|Business Management Information|
Business Management Information
More Articles from Business Management Information:
4 Tips on How to Avoid Communication Lines Breakdown
For example, in a small, two-person company, there is often the greatest opportunity for direct conversation and discussion throughout the day. There are only two possibilities for verbal communication and it's usually quick, easy and descriptive.
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.
Stop Going to Meetings - 10 Questions to Ask Before Attending a Meeting - Get More Productive
We get invited to attend so many "meetings" but do we need to attend them all? Use these 10 questions to assess if you should attend that next meeting invitation.
Book Summary: Mind Your Own Business
A maverick is an independent person who will not go along with the other members of a group (Oxford ESL Dictionary). This book provides priceless stories and insights from a maverick of the business world; an exemplary business leader who prefers not to follow orthodox beliefs in business, nor be eaten by the hyped up ideas of the present. Instead, he chooses the course of action that is appropriate for the changing times.
Catch Your Staff Doing Something Right
A long time ago, I learned something about being a manager that has proven to be one of the most valuable lessons I've ever heard.
Tales From the Corporate Frontlines: Managerial Influence
This article relates to the Manager/Supervisor competency, commonly evaluated in employee satisfaction surveys. This competency evaluates an employee's feelings regarding their direct manager or supervisor. The manager/supervisor competency covers topics like clarity of goals, manager support, coaching and feedback, and regular reviews of performance. The old adage that "people leave their managers, not organizations" is often true. Of all the workplace stressors, a bad immediate manager is one of the worst and will directly impact the emotional health, productivity, and retention of an employee. This competency can be especially insightful if your organization is losing quality employees while your compensation and benefit packages are equivalent with industry standards.
Tales from the Corporate Frontlines: Workplace Ethics: Reaching the Highest Standard
This article relates to the Ethics in the Workplace competency, commonly evaluated in employee surveys. It gives examples of how employees and customers consider ethical behavior and sound values an integral part of your organization. This competency covers a variety of topics like customer treatment, employee professionalism, and expected/acceptable organizational behaviors. At a high level, this competency will investigate the standards by which your employees treat your customers, co-workers, and the organization itself.
What Personal Assistants Really Want
What would happen if the personal assistants in your organisation were away for a week? How would it affect the running of your business or department? How would it affect you?personally?
One Bad Apple
One Bad Apple I know what you are thinking but no, I am not doing a tribute to Michael Jackson and the Jackson 5. Although I will admit that their hit song from the 70's keeps rolling around in my mind as I type this. While the Jackson Five might have believed that "One bad apple can't spoil the whole bunch" I don't think that they were responsible for getting high quality production results from their bunch. The fact is, in business one bad apple can make your life and the life of the people who work for you, pretty miserable, reduce production from your organization, and even cost you good employees. The "one bad apple" that I'm referring to of course, is that one bad employee in your department who drags everyone down with them. I'm not talking about the employee who is temporarily struggling with their productivity. A lot of employees go through that problem from time to time. With training and coaching, these are potentially very productive employees. And I'm not talking about that the employee who is going through some personal problems and is struggling to keep their business and personal lives separate. This is also a temporary situation that usually rectifies itself relatively quickly. Instead I'm talking about the employee who seems to have made it their personal mission in life to be unhappy, and to ensure that everyone else around them is just as unhappy as they are. These "bad apples" come in various shapes and sizes, all kinds of different backgrounds, and all different levels of experience. You have the: · Information hog - who hides key information about their tasks and projects · Martyr - whose assignments are always more difficult than any else · Bully - who intimidates all those around them · Professional Devils Advocate - who never met a concept that they actually liked, but they will gladly take credit for any concept that actually works · Company/Management Haters - who spend all of their free time telling anyone who will listen (and many that won't) how bad and evil the Company and Management Team really is · Slacker - who never really seems to do anything, but is always telling everyone how busy and overworked they are Generally speaking, it's not hard to tell if you have a bad apple in your group. They do tend to stand out. They wear their misery with pride. All kinds of bad things happen to them routinely, but the problems are never their fault. And anyone who is nearby (and some who aren't so nearby) will hear about it. The problem is not that they are miserable. The problem is that they make everyone else miserable as well. Sometimes it's pretty blatant. They actively incite or intimidate those around