback" is an imperative. Everyone needs to know. How am I doing? How do I stack UP with the team? Am I on target? Reaching expectations?
Be available and willing to communicate. Let your staff know how to reach you whenever necessary. You are their advicessory. Guide. Confident.
Establish "reach-able" milestones. Review. Adjust the plan. Keep expectations and goals within proper limits. Don't expect the impossible. Be sure to make adjustments as necessary to keep your staff motivated.
================================================================ ACTION TIP: Super teams are the result of GOOD management. Sharing goals and expectations are imperative. Respond immediately to challenges in the workplace. Hire TOP candidates. Be available to employees. Expect the best. Act only when the facts are understood. Communicate regularly to motivate your team. ================================================================
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