Managing disputes with clients and customers
Regardless of where you work, there always seems to be problematic customers. So how do you manage these occasional disputes with your customers? The key is to resolve such disputes before they escalate and get out of hand. Here's taking a look at some key steps in managing disputes with clients and customers.
The first step is to try to avoid disputes all together. Some disputes are just bound to happen, but avoiding them all together can save you a lot of time, headaches and money. Some guidelines to avoid disputes are:
- Deal with customer complaints fairly
- timely and professionally
- Make sure all employees treat customers with respect and show good customer service when interacting with them.
- Develop and train employees on how to negotiate with customers.
- Comply with all representations and other promises made to your client or customer.
- Have easy and fair ways with addressing customer concerns, such as: return policies and in-store credit if necessary.
- Always treat customers with respect and kindness.
What are some common disputes seen in small businesses?
Products:
- quality
- service
- price
- packaging
- delivery and customer service
Financial:
- the ability and willingness to pay accounts
Leases:
- the term
- relocation
- price increases
- quality of location
Breach of contracts:
- termination period
- quality of product
Misleading conduct:
- failing to meet expectations
Regardless of where you work, there always seems to be problematic customers. So how do you manage these occasional disputes with your customers? The key is to resolve such disputes before they escalate and get out of hand. Here's taking a look at some key steps in managing disputes with clients and customers.
The first step is to try to avoid disputes all together. Some disputes are just bound to happen, but avoiding them all together can save you a lot of time, headaches and money. Some guidelines to avoid disputes are:
- Deal with customer complaints fairly
- timely and professionally
- Make sure all employees treat customers with respect and show good customer service when interacting with them.
- Develop and train employees on how to negotiate with customers.
- Comply with all representations and other promises made to your client or customer.
- Have easy and fair ways with addressing customer concerns, such as: return policies and in-store credit if necessary.
- Always treat customers with respect and kindness.
What are some common disputes seen in small businesses?
Products:
- quality
- service
- price
- packaging
- delivery and customer service
Financial:
- the ability and willingness to pay accounts
Leases:
- the term
- relocation
- price increases
- quality of location
Breach of contracts:
- termination period
- quality of product
Misleading conduct:
- failing to meet expectations
Continue reading "Managing disputes with clients and customers"
How to ensure no one is padding their time clock
Your employees' time is your company's most precious resource. Time is a vital component in the cost of doing business. But what happens when your employees are being dishonest about their time? This can essentially cost you hundreds and thousands of dollars per year. There are some specific ways you can know if they are cheating your time clock or not. Here is how to ensure no one is padding their time clock.
There are many instances where employees are "padding" their time clock. What this essentially means is they are not clocking in and out at the right time during their work day. Padding a time clock can be done a few different ways:
Personal time
One common way padding is done is when employees take breaks or take personal time without clocking out. For example they choose to: talk on the phone to friends, email or chat online, go out for a smoke break when they are on the clock and should be doing company work. This is one of the most common ways people pad the time clock.
Your employees' time is your company's most precious resource. Time is a vital component in the cost of doing business. But what happens when your employees are being dishonest about their time? This can essentially cost you hundreds and thousands of dollars per year. There are some specific ways you can know if they are cheating your time clock or not. Here is how to ensure no one is padding their time clock.
There are many instances where employees are "padding" their time clock. What this essentially means is they are not clocking in and out at the right time during their work day. Padding a time clock can be done a few different ways:
Personal time
One common way padding is done is when employees take breaks or take personal time without clocking out. For example they choose to: talk on the phone to friends, email or chat online, go out for a smoke break when they are on the clock and should be doing company work. This is one of the most common ways people pad the time clock.
Steps for proper conflict resolution
Conflict is viewed many different ways. Conflict is definitely a part of human interaction and can have a positive or negative influence. The biggest question is how do you resolve conflict? Managing conflict requires a safe and supportive climate where people can express ideas and opinions without scrutiny. Let's go over some steps for conflict resolution:
Create a Supportive Environment
People must feel free to discuss their concerns and ideas without being belittled by coworkers. The ultimate goal is to come up with a mutually acceptable compromise. Having your team working together to create a constructive solution is essential. Of course you will have conflict between staff, but try a few tips.
- Inspire your staff. Having positive influences around the office helps to encourage employees. When staff has a mutual respect and behavior toward one another, conflict tends to disappear.
Conflict is viewed many different ways. Conflict is definitely a part of human interaction and can have a positive or negative influence. The biggest question is how do you resolve conflict? Managing conflict requires a safe and supportive climate where people can express ideas and opinions without scrutiny. Let's go over some steps for conflict resolution:
Create a Supportive Environment
People must feel free to discuss their concerns and ideas without being belittled by coworkers. The ultimate goal is to come up with a mutually acceptable compromise. Having your team working together to create a constructive solution is essential. Of course you will have conflict between staff, but try a few tips.
- Inspire your staff. Having positive influences around the office helps to encourage employees. When staff has a mutual respect and behavior toward one another, conflict tends to disappear.
How to resolve conflict between employees
Most professionals in the workplace will tell you they feel pretty neutral about their coworkers. Many times they like some and dislike others. There are times coworkers absolutely despise one another. This can make an unpleasant workplace environment for the entire company. The real problem arises when there is conflict between employees. Your company better have a good policy in place for how to resolve conflict between coworkers. If you don't, let's go over some helpful tools to resolve conflict.
1. Resolve a dispute as soon as it starts.
Most companies have a human resource department who is in charge of resolving conflicts between coworkers. Employees should know when they are hired that a disagreement should not become such a large problem that they are not willing to resolve it.
A meeting should be set up with the HR department to talk to each coworker individually. From there a strategy can be drawn up of how to fix the problem.
