http://www.youtube.com/watch?v=v3ri25QB0s0

It is my observation that today, many people are tired of waiting for things to turn around and they feel that it is finally time to make their own futures come true. The first step to doing this is to prepare a plan to follow. For most small and mid size businesses, planning often happens after, or because of the fires that are burning at their feet. Have you ever heard the saying that “an ounce of prevention is worth a pound of cure”? I never really understood it until now.

So, my New Year’s resolution for my business is to look at last year’s business overview and set some realistic goals for what I want our business to accomplish. Once I have set my goals, my first step will be to set a step-by-step plan of how to accomplish these goals. Then I will set my plan in motion and always monitor my progress closely to make needed changes along the way.

Planning for Success Made Easy

Follow these 5 easy steps to get started.

1. Get ready. Planning takes concentration as well as time, so you need a space where you can focus without distractions. If your one of those people who can’t ignore e-mails and phone calls when you’re in your office, gather everything you will need and go somewhere else to plan. A good rule of thumb is to set aside at least one hour of planning time for every month you are planning for.

2. Brainstorm. Brainstorm every project, task, and idea you need to complete by the end of the year to achieve your goals. At this stage, turn off the censor: Don’t worry about how important it is or how you’ll get it done. Just write everything down. Get it out of your head and onto paper or screen.

3. Organize / Categories Now that you’ve got it all written down, organize the items by grouping similar items together. Use categories such as marketing/advertising, sales, training, etc. You’ll find that some projects or ideas go hand-in-hand, that some tasks are part of a larger project that you’ve identified, etc. Make sure to write the groupings out in a way that makes sense to you.

4. Prioritize. Prioritize your goals and tasks using these ratings:

• A – Top Priority (Must do)
• B – High Priority (Important to do)
• C – Med Priority (Nice to have completed)
• D – Delegate (Can have someone else do)
• E – Eliminate (No need to be done)

5. Calendar. With all your tasks organized and prioritized, it’s time to put a time line together to determine when they will get done. To make sure the critical projects get accomplished, schedule all the Priority A items on your calendar first, then move to the B items-and if you’ve still got space, to Priority C.

You’ve planned the work; now all you have to do is work the plan. I’m committing to taking control of my business’s future and destiny and make 2011 our biggest and best year ever. How about you?

To give managers an inside view on what matters most to workers, Lore International Institute, surveyed 500 employees from different kinds of organizations and industries. The results netted valuable information every manager will find useful in today’s talent-driven workplace.

What employee’s want:

According to a recent study from Walker Loyalty Reports, “loyal employees” are only committed to managers and companies for about two years. So, when you understand what people really want from a manager, you can increase your chances of keeping them longer. Below is the information the Lore International Institute’s survey found out about what employees really want from their manager or supervisor.

• Honesty
  91.5% want honesty and integrity from their manager.
• Fairness
  89.2% want their manager to be fair and to hold everyone accountable for the same standards.
• Trust
  86.7% want to trust–and be trusted by–their manager.
• Respect
  84.7% want to respect–and be respected by–their manager.
• Dependability
  81.2% want to be able to count on their manager.
• Collaboration
  77.4% want to be a part of their manager’s team and be asked to contribute ideas and solutions.
• Genuineness
  76.2% want their manager to be a genuine person.
• Appreciation
  74.4% want their manager to appreciate them for who they are and what they do.
• Responsiveness
  73.9% their manager to listen, understand, and respond.

How to give employees what they want:

Understanding what people want is key to being a successful manager, but you also have to know how to give it to them–and that takes both skill and will. Here are some tips for getting started:

► Treat people like human beings–not human resources.  Call everyone by name. Celebrate birthdays. Learn a few details about employees’ lives–even if you have to jot them down to remember them.

► Invite ideas.  Ask people what they think, both one-on-one and in team meetings. Determine the best ideas, act on them, and make sure to give credit where credit is due. This can easily be done by designating a note taker for each meeting and having everyone offer at least one idea for streamlining a process, improving communication, or providing a new product or service. Even consider putting the person who made the suggestion in charge of implementing their idea.

► Give risky assignments.  Trust people with “stretch” projects even when the outcome is uncertain. It’ll give them a chance to shine–or to fall short and learn from the experience. Have you ever seen an employee rearranging things on his desk for a full hour at the end of the day? This is a monumental waste of human potential, organizational resources, and money. Make sure your employees have meaningful, purpose-driven work that really challenges them. Insist they find ways to do their jobs better, faster, or cheaper, and provide training and development opportunities. Ask regularly for their ideas on how to make better use of their talents and skills.

