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Don’t Slack on Those You Hire

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handshake-1513228_640In order to give your small business the best chance to succeed, much of course depends on those you hire.

That said are you doing the best job possible when it comes to hiring talent?

In some instances, you’re going to miss on a few choices. If you can hire 90 percent or better successfully, you can oftentimes survive those cases where you made the wrong choice.

So, what goes into hiring the best possible talent out there for your small business?

While research on your part is certainly key, a little bit of luck certainly doesn’t hurt too.

From this day forward, will you do everything possible in hiring the right people time and time again?

Put Time and Effort into Your Review Process

When the time comes again for you to hire the right employees, keep in mind the following pointers:

  1. Experience

What employer would tell you that experience isn’t all that important? If you said very true, you’d be correct.

That said a person’s job experience up to this point can mean a myriad of things.

Were they in a position of management? Were they responsible for making key decisions for the employer or employers they worked for up to this point? Were they tasked with overseeing large sums of money? Lastly, were they someone who managed to climb the corporate ladder wherever they were at?

As you look at any candidate’s experience level, dig down deep to see just how thick it truly is.

  1. Research

Assuming you take your time to properly screen each and every prospective employee, that research should include a number of factors.

Along with standard items like education, job experience etc. you really need to be socially active in the process.

Yes, what a potential employee does on social networking sites is having more of an impact today with employers than even just a few years ago. While you should not automatically discount a qualified individual because of political posts etc. that you disagree with, look for the obvious.

If someone exhibits signs of racism, bigotry, questionable acts like inappropriate pictures or videos, yes, those are red flags you should not overlook.

  1. Education

Although some employers will tell you job experience is the overriding factor when it comes to hiring individuals, others certainly do not discount the importance of a quality education.

As you look at hiring educated talent for your small business, be sure you don’t neglect the value of those educations.

For instance, if you are hiring someone to work with your company in the criminal justice system, that education is as important as anything else you will review.

Hopefully, each prospective employee has used what they learned through schooling to put themselves and their experiences in the right position, the position of contributing to your business needs.

Lastly, as crucial as that education is, street smarts are imperative too.

That is especially true if you plan to offer someone a job in a field where snap decisions in law enforcement and related positions of higher responsibility are oftentimes required.

Personalities Can’t Ever Be Overlooked

  1. Personalities

Even as important as experience, education, and social media etiquette are, don’t ever discount the value of each and every personality you come across.

While someone can have fantastic experience and an education that is second-to-none, you want personalities that will mesh with your current team of employees.

That said be sure to keep the current makeup of your office in mind whenever you interview a prospective employee.

Ask yourself if this potential team member would in fact work well with the present team you employ. Could you see any personality clashes, perhaps people with personalities that are too strong or even too weak?

Finally, look to hire those individuals who exhibit a desire to go that extra mile for you and your employees.

In many instances, employees will have to do more than they’re originally hired for. The last thing you want is someone who complains about that.

Remember, when the team effort is in place, it is hard for a company to lose.

Photo credit: Pixabay

About the Author: Dave Thomas covers business topics on the web.

 

 

Why Do Your Meetings Go Nowhere?

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Surprisingly, office meetings are always long. You hardly ever hear of anyone complaining that the meetings were too short.

Every company has its own culture when it comes to meetings and how they are conducted. The general sentiments surrounding office meetings however make them appear boring and ineffective.

But why should it be this way? Is there an alternative to making meetings productive?

The fact remains that every meeting usually has an agenda that is communicated either before or during the meeting.

What makes meetings seem like they are ‘going nowhere’ has to do with the set up and the premise for which these meetings are held and how the content is passed on.

Below are some reasons behind the failure of company meetings.

Objectives Aren’t Clear

Every meeting started must have clear objectives.

Lack of tangible and well-structured objectives not only wastes time but also confuse the attendees who may be left to guess what the meeting is all about. Be sure of what you are trying to achieve by holding the meeting and bring that objective out clearly.

To help you on this, a pre-meeting review and rehearsal would be appropriate just to ensure that the agenda is in order and the points are well arranged, this enhances and streamlines the objectives of the meetings. Unless you convince yourself, you may not be able to convince the rest of the attendees.

Unregulated Number of Attendees

Before holding any meeting, the number of people to attend these meetings needs to be checked and ascertained.

Not everyone should attend the office meetings. In fact that is one of the reasons that make these meetings fail in making an impact. The more the people attending the meeting, the higher the likelihood that such a meeting will consume so much time compared to the set time limits.

Instead of each person attending the meeting, only a few should be picked and the rest served with a brief summary of the discussions later on.