Most professionals in the workplace will tell you they feel pretty neutral about their coworkers. Many times they like some and dislike others. There are times coworkers absolutely despise one another. This can make an unpleasant workplace environment for the entire company. The real problem arises when there is conflict between employees. Your company better have a good policy in place for how to resolve conflict between coworkers. If you don't, let's go over some helpful tools to resolve conflict.
1. Resolve a dispute as soon as it starts.
Most companies have a human resource department who is in charge of resolving conflicts between coworkers. Employees should know when they are hired that a disagreement should not become such a large problem that they are not willing to resolve it.
A meeting should be set up with the HR department to talk to each coworker individually. From there a strategy can be drawn up of how to fix the problem.
How to make employees feel valued
Gaining the loyalty of your employees is done by making them feel valued. Having a good employment relationship builds trust and value to the job. When employees feel respected, they perform better and respect their bosses and the company in return.
So how can you gain the respect and trust of your employees? Here are a few tips from other companies:
- Be ready to listen to the employee's questions and concerns about the job.
- Treat your employees with respect, not as inferior people.
- Be polite to your employees.
- Recognize and reward your employees for a job well done.
Gaining the loyalty of your employees is done by making them feel valued. Having a good employment relationship builds trust and value to the job. When employees feel respected, they perform better and respect their bosses and the company in return.
So how can you gain the respect and trust of your employees? Here are a few tips from other companies:
- Be ready to listen to the employee's questions and concerns about the job.
- Treat your employees with respect, not as inferior people.
- Be polite to your employees.
- Recognize and reward your employees for a job well done.
How to evaluate employee performance
Many companies take the time to do a six month or yearly evaluation on their employees. This is a great idea to assess employee performance, set goals, and determine compensation. Employers who do a routine evaluation of employee performance reap tremendous benefits. It sets certain standards for the company and the employees:
- Expectations for employees and company. Regular feedback obtained from both.
- Reward good work; and discuss shortfalls in performance.
- Open communication to discuss employee performance and keeps the needs of the workforce in check.
When you are evaluating employee performance, it is a great time to address problems and find solutions for them. Having documentation of issues that have arisen with employees will help keep your company out of legal battles if that employee leaves the company on bad terms. Having that written proof before the employee leaves, goes a long way in court.
Starting the employee evaluation process to address their performance requires a few plans you need to have in place. You need to have some performance standards and goals set up so you can evaluate each employee's performance against it. Below are a few tools you can start with.
Many companies take the time to do a six month or yearly evaluation on their employees. This is a great idea to assess employee performance, set goals, and determine compensation. Employers who do a routine evaluation of employee performance reap tremendous benefits. It sets certain standards for the company and the employees:
- Expectations for employees and company. Regular feedback obtained from both.
- Reward good work; and discuss shortfalls in performance.
- Open communication to discuss employee performance and keeps the needs of the workforce in check.
When you are evaluating employee performance, it is a great time to address problems and find solutions for them. Having documentation of issues that have arisen with employees will help keep your company out of legal battles if that employee leaves the company on bad terms. Having that written proof before the employee leaves, goes a long way in court.
Starting the employee evaluation process to address their performance requires a few plans you need to have in place. You need to have some performance standards and goals set up so you can evaluate each employee's performance against it. Below are a few tools you can start with.
Continue reading "How to evaluate employee performance"How to deal with sexual harassment problems with your employees
Sexual harassment problems have plagued employees for years. It has become a national media sensation in some rural areas that are still struggling with sexual harassment issues.
One large court case gained national attention about sexual harassment. Clarence Thomas has now heard his first cases as a justice of the U.S. Supreme Court. Prof. Anita Hill, whose charges of sexual harassment against Thomas were rejected by the U.S. Senate in its vote to confirm him, is back in her law-school classes. The impact of this high profile case is still being felt by companies.
The three main point companies typically use to discuss sexual harassment are as follows:
- State clearly that sexual harassment will not be tolerated in the workplace.
- Set up procedures for dealing internally with complaints promptly, thoroughly, and fairly.
- Provide training programs to ensure that all employees understand what constitutes sexual harassment and the employer's plans for dealing with it.
Sexual harassment problems have plagued employees for years. It has become a national media sensation in some rural areas that are still struggling with sexual harassment issues.
One large court case gained national attention about sexual harassment. Clarence Thomas has now heard his first cases as a justice of the U.S. Supreme Court. Prof. Anita Hill, whose charges of sexual harassment against Thomas were rejected by the U.S. Senate in its vote to confirm him, is back in her law-school classes. The impact of this high profile case is still being felt by companies.
The three main point companies typically use to discuss sexual harassment are as follows:
- State clearly that sexual harassment will not be tolerated in the workplace.
- Set up procedures for dealing internally with complaints promptly, thoroughly, and fairly.
- Provide training programs to ensure that all employees understand what constitutes sexual harassment and the employer's plans for dealing with it.
Managing personal conflicts amongst your staff
Companies are usually made up of employees from a variety of backgrounds. Many times employees have been raised in different cultures from one another or are from completely different countries. Sometimes employees who each have successful philosophies on how to do something, but who ultimately do things differently, may not see eye to eye on some issues. Other times, long hours and high stress may cause employees to have conflicts. Managers are often the person that must resolve these issues and should take into account the following tips when dealing with a conflict amongst their employees.
Consider the Conflict
When presented with a conflict, managers may be tempted to ignore a problem in favor of what seem like more pressing needs at the time. This approach to a conflict amongst employees could lead to a more serious conflict which could cause disruption in employee morale and productivity. Conflicts must be dealt with early in order to help employees return their concentration from the conflict with a co-worker, back to their purpose in the department or company.
