Summer is coming to a close, which means that people are trekking away from the beach and back to their jobs. The fall season can be an especially hectic time for business owners, with Black Friday and the holidays lurking on the horizon. Getting back to the grind (and, let’s be honest, just facing reality) can be difficult after any length of vacation. Luckily, we have a few tips to help get your head out of the sand. (more…)
Only one third of the American workforce is engaged with their work. The whole issue concerning which strategies motivate people to participate with full awareness is now a hot topic.
One way in which employees engage with their work is online, either through company Facebook pages, or in-house surveys, through Intranet, and through online learning and human resource programs that promote health and wellness.
How can you get your employees engaged online?
Here are 3 tips to try in a few different areas: (more…)
From small startups to Fortune 100 corporations, company culture seems to be the topic du jour as of late. But, is all of this airtime really warranted? Does a company’s culture truly matter that much? Who pays attention to this? A recent study jointly conducted by professors at Duke and Columbia Universities found that an overwhelming number of C-level executives believe culture matters—a lot. So much so, in fact, that they said a potential business merger or acquisition could even fail if the cultures of the two companies involved did not mesh. (more…)
Once you grab that great franchise opportunity and find yourself in charge of not just a business, but the people that you need to help you run it, you will almost certainly find yourself on occasion having to deal with difficult or delicate employee situations. With this in mind, here are some tips to help you sail these difficult waters: (more…)
If you’re considering telecommuting as an option for your employees or maybe you’re exploring outsourcing to a virtual team, then you could be making a very good business decision. According to research by Gallup, remote workers tend to log more hours per week and are more engaged than those working in an office or onsite. There is also potential for huge savings by diminishing overhead costs such as rented office space and 401k plans.
However, managing remote employees does have its own set of challenges. The out-of-sight element makes it all too easy to put it out-of-mind that remote employees have specific needs, too. This two-part series of articles about managing remote employees will explore tactics that will help you oversee and support those who work from home as effectively as the staff who work in an office in order to maximize efficiency and minimize operational issues.
Startups are powered by their people more than any claim to a reputation, an established corporate structure, or any other resource readily available to big corporation budgets. As such, they have to be very careful when it comes to their hiring guidelines. Below are four essential rules that startups should keep in mind when it comes to hiring if they want to avoid superfluous employees.
1. Identify from the start the positions that require people with more experience.
As a startup working on a budget, you won’t be able to hire dozens of people across the board, but you should have one or two team members with stellar credentials to bring to the table. Just assigning them whatever role is open isn’t wise though – you have to put them in roles that deserve their expertise.
When it comes to motivating your employees, there are two main methods of achieving high levels of productivity: the carrot and the stick. Whilst using the ‘stick’ method typically sees workers having to meet specific KPIs (key performance indicators) or risk facing the sack, losing a portion of their bonus or working overtime to deliver what you need, the ‘carrot’ method instead provides workers with specific rewards. These rewards may be end of year bonuses after annual reviews and smaller incentives throughout the year. As suppliers of many reward-based corporate hampers, we thought we’d take a look at why the carrot method of motivation is proving to be so effective in the workplace.
For any business owner, sustainability and growth are always top of mind. You want to invest in growth while realizing a positive return. As you contemplate your long-term goals, here are the top three investments to consider:
1. Technology infrastructure – It’s important to operate off a scalable technology platform – one that enhances employee performance. Because technology impacts every sector of your business, it’s important that it provides a simple and flexible experience for your team members so that they can maximize efficiency.
Keeping up with cutting edge trends that you can implement first in your industry is a great way for your company to stay ahead of the curve and stand out. Don’t be afraid to take risks!
Just as job seekers have trouble finding quality job opportunities, business owners have a similar struggle in finding and holding onto talented employees. In order to keep employee turnover to a minimum, it helps to create a positive work environment that not only attracts loyal employees but make them want to stick around as well, and if you’re wondering how to improve your employee success rate, here are a few tips to get you on the right track.
Valentine’s Day is this week and quite fittingly, we turn our thoughts to the ever sensitive subject of office romance. And whether or not it’s company culture to frown on personal relationships in the workplace or to look the other way, they do happen. Strong bonds develop when employees work long hours together— and nowhere is that more true than in the intense environment of a small business or start-up. Couple that with social media platforms that keep us connected to our co-workers 24 hours a day, seven days a week, and you have the ingredients for office romance.
So the question is, how should you handle it? Look the other way in the hopes that either the relationship will be short-lived and others won’t notice or that one of the employees in the relationship will leave the company and/or department? Or wait until the relationship turns sour and either you are dealing with a sexual harassment complaint or other employee relations issues as employees “take sides” or claim “unfair advantage”? And what about employees losing focus on work projects as they deal with their relationship issues that have spilled over from their personal lives into their work lives? (more…)