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Member You - Don't Flush Your Money Down the Dunny
Down-sized? Outsourced? Burned-out? Wizened up? That's what I said. Wizened up! Now is not the time to be depressed. Now, is the perfect time to assess your life and what you want to do with the rest of it. One easy way is to explore career options that are complementary to you. Whether you are leaving by choice or have been asked to leave, you probably have more courses of action then you think.Give yourself several, uninterrupted hours to perform this task. Find a quiet, comfortable place to sit. Have paper, at least five sheets, and pen ready. Do not use a pencil for this. You want to put down everything that comes to your head. No erasing or changing allowed. Relax, take a deep breath, and begin.Think about the job you just had. List all the types of businesses you or your company worked with while you were there. Include customers, vendors, suppliers, buyers, and strategic partners.Go to the second shee
Role Descriptions simply set out the Role of the employee within your business and the Job details for their particular position. It must contain core skills and competencies required for the employee to discharge their duties competently.
Employees who fail to demonstrate these skills and competencies can be performance managed through guidance and training and in certain instances where appropriate, have their employment terminated. In this way you effectively manage your employees.
The area of Role descriptions is one that is severely lacking in most businesses today and is a major reason why many employees are successful in their claim for an unfair dismissal.
3. E
Customer service is everything to a business. Just look at big, successful retail chains: They let you return perfectly good merchandise just because you changed your mind. Is that insane? Yes, pretty much, but it's also good customer service, and it's a good investment, and the "secret" of success, for a lot of big companies.Let's turn to the Internet. I find that the vast majority of companies selling things on the Net can't be contacted at all. Not presale, postsale, or anywhere in between. The only time they talk to you is if you get really angry and start complaining. Everyone else is apparently seen by customer service, but ignored.Even if you're using an autoresponder to handle 99% of your customers automatically, the least you can do is try to personalize the messages based on whatever meager information they've given you. While I'm at it, what's wrong with allowing people to contact you on the phone if they're gett
These ‘people issues’ always seem to raise their ugly heads when we least need the accompanying grief. After all we are in business for lifestyle and enjoying the journey and this wasn’t part of the deal.
Being regarded as the softer skill’s employee relations is usually placed on the back burner and considered a waste of effort and certainly not an investment and almost like well ‘throwing money down the dunny’.
Thud!!! We are often bought back down to reality when we are required to roll up our sleeves and enter the fray of employee relations when something goes wrong and often when the issues have progressed to the critical and emotional stage where it is harder to resolve.
In my day to day practice I regularly counter business owners who tell me that ‘it will never happen to me’, ‘you don’t know my people’ only to receive a call several months later asking if I could assist them.
Mr. / Ms. NOT ME is a frequent visitor to business today, as employees become more street savvy and ‘take the boss on’.
For starters we can get our employment practices in order and ensure that we are investing in the success of our business….people.
Products, Services – great, but people represent who you are and what you stand for and have an amazing capacity to make or break your business or cost you considerable time and money down the track.
START HOW YOU INTEND TO FINISH – SOLID FOUNDATIONS!
There is a parable about a person who built their house upon rock and the rain and storms came but the house stood. Another built their house upon sand and the rain and the storms came and the house fell to ruins.
We need to recognise that we must build our business (house) upon rock and not sand, principles and not preferences, be responsible not blame and take the initiative and not have it imposed upon us by others.
1. INDUCTION
When the employee begins with you introduce them to the workplace environment, work colleagues and custom and practices of your business.
Have an Induction Checklist Form that contains key employee and employer responsibilities and rights and walk the employee through the responsibilities and rights prior to them commencing. Ask them questions, do they have any concerns, have they understood? If so ask them to sign the Induction Checklist confirming they will comply with the responsibilities and rights and have had the opportunity to ask questions and seek clarification.
This process goes a long way towards minimising misunderstanding and at a later date if the employee becomes forgetful show them the induction sign-off.
2. ROLE DESCRIPTIONS
Role Descriptions simply set out the Role of the employee within your business and the Job details for their particular position. It must contain core skills and competencies required for the employee to discharge their duties competently.
Employees who fail to demonstrate these skills and competencies can be performance managed through guidance and training and in certain instances where appropriate, have their employment terminated. In this way you effectively manage your employees.
The area of Role descriptions is one that is severely lacking in most businesses today and is a major reason why many employees are successful in their claim for an unfair dismissal.