Time Blown

A meeting is ‘elastic’ in nature; it tends to stretch out to fill whatever time it has been allocated.

Meetings which take longer than necessary tend to eat into the company’s time and still end up being counterproductive. Part of the time allocated will normally be used for conversations that are not even company related or if they are then not on the agenda.

To make such meetings successful, you can reduce the time so that only the relevant things get time to be discussed.

The ‘Latecomer’ Factor

Meetings tend to spend too much time on arrivals. Late arrivals in particular can waste time for the entire group.

The solution to this is to start the meeting on time so that latecomers will find ways to catch up on their own. People will soon shape up and arrive in time because latecomers are embarrassed walking in when others are embroiled in deep discussions. This will save time for the whole group and the meeting will achieve its purpose.

Conducting Sitting Instead Of Stand-Up Meetings

Research shows that stand-up meetings take lesser time that those where people are seated.

This is because stand-up meetings tend to make people less comfortable, meaning decisions are arrived faster, deliberations made in record times and only pertinent issues get airtime. So far these meetings have been ranked among those that are productive and efficient.

Remember time saved in the course of a meeting is always equated to productive time given back to the company.

Discuss more with less time; you will find meetings meaningful and effective.

Photo credit: imlworldwide.com

About the Author: Tina Samuels writes on how to be first on Google, social media, marketing, and other business topics.

How Do I Keep My Employees Healthy?

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As a business owner, it is your responsibility to keep your employees motivated and productive throughout the day.

Part of this is helping them become healthier, physically and mentally. People who are living healthy lives tend to have more motivation to do a great job.

So by introducing healthier food options or wellness programs in the workplace, you’re not just helping your employees, but you’re helping your company’s success as well.

That said, what are you doing to help keep your employees fit and productive?

Provide Healthy Foods

Start by introducing healthier foods around the office.

If all you have in your office is coffee, donuts and vending machines filled with snacks and sweets, then that is all your employees typically have during the day.

A good majority of people are not going to bring their own lunches and instead go out to eat. So on the days when they don’t feel like going out or are hungry for a late morning snack, they head straight to the break room.

One way to improve their physical health is by offering healthy items instead of things like donuts and bagels. Have fresh fruit set out for employees, and stock the break room with snacks like yogurt, granola bars or even whole grain bagels with fat-free cream cheese. Put more healthy options in your vending machines as well.

Introduce a Wellness Program

Wellness programs have been very successful for companies who choose to utilize them.

A wellness program can include anything you like, such as on-site classes in yoga, Pilates or even CrossFit.

You can have someone offering stress-relief services for the wellness programs as well, such as massage therapy or acupuncture. This can become part of an employee’s signing bonus and benefits program. It helps your company by offering more benefits and being able to retain your employees, as well as getting more productive and motivated workers in return.

Offer Fitness Center Memberships

If you have a gym on-site, great! But even if you don’t have one, you can still encourage the use of fitness centers by offering memberships or discounts to local gyms.

Contact fitness centers in your area and see if they will offer discounts if you send your employees to their gym. Employees get a cheap gym membership and the gym get a good deal more business, so it works great for everyone.

Encourage On-Site Fitness

There are also ways to encourage physical activity in the workplace.

Start having stretches a couple times a day where you have everyone stand from their desks and perform stretches. This is going to help prevent injury from repetitive motion, such as doing stretches for the hands, wrists, arms, shoulders and back.

You can also give an extra 5 or 10-minute break to employees who want to take a walk around the building for some fresh air and exercise.

Your employee’s health should be important because it keeps them working every day and improves their productivity.

Another thing to note is that you should be offering them help for mental and emotional health through their benefits package.

Photo credit: healthline.com

About the Author: Tina Samuels writes on social media, healthcare recruitment, small business, and social media.

Vertical integration and your business

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By Katherine Pilnick

You’ve probably heard of vertical integration, a trend to minimize middle-man work and bring products to the marketplace in as few steps as possible, and you may be wondering if it’s right for your business. Vertically integrated companies have control over more than one part of production. They may partner with companies that work with the product before or after them, or they may take care of more than one step of the process in-house.

Vertical integration gives manufacturers more control over their products, including reducing costs. Customers also benefit, as they can discover otherwise lost local business and may enjoy price cuts because of lowered production costs. However, vertical integration isn’t always the best option, and its effects should be considered for each unique set of circumstances.

Vertical Integration in Modern Markets

One of the most prominent examples of vertical integration is Apple, which designs and develops the hardware and software for all its products, and also puts out the final products. While specific parts of production may be outsourced, Apple’s overall vertical integration gives the company more control over its product. It also ensures that the company has unique products that customers cannot find elsewhere.

