際際滷shows by User: asadibiz1 / http://www.slideshare.net/images/logo.gif 際際滷shows by User: asadibiz1 / Mon, 22 Aug 2016 22:10:45 GMT 際際滷Share feed for 際際滷shows by User: asadibiz1 10 Golden Rules for Delegating Tasks to Your Employees /slideshow/10-golden-rules-for-delegating-tasks-to-your-employees/65253287 howtodelegatetaskstoyouremployees-160822221046
Successful managers are often masters of delegation. You can never be good at everything your business requires to be done. If you have chosen your employees with care and have trained them well, you should be able to delegate to them. Any executive who attempts to do everything himself will soon get caught in the details and will lose sight of the big picture. Be very clear about what the job is and how it is to be done Brief your subordinate very clearly Allow freedom to work; accept that different people do the same job differently Keep track of what is happening, but dont breathe down their necks You can delegate a job, but the responsibility stays with you Do not delegate jobs that involve bad news or have a high degree of uncertainty Do not delegate if the risk is high ]]>
Successful managers are often masters of delegation. You can never be good at everything your business requires to be done. If you have chosen your employees with care and have trained them well, you should be able to delegate to them. Any executive who attempts to do everything himself will soon get caught in the details and will lose sight of the big picture. Be very clear about what the job is and how it is to be done Brief your subordinate very clearly Allow freedom to work; accept that different people do the same job differently Keep track of what is happening, but dont breathe down their necks You can delegate a job, but the responsibility stays with you Do not delegate jobs that involve bad news or have a high degree of uncertainty Do not delegate if the risk is high ]]> Mon, 22 Aug 2016 22:10:45 GMT /slideshow/10-golden-rules-for-delegating-tasks-to-your-employees/65253287 asadibiz1@slideshare.net(asadibiz1) 10 Golden Rules for Delegating Tasks to Your Employees asadibiz1 Successful managers are often masters of delegation. You can never be good at everything your business requires to be done. If you have chosen your employees with care and have trained them well, you should be able to delegate to them. Any executive who attempts to do everything himself will soon get caught in the details and will lose sight of the big picture. Be very clear about what the job is and how it is to be done Brief your subordinate very clearly Allow freedom to work; accept that different people do the same job differently Keep track of what is happening, but dont breathe down their necks You can delegate a job, but the responsibility stays with you Do not delegate jobs that involve bad news or have a high degree of uncertainty Do not delegate if the risk is high <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtodelegatetaskstoyouremployees-160822221046-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Successful managers are often masters of delegation. You can never be good at everything your business requires to be done. If you have chosen your employees with care and have trained them well, you should be able to delegate to them. Any executive who attempts to do everything himself will soon get caught in the details and will lose sight of the big picture. Be very clear about what the job is and how it is to be done Brief your subordinate very clearly Allow freedom to work; accept that different people do the same job differently Keep track of what is happening, but dont breathe down their necks You can delegate a job, but the responsibility stays with you Do not delegate jobs that involve bad news or have a high degree of uncertainty Do not delegate if the risk is high
10 Golden Rules for Delegating Tasks to Your Employees from Ali Asadi
]]> 495 2 https://cdn.slidesharecdn.com/ss_thumbnails/howtodelegatetaskstoyouremployees-160822221046-thumbnail.jpg?width=120&height=120&fit=bounds presentation 000000 http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 10 Golden Rules to Discipline and Fire an Employee /asadibiz1/10-golden-rules-to-deciplione-and-fire-employees howtodeciplioneandfireemployees-160816201547
1. Much as youd hate it, this is also part of the job, and at some time or another you may be called upon to do. 2. The disciplining process is not creating grounds for a dismissal; rather, it is attempting to correct the behavior that is causing a problem. 3. There is a human aspect to the process. You want to keep the procedure dignified and mature. 4. There is a legal element as well. The actions you take could be challenged in court. 5. Disciplinary action could take the form of verbal counseling, which could be followed up with a written warning if no improvement occurs and more severe action if necessary. 6. Verbal counseling. Record the event and the points discussed in the employees file. Record data and time and people present. 7. Warning notices are very important documents and will often be required to be presented in court. 8. Retain copy of all warnings in the employees file. 9. You must ensure that the employee is given adequate time between two such notices so that behavior can be changed and for results to be seen. 10. Do not forget to consult with a lawyer if you are in doubt ]]>
1. Much as youd hate it, this is also part of the job, and at some time or another you may be called upon to do. 2. The disciplining process is not creating grounds for a dismissal; rather, it is attempting to correct the behavior that is causing a problem. 3. There is a human aspect to the process. You want to keep the procedure dignified and mature. 4. There is a legal element as well. The actions you take could be challenged in court. 5. Disciplinary action could take the form of verbal counseling, which could be followed up with a written warning if no improvement occurs and more severe action if necessary. 6. Verbal counseling. Record the event and the points discussed in the employees file. Record data and time and people present. 7. Warning notices are very important documents and will often be required to be presented in court. 