Whether your firm is small and speaks to niche-based needs or you are a large company that is trying to be everything to everyone, you won’t get far if you lose designers along the way! A good UX designer is hard to come by, and if you find them and keep losing them, you may need to consider some of the factors going into play as to why you’re losing quality professionals.
You’re Not Paying Enough
Everyone likes to talk about how a great work environment and perks really matter in the workplace, but at the end of the day, it’s all about money. If you are not paying a competitive wage, you are going to find that great professionals may end up at your company, but aren’t going to stay there. Design is an industry that is notorious about underpaying the people who work in it, and if you are guilty of this, word will get around. Make sure that you know what the industry standard is. Depending on the designer that you hire and what their experiences in the field might be, you can be looking at anywhere from $40,000 to $100,000 a year. Good designers expect to get paid for their efforts, and if you do not step up, they’re going to step out!
If you’re a brand new small business owner just bursting out of the starting block, how you decide to save money matters. Even if you’ve gotten off to a good start, and revenues are flowing in, every dollar you save goes directly to the bottom line. In order to maximize your savings, keep the following six tips in mind.
1) Score Free Office Supplies
If you typically pick up your office supplies from your local office supply retailer, understand that there are ways to score supplies for free. Enroll in the store’s rewards program and wait for 100% cash back sales. You buy the supplies at full price, then receive the amount you spent in the form of a rewards certificate, usually issued the following quarter. Common free items include printer paper, pens, notebooks, folders, staplers, and scissors.
It’s time to rethink delegation.
Too often this means distributing routine tasks so we can focus on bigger projects. But that’s not delegating — that’s unloading busywork. Delegation should be strategic. If you’re not taking advantage of employees’ skills, perspectives, and interests, you’re missing opportunities to build your team and your business.
A 2013 survey reported 53% of business owners believe delegating would grow their business over 20% — yet less than 15% say they already assign everything they should. We know delegating helps our bottom line, but we’re stuck on how to do it well.
According to the book Lincoln on Leadership, Abraham Lincoln’s delegation strategy included three main concepts: persuade, support, encourage. Although much has changed since the 1860s (indoor plumbing for one!), his effective techniques serve as the following timeless lessons for us all.
1. Persuade Through Shared Vision.
William Seward, Secretary of State, believed Lincoln was “totally unqualified and incompetent.” Undeterred, Lincoln earned Seward’s respect. They visited troops, discussed strategies, and shared patriotic vision. Lincoln convinced Seward they shared values, and then fully tasked international diplomacy to demonstrate trust in Seward.
Welcome back to business basics! In case you’ve forgotten, every week we take a look at a basic business concept in order to try to help new business owners better understand it. This week, we are covering Return on Investment, or ROI – a fairly straightforward, but often misunderstood, part of running a business! Though you may think you know all about ROI, you could be using it incorrectly. But first…
What is ROI?
Return on Investment, or ROI, is pretty easy to grasp – heck, the definition is right in the name. It’s whatever return you get after your invest in some part of your business. So if you hire 2 new salespeople, a basic measurement of ROI will be the money they bring in, minus their wages. Continue reading
Have you ever witnessed – or even experienced – a workplace dispute that seemed to get worse any time somebody tried to intervene? Even good intentions are not effective in resolving work conflicts sometimes. Trained managers who have the focus to mediate have demonstrated time and time again that they can succeed in supporting the aggrieved parties to reach an amicable agreement.
If your managers know how to handle problems between employees, they will find it much easier to motivate their teams and protect against hits to productivity. However, according to a 2008 survey by the Chartered Institute of Personnel & Development (CIPD), 66% of respondents reported that their managers needed to improve interaction levels with their staff and 27% stated that their managers had received no training whatsoever in dealing with workplace conflict. This suggests that there is definitely room for improvement within UK businesses on the use of mediation and skilled practitioners in managing difficult situations. A study in the U.S. found that an overwhelming majority ( 85% ) of employees at all levels experience conflict to some degree. Furthermore, it was found that U.S. employees spend 2.8 hours per week dealing with conflict, so these issues are proven, not surprisingly, to be affecting workplaces all around the world.
What possible harm can possibly befall you while shifting to a new office? Plenty! It’s a little like moving to a new home- there’s plenty of chaos and minor or major injuries that might occur if the workers are not careful enough. Unfortunately, this happens even when professional help is hired by the organization. Here is a compilation of safety precautions you can refer to in order to better minimize risks.
