Five Steps to Increase the People Power in Your Business

Written by Jan B. King


Five Steps to Increaserepparttar People Power in Your Business

Take some bold steps and help your employees and business partners open up to real change and help them start thinking again torepparttar 104150 longer term. Send a message that you are ready to commit to new ways of thinking and that that includes a commitment torepparttar 104151 success of your employees inrepparttar 104152 changing workplace.

1. Reconsider your company vision. A vision statement usesrepparttar 104153 future to help analyzerepparttar 104154 present. It must have a message that everyone fromrepparttar 104155 CEO torepparttar 104156 receptionist to your freelance workers can understand and put into practice daily. Vision isrepparttar 104157 match that lights repparttar 104158 fire of potential in people. To do its job, a vision must be long-term, meaningful in a human context and appeal to a higher purpose. Make several drafts of your vision and circulate them to people who’s opinion you value inside your company and out.

Ask yourself and others these questions:

Does our vision lead to action? What will your customers be looking for from your company? Can you live with this vision? Are you willing to act in accordance with it even if times get rough?

2. Devote more time torepparttar 104159 management of people power. People issues only seem to capture our full attention during times of crisis. Give themrepparttar 104160 time they deserve by setting up regular monthly staff meetings to discuss HR issues only.

Try this exercise: Managers raterepparttar 104161 effectiveness of each employee on a simple scale from one to ten. Employees you rate 4 or below are clearly not making it in your workplace. Take action to move them withinrepparttar 104162 company or help them move out ofrepparttar 104163 company withinrepparttar 104164 next 30 days. Employees you rate 8 or higher should have ongoing leadership development plans - they are your superstars. Spend more time with these people than any others. Make sure they know how you think about them and put them in coaching programs to be sure they continue to develop.

What Your Employees Want You to Know (But You Might Be Afraid to Ask)

Written by Jan B. King


What Your Employees Want You to Know (But You Might be Too Afraid to Ask)

This is a challenge for every company owner and manager. You have tremendous plans for growth and expect a lot of your employees. But do you know ifrepparttar company is meeting your best employees’ expectations? Are you providingrepparttar 104149 type of environment that supports high productivity and high quality? Do you really want to know?

If you do, consider creating a Company Performance Review to find out what your company culture really is. Find out how employees feel about their environment and morale at your company. The Company Performance Review asks employees if they see certain behaviors occurring at your company – behaviors that could kill a company over time if left unchecked. It will help you determine if there are ethical issues you need to be concerned about in your company.

This review must be completed anonymously, or employees won’t be comfortable answering honestly. The object is to make all employees suddenly more aware that actions that are sometimes common in companies can do real and lasting damage. It takes effort to increaserepparttar 104150 recognition of ethical issues to make it easier to begin setting standards.

For instance, here are some questions you might consider asking employees – but only if you are ready to deal with repparttar 104151 answers inrepparttar 104152 whole culture (don’t killrepparttar 104153 messenger).

Do employees…? Give a full days work for a full days pay Accept gifts or favors from suppliers Falsify time sheets or other reports Gossip about other employees Do other work on company time or with company equipment

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