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Training and development

What is Sales Training and Does my Business Need it?

Sales training is an engaging and deeply thought provoking process. A good place to start is with... read more

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Managing employees

How To Attract Millennials (Without Lure Modules)

The era of the baby boomers as the dominant generation is coming to an end as our parents start to... read more

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Jef LippiattOwner at Startup Chucktown
I think it is important to have a welcoming atmosphere for all generations. I think by pandering too much to one group you will unintentionally disengage other groups. For example, I think seniors ( those 55+) feel marginalized as well. I think having knowledge transfers and cross-training roles is important. Flexible hours are great and so is working remotely, however you also need to have some face time with peers (yes, actually in person) to engage culturally and to really become a cohesive unit.
Sarah IrwinSME Community Director at SavvySME
Think you hit the nail on the head here. As a Millennial, I have always worked my best where I was trusted to schedule myself to when I was most productive. Culture has always rated above salary for my potential job prospects and clients. I must admit enjoying playing Pokemon while the craze was at it's height. As a typical Millennial, I was happy to be amongst the thick of it.
Questions

How do you prefer to get feedback and/or recognition?

We are all different. But I'd like some different perspectives into what makes us all feel... read more

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Jef Lippiatt Owner at Startup Chucktown
Sarah IrwinSME Community Director at SavvySME
I like continued feedback on a job well done. I like knowing regularly that I'm meeting expectations. I think whenever I have gone above and beyond a public acknowledgement was valued. As little as a CC'd email can mean so much.I can think of one situation where my hard work was recognised as the hard work of my manager. It's the mark of a good leader where your team is exceeding expectations and their achievements are celebrated. Recognising your employees is a reflection of your own achievement as a leader and mentor. Taking the credit will never make your employees want to ever exceed expectations again.
Lauren HutchinOwner at My Marketing Friend
Hmm, tricky question. In business, I've got to say I love recognition. It makes me feel appreciated and valued - especially in small business where you lack the interactions of a busy office with lots of co-workers. But I also like getting constructive feedback because it helps us see what we're doing well and where there could be room for improvement.
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Questions

Volt Edge – Creates a Safer Workspace for Students

Volt Edge one of the reputed engineering companies in Brisbane is popularly known for providing... read more

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Questions

What is the most effective training for the development for your employees?

I sincerely believe in maximizing my employees' potential. What's the most effective training for... read more

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Questions

Is blind recruitment always effective in getting the best people for the job?

I want to explore blind recruitment for my business. read more

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Managing employees

Boss V Buddy

Too often in business when a frontline person steps up to a leadership role there is no guidance on... read more

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Michelle Pascoe at Michelle Pascoe
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Jef LippiattOwner at Startup Chucktown
I do think that leaders need to live out the values they are saying the value and want the rest of the rest of the team to follow. The "do as I say, not as I do" mentality doesn't work. The other thing is transparency. As a leader you need to known failures. Stay humble and let the team know you will do better, don't just say it. Put your learning into action. Above all, remain teachable.
Questions

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Questions

What are the dangers of hiring a nice CEO?

Well, first of all, do you agree that nice CEOs are dangerous for a company? Why or why not? read more

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Managing employees

Alcohol, Drugs and Safety at Work

October is Safe Work Month - talk about the impact of alcohol and drugs in your workplace. We’ve... read more

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Questions

What characteristics do you look for when you are hiring?

I'm planning to start a food cart business. What are some characteristics I need to look for when... read more

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Leadership

The Friday Arvo Drinks and BBQ For The Team. And Unwanted Guests

One of the easiest ways of building a strong team in the workplace is by organising fun activities... read more

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Ashley Bryan Owner at Webstrategies Pty Ltd.
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Managing employees

Business Leadership: 10 Tips For When You First Get Staff

After setting up your business, there will come a time when you’ll need to hire staff to help you... read more

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Ashley Bryan Owner at Webstrategies Pty Ltd.
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Jef LippiattOwner at Startup Chucktown
Definitely a bunch of great insightful nuggets in that article. Another thing I always think about is remembering to value your employees and customers because without them you aren't much of a business (if you are still one at all). I think many people forget this as they scale their business.
Leadership

5 Tips to turn non-sellers into superstars

Selling can be a dirty word in some workplaces. I’ve been in sales for over 15 years, and I still... read more

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Leadership

Why anyone who claims to be an expert in leadership 'is a liar,' according to a bestselling author and TED legend

Log In × Enter Details Username or Email Password Remember Me...read more

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Questions

What are some strategies to improve employee retention?