Companies are usually made up of employees from a variety of backgrounds. Many times employees have been raised in different cultures from one another or are from completely different countries. Sometimes employees who each have successful philosophies on how to do something, but who ultimately do things differently, may not see eye to eye on some issues. Other times, long hours and high stress may cause employees to have conflicts. Managers are often the person that must resolve these issues and should take into account the following tips when dealing with a conflict amongst their employees.
Consider the Conflict
When presented with a conflict, managers may be tempted to ignore a problem in favor of what seem like more pressing needs at the time. This approach to a conflict amongst employees could lead to a more serious conflict which could cause disruption in employee morale and productivity. Conflicts must be dealt with early in order to help employees return their concentration from the conflict with a co-worker, back to their purpose in the department or company.
Continue reading "Managing personal conflicts amongst your staff"Key success factors for a manager
For many managers, they are looking for ways to be the best manager the company has ever seen! This is not only a lofty goal, but a great challenge. Think back to some of your first managers you had as an employee and pick out qualities that you liked and disliked. How can you find ways to be a successful manager? Here are a few tips for becoming a successful manager:
Trust
Establishing trust is one of the most difficult things a manager faces. Trust involves feeling that you can depend upon another person to achieve a common goal.
People will know they can rely on you if you show qualities of integrity and consistency. So how to you build this trust? Start by listening. Bring each member of your staff into your office and talk about their needs and concerns and what they think you can do to improve the office environment. Give each employee your full attention and make an effort to get to know them.
For many managers, they are looking for ways to be the best manager the company has ever seen! This is not only a lofty goal, but a great challenge. Think back to some of your first managers you had as an employee and pick out qualities that you liked and disliked. How can you find ways to be a successful manager? Here are a few tips for becoming a successful manager:
Trust
Establishing trust is one of the most difficult things a manager faces. Trust involves feeling that you can depend upon another person to achieve a common goal.
People will know they can rely on you if you show qualities of integrity and consistency. So how to you build this trust? Start by listening. Bring each member of your staff into your office and talk about their needs and concerns and what they think you can do to improve the office environment. Give each employee your full attention and make an effort to get to know them.
How to train your supervisors
If you have an HR department, now is the time to ask for their help. A trained human resources professional can teach certain leadership skills that supervisors need to know. Typically your HR department can discuss the relevant policies and procedures for different scenarios. They also will provide your new supervisor with policies related to training and development.
Discuss with your new supervisor what their role in the company is; here is a general description of a supervisor:
A supervisor is considered a junior level position and is a step above a general employee. The supervisor is in charge of the day-to-day performance of the small group and they guide the group toward their goals. If problems arise, they are in charge of solving them and making sure each individual on the team is productive.
If you have an HR department, now is the time to ask for their help. A trained human resources professional can teach certain leadership skills that supervisors need to know. Typically your HR department can discuss the relevant policies and procedures for different scenarios. They also will provide your new supervisor with policies related to training and development.
Discuss with your new supervisor what their role in the company is; here is a general description of a supervisor:
A supervisor is considered a junior level position and is a step above a general employee. The supervisor is in charge of the day-to-day performance of the small group and they guide the group toward their goals. If problems arise, they are in charge of solving them and making sure each individual on the team is productive.
How to motivate your employees
Now that you are a manger, you are in charge of several different types of people. Each of your employees has a different personality and responds differently to situations. How can you motivate your employees to work harder at their job? First, you need to gain the respect and trust of your employees. Here are a few tips you can follow to gain your employees trust:
Be ready to listen to the employee's questions and concerns about the job.
Treat your employees with respect, not as inferior people.
Be polite to your employees.
Recognize and reward your employees for a job well done.
Ask for your employees' input in making decisions that affect their work.
Gradually build trust in your employees by giving them additional responsibility or extra latitude in making decisions.
Treat all your employees fairly and impartially.
Be firm, but not tyrannical, when making decisions and disciplining employees.
Apologize or admit to employees when you were wrong.
Give employees credit where due.
Express genuine concern for employees' problems.
Keep your employees informed about work-related matters.
Now that you are a manger, you are in charge of several different types of people. Each of your employees has a different personality and responds differently to situations. How can you motivate your employees to work harder at their job? First, you need to gain the respect and trust of your employees. Here are a few tips you can follow to gain your employees trust:
Be ready to listen to the employee's questions and concerns about the job.
Treat your employees with respect, not as inferior people.
Be polite to your employees.
Recognize and reward your employees for a job well done.
Ask for your employees' input in making decisions that affect their work.
Gradually build trust in your employees by giving them additional responsibility or extra latitude in making decisions.
Treat all your employees fairly and impartially.
Be firm, but not tyrannical, when making decisions and disciplining employees.
Apologize or admit to employees when you were wrong.
Give employees credit where due.
Express genuine concern for employees' problems.
Keep your employees informed about work-related matters.
Improving employee retention
Here are some tips that you can follow to help improve employee retention.
Tip one:
One thing you can do that will not cost you any money at all is to provide a positive work environment. The best way to provide a positive work environment is to treat your employees how you would want to be treated.
Here are some tips that you can follow to help improve employee retention.
Tip one:
One thing you can do that will not cost you any money at all is to provide a positive work environment. The best way to provide a positive work environment is to treat your employees how you would want to be treated.
Managing tactics for hard to handle employees
Sometimes being in management is not exactly fun, especially when dealing with difficult employees. Why is it that some personalities will never be easy to get along with? Why are there people that will never get it, no matter how hard you work with them? Why are some employees just flat out hard to get along with? If only those were easy questions to answer.
There are all types of difficult employees:
There's the hard to handle employee who complains all the time. They never seem to have suggestions, just a lot of complaints. There's the classic tardy employee, that no matter when they are scheduled, they always show up late. There's the aggressive employee who is always on the defensive. When these difficult employees are asked to do or correct something, they immediately "blow up" and get angry. There's also the harasser who just likes to bug people to get a reaction out of them. No matter how people are raised, we are always faced with the dishonest one. They may not tell the truth and they may like to steal from you. We may not know what drives someone to be difficult, but here are some managing tactics to help with those hard to handle employees.