Amazon is another well-known example of vertical integration. Its online marketplace and its Kindle products act as book distributors, and the company has evolved to publish books, as well. In this way, it took over another piece of the production line.

Amazon and Apple are prime examples of companies that have become significantly more involved in their product lines than is typical at other companies.

Choosing to vertically integrate your business is a big decision, and one which involves a lot of thought. It requires access to resources that small startups often lack, but it expands opportunities for future growth and success.

The main advantage of a vertically integrated business is that it will make your product unique, so that no other company can offer exactly what you have to offer. That way, you can build a loyal customer base as your company grows.

Despite its pros, vertical integration won’t help every company, especially one that’s already on thin ice financially.

Key Considerations

Vertical integration requires a company to take on new responsibilities in production. While this can save money for business in the long run, it requires an immediate financial investment to pay for additional equipment and labor.

Likewise, entrepreneurs must be careful that vertical integration does not spread the company’s resources too thin. The company must set its priorities and stick with them, without allowing its new responsibilities to take over the core business goals.

Unless your business is already hugely successful, you’ll have to determine if vertical integration is right for your particular scenario by weighing the pros and cons.

Discuss it with others at your company to gauge how willing they are to take on the risk and responsibility. You can also seek professional advice at a bank, since the new endeavor is likely to require a small business loan. And remember that there is no need to rush the decision. In most cases, the opportunity to expand will always be there. If you don’t take advantage of it now, you can change your mind in the future.

Author’s Bio: Katherine Pilnick is a writer, blogger and editor for Debt.org, a debt help website.

Time to Keep Better Track of Your Employees?

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While many employees are either off to begin with or ducking out early on this Thanksgiving Eve, how many do you suspect are being truthful about the hours they worked this day?

For many small business owners, it can be a challenge to properly document how many hours their workers are in fact putting in. Even though many companies employ a 40-hour work week, not all employees abide by this rule.

According to a Salary.com survey, surfing the Internet has over recent years become one of the major reasons not all work gets done on time.

The survey noted that more than 60 percent of workers end up on non-work related websites on a daily basis while “working” at their jobs. Within that percentage, nearly 40 percent spend one hour or less per week, 29 percent devote two hours per week, 21 percent waste five hours of their employer’s time per week, while just three percent claim to waste 10 hours or more.

Yes, in some workplaces across the country, employers go above and beyond what would be deemed the normal office environment, that is monitoring the hours worked, time spent for lunch, and how many breaks workers are taking. Some even block a number of Internet sites or the Web altogether.

Others, however, feel the need to implement some type of system that will easily and properly record the time each employee puts in on a daily basis.

Should you find yourself to be one of those small businesses in need of employee time tracking, consider the following:

1. Take the time to find the right system – First and foremost, you don’t want to waste money on the wrong system. Some systems can be harder to implement and record, so make sure the system you desire is understandable, effective, and worth your time. If you or your employees are spending excessive time during the week trying to figure it out, are you truly saving time in the long run? In most cases, the answer is no;

2. Follow the leader – If you want your employees to play by the rules, don’t you think you should too? Even if you own the company or are a higher-up executive, keep in mind that the company is made up of team members and not individuals. Set a good example for your employees by putting in a responsible amount of hours yourself during the week. Most employees respect authority and will follow suit if they see their managers and others higher up the work food chain setting a good example for others to follow;

3. Treat all employees fairly – Nothing can harm an office more than if it is perceived that some employees are getting special treatment when it comes to recording their time spent working. While there are always going to be special circumstances for medical appointments, emergencies and such, treat all employees the same when it comes to recording their hours worked. If some employees feel management is looking the other way in some cases with recording employee hours, it can quickly turn into a major issue in the workplace;

4. Set the rules – In some companies, overtime work is going to be required in order to meet customer needs. In those cases, make sure when hiring workers that they know if they are working from a set salary or are paid hourly. In some cases, workers will try and bill for extra hours that they worked legitimately, yet others will try and stretch the truth. That being said, it is also important that employees record their lunch breaks, etc. so that they are meeting the requirements as set by the law. Under reporting hours can be as much of if not more of a problem than reporting too many hours worked;

5. Review over time – Finally, it is important to review your employee time tracking software, how it is implemented, and what works and does not work from time to time. The needs of your company will change over time, hence how you record employee time spent doing a job will too. Whether you track employee time by when they sign in on their computers, when they enter the office or by some others means, don’t just assume it is automatically working. If your current tracking operations are not working, take the time to fix the problem and see better results in no time.

Photo credit: smallbiztrends.com

About the author: With 23 years of experience as a writer, Dave Thomas covers a wide array of topics to help your small business succeed.