Jef LippiattOwner at Startup Chucktown
This question covers a lot of ground, but I'll try to give you a few concrete ideas.Genuinely thank people for their effort - don't make this a robotic process. You don't need to thank everyone every time they do their job (that's their job after all). However, when someone makes a great effort (regardless of if it works out) recognize their effort and work. When someone does something great acknowledge it (to them individually or at a team or company level - but make sure they are comfortable with public recognition before you blurt it out to everyone - so people aren't a fan of public recognition).Give people a bit of margin during the workday / work week - Perhaps its a percentage of time (like Google's 20%) or several hours a week. Give them this room to read industry related articles, take online courses to further their learning or just the time and resources to work on a personal project that fosters learning and can maybe have strategic advantages for the company down the road.Don't make failure a threat - people that take risks can definitely help keep your business going forward (I'm not speaking of anything illegal or anything that would make the company look bad). If you can teach people to learn from mistakes and failure and turn that into a better solution or process going forward, that is still a win. Treat it as such. If failure is penalized, people will only do the bare minimum and that won't be good for your business in the long run.Get to know individuals & what motivates them - First you need to know your people to create a good relationship. Second you need to understand what motivates them. This helps when it is time to give an award. They may want a monetary bonus. Perhaps they'd be happier with an extra day or two of vacation. Maybe they are just looking to make a leap from a regular position into management. Get to know everyone and reward them with what motivates them individually.
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Outsourcing

Outsourcing is For Winners

Admitting you can’t do it all alone or just don’t have the skillset for the task at hand is hard... read more

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Jef LippiattOwner at Startup Chucktown
This was a very helpful read. Thanks for sharing. I'll definitely have to consider the PLCS moving forward.
Questions

What is the best way to attract young marketing talent for a small organization?

I am fascinated to know what is behind your desire to attract young marketing talent to a small organisation. As experience, capability and talent are not always associated with ‘young,’ also the age of your potential marketing employee may not prove to have any genuine relevance to the commercial success of your small organisation.If you are (as it would seem) a young individual planning a start-up but lacking adequate marketing skills you could do worse than to outsource to a seasoned (not so young) marketing mentor in the short to medium term. Once you have established cash-flow and some commercial stability, then you can rationally take on the expense and responsibility of up-skilling a less expensive younger (and talented) marketing employee. I would never suggest that age and talent are connected but experience will almost always trump talent (at any age).
Tania WillettOwner and PR Consultant at TJW Public Relations
An ideal way to attract young marketing talent for a small organisation is to give them ownership of the marketing strategy and tactics for the organisation. Unlike larger organisations where there may be a hierarchy of managers and/or red tape, giving a young professional the chance to take charge and drive the marketing for a business is giving them the opportunity to build on their resume, skills and portfolio that may not be possible in a larger organisation. Also, providing them with the opportunity for professional development is also a great way to attract young marketing talent. For example, if a young marketing professional wants to up-skill in the area of public relations and media relations, organise for them to have one-on-one training with a PR professional or pay for them to attend an industry conference.
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Questions

Would you recommend employing cheaper offshore workers?

Has it produced good results for your business? read more

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Hitesh MohanlalDirector at WOW! Advisors & Business Accountants
Depends. If you are willing to train and teach then it can work. If not it will not work. Also it depends on what you mean cheap. If you pay rock bottom prices then the chances are you are not going to get great quality out of them no matter how much you train.I have 3 staff overseas and have been outsourcing for a long time. One thing i have learnt is that you have to spend a lot of time training and then controlling the work they do for you. We go out to visit our team and we fly our team into Australia too - specifically for training. If they understand exactly what you expect from them they will get it right. You also have to be patient. It takes time for them to learn and understand you so do not expect to give out work and think it will get done. It won't. We have found that using an agency is best but home workers can work if you find the right one. The issue with homeworkers is control, cyber security and privacy.
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Questions

Does anyone have recommendations for businesses who do company valuation?

We are looking to get our business valued. Has anyone done this before? Any recommendations on a... read more

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Steven FreemanOwner at Evolved Sound
I have a very credible and indepependant contact who can assist with this. He prepares formal business valuations for any small to medium businesses. He works in association with lawyers in the divorce, commercial law, business law, areas where there is often a need to have businesses valued accurately. Contact me directly Craig and I will pass on the details.
Craig Hyland
Thank you Hitesh!
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