Business Opportunity - Leverage Your Employees!
As a business asset, they don t sit well on the P L statement. They aren t valuable like a piece of machinery, or an office block. There is no assignment of currency with which you can measure them. But living and breathing within the walls of your premises are the biggest asset you could think of - your people. Here s why. .. Your people are: Your Face They are like a big advert on a bus or a hoarding. Whatever you want them to be - they are you, in whatever way they feel at the time. One slip and there goes a lifetimes worth of business have you ever worked that out over 20 years - try it! Interactors They are one side of the two-sided interaction between your business and your customers, clients and suppliers and anyone else you can think of.
Managing Employees Is A Little Like Herding Cats
Q: I started my small business about a year ago and it s grown steadily. I like having my own business, but I m having a tough time managing people. I have 5 employees now and it seems like I spend half my time making sure they are doing what they re supposed to be doing and the other half of my time doing things they didn t get done. Things were much easier when I was a one man shop. Any suggestions? - Paul C. A: Ah, Paul, welcome to the wonderful world of employee management, the bane of many a business owner s existence. I hope you have a full head of hair now, because depending on how quickly you get a grip on this situation, you could end up bald in a very short time.
Resolving Needs - What Your Employees Wish For!
For your people, they want to do a great job - no, really, despite your experiences, they do. And what might seem to the management the important things, just don t stack in the day-to-day reality of the workplace. Here s why. Your people want to focus on looking after their customers, yet there are many things, often just little things, that get in their way. Removing these little things they are having to tolerate, allows them to deliver the very best service to their customers. Yet they are reluctant to get this clear. For some reason. You need to find out. So. Ask them! Yet why is this so difficult for some managers? Partly to do with not wishing to open challenging dialogue not even thinking there might be issues or to dismissing needs of their people as irrelevant, amongst others.
Five Steps to Better Employee Management
Hiring employees is a huge responsibility. Before hiring anyone, be sure to carefully analyze your needs in terms of extra assistance. Once you ve gotten through the hiring process, there s still much more you must do now that you ve become an employer. If you re like most small business owners, you just don t have time to do all you re supposed to be doing when it comes to managing your employees. The article aims to outline five steps you can take right now to better manage your employees. Failure to complete these steps may one day lead to trouble for your business - trouble that could easily have been avoided. Step 1 - Publish a Company Handbook Most employers do nothing more than chuckle at the mere mention of a company handbook.
Oil, Lube and Filter Employee Pay
We have been studying the labor rates of Oil, Lube and Filter Quick Lube Facilities and we are finding that the pay is lower than you might expect. We also believe this is part of the problem with recruiting and retaining key employees. The average employee at a Quick Lube is a little under 7.00, which is lower than you would expect and certainly lower than the customer is thinking you are paying. This maybe why the average employee only stays employed about 1.8 years and then leaves for greener employment. A recent survey shoed us that the pay was actually 7.75 and the average employee stayed on 2 years, this is not what we found in our survey talking to people in the business. Of course in our survey we did factor in Wal-Mart quick lubes which so many in the industry deny their existence even though they command over 11 market share and growing at 2 per year, we expect by 4 per year by 2005. The average Manager in the Industry is being paid 32,519.00
Motivating Employees - Ten Ways to Start You Off
Yet there is a place for those external raft-build s, away days and paintballing ! Just get them in context there is work to do up front to leverage those experiences and get the best value from them. Just build great relationships in your business or organisation, one-to-one - then have the fun day out and grow even more! Motivation is like food for the brain. You cannot get enough in one sitting. It needs continual and regular top ups. Peter Davies So a people-focused way of being in your business generates Motivation permanently and ongoing. Start at the Beginning You can t motivate people to get excited if the core basics aren t right. So you have to get the financial reward appropriate. Then you have to ensure that working conditions are right.
Employee Performance - If You Want the Best, Get Personal!
This is a story about a man and three dogs. I walk a lot - usually for about half to three-quarters of an hour most mornings. I see a guy with two dogs quite a lot. We chat a little occasionally. Of the two dogs I know I said three, so hold on a bit, one is a light brown lurcher and is quite friendly and the other is a beautiful black labrador. He is nippy as my co-walker tells me, so I have been a bit careful of him, but I always try to stroke him too. Whilst I have always been cautious of dogs, I have always tried my best to make friends with them, wherever I have gone and no, I don t have a dog, and yes, I probably would like one!
Hiring and Retaining Good Employees
Hiring good employees is not only important to business, it s essential. Employees are the heart and soul of a business they are the mechanism that makes a business run they are the breath of life that enables a business to be something more than an idea. A business cannot run unless someone employees, in this case is doing the work. Any intelligent business owner should want good employees. EMPLOYERS NOT THE ONLY ONES TO FEEL THE EFFECT Bad employees not only affect an employer by driving down sales, costing the company unwanted expenses due to negligence or simple lack of motivation, etc, but they affect the customer as well. Of course, once a customer has experienced a bad employee, it automatically affects the employer in obvious ways. Although this seems like common sense to most people, it is uncanny how most employers will overlook this fact, whether it s because of time constraints to effectively deal with the problem or lack of better judgment.
Top 7 Methods to Empower Employees
How many times have you asked someone to do something like draw up a plan for such and such project ? Your employee completes the plan, but then you say, That is not what I wanted or That is not how you do it. And so the employee thinks: you didn t tell me exactly how you wanted it done. If you find yourself having back and forth misunderstandings with your employees, then you might have a communication problem. And this could be creating bad feelings, low morale and inefficiencies. To remedy this, perhaps it s time you thought about creating a Policies and Procedures Manual. Let s look at 7 methods to strengthen communication and performance. 1. Implement Effective Policies and Procedures A Policies and Procedures Manual is a communication tool designed to empower employers, managers and employees with a consistent approach to accomplishing their daily tasks.
Getting The Most Out of Your Employees
Managing for Best Performance In it s simplest form, performance management is a common sense set of discussions that make sure people are clear about what they need to do, have the support to do it and get open and honest feedback on their performance. Any performance management process should answer 4 important questions for your employees: Direction: What do I need to do and how well? Feedback: How am I doing? Rewards: What happens when I do well? Support Development: What happens when I need want help? Lets look more closely at each of these: Direction Employees are not mind readers. Just because it is clear to the manager exactly what is expected, doesn t mean the employee has the same understanding. Having a detailed discussion about exactly what the job requires and any specific priorities is the first step in good performance management.