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Atricle Dump - The Motivated Workplace: Hire Well and Beyond
1. Spend money on decent quality business cards. Home made cards just don't compare to the quality of professionally printed cards. Your cards reflect your business - do you really want your cards screaming cheap!2. Always hand out two business cards – one for the prospect and one for them to handout to a colleague.3. Enter your business cards in Free Lunch draws at restaurants.4. Make your card unique in size, shape or texture. You want your card to stand out from the crowd. There are very nice folded cards that will provide more room to detail your services.5. Leave your business cards everywhere you go – leave one on the table in a restaurant, post a few on community bulletin boards.6. Tuck one of your business cards inside of library books – especially books related to your services. Perhaps someone who is researching databases will decide to save him or herself the trouble and will hire you instead!7. Include business cards with your invoices, or bill payments.8. Quite often, you will see vehicles lettered with their business info parked in parking lots – tuck your business card in t
Figuring out what to budget for trade shows as part of your overall marketing is as much an art as it is a science. The artistic side relates to the communication of a message that hundreds or thousands of attendees will understand and act on. The scientific side focuses on ROI, how many prospects must you reach to realize a payoff for your effort.My rule of thumb for trade show and event budgeting is that for an overall marketing budget of 5%, 20% of this should go toward trade shows. Every company is different, however if you depend on relationships, market awareness, and can communicate your message in a visual way, then trade shows are a terrific investment. Where you invest, what shows have your target audience in attendance and how often you attend is going to be unique to your company.Not surprisingly there are many hidden and not so hidden costs to attending a trade show. Transportation, for example, depending on the size of your trade show display and the amount of trade show “stuff” you take can $250 to over $1000. In some cases it is required or financially smart to join the association or group that is sponsori
•The company
•Polices and its administration
•The supervision people receive on the job
•Working conditions
•Interpersonal relations
•Salary
•Status
•Security
The theory is that the hygiene elements will not motivate an employee, but if they are not met there will be job dissatisfaction.
Herzberg thought the motivating factors were:
•Achievement
•Recognition
•Growth/advancement
•Interest in the job
There is no question that an employee understanding the pupose of what they do relates to the hygiene and the motivating factors. It is the manager’s role to make sure that employees are well informed and clear on the purpose of their work, the teams work and the company’s work. When employees know why they are doing the work, they are much more motivated and satisfied with their job. So how does a manager insure that this is happening?
Begin in the Beginning
In order to have a workplace that is energized and motivating we first must hire well. It is the foundation upon which a motivating foundation is built. As Lou Holtz once said, “Motivation is simple. You eliminate those who are not motivated.” If we consider the opposite of that-- it is adding people who are motivated. Hiring can be the most positive or the most destructive influence on the team’s motivation. Do not un
Hiring employees is not an easy process. There are lots of aspects to consider when looking for that potential candidate who is suited for the job. And one of these is the medical condition of the applicant. That is why if you are applying for a job, the company may assess your medical condition through their medical employment screening.Importance of Medical Employment ScreeningMedical employment screening is done by many companies to assess the candidates' capacity to carry out the inherent requirements of the position. When you apply for a job, you should not be surprised if the company conducts a medical assessment of your health condition. They do this to determine if you have pre-existing medical conditions or ongoing medications that may prevent you from performing the task at hand.For companies, this type of screening is very important because it will save them a whole lot of trouble if the people they hire are in good health and are capable to do the job. When a company does not perform this screening, they may likely hire a candidate that is qualified at present but will turn out to be a liability later be
•The company
•Polices and its administration
•The supervision people receive on the job
•Working conditions
•Interpersonal relations
•Salary
•Status
•Security
The theory is that the hygiene elements will not motivate an employee, but if they are not met there will be job dissatisfaction.
Herzberg thought the motivating factors were:
•Achievement
•Recognition
•Growth/advancement
•Interest in the job
There is no question that an employee understanding the pupose of what they do relates to the hygiene and the motivating factors. It is the manager’s role to make sure that employees are well informed and clear on the purpose of their work, the teams work and the company’s work. When employees know why they are doing the work, they are much more motivated and satisfied with their job. So how does a manager insure that this is happening?
