Get expert advice
e.g. What is the best way to market my cleaning business on the Internet?
Ask question
Questions

What are "three key success factors" to develop a successful business in Asia?

Be the first to answer
Please login or sign up to answer.
Questions

What are your top tips/tricks/tools for performing a website audit?

Jef LippiattOwner at Startup Chucktown
This is kind of a vague question which makes it a bit tricky to answer. What kind of website audit are you performing?The different types of website audits that I've done for myself and others includeContent Auditing - this can include everything for removing / purging old content to checking that the content reflects the voice and image of the brand.Usability Auditing - looking for areas of the website that lack visual hierarchy, confusing information / terminology, misleading links, navigation issues, moreCross Browser Auditing - checking the same website across a variety of popular browsers to look for any issues in a specific browser or issues that are across all browsersCross Device Auditing - similar to Cross Browser, but focused on checking how website looks across multiple devices (different sizes, different operating systems, etc.). This is also important for testing your "responsive" and/or "adaptive" web designs.Link Auditing - this is related to content auditing but focuses specifically on identifying dead links (links that no longer arrive at intended content), incorrectly linked items (pointing to the wrong destination) or items that should be links but currently aren't.Performance Auditing - this is all about how fast does your content load and looking for places of improvement such as, minifying files (CSS and/or JavaScript), condensing images (either changing image formats from JPG to PNG or GIF), reducing image load times (putting many images into one (AKA an image "sprite"), using content delivery networks (CDNs) instead of hosting all information on your own site and removing unnecessary content and plugins.Security Auditing - obviously an important one. Ensure admin passwords you use are strong and kept in secure places. Ensure content management systems (CMSs) you use are as up to date as possible. Add front-end and back-end form (input) validation to eliminate people trying to inject code that could hijack, overload or wipe out your data/system. Traffic Auditing - this is more about understanding (and having) analytics. Do you know what is driving people to your website? Do you know when people are coming to your website? Do you know where your main sources of traffic are coming from? Seeing anomalies can make you revisit your Security Auditing (such as do you see many IP addresses visiting your site from countries known for hacking?).These are the main types of website audits I know about and have conducted. Have I missed any other types of audits? I hope this information was at least a good starting point for you.
Please login or sign up to answer.
Questions

What would you change about your life if you had the chance to choose exactly how you wanted to live it?

Jef LippiattOwner at Startup Chucktown
I would avoid all non-essential debt. Debt strangles your cash flow and makes it harder to live the life of your dreams. Focus your money on experiences not things. The experiences you'll remember. The things you'll use a few times and forget or get rid of them.
Please login or sign up to answer.
Questions

Which is better to attend in developing your business skills; attending physical events or attending online events?

Steven FreemanOwner at Evolved Sound
I firmly believe a mix of both is best. If you're targeting businesses in your local area, then local physical related events would rate higher, particularly when starting out.
Jef LippiattOwner at Startup Chucktown
Lindsy,My answer for you is contingent on 3 main factors:What style of learning is most effective for you (reading, watching, hearing, interacting, practice, practical application)?What is your level of comfort (large class, small class, group project, 1 on 1)? What is your ideal pace of learning (multiple week class, 3-5 day workshop, 1 day crash course, self-paced on demand)?Being able to understand your needs for these three questions above will help guide you toward the type of events to attend. To retain information you need to be comfortable.
Please login or sign up to answer.
Career planning and job search

Goldman Sachs' HR chief says this is the key to writing a winning cover letter

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

0
Added via Business Insider Australia
Please login or sign up to comment.
Be the first to comment
Career planning and job search

“I love your passion to change the world but…”

Every morning we wake up, we get on with our day, we do what we have to do... but do you feel that... read more

Added by:
Please login or sign up to comment.
Jef LippiattOwner at Startup Chucktown
Great write up on motivation and perseverance.
Managing employees

5 Reasons I'll Never Work In An Office Again

Home Latest Top 50 How To Lists Events Subscribe 6 min read...read more

0
Added via Entrepreneur.com
Please login or sign up to comment.
Be the first to comment
Training and development

6 Benefits of Customised eLearning for Corporate Training

Giving your employees the right e-learning solution is more or less like going to shop for... read more

Added by:
Andre Smith Marketing
Please login or sign up to comment.
Jef LippiattOwner at Startup Chucktown
Well written article. I agree that custom content is more meaningful. Many times generic content is the equivalent of an unbelievable stock photo passing as "natural". Employees are smart, generic content says "I'm about to waste your time and mine".
Career planning and job search

Effective Recruiting Strategies To Hire Best Talent

In a highly competitive job market, the onus is on recruiters and HR professionals to think outside... read more

