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2010
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7
Dec
2008
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25
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2008
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3.Consider group dynamics – When hiring employees make sure you take into account whether the person will be able to get along with his/her co-workers. While this is not your top priority always keep in mind that tension in the workplace can significantly affect not just one person's performance but that of the entire team.
4.Do not let the HR do the final interview – Having a human resources department is good but if you are hiring people for their technical expertise make sure that applicants will be interviewed by those that have knowledge in their field. The HR department ...
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In my last post we discussed how getting feedback from your employees can help you address problems that might be affecting your employees' performance. Although this is very sound advice this is actually what you do to make the best with what you have. If you are still in the hiring process though you are better off since you can prevent getting undesirable employees rather than have to deal with them. This post will also be applicable for you if you already have employees but want to add to your workforce without repeating the mistakes that lead you to ...
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If you have been having trouble with your employees repeatedly and are really frustrated with your "bad luck" with hiring the wrong people there are several things you should look into at once in order to solve your problem.
The first thing you should when you are having problems with your employee is to get their point of view. Ask for feedback so that you can pinpoint exactly where the problem is stemming from. Before giving up on your employees and labeling them as hopeless you should find out the reason behind their poor performance. Some of the things that ...
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In my last post I discussed the importance of learning new skills (not just management skills) in order to run a successful business. However, since not everyone has the luxury of time to learn everything they need in order to manage every aspect of their own business it makes sense to simply hire someone knowlegable and experienced to handle the management portion (or co-manage the business). As I mentioned before even with a capable manager it is better to learn at least the basics of management so that you can at least understand what's going on with your business and ...
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3. Give a definite deadline - If it's a big project you can ask for a timeplan in the form of a Gantt chart. Remember to finalize the specific details of the task before the timeplan is completed so that your employee won't suddenly run out of time. Make sure you are realistic with the deadline.
4. Cross your fingers and leave - This is the time where faith comes in. You need to have faith in yourself that you were able to choose a good employee and that you were able to explain what you expect clearly. You need to ...
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As promised I'll be tackling each mindset mentioned in the previous post that leads to resistance against team building. The first one - “I can do it myself” attitude - cannot be addressed until you admit that you CANNOT continue on doing everything on your own if you want your business to grow.
Once you have realized your need to have team members to help your with your flourishing business then the next thing to overcome is the fears of an employee botching things. The truth is that this fear is very valid but shouldn't be that big a problem ...
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8
Feb
2008
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