Sometimes being in management is not exactly fun, especially when dealing with difficult employees. Why is it that some personalities will never be easy to get along with? Why are there people that will never get it, no matter how hard you work with them? Why are some employees just flat out hard to get along with? If only those were easy questions to answer.
There are all types of difficult employees:
There's the hard to handle employee who complains all the time. They never seem to have suggestions, just a lot of complaints. There's the classic tardy employee, that no matter when they are scheduled, they always show up late. There's the aggressive employee who is always on the defensive. When these difficult employees are asked to do or correct something, they immediately "blow up" and get angry. There's also the harasser who just likes to bug people to get a reaction out of them. No matter how people are raised, we are always faced with the dishonest one. They may not tell the truth and they may like to steal from you. We may not know what drives someone to be difficult, but here are some managing tactics to help with those hard to handle employees.
How to talk to an employee about a hygiene problem
There are times as a business manager when an employee may have a hygiene problem. Not only does this issue need to be dealt with, but it needs to be addressed in a sensitive manner. Here are some things to consider when dealing with this problem.
Be Tactful- No one wants to have soap placed in their locker anonymously. No one wants to receive a note with unkind words. Take a soft approach with the situation, but be direct. You are the manager and you have a reputation to uphold in your office. Perhaps have a meeting with the employee in private. Having other co-workers involved can make the employee feel like they are under attack. A hygiene problem can be embarrassing and lead the conversation to be defensive. Beginning your conversation with "You don't" would not be as well received. Perhaps start off with "I think" or "I feel." This approach will not be so abrasive. Talking to an employee in private is one method. There have even been times where companies end up having a meeting for all the employees as to not attack one person. Let the employees know that hygiene is a part of the overall dress code and give ideas on how to overcome the issues involved.
There are times as a business manager when an employee may have a hygiene problem. Not only does this issue need to be dealt with, but it needs to be addressed in a sensitive manner. Here are some things to consider when dealing with this problem.
Be Tactful- No one wants to have soap placed in their locker anonymously. No one wants to receive a note with unkind words. Take a soft approach with the situation, but be direct. You are the manager and you have a reputation to uphold in your office. Perhaps have a meeting with the employee in private. Having other co-workers involved can make the employee feel like they are under attack. A hygiene problem can be embarrassing and lead the conversation to be defensive. Beginning your conversation with "You don't" would not be as well received. Perhaps start off with "I think" or "I feel." This approach will not be so abrasive. Talking to an employee in private is one method. There have even been times where companies end up having a meeting for all the employees as to not attack one person. Let the employees know that hygiene is a part of the overall dress code and give ideas on how to overcome the issues involved.
Continue reading "How to talk to an employee about a hygiene problem"How to deal with people wanting time off around the holidays.
Staffing for the holidays can be an employer's biggest headache!
Many people want to have numerous days off through the holidays, or will choose to call out sick if they can't get the time off. This can cause issues in any kind of business. To avoid some of the hardships, the best step is a proactive one. If a business takes a proactive, organized approach to the holidays there can be less unplanned activity.
Staffing for the holidays can be an employer's biggest headache!
Many people want to have numerous days off through the holidays, or will choose to call out sick if they can't get the time off. This can cause issues in any kind of business. To avoid some of the hardships, the best step is a proactive one. If a business takes a proactive, organized approach to the holidays there can be less unplanned activity.
Your role in dealing with employee personal issues
Attitudes toward dealing with employee personal issues have definitely changed over the past ten years. There was definitely a time when it was fairly common to see companies with policies that in essence said that you should leave your personal life at the door when you came to work. That is certainly not the most common case anymore but be warned that you may come across companies that are still very hesitant to get mixed up with an employees personal life.
The main reason for the change in attitude regarding employee personal issues can be largely attributed to the fact that studies have found (and experience has added to the fact that) when an employee is assisted with their personal problems, they are less likely to have those personal problems have a negative result on their work. So helping with personal problems is good, but the debate still exists for just how much personal help given by employers is appropriate.
Attitudes toward dealing with employee personal issues have definitely changed over the past ten years. There was definitely a time when it was fairly common to see companies with policies that in essence said that you should leave your personal life at the door when you came to work. That is certainly not the most common case anymore but be warned that you may come across companies that are still very hesitant to get mixed up with an employees personal life.
The main reason for the change in attitude regarding employee personal issues can be largely attributed to the fact that studies have found (and experience has added to the fact that) when an employee is assisted with their personal problems, they are less likely to have those personal problems have a negative result on their work. So helping with personal problems is good, but the debate still exists for just how much personal help given by employers is appropriate.
Continue reading "Your role in dealing with employee personal issues"Setting Expectations with Employees
Few things are as frustrating when a manager and employee realize, either well into a project or when it is finished, that they didn't have the same thing in mind. Either the manager didn't communicate the details of the project clearly or the employee didn't understand what was expected. Such a miscommunication could have been avoided if the manager had taken the time to set the expectations of the project with the employee.
Setting expectations with employees is an effective management tool. By doing so, productivity will increase because neither the manager nor the employee will have to retrace as many steps or, worse, start over. While taking the time to set expectations with an employee may take some time initially, it is truly a time-saving practice in the end and something that all managers should do. Plus, it saves a lot of frustration for both the manager and employee, thus creating a more positive working environment.
Few things are as frustrating when a manager and employee realize, either well into a project or when it is finished, that they didn't have the same thing in mind. Either the manager didn't communicate the details of the project clearly or the employee didn't understand what was expected. Such a miscommunication could have been avoided if the manager had taken the time to set the expectations of the project with the employee.
