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Will You Add? - Are You Tolerating Less Than Your Standards
Common office interruptions, such as phone calls or visits from co-workers, can lessen your productivity. These interruptions are especially menacing when on a deadline. By following some key steps, you can keep office distractions at bay and get your work done on time.1) Take Advantage of Voice Mail. Phone calls are important to every job; however, when on a deadline, let the call go into voice mail. When you answer a pho
Most of the current Yellow Page directories are printed on white paper. Yellow ink is printed over it to merely give the appearance of yellow paper. That allows the ability of the publisher to print full color on white paper, as with magazines and newspapers. There are many other misconceptions that most businesses and consumers assume. Here are a few more: The largest ads mean the products or services offered are the most
1. Do you have clearly defined standards? When employees are not performing, the first place to look is to your definition of what you would like for them to do. Too many job descriptions are vague or contain perceptions instead of clear behaviors. Do your job descriptions include standards like, "Responds to Customers in a courteous manner", "Dresses professionally", or "Responds immediately to Customer concerns"? If any of these statements sound familiar, the first reason why you may be experiencing low performance is due to the lack of clarity of your standards. Define "professional" "courteous" and "immediately" and then your employees will have a clearer understanding of what you expect them to do.
2. Do your Managers hold your employees accountable for following the standard? If you look around your workplace and find that people are not dressed professionally, are eating in the work environment or are communicating in ways that do not meet your expectations; look to your Supervisors for answers. When someone does not follow the dress code, is this communicated to the employee? If Supervisors are not holding employees accountable for following the standard, then the employees will do as much as they think they can get away with. People's performance only rises to the highest level of tolerance of your standards, not to the standards themselves. Teach your Supervisors how to effectively communicate the standards and how to convey messages that could
It is now common thing when large corporation selects mid-market ERP or so-called standard functionality MRP solution as its corporate accounting system. Microsoft Business Solutions Great Plains is very good candidate. As all MBS ERPs it has MS SQL Server 2000/2005 database platform and allows you to deploy customizable and altered solution, serving large corporation HR department. If you use US / Canadian Payroll module as payc
2. Do your Managers hold your employees accountable for following the standard? If you look around your workplace and find that people are not dressed professionally, are eating in the work environment or are communicating in ways that do not meet your expectations; look to your Supervisors for answers. When someone does not follow the dress code, is this communicated to the employee? If Supervisors are not holding employees accountable for following the standard, then the employees will do as much as they think they can get away with. People's performance only rises to the highest level of tolerance of your standards, not to the standards themselves. Teach your Supervisors how to effectively communicate the standards and how to convey messages that could
Today many of us work in highly competitive environments where we are constantly striving to achieve greater and greater success. As a result we are pressured to work longer hours. According to the Australian Institute, Aussie’s are working longer hours than our counterparts in Europe. Even worse research shows that 41% of Australian women do not even take their full annual leave entitlements in many cases claiming time constraints
2. Do your Managers hold your employees accountable for following the standard? If you look around your workplace and find that people are not dressed professionally, are eating in the work environment or are communicating in ways that do not meet your expectations; look to your Supervisors for answers. When someone does not follow the dress code, is this communicated to the employee? If Supervisors are not holding employees accountable for following the standard, then the employees will do as much as they think they can get away with. People's performance only rises to the highest level of tolerance of your standards, not to the standards themselves. Teach your Supervisors how to effectively communicate the standards and how to convey messages that could
Successful business owners and effective managers pay careful attention to running mentoring programs in their businesses.In keeping with their Mission, Vision, Values and superior customer service, these high performers ensure that their employees and potential leaders get the best possible support, guidance and mentoring.This developmental approach encourages employees to work to the highest level of quality and effo
Being paid on time is essential to the financial health of a business and good cash flow management. It is therefore important to encourage your customers to pay you promptly. One way that you can do this is by invoicing your customers properly.Sending out Accurate Invoices on TimeOne of the key ways that you can avoid late payments is by ensuring that you send out invoices on time and that they are accurate.ors are not holding employees accountable for following the standard, then the employees will do as much as they think they can get away with. People's performance only rises to the highest level of tolerance of your standards, not to the standards themselves. Teach your Supervisors how to effectively communicate the standards and how to convey messages that could be perceived as negative. When you have to tell employees that they are not following the standard, it can be an uncomfortable situation. But it doesn’t have to be. Teach your Supervisors how to use “I statements”, clearly stated facts and how to avoid accusatory language and their exchange of ideas will be more positively received.
3. Do you instill consequences for lack of performance? Once you create clearly defined standards and you teach your Supervisors how to communicate the desired level of performance, you must ensure that you instill the consequences for lack of performance. If your attendance policy states that after the 4th absence, there is a verbal warning given- be sure that this consequence is administered. Employees need to trust that you will do what you say you are going to do. If they know the policy and you do not follow through on the consequences, employees will lose respect for your organization. Employees need to trust that you will do what you say you are going to do- both positive and negative things. If employees observe you following the policies with some employees but not others, they will feel that you treat them unfairly. If they perceive a level of unfairness, they will become irritated and disgruntled. Then this can lead to unnecessary time being spent on HR related issues. Follow through and adhere to the consequences that you have in place and you will create a fair and respected environment.
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