Please login or sign up to comment.
Jef LippiattOwner at Startup Chucktown
Definitely an interesting article. However, I tend to agree with Lina on the flattery tactic. It seems like it could backfire with a small miscalculation. Also, group interviewing may seem like a "time-saver" but you are putting candidates into an awkward position. Applicants that are more introverted may be less inclined to speak up or embellish putting them at a disadvantage to those that are more outspoken or don't mind stretching the truth to catch your attention. Group interviews can create a hostile environment where every candidate that answers successively tries to out do the previous candidate answers regardless of truth. One of the largest problems I've faced working with recruiters personally is that they have their own agenda. Meaning, they could care less what position I'm interested or the opportunities I'm seeking. Most recruiters would rather try to fit a square peg into a round hole than try to find the right position for a great candidate. Also, something I think the recruiter industry as a whole needs to work on is building legitimate and long-term relationships with potential candidates. If you throw jobs I'm uninterested (either role or location) or constantly send me every job req you get. I'll tune you out after 1 or 2 emails. In fact recruiters I'm dealing with lately have me wondering if I need to start an email list that sends them sarcastic pictures of cats with snarky retorts (and yes I would lump all of the recruiters into the "To:" line without blind copying them, because they deserve to know how many of them aren't approaching the job the correct way. Don't focus on "flourish" focus on personal connections and actually adding value. Applicants don't like to feel like they are being gamed for some secondary purpose.
Lina BarfootEditor at SavvySME
Interesting article, although the tactic of hand-picking and flattering seems like it could be quite problematic, unless you hire all those you "flatter". There might be some potential for bad blood there?
Managing employees

The 5 Biggest Teamwork Problems

< CLOSE MENU Business Ideas Start Business Marketing Internet Marketing Finance Human...read more

0
Added via businessknowhow.com
Please login or sign up to comment.
Be the first to comment
Leadership

Which of the 6 Leadership Styles Defines You?

Home Latest Top 50 How To Lists Events Subscribe 5 min...read more

0
Added via Entrepreneur.com
Please login or sign up to comment.
Be the first to comment
Training and development

Intrapreneur To Exitpreneur

So how does one go about making the leap from an intrapreneur to an entrepreneur? The complicated... read more

Added by:
Jef Lippiatt Owner at Startup Chucktown
Please login or sign up to comment.
Jef LippiattOwner at Startup Chucktown
Great questions Lina, Creativity may be something that many companies "aspire" to, however, they put little to know effort behind their words. Without action nothing will change.One great way is to create incentives for getting employees to submit ideas (could be small recognition, a $5 gift card or something much larger depending on the submitted idea and the money available). Also you could make idea submission a larger part of the company. On the company's intranet create a space that shows submitted ideas, the ability to comment on them and vote on them. The top voted ideas could then be reviewed for further business value (obviously, limit voting so employees cannot game the system to ensure fairness). Another approach would be to have an internal board that reviews ideas (think like an internal Shark Tank or Dragon's Den). This panel could then weigh the ideas and select which should move on. The ideas that are approved could be given a pot of money (perhaps $1000 or $5000 to further develop the idea). This would be a perfect point for the person working on the idea to have access to internal (and maybe even external) mentors such as C-level or VPs guide them to the next phase. Even though I could continue elaborating on this process, I'll end with, regardless of the project or idea being a success reward and recognize the individual who put in the effort to try to better the company. Ensure that the entire company knows that this recognition will happen regardless of success or failure. Why? You don't want your employees to have ideas but be too scared of failing to even submit the idea. Keep moving forward and curiosity and creativity will combine to reveal small and large innovations to approach.
Lina BarfootEditor at SavvySME
Foster creativity is a very tricky one, don't you think? It something so many companies aspires to but it seems very hard to actually make it happen. What would you recommend to liven up a workplace/situation/person where creativity is dwindling?
Managing employees

What are workplace policies and why do I need them?

Workplace policies give guidance to your employees about what you expect of them and can also state... read more

Please login or sign up to comment.
Lina BarfootEditor at SavvySME
That's a good point Jef, that it is always a good idea for policies to be as straight forward and easy to understand as possible.
Jef LippiattOwner at Startup Chucktown
I believe that policies help both parties (company & employee). I do believe that they should be concise and in easy to understand terminology. This helps everyone have a common understanding (not just I've read it but am still confused). Also, I would say unless absolutely necessary don't a policy. Making a policy for every small detail goes from creating professional guidelines and workplaces to a confusing and spirit crushing burden for employees.
Training and development

Team Building in Sydney: How to Beat the Corporate Training Doldrums

Team building is one of those corporate training moments that results in a few eye rolls and... read more

Added by:
Luke Talbot-Male MD at Beyond the Boardroom
Please login or sign up to comment.
Lina BarfootEditor at SavvySME
Great article, some interesting ideas on how you might keep training days dynamic rather dull. It seems they can have a tendency to be somewhat perfunctory instead of being fun, and I think as you suggested, you probably have to invest a little bit in them for it to be worthwhile. My question to you is, how do you recommend dealing with people who aren't particularly outgoing? If you're in a group environment and some people aren't really joining in/contributing, how would you address it?
Training and development

Getting the most from a conference

  What conferences have had success in Australia?   There is no exact formula that can be copied... read more

Added by:
Michelle Pascoe at Michelle Pascoe
Please login or sign up to comment.
Be the first to comment
Questions

If you have an absenteeism problem, what do you do?