Let the heavy equipment be handled by experts.
First things first – let the moving firm handle all the heavy equipment in your office. They are the ones paid for the job and have a certain degree of expertise and control over the same. They also have different tools as well as the manpower to lift, carry and load them in vehicles and transport them easily to the new location. Let them do their work and steer clear of any mishaps by attempting to lift equipment that is clearly beyond your capacity!
It can feel odd hiring a sales team after you start your business. You were probably the only salesperson for the first few years of your company’s life, and giving up such an important responsibility can be jarring. However, if you want your business to succeed, you have to learn how to delegate and grow. Actually having a sales team is very different than doing sales yourself. You need to trust them, and their skills, implicitly, even if how they sell is different from how you sold. With that in mind, when you first begin to hire and train your sales staff, remember to…
Look for personability
Friendliness and personability are two of the most important qualities of a successful salesperson. It doesn’t matter if someone has three decades of sales experience – if they’re pushy or irritating while selling, they’re going to lose clients. Sales has changed a lot over the last few years. Cold calling is a wash, and the best way to bring in customers is actually through inbound marketing. Your sales staff has to be able to connect with your customers and talk them through the sale, rather than throw pitch after pitch at them.
In ancient times, when the night sky was not obscured by artificial lights and smog, cultures in different parts of the world discovered images in the sky by connecting the dots of stars through constellations. They saw bears, (Ursa Major and Ursa Minor), twins, (Gemini), a bull, (Taurus), and others, including dogs, (Canis Major and Canis Minor). The brightest of the stars in Canis Major (the big dog) is Sirius, which is also the brightest star in the night sky.
In the summer, Sirius, the “dog star,” rises and sets in conjunction with the sun. The ancients believed that its heat added to the heat of the sun, creating a stretch of hot and sultry weather. They named this period of time, from 20 days before the conjunction to 20 days after, “dog days.” While this varies somewhat with latitude, today, the dog days occur during the period between mid-July and the end of August.
A different sort of dog days is happening in the workplace. Almost 20% of companies in the United States allow their employees to bring their dogs to work. Many of these are small start-up companies who recognize the need for a flexible work environment or tech firms that seek to capture the interest of prospective employees or to better retain current employees. Some of the benefits they cite for allowing pets in the office are increased staff morale and worker productivity, decreased absenteeism and levels of stress, and greater camaraderie among employees.
Personally, I am all for dogs at work, though I realize it is not for everyone, nor appropriate for every type of business. If you are seriously considering it, be sure to develop and communicate throughout your entire organization a clear policy with guidelines and expectations. Most of the rules will be common sense, but more importantly they will ensure everyone’s comfort and safety.
It might be an overstatement to say we learned everything we needed to know in kindergarten, but it’s not far from the truth either. We did pick up some valuable skills in that tender phase of life, like sharing our blocks and saying you’re sorry when someone’s feelings got hurt. Here in the adult world, some of these universal, yet oft-forgotten, truths can still improve our daily lives and those of our employees if we continue to practice them in the workplace.
Sharing sounds like childish, but it’s actually a complex concept. It requires an understanding of empathy and compassion, seeing the needs of others and responding accordingly. Stable leaders have a natural instinct for practicing these traits in the workplace, and when you show your team that you care, it harbors a sense of trust and stability that improves both morale and productivity.
On a regular basis, you probably know by heart that team spirit is very important and that your employees need to come together as a team in order to be successful in whatever branch of business you may be. Even when job applicants submit in a resume, they’re always careful to include a mention that they’re team players and consider what they can bring to the business to be imperative to the team’s overall success. But simply being supportive within a team is not enough. You also need to be able to step up and take all the necessary steps to make the team efficient. Every team has many members and personality types and leading and managing this kind of team isn’t easy to do either. If you want to be successful, you need to inspire your team to reach that point along with you.
Know how to put the team together.
How do you know what kinds of people will best work with you and what characteristics you need to have on board to help out? You can’t compose a team consisting solely of just managers – everyone would be fighting each other to take the reins of the project at all times! If you aren’t even sure of what you should be doing within a team, try taking a test with Belbin.com to find out more about what role is perfect for you and then give the same test to your employees to take for themselves too. You may know your employees well enough already to ensure you don’t need to take this kind of test, but be sure to note that when you assemble the team everyone is able and willing to work together to meet the same goal.