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Actual for You - How to Look After Your People so They Look After Your Business
Without strong direction and motivation, any hotel, is doomed for failure, an operation is successful only when a good leader surrounds themselves with other good leaders, and good leaders surround them selves with good staff.Staff and managers may have personal problems and deliver inferior results due to lack of training, unrealistic expectations, or failed attempts to innovate. In some cases the proper response to these issues can turn a hopeless employee into outstanding employee. “Fir’em” is not always the right answer.Correct poor performers. Ask poor performers if they enjoy what they are doing. Think about it. Do you enjoy what you are doing? If you do you are probably very good at i
1. Regular Performance and Incentive Reviews
Measure your team’s achievements on a regular basis. Formally appraise the performance of each individual twice a year. Salary increases, bonuses and incentives should be based on these performance reviews.
2. Weekly Team Meetings
Learn how to run an effective meeting and have these weekly with your team.
Have a set time each week. Ensure the agenda allows for their input. See How to Have Successful Meetings
3. Personal and Professional Development
Invest regularly in their development, both technical and non-technical skills. The new-found knowledge can be extremely valuable to your business. By learning and developing your people, they will also be more motivated.
4. Develop Your Own Leadership Skills
Turn yourself into a Masterful Manager. There are many skills required to be an effective
Medical transcription is one of those careers where you either hate it or love it. I have been a medical transcriptionist for a long time and still love what I do. I enjoy the continuous learning, take pride in my work and think it’s absolutely fantastic.But, what will it be like for you?If you’re thinking about a career in medical transcription here are a few things to consider:Do you enjoy working on your own?Whether you work outside the home or from home, this is one career where you will have to be self disciplined. You are left to produce your own work and will not have someone looking over your shoulder.Do you have a good grasp of the English language?You will need
No, this is not a pipe dream. It can happen for you. However it takes an investment of time and energy on your part to create a strong, supportive and valuable team…It doesn’t happen by osmosis.
In many of my public workshops on How to Have Less Mess, Less Stress and More Success we often have disgruntled employees attend. It’s not that they don’t want to be at the presentation, in fact they gain heaps of benefit from being there. They are frustrated in their workplaces because their bosses in many instances do not care or look after their people.
Many employers think it’s good enough to provide you with a job, let you know when you’re not performing, and if you’re lucky, take you to lunch for your annual Christmas bonus!
Jerry’s Story
Jerry was the Head of Department in an educational institution. He was headhunted to this position one year ago. He was made many promises including having his own personal assistant as he would be responsible for 5 team members.
The Principal promised a salary review in six months and flexibility in hours. Jerry was informed there would be some after hours activities involved but these would be minimal.
Ten months later Jerry had no personal assistant. He had to do every single administrative task himself. He spent more time addressing the needs of his team at the detriment of his other responsibilities. Extra curricular activities ate up an extra 12 hours a week on top of the 50 hours he spent at school just to stay on top of the workload! He couldn’t take time off in lieu for the additional hours he worked as his department was already understaffed. Overtime wasn’t part of his salary package.
Jerry had constantly spoken to the Principal who agreed to lighten his load yet hadn’t taken the necessary action to do so! Lack of action from one person often forces the other to react and take control.
Jerry had enough! He tendered his resignation after successfully applying for a position in another school.
The Principal from his old school promised Jerry that he would make the changes he so desperately wanted. Unfortunately for the Principal, the staff and in turn the students, it was too late. Jerry had enough. He decided to take control of his situation and not be reliant on the actions of others.
Since leaving he was so much happier. His health and personal relationships improved dramatically.
Jenny’s Story
Jenny worked in an accounting practice. As a manager she had many responsibilities. Not only was she supposed to manage a team of people and deal with all their issues, she also had to bill seven hours of chargeable time each day.
Jenny was constantly stressed out. She would often stay late so she could work uninterrupted and catch up on what she should have done during the day. There was no way she could reach her targets and manage her team if she didn’t do that.
She tried on several occasions to explain to the partners of the practice that the workload was unrealistic. She had a number of solutions that would help not only her situation but eventually make the business more money, however the partners would say they would implement these changes and never followed through on her suggestions. They were too busy being busy.
Eventually Jenny left. Not only did she resign, so did four members of her team. Also some of Jenny’s clients followed her to her new place of employment. That equated to thousands of dollars lost in that business not to mention the time involved hiring and training new people.
How to Build and Retain a Valuable Team
Before I share these tips with you, be aware that it is extremely important to hire the right type of people for your business in the first place. See our newsletter How to Hire the Right People. Many employers have the ‘hire and hope’ mentality. After the person has been hired the employer hopes they work out.
1. Regular Performance and Incentive Reviews
Measure your team’s achievements on a regular basis. Formally appraise the performance of each individual twice a year. Salary increases, bonuses and incentives should be based on these performance reviews.
2. Weekly Team Meetings
Learn how to run an effective meeting and have these weekly with your team.
Have a set time each week. Ensure the agenda allows for their input. See How to Have Successful Meetings
3. Personal and Professional Development
Invest regularly in their development, both technical and non-technical skills. The new-found knowledge can be extremely valuable to your business. By learning and developing your people, they will also be more motivated.
4. Develop Your Own Leadership Skills
Turn yourself into a Masterful Manager. There are many skills required to be an effective m
The key to successful network marketing is recruiting new leaders.Sooner or later you will need to go beyond your family and friends to find prospects, and at this point you will either accept the requirement to call upon strangers, or quit the business. A few network marketers have been fortunate enough to create a self-building organization on the strength of acquaintances alone, but for the rest of us, drastic action becomes necessary about two days after we hop on the network marketing wagon.This drastic action takes the form of introducing ourselves to strangers on the street, running classified ads, and joining civic groups and clubs to enlarge your fields of acquaintances. So, what can you d
The Principal promised a salary review in six months and flexibility in hours. Jerry was informed there would be some after hours activities involved but these would be minimal.
Ten months later Jerry had no personal assistant. He had to do every single administrative task himself. He spent more time addressing the needs of his team at the detriment of his other responsibilities. Extra curricular activities ate up an extra 12 hours a week on top of the 50 hours he spent at school just to stay on top of the workload! He couldn’t take time off in lieu for the additional hours he worked as his department was already understaffed. Overtime wasn’t part of his salary package.
Jerry had constantly spoken to the Principal who agreed to lighten his load yet hadn’t taken the necessary action to do so! Lack of action from one person often forces the other to react and take control.
Jerry had enough! He tendered his resignation after successfully applying for a position in another school.
The Principal from his old school promised Jerry that he would make the changes he so desperately wanted. Unfortunately for the Principal, the staff and in turn the students, it was too late. Jerry had enough. He decided to take control of his situation and not be reliant on the actions of others.
Since leaving he was so much happier. His health and personal relationships improved dramatically.
Jenny’s Story
Jenny worked in an accounting practice. As a manager she had many responsibilities. Not only was she supposed to manage a team of people and deal with all their issues, she also had to bill seven hours of chargeable time each day.
Jenny was constantly stressed out. She would often stay late so she could work uninterrupted and catch up on what she should have done during the day. There was no way she could reach her targets and manage her team if she didn’t do that.
She tried on several occasions to explain to the partners of the practice that the workload was unrealistic. She had a number of solutions that would help not only her situation but eventually make the business more money, however the partners would say they would implement these changes and never followed through on her suggestions. They were too busy being busy.
Eventually Jenny left. Not only did she resign, so did four members of her team. Also some of Jenny’s clients followed her to her new place of employment. That equated to thousands of dollars lost in that business not to mention the time involved hiring and training new people.
How to Build and Retain a Valuable Team
Before I share these tips with you, be aware that it is extremely important to hire the right type of people for your business in the first place. See our newsletter How to Hire the Right People. Many employers have the ‘hire and hope’ mentality. After the person has been hired the employer hopes they work out.
1. Regular Performance and Incentive Reviews
Measure your team’s achievements on a regular basis. Formally appraise the performance of each individual twice a year. Salary increases, bonuses and incentives should be based on these performance reviews.
2. Weekly Team Meetings
Learn how to run an effective meeting and have these weekly with your team.
Have a set time each week. Ensure the agenda allows for their input. See How to Have Successful Meetings
3. Personal and Professional Development
Invest regularly in their development, both technical and non-technical skills. The new-found knowledge can be extremely valuable to your business. By learning and developing your people, they will also be more motivated.
4. Develop Your Own Leadership Skills
Turn yourself into a Masterful Manager. There are many skills required to be an effective
Business entities can be distinguished into two different categories: (1) unlimited liability entities; and (2) limited liability entities. In order for you to have a better understanding of these various entities, this post will be broken into two parts. This part will discuss unlimited liability entities.Unlimited liability entities mean that one is personally liable for all the debts of the entity. You are not personally protected if you form an unlimited liability entity!Two types of unlimited liability business entities exist: (1) a sole proprietorship; and (2) a general partnership. You may be wondering why somebody would set up one of these entities. If you can be held personally liable for
Jerry had enough! He tendered his resignation after successfully applying for a position in another school.
The Principal from his old school promised Jerry that he would make the changes he so desperately wanted. Unfortunately for the Principal, the staff and in turn the students, it was too late. Jerry had enough. He decided to take control of his situation and not be reliant on the actions of others.
Since leaving he was so much happier. His health and personal relationships improved dramatically.
Jenny’s Story
Jenny worked in an accounting practice. As a manager she had many responsibilities. Not only was she supposed to manage a team of people and deal with all their issues, she also had to bill seven hours of chargeable time each day.
Jenny was constantly stressed out. She would often stay late so she could work uninterrupted and catch up on what she should have done during the day. There was no way she could reach her targets and manage her team if she didn’t do that.
She tried on several occasions to explain to the partners of the practice that the workload was unrealistic. She had a number of solutions that would help not only her situation but eventually make the business more money, however the partners would say they would implement these changes and never followed through on her suggestions. They were too busy being busy.
Eventually Jenny left. Not only did she resign, so did four members of her team. Also some of Jenny’s clients followed her to her new place of employment. That equated to thousands of dollars lost in that business not to mention the time involved hiring and training new people.
How to Build and Retain a Valuable Team
Before I share these tips with you, be aware that it is extremely important to hire the right type of people for your business in the first place. See our newsletter How to Hire the Right People. Many employers have the ‘hire and hope’ mentality. After the person has been hired the employer hopes they work out.
1. Regular Performance and Incentive Reviews
Measure your team’s achievements on a regular basis. Formally appraise the performance of each individual twice a year. Salary increases, bonuses and incentives should be based on these performance reviews.
2. Weekly Team Meetings
Learn how to run an effective meeting and have these weekly with your team.
Have a set time each week. Ensure the agenda allows for their input. See How to Have Successful Meetings
3. Personal and Professional Development
Invest regularly in their development, both technical and non-technical skills. The new-found knowledge can be extremely valuable to your business. By learning and developing your people, they will also be more motivated.
4. Develop Your Own Leadership Skills
Turn yourself into a Masterful Manager. There are many skills required to be an effective
If you are considering entering a close niche sub-sector industry then you will also hear rumors in the industry, some true and others coming from those who have an axe to grind. It is extremely wise to listen, but not comment. Just say oh really like you are shocked and interested. Then they will tell you more of course. Still try not to judge as you will be listening to only one side of the story.You might hear such things as: I believe the President of XYZ Company is a spoiled little rich kid with a small man syndrome; I do not like him. His father God Rest His Soul, was a decent and honest gentleman. I would never personally do business with him. I think he is a liar and scum. This is my personal opin
She tried on several occasions to explain to the partners of the practice that the workload was unrealistic. She had a number of solutions that would help not only her situation but eventually make the business more money, however the partners would say they would implement these changes and never followed through on her suggestions. They were too busy being busy.
Eventually Jenny left. Not only did she resign, so did four members of her team. Also some of Jenny’s clients followed her to her new place of employment. That equated to thousands of dollars lost in that business not to mention the time involved hiring and training new people.
How to Build and Retain a Valuable Team
Before I share these tips with you, be aware that it is extremely important to hire the right type of people for your business in the first place. See our newsletter How to Hire the Right People. Many employers have the ‘hire and hope’ mentality. After the person has been hired the employer hopes they work out.
1. Regular Performance and Incentive Reviews
Measure your team’s achievements on a regular basis. Formally appraise the performance of each individual twice a year. Salary increases, bonuses and incentives should be based on these performance reviews.
2. Weekly Team Meetings
Learn how to run an effective meeting and have these weekly with your team.
Have a set time each week. Ensure the agenda allows for their input. See How to Have Successful Meetings
3. Personal and Professional Development
Invest regularly in their development, both technical and non-technical skills. The new-found knowledge can be extremely valuable to your business. By learning and developing your people, they will also be more motivated.
4. Develop Your Own Leadership Skills
Turn yourself into a Masterful Manager. There are many skills required to be an effective
Now that everyone has conformed to Living Your Brand on the Web, Part 1, it's time to add a couple of tweaks that will further reinforce your brand.Tweak #1: Your Signature FileA signature file is the simple text that, once activated is attached to your email automatically. It is the simplest and the most effective way to get a message across. Some are funny, some are serious and some consider another point of view, but in any case, any professional should use one and keep it updated.Every signature file should include complete contact information so customers can contact you in their time. A signature can also include a tag line that reinforces your company's brand. Consider the following
1. Regular Performance and Incentive Reviews
Measure your team’s achievements on a regular basis. Formally appraise the performance of each individual twice a year. Salary increases, bonuses and incentives should be based on these performance reviews.
2. Weekly Team Meetings
Learn how to run an effective meeting and have these weekly with your team.
Have a set time each week. Ensure the agenda allows for their input. See How to Have Successful Meetings
3. Personal and Professional Development
Invest regularly in their development, both technical and non-technical skills. The new-found knowledge can be extremely valuable to your business. By learning and developing your people, they will also be more motivated.
4. Develop Your Own Leadership Skills
Turn yourself into a Masterful Manager. There are many skills required to be an effective manager …delegation, organisation and communication etc.
Participating in specific programs such as our Masterful Manager’s Intensive Coaching Program will turn you into a powerful leader that gets results and maintains a happy, productive and high performing team.
The Final Word
Looking after the people in your business is vital to ensure it’s ongoing success…whatever ‘success’ means to you.
A happy, skilled and motivated team if managed effectively will have a huge impact on productivity.
To continue doing the same thing and expecting a different result is the definition of insanity. So if you want to achieve different results, take action today!
Have a great week
Lorraine Pirihi
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