For those of you who have this issue, what steps have you taken and what would you recommend? read more

Asked by:
Phil Khor Founder at SavvySME
Brad Lyons at Rodcha
Absenteeism is a result of multiple factors. The best thing to do before taking any action towards attempting to resolve the issue is to first understand it. Some basic analysis of the issue should help identify some trends, for example what are the most common days people are taking off. Do those days correlate with any internal or external events. If you can see a trend appearing, for example every second pay day the same employee is calling in sick, you can start to understand what is happening. People are creatures of habit, that is why behavioral modeling is so effective if done correctly. If you have a system in place to identify when employees are starting work you may even be able to identify early signs of absenteeism and address the issue before it starts. Absenteeism reporting is common place in large businesses, sure they have expensive reporting software however the same analysis can be done without expensive software. In some cases it could simply be the person is lazy however in a lot of cases it is something you need to do to change. Like Neil said in his reply, review internal factors as it could be something your doing. KPI, bonus structure and other incentives work however some people just need a challenge and may be getting bored with their job and seeking new challenges.
Neil SteggallPartner at Wardour Capital Partners
In my experience recurrent problems such as absenteeism suggest underlying management issues within the organisation. These problems can result from a single bad manager or a more fundamental problem with your organisational structure, poor recruiting practices or your levels of staff engagement and communication. The first step is to question why (assuming it is organisational absenteeism rather than a single person) staff are dissatisfied and feel the need to take time off, look firstly within for a possible solution. If it is a single person absenting themselves repeatedly, firstly look at their work environment and line manager and if all looks good there discuss the issue with the staff member, do they have problems outside work, can you help, would greater flexibility in working hours help? Of course if the person is simply a shirker then move to terminate that person with due process.
Please login or sign up to answer.
Questions

Do you let your employees work from home?

If so, how are you finding that? what are some key benefits/issues that you have noticed? read more

Asked by:
Yee Trinh Co-founder at SavvySME
Our business uses a mix of office staff, onsite staff at client locations, and offsite bookkeepers who work part-time from home. This has been a productive model over the past 5+ years.There are pros and cons to each approach. Our favoured approach is onsite engagements where our bookkeepers work directly with the client in their office. Many of our bookkeepers are part-time, and this provides opportunity for them to develop rapport and relationship with the client. It also tends to be more efficient in terms of gathering paperwork, getting answers to queries, resolving any issues, and dealing with any complexities, management approvals, etc...However, there are situations where it is more appropriate for a bookkeeper to work from home. One example of this is where the client is a small business (e.g. a tradesman) and is frequently out with their own clients, so there is negligible value in working 'onsite'. Another factor is often that there is limited space or only one computer - working from home avoids the situation where the bookkeeper is inconveniencing the business owner by needing to use their computer and/or desk.The biggest issue, however, when staff don't work in our own office, is building the relationship with our own staff. Often, bookkeepers can become closer to their clients than to their own manager/boss/colleagues. We try to balance this a little through regular catchups, team events, training at our office, and other opportunities to connect.We've also, in the past, used less skilled staff for specific tasks, and felt that we needed to monitor them more closely. There are some great software tools available these days that allow us to see and even capture at regular intervals the screen of our staff member. This provides us with the capability to assess their efficiency, assist them with matters they find challenging, answer technical queries, etc...Overall, we see working from home as a valuable and viable component of a distributed business model.
Please login or sign up to answer.
Attracting talent and recruitment

7 things to consider before you employ your first employee

So, your business is growing and you need to employ your first employee. You acknowledge that you... read more

Please login or sign up to comment.
Be the first to comment
Leadership

Inspire Loyalty With Your Leadership: Here's How

Home Latest Top 50 How To Lists Subscribe X Switch back...read more

0
Added via Entrepreneur.com
Please login or sign up to comment.
Be the first to comment
Training and development

Customer Service Scripts Need to Die

Do you want to call customer service for me? No? I can't say I'm shocked. What is it about customer... read more

Added by:
Jef Lippiatt Owner at Startup Chucktown
Please login or sign up to comment.
Be the first to comment