Setting expectations with employees is an effective management tool. By doing so, productivity will increase because neither the manager nor the employee will have to retrace as many steps or, worse, start over. While taking the time to set expectations with an employee may take some time initially, it is truly a time-saving practice in the end and something that all managers should do. Plus, it saves a lot of frustration for both the manager and employee, thus creating a more positive working environment.
Keeping a Positive Outlook and Attitude to Motivate Employees
Keeping a positive outlook and attitude to motivate employees is something a manager must consistently work at. Motivation is key to helping employees stay enthusiastic and productive in their work, even when difficulties arise.
Having a positive outlook can go a long way in motivating employees - every one prefers working with someone who is optimistic about the capabilities of their staff and the direction of their work. And when someone is positive and energetic about their work, that feeling can be contagious and spread to the rest of the staff.
Keeping a positive outlook and attitude to motivate employees is something a manager must consistently work at. Motivation is key to helping employees stay enthusiastic and productive in their work, even when difficulties arise.
Having a positive outlook can go a long way in motivating employees - every one prefers working with someone who is optimistic about the capabilities of their staff and the direction of their work. And when someone is positive and energetic about their work, that feeling can be contagious and spread to the rest of the staff.
Tips for improving employee morale
When a company faces complicated issues with their employees such as non-attendance and tardiness, it often disrupts the flow of operations and can impact employee efficiency and customer contentment. There are a number of different reasons that cause poor work attendance, which include family emergency situations and illness. However, poor work attendance can also be caused by lack of interest, lack of enthusiasm or burn out. Employee attendance can be increased by improving employee morale. Here are some tips to help boost employee morale and improve employee performance and attendance:
1. Involve employees.
Ask employees for suggestions and ideas on matters that affect the company. Encourage employees to give feedback and ask for solutions to problems within the company. People feel they are part of the solution when they are asked to help in solving the problem. When you involve employees in the problem solving process you show you trust their judgment and value their opinions. Let employees make choices that directly affect them and their work, such as selecting office furniture or as simple as choosing the radio station.
When a company faces complicated issues with their employees such as non-attendance and tardiness, it often disrupts the flow of operations and can impact employee efficiency and customer contentment. There are a number of different reasons that cause poor work attendance, which include family emergency situations and illness. However, poor work attendance can also be caused by lack of interest, lack of enthusiasm or burn out. Employee attendance can be increased by improving employee morale. Here are some tips to help boost employee morale and improve employee performance and attendance:
1. Involve employees.
Ask employees for suggestions and ideas on matters that affect the company. Encourage employees to give feedback and ask for solutions to problems within the company. People feel they are part of the solution when they are asked to help in solving the problem. When you involve employees in the problem solving process you show you trust their judgment and value their opinions. Let employees make choices that directly affect them and their work, such as selecting office furniture or as simple as choosing the radio station.
Keeping top employees happy so they do not leave
As an employer, you know how difficult it can be to find good employees. It often seems impossible but after hours and hours of sorting through resumes and several days filled with interviews, you have found several people to employ with your company. Just because you have found and hired some good people to work for your company does not mean you have nothing to worry about. Now you need to focus on keeping good employees happy so they do not quit working for your company.
Having a team of employees that are productive, efficient, hard working people that work well together can sometimes take years to establish. Having this type of staff is an employer's dream. Over the years you will see a number of employee's come and go. Some that leave will be missed, some won't. It is the ones that will be missed you want to try and keep because losing even one good employee is a set back to establishing your dream team.
As an employer, you know how difficult it can be to find good employees. It often seems impossible but after hours and hours of sorting through resumes and several days filled with interviews, you have found several people to employ with your company. Just because you have found and hired some good people to work for your company does not mean you have nothing to worry about. Now you need to focus on keeping good employees happy so they do not quit working for your company.
Having a team of employees that are productive, efficient, hard working people that work well together can sometimes take years to establish. Having this type of staff is an employer's dream. Over the years you will see a number of employee's come and go. Some that leave will be missed, some won't. It is the ones that will be missed you want to try and keep because losing even one good employee is a set back to establishing your dream team.
How to stop people from milking the time clock
Good leadership skills are a key factor in having employees that are productive and efficient. You will often find when there is poor leadership, employees are less motivated and less productive. Many are habitually late for work, take long breaks and continually milk the time clock by not working productively and getting paid for it. This type of employee behavior can cost a company a lot of money.
There are several ways to improve leadership skills and qualities to help lessen negative employee behavior and poor work performance. Here are just a few suggestions;
- Your employees are not children, they are adults and should be treated as such. Set a minimal amount of rules instead of a bunch of rules and regulations. Or even try having only the policies necessary to ensure a fair, consistent work environment that is pleasant for everyone. Many times when adults are treated like children, they will act like children.
Good leadership skills are a key factor in having employees that are productive and efficient. You will often find when there is poor leadership, employees are less motivated and less productive. Many are habitually late for work, take long breaks and continually milk the time clock by not working productively and getting paid for it. This type of employee behavior can cost a company a lot of money.
There are several ways to improve leadership skills and qualities to help lessen negative employee behavior and poor work performance. Here are just a few suggestions;
- Your employees are not children, they are adults and should be treated as such. Set a minimal amount of rules instead of a bunch of rules and regulations. Or even try having only the policies necessary to ensure a fair, consistent work environment that is pleasant for everyone. Many times when adults are treated like children, they will act like children.
Dealing with conflict between employees
We are all human and as such we all have flaws that we are trying to overcome. Surely you can remember a time when you got into an argument or disagreement with someone. Or perhaps you have simply come across another individual that "rubs you the wrong way." There is nothing wrong with not being able to get along with every single person that you cross paths with. However, the problems can definitely become magnified if the person that you are in conflict with is a co-worker. As a manager, surely you can understand how differences between individuals is natural and to be expected. Conflicts will occur. But when those conflicts do not resolve themselves the way that you hope and interfere with business, there are some things that you may have to do in order to deal with the conflict between employees directly.
