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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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Questions

Plumber Apprenticeship Brisbane

Unclog your career options become a plumbing apprenticeBy starting a plumbing apprenticeship, will... read more

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Career planning and job search

What Makes Part Time Businesses Such a Lucrative Option?

While some prefer to take up an 8 to 10-hour job at an office, there are others who prefer working... read more

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Jef LippiattOwner at Startup Chucktown
All great information. The only thing I want to throw out is that you also need discipline and passion. It becomes very easy to slump into unmotivated habits or get caught up worrying and/or working on chores instead of your craft.
Managing employees

6 Tips for Better Communication

Engaging and developing close relationships with your employees is pretty straightforward when... read more

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Jef LippiattOwner at Startup Chucktown
I found the second half of #2 "Recognise" to be very interesting. Thanks for sharing.
Questions

Do you prefer to start with a small project or jump straight in with a freelancer?

When starting to work with a new freelancer or consultant do you prefer to start with a small... read more

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Jef Lippiatt Owner at Startup Chucktown
Small projects are probably the best when using contractors for me.When you and your prospective colleague are both new to a relationship, small projects provide a low cost, low risk, time-bound opportunity for parties to clarify expectations, define boundaries and explore each other's strengths, weaknesses and expertise. Everyone has different styles and skills... it's just about finding someone who works well with yours. An employment relationship is no different to any other relationship.
Steven FreemanOwner at Evolved Sound
Starting small as a test on skill, professionalism and attitude is the best first step. The whole probation (or prove your worth) thing applies to most new contractor experiences, as it would in the traditional word too.
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How do I start a business incubator program

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What do you use to manage work/life?

I am currently using 3 diaries - biz, work, home! It is definitely not efficient, and at times is... read more

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What sacrifices and risks am I willing to take to be successful?

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How will I balance family and business?

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Any advice or tips to consider while reviewing the proposals?

I'm out of my depth on this and naturally would talk to our accountants and lawyers etc read more

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Anyone ever used Freelancer or similar to find someone to build a website? Am i being crazy even considering it?

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What is the go with spammy sales emails that you can't unsubscribe from?

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What do you do when you can't even get a client in the door?

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When you arrive at a new town or city; what sort of information do you want to know

or what are the things you look for? read more

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Questions

HOW do you go about finding and choosing a VA?

given that I don't have abundant time to keep trying people until I find someone that clicks? (I'm... read more

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Questions

Would you rather lose a client or lose a staff member?

Or in other words, keep a client and lose a staff member or keep the staff member and lose a... read more

Much prefer to loose a client! I only keep employees if they are awesome.
Jef LippiattOwner at Startup Chucktown
Gary,I would somewhat echo what Huy wrote. I would most likely want to keep all of my staff, unless someone was causing problems for the overall team or not meeting expectations. If you've done your due diligence when hiring, it'd probably be hard to let someone go.However, from a client perspective I would examine a few more items. If the client is always difficult to work with, it would be an easy decision to stop working with them. I think the main concern before losing a client would be to consider, how much of your business will be impacted by not having their business? If cutting a client loose (even a difficult one) would impact your business to the point of closing your business you need to do some hard looking. Build up some additional clientele before cutting the client off. I would take that approach to ensure that if I lose a client, my staff would still have jobs.
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