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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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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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I reckon half the people that visited my stall at the recent festival. Is that a thing that people do?

I attended have cold-called me to offer their services. Because it is very off-putting. read more

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Have you ever been in a position where you're dealing with a rude person in your business? How did you deal with it?

I can never work with rude people, team members or clients. read more

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Can you elect to NOT hire someone based on what you find?

Such as violent crime or assault based offences, as you may have a fear for the safety of your... read more

Andre SmithMarketing
Not sure what the law says about your particular case, but when I am hiring I am not looking just for the best person for the job. Nope. I look at everything I think might influence my future employee. So if you fear for your own, and safety of your employees you can elect not to hire.
Steven FreemanOwner at Evolved Sound
Can you elect to do that providing it's not discriminatory or doesn't contravene other laws.
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If you could tell your customers just one thing about your business, what would it be?

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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

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The 5 Biggest Teamwork Problems

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

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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

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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.
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.
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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.
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Managing employees

Can you "MAKE" your team CARE about their job?

Just as you can't force someone to love you, you can't "make" someone love their job. But you CAN... read more

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Lina BarfootEditor at SavvySME
Awesome article, it's so important to create a great environment in terms of motivation, and to set a good precedent.
Phil SealyOwner at Pro Leaders Academy
Great article and like the suggestions. You can also hire for the culture you have or are building in your organisation. The key is you can teach skills, however you can't teach culture as this is something you fit or you don't.
Managing employees

5 Tips on How to Get the Best from your Summer Casuals

As the summer breeze ruffles our hair and we feel invigorated to face the final weeks of the year,... read more

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Michelle Pascoe at Michelle Pascoe
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Jef LippiattOwner at Startup Chucktown
I agree that making everyone feel included and part of the team is important. I think you also hit the nail on the head with adding that you must let them know (train them) what is expected. It isn't fair to hold a team member accountable for things they weren't given instruction on how to do. Help each team member succeed with training and making them feel valued and respected.
Arrnell GapusanCommunity Manager at SavvySME
Thank you for great article Michelle!
Managing employees

Innovative SME strategies: company culture and business performance

Company culture is not an accident, or a by-product. A smart manager will shape company culture... read more

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Lina BarfootEditor at SavvySME
Thank you! And well said, I agree that culture should be responsive and flexible, lest it become just a series of HR initiatives that doesn't actually have a real impact.
Jef LippiattOwner at Startup Chucktown
Very well written article. Company culture is best thought of as a living organism in that it needs to be flexible and adaptable over time as you scale your business. Your company culture must also be revisited from time to time to ensure nothing has fallen out of date or gone completely unheeded be all staff (potentially including yourself). Always model the desired behavior from the top down but let all know you value ideas from the bottom up.
Managing employees

Workforce Diversity and Inclusion - How do you shape up?

This week with the announcement of David Morrison as Australian of the Year 2016, there has been a... read more

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Jef LippiattOwner at Startup Chucktown
Great topic to write about. It is near and dear to me as well. I think you are either all in or not at all. Employees and competitors will hear (more quickly than you think) if you are just full of words or if you are taking noticeable actions. I also believe that transparency goes a long way to speeding things along.
Lina BarfootEditor at SavvySME
Great article! So many good points here, especially the idea of making diversity a part of your business at its core rather than some PC incentive you "can't afford" etc. Awesome read.
Managing employees

5 Questions to Ask Before Dealing With a Negative Team Member

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

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Managing employees

Canity is an online staff training platform for businesses looking to improve their customer service

It’s clear from personal experiences receiving customer service from different companies that some...read more

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Managing employees

The Impact of Resignation

When you hear the word "resignation" whether you are an owner of an SME or manager of a large... read more

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Michelle Pascoe at Michelle Pascoe
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Jef LippiattOwner at Startup Chucktown
Great article. It is important to keep a pulse on how employees are performing and what their goals are from the beginning. If you can proactively workout mismatches in culture, expectations and goals things will go more smoothly. However, as stated, you cannot be prepared for all situations.
Managing employees

Hiring Full-Time Remote Assistants vs. Project-Based Hiring

If you've already used UpWork to outsource time-consuming tasks or projects that fall outside of... read more

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Irina Iliescu Comms Specialist at Remote Workmate
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Managing employees

Are You Doing These 5 Things to Improve Your Health in the Workplace?

Your daily nine to five isn’t just about money making, it’s almost half our lives and it has a... read more

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Iona Yeung Digital Content Specialist at FIRST
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