Begin in the Beginning
In order to have a workplace that is energized and motivating we first must hire well. It is the foundation upon which a motivating foundation is built. As Lou Holtz once said, “Motivation is simple. You eliminate those who are not motivated.” If we consider the opposite of that-- it is adding people who are motivated. Hiring can be the most positive or the most destructive influence on the team’s motivation. Do not u
In today’s demanding retail world, manufacturers are being forced to adopt new packaging methods that adhere to an ever-growing list of customer specifications and requirements. The tricky part, for manufacturers, has been to find a way that meets customer demands without putting too much stress on their bottom line.Makers of consumer products are especially challenged to find new and innovative ways to make their product “pop” at retail: to capture the consumer’s interest and make them want to try what they have to offer. This means that additional pressure is being placed on both marketing and packaging professionals, who are constantly pressed to develop new methods to make products more appealing.In recent years, packaging companies have introduced vacuum barrier bags, which are typically used in both industrial and retail applications. Industrial companies use them for items such as insecticide and other chemicals, because the bags protect the product from moisture and vapor loss. In addition, the composition of vacuum barrier bags is such that they virtually eliminate any odors that may emanate from the product.<
Herzberg thought the motivating factors were:
•Achievement
•Recognition
•Growth/advancement
•Interest in the job
There is no question that an employee understanding the pupose of what they do relates to the hygiene and the motivating factors. It is the manager’s role to make sure that employees are well informed and clear on the purpose of their work, the teams work and the company’s work. When employees know why they are doing the work, they are much more motivated and satisfied with their job. So how does a manager insure that this is happening?
Begin in the Beginning
In order to have a workplace that is energized and motivating we first must hire well. It is the foundation upon which a motivating foundation is built. As Lou Holtz once said, “Motivation is simple. You eliminate those who are not motivated.” If we consider the opposite of that-- it is adding people who are motivated. Hiring can be the most positive or the most destructive influence on the team’s motivation. Do not u
What would your perfect life’s work be?In mid-life, it’s a question we seldom ask. It could be the one question that saves you from lackluster jobs, faceless bosses and endless commutes.Are you stuck out of fear?This happens to many people when we pass 40. We get stuck in habit, routines and day to day living.What are you afraid of?Probably the things most of us fear; damage to our relationships, our financial status, our routines and our emotional state. After all, change is scary!Don’t wait for a mid-life crisis, make one!That’s right; don’t wait until you are forced to change by divorce, illness, job layoff or financial disaster. This is what most people do.Make your own mid-life crisis a crusade!This is what I did and you can do it, too.After 25 years in Corporate America being good at what I did, but never liking it, I walked away.I walked away from faceless products, faceless bosses and pointless meetings.Over the next 4 years, I pursued my life’s passion — helping others of my age find the will and the strength to pursue their own passions.
Begin in the Beginning
In order to have a workplace that is energized and motivating we first must hire well. It is the foundation upon which a motivating foundation is built. As Lou Holtz once said, “Motivation is simple. You eliminate those who are not motivated.” If we consider the opposite of that-- it is adding people who are motivated. Hiring can be the most positive or the most destructive influence on the team’s motivation. Do not u
Janet, one of my clients from Chicago, recently asked my advice on dealing with people who talk loudly on their cell phones while in public. I know I’ve been guilty of this offense before as my voice tends to project very well and sometimes I forget that I don’t need to speak very loudly for my phone to pick it up.Sometimes, like when you’re in a movie theater, any kind of loud cell phone talking needs to be quieted immediately and the most direct way is the best. But often in public, you may feel a bit awkward telling a stranger to mute him or herself.The other day at the gym, I found myself in this second scenario. I was on a treadmill with my headphones on. Despite the noise of the machine and my music, I could easily make out the cell phone conversation of a woman who was on nearby treadmill. She wasn’t directly next to me so she wouldn’t have heard a, “shush,” sent in her direction. I decided to try to use a different approach to the situation.After I finished my workout, I walked over to the woman, who by then had ended her call. I leaned in and whispered, “We have something in common.”She looked
I have met managers from a variety of organizations who were not skilled in interviewing and hiring. An organization is only as good as the quality of the candidates and the quality of the hiring process. If an environment is going to be one where employees are motivated-- then the quality of the people hired is critical. Here are a few tips for making sure the “right” candidates get hired:
•Conduct multiple interviews the process of interviewing should consist of several interviews.
1) A screening interview over the phone
2) An initial interview
3) A second interview
4) A final interview.
The candidate should also be interviewed by several people in the organization as well. The idea behind multiple interviews is that you end up knowing the candidate better and finding out what they are really like as a person. Having several people interview them allows the manager to get different perspectives about the candidate.
•Look for a cultural fit There absolutely must be a cultural fit in addition to the competency fit. Research has shown that most employees don’t last in a job due to lack of cultural fit as opposed to the ability to do the job. Managers must overlook the temptation to go for the competency and ignore the cultural aspects. An IT expert who is a techn
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