► Protect and serve.  The workplace isn’t black and white. Rules are made and broken. Projects start off strong and wind up failing. Show people you’ve got their backs and help them regroup and recover when the going gets tough.

► Be accessible.  An open-door policy means nothing if you’re never in. Do your best to really be there for people, even if it means setting aside a regular time when all you do is connect with employees.

► Pay attention.  Multi-tasking isn’t cool. Turn off the phone, quit your e-mail, and meet people face-on with no distractions. When you don’t, you send the message you’re preoccupied or indifferent–even if you keep up your end of the conversation.

► Keep secrets.  Have respect for what people share with you in confidence. Unless a secret crosses a legal or ethical line, keep it to yourself–even if the information has power. Nothing damages a relationship faster than a manager who betrays an employee’s trust.

► Bare your humanity.  Own up to your mistakes. Laugh at yourself. This will remind people that you too, are only human.

► Care.  Take time to really care about people–no faking allowed. Ask them what’s up when they’re down, and create a safe place to laugh, cry, or blow off steam without fear of judgment.

Success is never easy and often takes great effort. Your ability to develop your skills as a leader is critical for success. With this holiday season upon us, from one manager to another, let’s remember to “do unto others as you would have them do unto you.”

Happy Holidays from Texas LoneStar Staffing!

 

After you have put in all the hard work, long hours, risk and effort, your plans start working and your business is doing well and growing.  But that raises another problem.  Now in order to keep up with business and continue to grow, your staffing needs have changed.  The problem is you do not have the necessary resources to meet this new demand as quickly as you need to.  So, in your eyes the only solution is to work longer hours every day and on weekends.  In most cases, this does not go over well with the family.  Does this sound familiar to you?  Business owners are not the only ones that feel the pressure of this dilemma; managers and executives of large companies often experience it as well.  The fact is that business needs change quickly due to absences, new clients, rush orders, unexpected events, growth, etc.  Did you know that your business can benefit from utilizing temporary help as your business needs change?

What are your goals for your business in 2011?  Let’s assume for a minute that your high priority goals are to cut costs and improve productivity. These are probably some of the same goals that most organizations will have on their high priority list for the New Year.  How can you accomplish these goals?  You need to plan your staffing requirements six months or more in advance.  Look for ways to use contract and temporary staff to lower your labor costs, expand your capacity to do business and capitalize on new opportunities.  Below are some sample goals that you can set to improve your business in 2011 and ways you can use staffing companies to help you achieve these goals.

Goal # 1 – Contain Costs 

All businesses need to control expenses. Staffing solutions can reduce overhead and manage operating costs in several areas:

*       Fixed Expenses–By using temporary employees for special projects or during peak workload periods, you get the experience and skills you need without increasing your fixed payroll costs.  You also eliminate all the cost associated with advertising your temporary openings.

*       Benefit Expenses–Using staffing services can limit your benefit expenses. Most temporary employees receive only limited benefits paid by the staffing firm.

*       Overtime Costs–By using temporary employees, you can reduce the amount of overtime you pay your permanent staff.

*       Unemployment Claims–Because staffing companies provide the temporary employees, none of the unemployment claims that these temporary employees will file will affect your rating.

Goal #2 – Reduce Risk

Staffing companies can help your business succeed by reducing the risks that are a part of hiring and human resource management:

*       Bad Hires–All hiring decisions are risky because bad ones are so costly. To help protect yourself, consider utilizing a temp-to-hire option to try out a new employee. If you’re pleased with the temporary employee’s performance, you can offer him or her a direct position. If you’re not, you can simply call the staffing company and tell them you don’t need the employee to come back.  

*       Burnout–As the workload increases, stress and tension in the workplace increases, and so do absenteeism, workers’ compensation claims, and the need for more management. Adding temporary employees during peak work periods can help reduce the demand on your direct staff.

*       Legal Issues–Staffing firms are well-versed in employment law, so they comply with all federal, state, and local regulations. They can also help ensure that you’re following non-discriminatory hiring practices.

*       Layoffs–By using temporary employees on an as needed basis, companies that have frequent changes in workload can reduce or eliminate the need to lay off direct personnel during lesser workload periods.

Goal #3 – Increase Flexibility

In order to be successful, many of today’s businesses have to meet market demands quickly, without committing to long-term expense. Staffing firms can provide the support and expertise you need to get your work done within time and budget constraints.

*       Staffing Options–Temporary employees can be your answer to situations with short-term staffing requirements, including special projects, seasonal work, vacation and maternity leaves, and tight deadlines.

*       Immediate Placement Needs–Most staffing companies maintain detailed applicant databases. This gives them the capability to identify candidates who have the skills, experience, and personality that match your work environment. They can also supply competent temporary employees who can fill in until you’ve found the right people for direct positions.

Goal #4 – Better Use Of Your Time

Time may be the most precious commodity in business. The time you spend finding and hiring employees is time away from doing what you do best…running your business. Staffing firms can relieve your hiring and managing burden.

*       Hiring Process–Staffing companies that offer direct placement services can eliminate the time you spend advertising, screening, interviewing, testing, and reference checking.

*       Training–Because staffing firms have access to temporary employees with the skills you need, you’ll spend less time training new personnel. 

*       Payroll Administration–When you use temporary employees, the staffing firm is responsible for the time-intensive tasks of processing and administering payroll and benefits.

Goal #5 – Grow your business.

Businesses either grow and prosper or stagnate and fail. Staffing can play an important role in facilitating new growth concepts and supporting demands created by an organization’s success.

*       New Ideas– Lets pretend you want to try to expand your business by going in a new direction.  Business functions outside of your normal day-to-day business can be outsourced to staffing companies. Consider using a staffing company to fill positions to execute your new direction.  If you gain success, then you can offer the temporary employees a permanent position.  Conversely, if your new idea doesn’t work, simply call the staffing company and let them know that you don’t need the temporary employees to come back to work.

*       Rapid Growth–A staffing organization can supplement your human resources department. By taking the time to learn and understand your business, they can help you recruit temporary employees and direct hires that will be compatible with your work environment.

As you can see, there are many goal-oriented benefits associated with the strategic use of staffing services. The key to developing a successful staffing strategy is to ask yourself, “What are my company’s goals, and which staffing services can help me reach those goals?” Visit with staffing companies to answer these questions, and you’ll be another step closer to meeting more of your business goals.

Look for our article next month.  We will look through the eyes of employees to find out what makes a good manager.

The purpose of any resume is to make the job seeker look as good as it can and minimize any objections that may negatively impact your decision to hire them.  Sometimes it is necessary to read between the lines.  But how do you see what is NOT there?  Your ability to see what is NOT there is as important as understanding what IS on the resume.  This ability to read between the lines directly affects your success in recruiting quality candidates that will be with you as a productive employee for many years to come.  Here are a few things to look for:

Click on the picture below to read the remainder of the article.

Resume Warning Signs: Reading Between The Lines

I found a list of some of the best ways to reward employees without breaking the bank.  These suggestions came from management consultants, HR pros, career coaches, book authors and bosses from a range of industries.  Click the picutre below and scroll to page 3 to read a few of them.

Because running a small business is so demanding, new employee orientation often falls by the wayside, and new hires are left to sink or swim. But neglecting “onboarding” – the latest term for getting a new employee acclimated – prevents new hires from reaching productivity quickly and can make them feel unwelcome. That makes a frustrating experience for new hires and results in higher turnover.  To learn more about “onboarding”, click on the picture below and scroll to page 15.

Ready, Set....Go!

Why would a company ever consider using an outplacement company?  Click the picture below and scroll to page 11 to find out!

To read some easy tips I found when doing research on the subject, click on the image below and scroll to page 11. 

•  Shopping locally stimulates your community’s economy. 
• Keeping it local boosts the community’s economy through employment opportunities.
• Local business owners are more likely to invest in the communities where they do business. 
• Local businesses help build strong communities and neighborhoods, linking citizens and nurturing local causes.
• Shopping at local stores or restaurants makes them a destination for socializing.
• The customer service at a locally owned business is outstanding.
• Shopping locally keeps non-chain shops thriving and it helps them maintain their uniqueness and authenticity. 

Click on the picture below to read the entire article and learn all of the advantages your community gains when we keep it local.

When you, as a consumer, buy locally it allows local entrepreneurs to stay in business while investing back into their own community; YOUR COMMUNITY.  Wouldn’t you prefer that the tax dollars you spend, be used to improve the community where you live?