Individual assessments of job performance
We are all human and as such we all have flaws that we are trying to overcome. Surely you can remember a time when you got into an argument or disagreement with someone. Or perhaps you have simply come across another individual that "rubs you the wrong way." There is nothing wrong with not being able to get along with every single person that you cross paths with. However, the problems can definitely become magnified if the person that you are in conflict with is a co-worker. As a manager, surely you can understand how differences between individuals is natural and to be expected. Conflicts will occur. But when those conflicts do not resolve themselves the way that you hope and interfere with business, there are some things that you may have to do in order to deal with the conflict between employees directly.
Individual assessments of job performance
How to fire an ineffective employee without causing discord amongst remaining employees
Firing an employee is difficult. What makes the process even more difficult is the process of damage control that often follows the termination of one employee. Co-workers are generally very loyal to each other. Managers are often viewed as detached from the employees that they are responsible for. When an individual needs to be fired, his co-workers are likely to come to his defense regardless of the manager's argument. Thus it is important to take care of these delicate matters in a way that does not create discord amongst remaining employees.
Remaining employees become upset when one of their own is fired for many reasons. The delinquent employee might fabricate data in order to shed a better light on himself and may tell his co-workers that he does not deserve the poor treatment he is receiving. Or perhaps remaining employees feel that their jobs have been threatened. Of course there are many other reasons why "discord" is not unusual but there are ways that you can manage and minimize the harmful effects that firing an employee might have on the remainder of your team.
Firing an employee is difficult. What makes the process even more difficult is the process of damage control that often follows the termination of one employee. Co-workers are generally very loyal to each other. Managers are often viewed as detached from the employees that they are responsible for. When an individual needs to be fired, his co-workers are likely to come to his defense regardless of the manager's argument. Thus it is important to take care of these delicate matters in a way that does not create discord amongst remaining employees.
Remaining employees become upset when one of their own is fired for many reasons. The delinquent employee might fabricate data in order to shed a better light on himself and may tell his co-workers that he does not deserve the poor treatment he is receiving. Or perhaps remaining employees feel that their jobs have been threatened. Of course there are many other reasons why "discord" is not unusual but there are ways that you can manage and minimize the harmful effects that firing an employee might have on the remainder of your team.
How to recognize good performance
As a leader it is always good to recognize good performance from your team. You should always let your team know that you are seeing their efforts. Not only do you have to conscientiously recognize that your team is doing well but you have to tell your team what you are recognizing. You team will feel much better about themselves and their work if they know they are doing a good job and that they are pleasing their supervisor. You team will strive to always put their best efforts in to get their job done when they know that they are appreciated, that is why it is always good to recognize good performance. Let's go over ways that you can recognize good performance.
The most obvious way that you will recognize good performance is by seeing it. You will need to be very observant. You can watch your team and observe what they are doing. You can pick the people who are putting in the most effort, and the people who are absolutely excelling. You can also observe the work that is being done. If you see that a job has been done efficiently and correctly, then you have recognized good performance. When you see good performance you are observing this information for your self, and you will need to take that information and pass it on by letting your team know you acknowledge their efforts.
As a leader it is always good to recognize good performance from your team. You should always let your team know that you are seeing their efforts. Not only do you have to conscientiously recognize that your team is doing well but you have to tell your team what you are recognizing. You team will feel much better about themselves and their work if they know they are doing a good job and that they are pleasing their supervisor. You team will strive to always put their best efforts in to get their job done when they know that they are appreciated, that is why it is always good to recognize good performance. Let's go over ways that you can recognize good performance.
The most obvious way that you will recognize good performance is by seeing it. You will need to be very observant. You can watch your team and observe what they are doing. You can pick the people who are putting in the most effort, and the people who are absolutely excelling. You can also observe the work that is being done. If you see that a job has been done efficiently and correctly, then you have recognized good performance. When you see good performance you are observing this information for your self, and you will need to take that information and pass it on by letting your team know you acknowledge their efforts.
Continue reading "How to recognize good performance"Tips for understanding behavior in employees
The world of business management is not all about cash flow, spreadsheets, and marketing, there is the tricky business of human behavior that must be attended to. Most business managers who studied management in school spent a lot more time in accounting and economics class than they did in psychology class and sometimes human behavior can be quite a mystery. Here are a couple of tips to help you understand the behavior of your employees.
Employees are "trainable"-at one level, humans are just animals and our behaviors can be understood as a series of stimulus and response patterns. At a very basic level, we repeat behaviors that have worked for us in the past and fail to repeat behaviors that have not worked for us. This concept is called behaviorism and it says that when employees are rewarded for good behavior, they will repeat the behavior. In a bad job, the only reward an employee gets is a paycheck and he or she will do as little as possible to keep getting that reward. In a good job, there are constant rewards; even praise can be considered a motivating reward that encourages good behavior.
The world of business management is not all about cash flow, spreadsheets, and marketing, there is the tricky business of human behavior that must be attended to. Most business managers who studied management in school spent a lot more time in accounting and economics class than they did in psychology class and sometimes human behavior can be quite a mystery. Here are a couple of tips to help you understand the behavior of your employees.
Employees are "trainable"-at one level, humans are just animals and our behaviors can be understood as a series of stimulus and response patterns. At a very basic level, we repeat behaviors that have worked for us in the past and fail to repeat behaviors that have not worked for us. This concept is called behaviorism and it says that when employees are rewarded for good behavior, they will repeat the behavior. In a bad job, the only reward an employee gets is a paycheck and he or she will do as little as possible to keep getting that reward. In a good job, there are constant rewards; even praise can be considered a motivating reward that encourages good behavior.