3. EM
A well written and concise resume can dramatically improve your chances of landing that dream job. Before you write or update your personal resume why not follow this basic resume writing guide to get you started.Resume preparation is key to success Sit down in a quiet room with a pen and paper. Jot down a quick self-assement and highlight your skill strengths and abilities, be positive and relaxed and think of why you really want ths job and how this resume will help you get that all important interview.Resume content - contact information Your contact information is the most important area of your resume. That's why it is placed at the top. Remember to include your name, permanent address, telephone number (mobile too if you have one) and an email address that is your primary online contact.Summary of your Resume This
In my day to day practice I regularly counter business owners who tell me that ‘it will never happen to me’, ‘you don’t know my people’ only to receive a call several months later asking if I could assist them.
Mr. / Ms. NOT ME is a frequent visitor to business today, as employees become more street savvy and ‘take the boss on’.
For starters we can get our employment practices in order and ensure that we are investing in the success of our business….people.
Products, Services – great, but people represent who you are and what you stand for and have an amazing capacity to make or break your business or cost you considerable time and money down the track.
START HOW YOU INTEND TO FINISH – SOLID FOUNDATIONS!
There is a parable about a person who built their house upon rock and the rain and storms came but the house stood. Another built their house upon sand and the rain and the storms came and the house fell to ruins.
We need to recognise that we must build our business (house) upon rock and not sand, principles and not preferences, be responsible not blame and take the initiative and not have it imposed upon us by others.
1. INDUCTION
When the employee begins with you introduce them to the workplace environment, work colleagues and custom and practices of your business.
Have an Induction Checklist Form that contains key employee and employer responsibilities and rights and walk the employee through the responsibilities and rights prior to them commencing. Ask them questions, do they have any concerns, have they understood? If so ask them to sign the Induction Checklist confirming they will comply with the responsibilities and rights and have had the opportunity to ask questions and seek clarification.
This process goes a long way towards minimising misunderstanding and at a later date if the employee becomes forgetful show them the induction sign-off.
2. ROLE DESCRIPTIONS
Role Descriptions simply set out the Role of the employee within your business and the Job details for their particular position. It must contain core skills and competencies required for the employee to discharge their duties competently.
Employees who fail to demonstrate these skills and competencies can be performance managed through guidance and training and in certain instances where appropriate, have their employment terminated. In this way you effectively manage your employees.
The area of Role descriptions is one that is severely lacking in most businesses today and is a major reason why many employees are successful in their claim for an unfair dismissal.
3. E
In a sense, the entrance to SFGT is a window into the person who leads the company, Dudley Fitzpatrick, CEO. Open the big front door of the old town house on Walnut Street and the first thing you notice is three old stone steps. Couldn't they afford new steps? Then you see the second door. It's all glass and through it you see the modern reception room, the classic furniture, the attractive receptionist and the small oriental rug in the center of the beautiful wood floor. "I get it," you think to yourself.When you meet Dudley and chat with him, you really get it. He's a traditionalist, like the steps and the beams on the ceiling. He's confident and assertive, like the stately furniture and the offices themselves. He's tasteful, like the oriental rug and like the conference room on the fifth floor. You go there for the interview after a trip on the modern elevator.And Dudley's a trip.This is a man who knows where he's goin
START HOW YOU INTEND TO FINISH – SOLID FOUNDATIONS!
There is a parable about a person who built their house upon rock and the rain and storms came but the house stood. Another built their house upon sand and the rain and the storms came and the house fell to ruins.
We need to recognise that we must build our business (house) upon rock and not sand, principles and not preferences, be responsible not blame and take the initiative and not have it imposed upon us by others.
1. INDUCTION
When the employee begins with you introduce them to the workplace environment, work colleagues and custom and practices of your business.
Have an Induction Checklist Form that contains key employee and employer responsibilities and rights and walk the employee through the responsibilities and rights prior to them commencing. Ask them questions, do they have any concerns, have they understood? If so ask them to sign the Induction Checklist confirming they will comply with the responsibilities and rights and have had the opportunity to ask questions and seek clarification.
This process goes a long way towards minimising misunderstanding and at a later date if the employee becomes forgetful show them the induction sign-off.
2. ROLE DESCRIPTIONS
Role Descriptions simply set out the Role of the employee within your business and the Job details for their particular position. It must contain core skills and competencies required for the employee to discharge their duties competently.
Employees who fail to demonstrate these skills and competencies can be performance managed through guidance and training and in certain instances where appropriate, have their employment terminated. In this way you effectively manage your employees.
The area of Role descriptions is one that is severely lacking in most businesses today and is a major reason why many employees are successful in their claim for an unfair dismissal.
