Delegation of Responsibility
The New Supervisor
Susan is the owner of a profitable and growing service business. She has worked hard to grow the business, spent many hours away from family and friends. She has done most of the business management herself, dedicating only minor clerical tasks to others. Her strengths are in sales and marketing, but she is frustrated by being constantly pulled away to supervise the work crews and address customer complaints. The conclusion is that she must begin to delegate some of the supervisory responsibilities to someone else.… Read the rest
As you drive down the street in any town in this county the most prolific visible sign is “help wanted”. With an unemployment rate of 3.8 %, the replacement of those who leave is extremely difficult. Managers need to minimize turnover to maintain a workforce that can produce its products and service its customers. The Work Institute reports that in 2018, 42 million employees left the company where they had been employed. That amounts to one in every four people. The Society of Human Resources Management (SHRM) estimates that replacement costs to hire a new employee is $4,129.
It is widely understood that listening is an important skill in a wide range of activities. To be a great leader or manager, you must be a good listener. To be a good salesperson, you must learn to listen to the needs of your customer or client. To be a good teacher, you must listen to the feedback from your class. To be a good parent, you must listen to the questions from your children. Listening is especially important in being a good spouse.… 
Critical Things Organized and Productive People Do Every Day
As HR professionals wait anxiously for the release of the U.S. Department of Labor’s (DOL’s) final changes to the overtime exemptions, it’s becoming clear that the new rule will cost many employers a lot of money. But the revised standard also will create an opportunity for HR to correct some past mistakes.
The cost to business of employee addiction is tremendous. Many addicts (which includes alcoholics) become extremely skilled at hiding or explaining away events related to their addictions. Encouragement from an employer can be a powerful prompt to the employee to get appropriate treatment and so return to full productivity. (Note: Automatic termination of actively addicted employees is neither humane nor advisable. First, addiction is a disease, not a moral choice. Second, many people who are addicted may be covered by the Americans with Disabilities Act.) Although some of the following may occur in employees who are not addicted, the more that apply, the more likely it is that the employee suffers from addiction in some form or other.… 
In his book, 
Companies and organizations often use part time employees to serve in a limited role. They are not paid as well as full-timers, sometimes do lower level work, and may have a limited career track. They may be moms who have priorities at home, seniors who no longer want a 40 hour work week, or college students looking to earn some money to supplement expenses. They are hired to reduce operating costs, fill leftover hours from full time employees, deal with an economic downturn, or seasonal requirements. Between 2000 and 2010 the number of employees working part time increased by 300 % or 9 million people.… 
In his book, Good to Great, Jim Collins states, “The first thing is to get the right people on the bus and the wrong people off the bus.” He, of course, is referring to the bus as being the company or organization. In our practice, we have worked with both for-profit and non-profit organizations. In the for-profit world the people are employees, while in the non-profit world many of those people are volunteers. Strategic from 2013 have shown that 80% of the non-profit workforce are volunteers, total of 62.6 million. Leaders in non-profit organizations should recognize this important work force and learn how to best recruit, motivate and retain them. They need to appreciate why people volunteer, how to get them on-board and how to retain them.… 
Our clients are often asking us to find better ways to motivate their staff. They are trying to get them more involved in a new challenge or are considering a financial incentive to spur productivity. They may be trying to encourage new ideas or overcome seemly insurmountable obstacles. Carolyn Dewar and 
In working with businesses and organizations of all kinds, I hear the same concerns everyday:
Every morning I have a routine to start my day. I get up, brush my teeth, floss, rinse with mouthwash, shower and put in my contact lens. If for some reason that routine is disturbed, I might find myself later in the day wondering why I can’t see well. Have you ever found yourself leaving home and going in the wrong direction in your car because you are not going to work that day, but to a different destination. These are two examples of the habits that develop over time into routines.
organizations to provide managers with a structured approach to the key retention criteria.Simplistically, most people will feel motivated and will want to stay in their job if their manager: