10 Reasons You Need to Hire Business Consultant
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We live in a world where change is the only constant; businesses keep evolving and become more competitive. In such a scenario, it is difficult to keep up with changes in the industry and the marketplace as well as learning new business success tools and techniques. Accordingly, having a business coach isn’t a luxury but rather a necessity for steering your business to safety and prosperity.
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2) Managers often tend to sugarcoat problems out of hesitation or wanting to avoid unpleasant situations. While it may be important to maintain good working relationships, you will harm both your business and the employee by not being candid and open.
3) Objective and healthy feedback will help your employee grow and contribute more to the company.
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• Peer perception of job performance
• Adherence to procedures
• Budget management
• Attitude and behavior
• Percentage of leads that result in sales
• Consistency of quality
8) Be sure that you define quality norms well in advance so that all employees know what is expected of them.
9) When measuring quantity, be careful to ensure that the quantity of work or output is qualitatively sound. The gadgets that an employee produces must be saleable. Sheer quantity without quality is only harming your business.
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2) Managers often tend to sugarcoat problems out of hesitation or wanting to avoid unpleasant situations. While it may be important to maintain good working relationships, you will harm both your business and the employee by not being candid and open.
3) Objective and healthy feedback will help your employee grow and contribute more to the company.
4) Prepare yourself by reading the job description and the self-appraisal; consult your notes
5) During a review, focus on both the positive and the negative aspects of the employee’s performance and bring out areas where improvement is required.
6) It is important to have objective, quantifiable criterion to measure performance. Typically, these fall into areas of quality, quantity, and time.
7) Considering quality of work, you could be measuring and discussing the following factors:
• Customer satisfaction and feedback
• Any complaints
• Work output that must be redone (in percentage terms)
• Peer perception of job performance
• Adherence to procedures
• Budget management
• Attitude and behavior
• Percentage of leads that result in sales
• Consistency of quality
8) Be sure that you define quality norms well in advance so that all employees know what is expected of them.
9) When measuring quantity, be careful to ensure that the quantity of work or output is qualitatively sound. The gadgets that an employee produces must be saleable. Sheer quantity without quality is only harming your business.
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The document discusses the skills needed to successfully run a business. It states that any work done for profit or earning is considered a business. It emphasizes that as an employer, it is important to identify any gaps in the skills of one's team and take steps to improve skills. Some key skills mentioned include managing finances, managing employees, leading a team, organizing and planning, communication, networking, customer service, marketing, and understanding legal requirements. The document advises that maintaining and improving skills should be an ongoing process.
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10 Golden Rules for Delegating Tasks to Your Employees
Successful managers are often masters of delegation.
You can never be good at everything your business requires to be done.
If you have chosen your employees with care and have trained them well, you should be able to delegate to them. Any executive who attempts to do everything himself will soon get caught in the details and will lose sight of the big picture.
Be very clear about what the job is and how it is to be done
Brief your subordinate very clearly
Allow freedom to work; accept that different people do the same job differently
Keep track of what is happening, but don’t breathe down their necks
You can delegate a job, but the responsibility stays with you
Do not delegate jobs that involve bad news or have a high degree of uncertainty
Do not delegate if the risk is high
10 Golden Rules to Discipline and Fire an Employee
1. Much as you’d hate it, this is also part of the job, and at some time or another you may be called upon to do.
2. The disciplining process is not creating grounds for a dismissal; rather, it is attempting to correct the behavior that is causing a problem.
3. There is a human aspect to the process. You want to keep the procedure dignified and mature.
4. There is a legal element as well. The actions you take could be challenged in court.
5. Disciplinary action could take the form of verbal counseling, which could be followed up with a written warning if no improvement occurs and more severe action if necessary.
6. Verbal counseling. Record the event and the points discussed in the employee’s file. Record data and time and people present.
7. Warning notices are very important documents and will often be required to be presented in court.
8. Retain copy of all warnings in the employee’s file.
9. You must ensure that the employee is given adequate time between two such notices so that behavior can be changed and for results to be seen.
10. Do not forget to consult with a lawyer if you are in doubt
10 Golden Rules to Create a Great Team
1. Teams should go through various stages of
• Defining goals and the purpose of team creation
• Adding members and defining their roles
• Solving conflicts among team members
• Smoothing procedures and developing a great working environment
• Reviewing and improving team performance
2. Diversity is the key to have a successful team. You need people with various skills and mindsets based on your purpose.
3. Develop great relationship with your team members. Learn about their personal and professional values.
4. Be clear about your team goals and missions
5. Create a great environment so your team members can share their ideas and opinions
6. Encourage your team members to ask question and to be asked by other members
7. Involve all members in decision-making process. People are more engages when they have the sense of ownership in the projects
8. Have regular meetings with your team to review performance and share the issues
9. Appreciate your team hard work and coach them to improve themselves
10. Conflicts happen but the way you solve them is important. Consider each conflict as an opportunity for further development.
10 Golden Rules to Give Feedback to Your Employees
1. Department of Labor has stated that the number 1 reason for employees leaving a company is poor communication and a feeling that their efforts are not appreciated.
2. As soon as practical, you must give feedback to your employees about their standards of performance, which includes both good and bad news.
3. Giving feedback is an art you must develop. Your interest is only in the development of employees and improvement in their standards of work.
4. By giving your employees positive feedback (when deserved), you show them that :
• You are attentive to what they do and how they do it.
• Their efforts are appreciated.
• They are further encouraged to perform better.
• Their actions are reinforced.
5. Do not, however, go to the other extreme and give lavish, false praise.
6. Give positive feedback in public, negative feedback in private.
7. Be timely. Try to give positive feedback immediately after noticing a certain activity; give negative feedback within 24 hours. The difference is because you are giving positive strokes publicly, and you do not need to wait for a specific time.
8. Focus on behavior, not the person. Instead of saying “you are habitually careless,” say, “you have damaged the equipment.”
9. Be sure of your facts. Take some time to check in case you have any doubt.
10. Encourage your customers to give good feedback to your employees as well.
10 Golden Rules to Make Positive Changes in Your Company
Let’s face it! We all like certainty, and no one likes change—more so when the reasons for change are not made clear. Your employees will not like change either.
While you may have the most compelling reasons for the change, unless you get your employees on board, the change is not going to be successful.
When faced with a change situation, remember that the employee may not have the input you have and may be wondering why the change is needed. To get their support, you need to convince them.
Employees need to be reassured that the change is not going to hurt them
Employees resist change because of clearly documented reasons:
a. They do not understand what the change involves
b. They do not understand how it will affect them
c. They do not understand the reason behind the change
6. When you have to implement a change that is large and likely to cause worry, take the time to talk to your employees in detail.
Speak to them in small groups so that you can talk to them individually and give them detailed reasons about the change and what it involves.
Be sure to give them the opportunity to ask as many questions as they wish.
If your reasons are logical and convincing, these employees will spread the word and convince others.
Successful organizations are those in which individuals are encouraged to challenge the main assumptions and think out of the box to improve their personal and organizational skills.
10 Golden Rules to Pay Your Employees
1. Pay and performance are closely linked because to a large extent one determines the other.
2. There is much involved in employee motivation besides pay. Ensure compensation has nothing to do with gender, race, sexual preference, religion, or nationality. When in doubt, imagine explaining your stand to a court.
3. Employee compensation is one of the largest expenses of the company. It also has an important role in employee perceptions of the company since it sends a message about what standards of work and performance are desirable.
4. Compensation can also be an emotional issue with many people when you are assessing their self-worth in terms of a paycheck.
5. Whether or not the company is fair to its employees will also depend on the company’s salary structure.
6. Compensation needs to be based on these three parameters of Job accountability, Goal attainment, and Value-added functions.
7. Job accountability: whether the employee is meeting the requirements that were described when the employee was hired
8. Goal attainment: whether employees are able to meet their own goals
9. Value-added functions: such as good communication, building relationships with clients, maintaining a positive attitude, and going out of the way to help the business
10. Compensation also needs to take into account the location of the business, the experience level of the employee, salary levels of similar employees in the company and in similar businesses in the vicinity.
10 Golden Rules to Create an Effective Team
1. Teams should go through various stages of
• Defining goals and the purpose of team creation
• Adding members and defining their roles
• Solving conflicts among team members
• Smoothing procedures and developing a great working environment
• Reviewing and improving team performance
2. Diversity is the key to have a successful team. You need people with various skills and mindsets based on your purpose.
3. Develop great relationship with your team members. Learn about their personal and professional values.
4. Be clear about your team goals and missions
5. Create a great environment so your team members can share their ideas and opinions
6. Encourage your team members to ask question and to be asked by other members
7. Involve all members in decision-making process. People are more engages when they have the sense of ownership in the projects
8. Have regular meetings with your team to review performance and share the issues
9. Appreciate your team hard work and coach them to improve themselves
10. Conflicts happen but the way you solve them is important. Consider each conflict as an opportunity for further development.
How to Retain Good Employees
1. It is not easy to find good employees, and we have seen how critical good employees are to a successful business.
2. The next step is ensuring that they continue to work for you with their heart and soul and are not waiting for the right time to switch to one of your competitors.
3. There is much you can do to retain employees and build a happy, hardworking, and innovative team. Monetary compensation is but a small part of it.
4. Much of your employee retention depends on the quality of communication with your employees.
5. Share your vision with your staff. What is critical is that employees know very clearly what the company stands for, how it is moving toward its goals, and where the employee fits in.
6. Share Success and Defeats: There will be a fair share of both. Sharing them with your employees will prepare them for the bad times and help them build on the good ones.
7. Top employees look for opportunity. Top employees also need mentoring and feedback.
8. Provide plenty of positive feedback to average employees every time they grow a little.
9. Use challenges, the workplace environment, and recognition to motivate your employees.
10. Be fair with your employees!
10 Great Rules to Communicate Effectively with Your Employees
1. Sometimes, we forget that employees are not mind readers. Even the best-intentioned employees will only do what they think is the best for the company and its customers. Your job is to ensure that what the employee thinks is the best is really so.
2. Clear job descriptions and management expectations help to remove doubts
3. Goals must be SMART—specific, measurable, achievable, realistic, and timely
4. Do everything possible to get your team on the same page as you are.
5. Setting performance expectations will be easier if you clarify the list below for your employees:
• What does a good job look like? Which results are satisfactory, and which are great?
• Why, what, and how to do the job
• How is an employee expected to behave when performing a task?
• How long should it take to complete the job?
• Which are the likely safety issues?
• How can the job be performed in an economical manner?
• Does any company or other rules or regulations affect how the job should be performed?
6. Even when you are communicating extensively, make sure that the message reaching all employees is the message you are seeking to give. For example, you may do something to save money, while employees may take it to mean their jobs are not secure.
7. Communication mismatch can occur for various reasons, including the following:
• Varying frames of reference
• Varying listening skills and distractions
• Personal variables, such as emotional state or prejudice
8. You will need to obtain regular and extensive feedback to ensure that all your employees are getting your messages correctly. Failure to do so could lead to nasty surprises.
9. Check back with your employees as to what they think you want them to do. This is called checking receipt of communication (ROC). You will be surprised at the variation you will sometimes hear even if you have just given out instructions. Use the opportunity to improve your messages so that ambiguity is eliminated.
10. Spoken instructions are often interpreted differently because most employees will forget exactly what has been said and will work with the instructions as they remember them. For the really critical jobs, create a written instruction, which will ensure that even after several days, the employee can refer back to it, and this reduces the chances of making a mistake.
10 Timeless Leadership Lessons from Cyrus the Great
10 Timeless Leadership Lessons from Cyrus the Great. . Cyrus the Great respected the customs and religions of the lands he conquered. It is said that in universal history, the role of the Achaemenid Empire founded by Cyrus lies in its very successful model for centralized administration and establishing a government working to the advantage and profit of its subjects.
How to Conduct an Employee Reference Check
1. In the application form, you would have already received consent from the applicant to proceed with job verification and reference checks.
2. Ask for work references. Do not waste your time asking for personal references. No one will give you names of people who will have something negative to say.
3. Do not consider the application further if the candidate refuses to supply references
4. Check with the most recent employer first
5. When you get a person of appropriate seniority on the line, tell him who you are and the reason for your call. Ask if you can discuss the candidate and assure confidentiality.
6. Inform the person about the position for which the applicant is being considered so that he or she can give a more accurate evaluation of the applicant.
7. After you have given background information about the position you are looking to fill, ask some general-response questions, such as “How do you think the applicant would fit into our position?” Once the person responds, ask more specific questions.
