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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

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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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.
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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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.
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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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

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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Questions

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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Questions

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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Questions

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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Questions

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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Managing employees

The 5 Biggest Teamwork Problems

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

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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

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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

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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

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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.