How to handle commuting problems with your staff
Depending on where your office is located will depend on what type of commuting problems you will have with your staff. If you are continually have staff members that are late due to commuting there are some things that you can do to help with them. Here are some ideas on how to handle commuting problems with your staff.
The first idea on how to handle commuting problems with your staff is to have them come at an earlier time or later time when the commute isn't s bad. For example if the commute is better for them to come in at 9:00 a.m. instead of 8:00 a.m. maybe give them an option of having them work 9:00 a.m. to 6:00 p.m. instead of 8:00 a.m. to 5:00 p.m. This will help your staff be happier because they are not spending so much time in traffic and it will help you to be happier because you are not always stressing because your employee is always late.
Depending on where your office is located will depend on what type of commuting problems you will have with your staff. If you are continually have staff members that are late due to commuting there are some things that you can do to help with them. Here are some ideas on how to handle commuting problems with your staff.
The first idea on how to handle commuting problems with your staff is to have them come at an earlier time or later time when the commute isn't s bad. For example if the commute is better for them to come in at 9:00 a.m. instead of 8:00 a.m. maybe give them an option of having them work 9:00 a.m. to 6:00 p.m. instead of 8:00 a.m. to 5:00 p.m. This will help your staff be happier because they are not spending so much time in traffic and it will help you to be happier because you are not always stressing because your employee is always late.
How to develop ability in your staff
There are so many different things that you have to worry about when you either own your own business or if you are managing a staff. If you are either you know one thing that is important to keep in mind is your staff. Your staff is a very important part of your team because they are what keep the business running. If you are just getting a business started or revamping your team and need to develop ability in your staff there are a few things you will want to keep in mind. Here are some tips on how to develop ability in your staff.
The first tip on how to develop ability in your staff is to first find out how your staff reacts to different levels of management. For example some people might like to be told every step of the way what needs to be done while others like to be given direction but like to do the layout them selves with little supervision. You will want to make sure that you get an idea of how your employees will respond the best so you will know how to develop ability in your staff.
There are so many different things that you have to worry about when you either own your own business or if you are managing a staff. If you are either you know one thing that is important to keep in mind is your staff. Your staff is a very important part of your team because they are what keep the business running. If you are just getting a business started or revamping your team and need to develop ability in your staff there are a few things you will want to keep in mind. Here are some tips on how to develop ability in your staff.
The first tip on how to develop ability in your staff is to first find out how your staff reacts to different levels of management. For example some people might like to be told every step of the way what needs to be done while others like to be given direction but like to do the layout them selves with little supervision. You will want to make sure that you get an idea of how your employees will respond the best so you will know how to develop ability in your staff.
How to deal with inter-office cultural differences
There are a lot of different issues that each office faces. One issue that is a really big deal is inter-office cultural differences. If you are having problems with inter-office cultural differences and do not know how to deal with them there are some things that you will want to know. Here are some tips on how to deal with inter-office cultural differences.
The first tip on how to deal with inter-office cultural differences is to have education on different cultures in an office. Having people know about different cultures will help them to be more educated and will help them to be more comfortable around people that are different from themselves. Make sure that you have meetings regularly about inter-office cultural differences so people will know that it is not good to have in an office.
There are a lot of different issues that each office faces. One issue that is a really big deal is inter-office cultural differences. If you are having problems with inter-office cultural differences and do not know how to deal with them there are some things that you will want to know. Here are some tips on how to deal with inter-office cultural differences.
The first tip on how to deal with inter-office cultural differences is to have education on different cultures in an office. Having people know about different cultures will help them to be more educated and will help them to be more comfortable around people that are different from themselves. Make sure that you have meetings regularly about inter-office cultural differences so people will know that it is not good to have in an office.
How to build better relationships with your colleagues
Introduction
You spend about one fifth of your life at work so you might as well work on making that time as pleasant as possible. One way to make the time you spend in the office pleasant is to build good relationships with your colleagues. Fortunately, this is relatively easy to do.
Instructions
Introduction
You spend about one fifth of your life at work so you might as well work on making that time as pleasant as possible. One way to make the time you spend in the office pleasant is to build good relationships with your colleagues. Fortunately, this is relatively easy to do.
Instructions
Dealing with layoffs, what can you do?
Maybe one of the hardest things you will ever have to do in your business management career is layoffs. Of course, if things go perfectly, you won't ever have to do layoffs. There are things that you can do to protect yourself from the financial problems that lead to layoffs; but that is another article. The sad truth is that most business managers will have to enact some layoffs at some point. If you do get into a layoff situation, here are a few tips to help you handle the situation.
Be upfront BEFORE the layoffs occur-the rumor of an impending layoff can be as traumatizing to your staff as the actual layoff. As soon as you know that you will have to do a layoff, hold a meeting and tell you employees what to expect. This approach will reduce rumors and it will allow some forewarning so that the actually layoff isn't such a shock. It is a terrible thing for a family when mom or dad goes to work one day, just like every other day, and comes home unemployed. Often one of the questions that people ask is, "how am I going to tell my family?" If your employees get some warning beforehand, they will be able to prepare their families for the possibility of a layoff.
Maybe one of the hardest things you will ever have to do in your business management career is layoffs. Of course, if things go perfectly, you won't ever have to do layoffs. There are things that you can do to protect yourself from the financial problems that lead to layoffs; but that is another article. The sad truth is that most business managers will have to enact some layoffs at some point. If you do get into a layoff situation, here are a few tips to help you handle the situation.
Be upfront BEFORE the layoffs occur-the rumor of an impending layoff can be as traumatizing to your staff as the actual layoff. As soon as you know that you will have to do a layoff, hold a meeting and tell you employees what to expect. This approach will reduce rumors and it will allow some forewarning so that the actually layoff isn't such a shock. It is a terrible thing for a family when mom or dad goes to work one day, just like every other day, and comes home unemployed. Often one of the questions that people ask is, "how am I going to tell my family?" If your employees get some warning beforehand, they will be able to prepare their families for the possibility of a layoff.