8. Let the person talk freely as long as he or she wants without interruption.
9. Watch for obvious pauses in answers. This is often a sign that further questions on the same subject may get more detailed answers.
10. Record the responses in a standardized form.
How to Interview a Job Candidate
This is one of the most important jobs you are called on to do in HR. Here is what you must (and must not) do. Let’s assume you have a well-defined job vacancy to fill, and from the large numbers of resumes that have come in, a selection of likely candidates has been made.
Most often, candidates are graded, and the most promising one is called in first. You could easily do it the other way around. Both approaches are beneficial.
How to Hire an Effective Employee
Hiring employees is easy! Correcting mistakes is what takes time. Any business that is not solely managed by family will need to hire employees. The decision will impact your business—one way or the other. Take your time to hire. It is better to go with a vacant chair for a few days than it is to fill it with the wrong person. Hiring a new employee takes preparation. Other employees also watch. Therefore, it is extremely important that you have an established system in place for bringing in a new worker.
Boost your business with pinterest
The document provides an overview of how to boost a business using Pinterest. It discusses what Pinterest is and how it works, how to set up an account and start pinning, and how to make money through Pinterest. It also reviews profiles of master pinners, discusses Pinterest SEO techniques, and introduces useful Pinterest tools. The document emphasizes that consistency and both online and offline networking are key to success on Pinterest.
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10 Reasons You Need to Hire Business Consultant
- 1. 3 Min Business Success Tips3 Min Business Success Tips byby Ali AsadiAli Asadi 10 Reasons You Need A Business Consultant
- 3. Reason.1:Reason.1: You Do not KnowYou Do not Know NewNew BusinessBusiness Tools and TechniquesTools and Techniques In today’s changing and competitive business environment, it is difficult to keep up with the changes in the industry and the market place as wells as learning new business success tools and techniques.
- 4. Reason.2:Reason.2: Hiring a Great CoachHiring a Great Coach is anis an InvestmentInvestment Not an ExpenseNot an Expense Hiring a business coach is an investment which can bring your business a lot of short term and long term benefits.
- 5. Reason.3:Reason.3: You Need a GreatYou Need a Great Business PlanBusiness Plan A business coach can help you write your business plan to get business loans, find investors, start your business and, analyze current business situation.
- 6. Reason.4:Reason.4: You Need toYou Need to Check upCheck up YourYour Business PerformanceBusiness Performance A business coach can help you check up your business like your body or your car to find the issues and solve them before they become critical.
- 7. Reason.5:Reason.5: You Want toYou Want to Start a BusinessStart a Business A business coach help you choose the best idea , collect data and make all preparation to start a successful business.
- 8. Reason.6:Reason.6: You Need toYou Need to HireHire anan EffectiveEffective EmployeeEmployee If you are going to hire new employees, a business coach can help you in finding the best candidates, interviewing them and making job offers.
- 9. Reason.7:Reason.7: You HaveYou Have ProblemsProblems with Yourwith Your Current StaffCurrent Staff A business coach can help you manage your employees effectively by creating task management system, performance review sessions, communication improvement and developing working procedures.
- 10. Reason.8 :Reason.8 : You Want toYou Want to Get MoreGet More CustomersCustomers A business coach help you review all your marketing activities and find the best online and offline approaches to attract and keep more customers.
- 11. Reason.9:Reason.9: You Want toYou Want to Save a lot of TimeSave a lot of Time & Money& Money A business coach saves you a lot of time and money by providing best management practices. Therefore, instead of inventing the wheel again or learn many things by trail and error, you can gain access to tested business tools and techniques.
- 12. Reason.10:Reason.10: You Want toYou Want to LearnLearn NewNew Management SkillsManagement Skills A business coach can teach you great business management skills such as time management, negotiation, employee management, cost management, communication and much more.
- 14. Keep in Mind!Your Business Needs a "Check Up", Just LikeYour Body orYour Car
- 15. FREE INTRODUCTORY BUSINESS CONSULTING SESSION WITH ALI ASADI VISIT WWW.APROFITMAKER.COM FaceBook: @aliasadipage Instagram: @aliasadipage
- 16. Live as if you were to die tomorrow. Learn as if you were to live forever. – Mahatma Gandhi Download free business eBook and great tips by visiting: WWW.APROFITMAKER.COM