3. E
Advertising is an ongoing process that is designed for sustainable results over time. However, when your ad contains a coupon, a special time-limited offer or other inducement to act immediately, you can get measurable results almost at once - provided your offer, timing and media selection were right and you had already established a rapport with your audience. Remember that a single ad does not an advertising program make! Each individual advertising exposure, whatever response it generates, contributes to a residual result that will eventually show up at your bottom line: name recognition, reputation and trust. Establish a method to determine how customers found you and keep track of the results. Some companies routinely ask, "How did you hear about us?" of every new customer who phones or visits. Others have a "Referred by" box filled in on each invoice. Whatever system you use, unless you've done a cou
Have an Induction Checklist Form that contains key employee and employer responsibilities and rights and walk the employee through the responsibilities and rights prior to them commencing. Ask them questions, do they have any concerns, have they understood? If so ask them to sign the Induction Checklist confirming they will comply with the responsibilities and rights and have had the opportunity to ask questions and seek clarification.
This process goes a long way towards minimising misunderstanding and at a later date if the employee becomes forgetful show them the induction sign-off.
2. ROLE DESCRIPTIONS
Role Descriptions simply set out the Role of the employee within your business and the Job details for their particular position. It must contain core skills and competencies required for the employee to discharge their duties competently.
Employees who fail to demonstrate these skills and competencies can be performance managed through guidance and training and in certain instances where appropriate, have their employment terminated. In this way you effectively manage your employees.
The area of Role descriptions is one that is severely lacking in most businesses today and is a major reason why many employees are successful in their claim for an unfair dismissal.
3. E
Today's world is highly competitive. Regardless of whether you are in business or in the workforce you have to ward off competition each and every day. But there is something that you can do to keep ahead of the field so that your competition does not threaten you.The best thing you have going for you when it comes to beating the competition is the habits that your competition live by day in and day out. Because most people and most businesses have poor habits then it is easy for you to distinguish yourself and stay ahead of the pack.One of the habits that distinguish top performers from the rest is the habit of going the extra mile.Going the extra mile doesn't mean putting in long hours, many of your competitors are already doing this to no avail. Going the extra mile means that you do each and every thing a little bit better than your competition does.You don't have to be the best at any one thing, as long as you d
Role Descriptions simply set out the Role of the employee within your business and the Job details for their particular position. It must contain core skills and competencies required for the employee to discharge their duties competently.
Employees who fail to demonstrate these skills and competencies can be performance managed through guidance and training and in certain instances where appropriate, have their employment terminated. In this way you effectively manage your employees.
The area of Role descriptions is one that is severely lacking in most businesses today and is a major reason why many employees are successful in their claim for an unfair dismissal.
3. EMPLOYMENT CONTRACTS
The employment contract sets out the conditions of employment, rights and responsibilities of the parties and the boundaries in which you will conduct your relationship.
This becomes the legal and binding contract between you and your employees / contractors.
You should not put together an employment contract or have it altered by someone who is not trained in the nuances of Employment Law.
The employment contract should to be specific regarding a variety of employment policies and procedures.
Remember: What is out in the open and clear can be measured and not easily misunderstood.
Common Employment Contract Clauses should include; position type (permanent, casual), hours of work, overtime arrangements, applicable award, payroll, remuneration package, annual, sickness and long service leave if applicable, superannuation, code of conduct. grievance procedures, termination (voluntary and summary dismissal) procedures, discrimination and harassment policy, induction policy, performance management process, confidentiality, electronic e-mail and computer user policies including private usage. This list is not exclusive of other relevant industry policies but is provided as a general guide only.
4. EMPLOYEE HUMAN RESOURCE POLICY & PROCEDURES MANUAL
This Manual is critical for your business. It openly lays out accepted and approved business policies and procedures by which you govern your business. It should include your Business Mission, Vision, Procedures and Policies. Policies include employee benefits, leave, discrimination, harassment, retirement, personal safety, employee and employer responsibilities, workplace health & safety, grievances, termination, and other clauses outlaid in more detail and should conclude with an employer and employee sign-off clause.
The sign off process is important part of minimising your business risk in that it confirms the employee has had the opportunity to ask questions clarify concerns and signs that they will comply with these processes and procedures.
By now you should be getting the picture that nothing is left to chance and is progressively signed off so that there is a clear understanding for all parties to work within.
5. EMPLOYEE PERFORMANCE APPRAISAL
Biz Momentum recommends that all employees are performance appraised semi-annually.
This process is one which employers find the most difficult and is often left to a tick and flick system or a general chat.
In this day and age it is vital that you take time out and learn how to performance manage people. Employees who perform well deserve rewarding and employees who have diminished performance require performance counselling.
In the event of diminished performance being able to demonstrate that you have gone through due pro
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