How to properly offer incentives
Offering incentives is a big part of a manager's job. Whether you're managing "regular" employees, other managers, whole buildings of both, etc., the truth holds: incentives are known to spur a company's workers forward, give them extra energy, increase their loyalty to the company, and so forth. But there are proper and improper ways of offering incentives. Let's look at the improper ways first.
Improper ways of offering incentives, number one.
Offering incentives is a big part of a manager's job. Whether you're managing "regular" employees, other managers, whole buildings of both, etc., the truth holds: incentives are known to spur a company's workers forward, give them extra energy, increase their loyalty to the company, and so forth. But there are proper and improper ways of offering incentives. Let's look at the improper ways first.
Improper ways of offering incentives, number one.
How to overcome employee objections to policy
First of all, I can hear you asking: Who cares? Why should I care about overcoming employee objections to policy? Now, of course I could swiftly rebuke you with a bunch of talk about how employees are human beings too and part of the team and need to be treated as such. But I won't. I understand perfectly your reaction (assuming you had it). I know that you know that employees are human beings and so forth. I know that you know that employees are part of the team. But you, after all, make company policy; and you're the only one with a broad view of the company's current situation and where it's headed; so it does irk a little when employees get disgruntled and start complaining about company policy. Let's consider a few things, however.
1. No matter how bothersome it is, employees are always going to object to policy changes, especially when those changes seem to affect them negatively.
First of all, I can hear you asking: Who cares? Why should I care about overcoming employee objections to policy? Now, of course I could swiftly rebuke you with a bunch of talk about how employees are human beings too and part of the team and need to be treated as such. But I won't. I understand perfectly your reaction (assuming you had it). I know that you know that employees are human beings and so forth. I know that you know that employees are part of the team. But you, after all, make company policy; and you're the only one with a broad view of the company's current situation and where it's headed; so it does irk a little when employees get disgruntled and start complaining about company policy. Let's consider a few things, however.
1. No matter how bothersome it is, employees are always going to object to policy changes, especially when those changes seem to affect them negatively.
How to overcome employee objections to policy
First of all, I can hear you asking: Who cares? Why should I care about overcoming employee objections to policy? Now, of course I could swiftly rebuke you with a bunch of talk about how employees are human beings too and part of the team and need to be treated as such. But I won't. I understand perfectly your reaction (assuming you had it). I know that you know that employees are human beings and so forth. I know that you know that employees are part of the team. But you, after all, make company policy; and you're the only one with a broad view of the company's current situation and where it's headed; so it does irk a little when employees get disgruntled and start complaining about company policy. Let's consider a few things, however.
1. No matter how bothersome it is, employees are always going to object to policy changes, especially when those changes seem to affect them negatively.
First of all, I can hear you asking: Who cares? Why should I care about overcoming employee objections to policy? Now, of course I could swiftly rebuke you with a bunch of talk about how employees are human beings too and part of the team and need to be treated as such. But I won't. I understand perfectly your reaction (assuming you had it). I know that you know that employees are human beings and so forth. I know that you know that employees are part of the team. But you, after all, make company policy; and you're the only one with a broad view of the company's current situation and where it's headed; so it does irk a little when employees get disgruntled and start complaining about company policy. Let's consider a few things, however.
1. No matter how bothersome it is, employees are always going to object to policy changes, especially when those changes seem to affect them negatively.
How to overcome employee objections to policy
First of all, I can hear you asking: Who cares? Why should I care about overcoming employee objections to policy? Now, of course I could swiftly rebuke you with a bunch of talk about how employees are human beings too and part of the team and need to be treated as such. But I won't. I understand perfectly your reaction (assuming you had it). I know that you know that employees are human beings and so forth. I know that you know that employees are part of the team. But you, after all, make company policy; and you're the only one with a broad view of the company's current situation and where it's headed; so it does irk a little when employees get disgruntled and start complaining about company policy. Let's consider a few things, however.
1. No matter how bothersome it is, employees are always going to object to policy changes, especially when those changes seem to affect them negatively.
First of all, I can hear you asking: Who cares? Why should I care about overcoming employee objections to policy? Now, of course I could swiftly rebuke you with a bunch of talk about how employees are human beings too and part of the team and need to be treated as such. But I won't. I understand perfectly your reaction (assuming you had it). I know that you know that employees are human beings and so forth. I know that you know that employees are part of the team. But you, after all, make company policy; and you're the only one with a broad view of the company's current situation and where it's headed; so it does irk a little when employees get disgruntled and start complaining about company policy. Let's consider a few things, however.
1. No matter how bothersome it is, employees are always going to object to policy changes, especially when those changes seem to affect them negatively.
How to address a communication problem with an employee
Unfortunately, a part of business management is also conflict resolution. It can be tricky but when you have a communication problem with an employee, you have to address it. This is a dangerous area for business relations and employee moral because "communication problem" tends to be a euphemism for "personality conflict".
If you encounter a communication problem with an employee, it is important to address it as quickly as possible. "Nipping the buds" of these sorts of problems will prevent the problem from blossoming and affecting more of your team. These kind of problems never fix themselves, so do yourself a favor and get on it before if gets out of control.
Unfortunately, a part of business management is also conflict resolution. It can be tricky but when you have a communication problem with an employee, you have to address it. This is a dangerous area for business relations and employee moral because "communication problem" tends to be a euphemism for "personality conflict".
If you encounter a communication problem with an employee, it is important to address it as quickly as possible. "Nipping the buds" of these sorts of problems will prevent the problem from blossoming and affecting more of your team. These kind of problems never fix themselves, so do yourself a favor and get on it before if gets out of control.