them so that no one has a comfortable working environment. They get their power by sucking the life out of people around them and they know exactly how to do that. As a leader, your team looks for you to lead and to remove obstacles that can keep them from being productive. This bad apple is an obstacle and how effectively you deal with them is a barometer that your staff will measure you by. The place to start is with Performance Management and measuring their productivity. But don't limit Performance Management to production only. Remember that all members of the team are responsible for soft skills as well as hard skills and that an employee who produces acceptable numbers but doesn't share information, or bullies those around them is still a Performance Management problem. Manage the soft skills the same you manage the hard skills, with detailed Performance Plans. Remember, even if they play key role in your department one bad apple can spoil the whole bunch, for everyone. Work closely with your HR representative to ensure that you are in compliance with both company policy and federal law, but you must remove them. And speaking of HR reps, take a minute to think about yours. A good HR rep is worth their weight in gold. A good HR rep will help you in identifying problem employees when the issues go beyond straight production. They will also work with you to ensure that you are working the issues both legally and that your conclusions are based on fact and not emotion. A good HR rep is also a boon for the employees, because they will work with the employees to improve their performance by identifying problems before they become severe. If you are one of the lucky ones that have been blessed with a good HR rep, then take the time to thank them for their work. Being an HR rep is a thankless job, and never more so than when they are doing the right things by being actively involved in resolving problems.
Too many managers waste both time and energy performing tasks an employee could perform just as well, thereby lowering productivity while raising operating costs. The answer to the problem is easy-delegation. However, many managers still limit their own effectiveness, create imbalances in the organization, waste their department's time and energies, and fail to develop their subordinates by either ignoring or mismanaging the techniques of delegation.
ISO 9001 and Total Quality Management
Total Quality Management
The Top 10 Requirements for Your Business to Become and Remain Profitable
We live in a relentlessly competitive world. The daily pressure to work "better, cheaper and faster" can make even talented business owners and entrepreneurs lose site of first principles. As you cope with the decisions and details of running your business, focus on the fundamentals! Regardless of the type of business or the products or services you sell, here are my suggestions for the Top 10 Basics that will make your fortune:
The Leaders Fallacy May Be Howard Deans Undoing
Howard Dean's tenure as chairman of the Democratic National Committee will be fleeting unless he avoids a common leadership trap I call it, the "Leader's Fallacy".
Hiring Your First Business Personal Assistant: Some Guidelines for Successful Hiring
Hiring the first personal business assistant is an exciting time for new business owners. It means that the business is doing well enough that the business owner can no longer keep up effectively with the demands of the new business. Sales are exploding, and time becomes of the utmost importance. Scheduling of business chores and personal chores can become very demanding and complex. This is the time new business owners often find themselves considering a personal business assistant.
Parenting Your Employees to Better Performance
Have you ever worked for someone who was such a micro-manager that it drove you crazy? And have you ever worked for someone who was so hands-off that you felt like a lone warrior on the battlefield? These are examples of you working for leaders who did not adapt their style based on the employee's needs. I would venture to guess that you were not entirely motivated to put out your very best effort every time when you were feeling such frustrations.
Managing Rebellious Employees
Surveys of executives reveal that many companies fall short of their profit objectives due to "people problems." Research for my Absolutely Fabulous Organizational Change book found these "people problems" fall into two "r" categories: rebellion and resistance.
Never Hire Anyone Dumber Than You Are!
In a previous life I was a Navy Pilot. Great life, great people to be around. People who were all doing great things around the world flying off great big aircraft carriers. In an environment that complex and dangerous, you need to have teams of people working as one, or bad things begin to happen in large quantities.
Organisational Culture for Continuous Improvement
I have been working with leading Business Improvement guru, Tim Franklin, preparing the PR for his latest book which offers an introduction to Continuous Improvement (CI) at beginner level, encompassing Lean, TQM, Six Sigma and the other related methodologies of CI.
Learning To Let Go
If you have the entrepreneurial spirit (which clearly you have!), you probably have a tendency toward being a control freak. I know the feeling well -- "No one can do it as well as me, so I'll just do it all!" While this may seem to be more efficient than trying to bring someone else in to help out, it's actually more time-consuming in the long run.
Innovation Management ? Flexibility
Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.
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