8. Retain copy of all warnings in the employees file. 9. You must ensure that the employee is given adequate time between two such notices so that behavior can be changed and for results to be seen. 10. Do not forget to consult with a lawyer if you are in doubt ]]> Tue, 16 Aug 2016 20:15:47 GMT /asadibiz1/10-golden-rules-to-deciplione-and-fire-employees asadibiz1@slideshare.net(asadibiz1) 10 Golden Rules to Discipline and Fire an Employee asadibiz1 1. Much as youd hate it, this is also part of the job, and at some time or another you may be called upon to do. 2. The disciplining process is not creating grounds for a dismissal; rather, it is attempting to correct the behavior that is causing a problem. 3. There is a human aspect to the process. You want to keep the procedure dignified and mature. 4. There is a legal element as well. The actions you take could be challenged in court. 5. Disciplinary action could take the form of verbal counseling, which could be followed up with a written warning if no improvement occurs and more severe action if necessary. 6. Verbal counseling. Record the event and the points discussed in the employees file. Record data and time and people present. 7. Warning notices are very important documents and will often be required to be presented in court. 8. Retain copy of all warnings in the employees file. 9. You must ensure that the employee is given adequate time between two such notices so that behavior can be changed and for results to be seen. 10. Do not forget to consult with a lawyer if you are in doubt <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtodeciplioneandfireemployees-160816201547-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> 1. Much as youd hate it, this is also part of the job, and at some time or another you may be called upon to do. 2. The disciplining process is not creating grounds for a dismissal; rather, it is attempting to correct the behavior that is causing a problem. 3. There is a human aspect to the process. You want to keep the procedure dignified and mature. 4. There is a legal element as well. The actions you take could be challenged in court. 5. Disciplinary action could take the form of verbal counseling, which could be followed up with a written warning if no improvement occurs and more severe action if necessary. 6. Verbal counseling. Record the event and the points discussed in the employees file. Record data and time and people present. 7. Warning notices are very important documents and will often be required to be presented in court. 8. Retain copy of all warnings in the employees file. 9. You must ensure that the employee is given adequate time between two such notices so that behavior can be changed and for results to be seen. 10. Do not forget to consult with a lawyer if you are in doubt
10 Golden Rules to Discipline and Fire an Employee from Ali Asadi
]]> 585 2 https://cdn.slidesharecdn.com/ss_thumbnails/howtodeciplioneandfireemployees-160816201547-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 10 Golden Rules to Create a Great Team /asadibiz1/10-golden-rules-to-create-a-great-team howtocreateagreatteam-160815201004
1. Teams should go through various stages of Defining goals and the purpose of team creation Adding members and defining their roles Solving conflicts among team members Smoothing procedures and developing a great working environment Reviewing and improving team performance 2. Diversity is the key to have a successful team. You need people with various skills and mindsets based on your purpose. 3. Develop great relationship with your team members. Learn about their personal and professional values. 4. Be clear about your team goals and missions 5. Create a great environment so your team members can share their ideas and opinions 6. Encourage your team members to ask question and to be asked by other members 7. Involve all members in decision-making process. People are more engages when they have the sense of ownership in the projects 8. Have regular meetings with your team to review performance and share the issues 9. Appreciate your team hard work and coach them to improve themselves 10. Conflicts happen but the way you solve them is important. Consider each conflict as an opportunity for further development. ]]>
1. Teams should go through various stages of Defining goals and the purpose of team creation Adding members and defining their roles Solving conflicts among team members Smoothing procedures and developing a great working environment Reviewing and improving team performance 2. Diversity is the key to have a successful team. You need people with various skills and mindsets based on your purpose. 3. Develop great relationship with your team members. Learn about their personal and professional values. 4. Be clear about your team goals and missions 5. Create a great environment so your team members can share their ideas and opinions 6. Encourage your team members to ask question and to be asked by other members 7. Involve all members in decision-making process. People are more engages when they have the sense of ownership in the projects 8. Have regular meetings with your team to review performance and share the issues 9. Appreciate your team hard work and coach them to improve themselves 10. Conflicts happen but the way you solve them is important. Consider each conflict as an opportunity for further development. ]]> Mon, 15 Aug 2016 20:10:04 GMT /asadibiz1/10-golden-rules-to-create-a-great-team asadibiz1@slideshare.net(asadibiz1) 10 Golden Rules to Create a Great Team asadibiz1 1. Teams should go through various stages of Defining goals and the purpose of team creation Adding members and defining their roles Solving conflicts among team members Smoothing procedures and developing a great working environment Reviewing and improving team performance 2. Diversity is the key to have a successful team. You need people with various skills and mindsets based on your purpose. 3. Develop great relationship with your team members. Learn about their personal and professional values. 4. Be clear about your team goals and missions 5. Create a great environment so your team members can share their ideas and opinions 6. Encourage your team members to ask question and to be asked by other members 7. Involve all members in decision-making process. People are more engages when they have the sense of ownership in the projects 8. Have regular meetings with your team to review performance and share the issues 9. Appreciate your team hard work and coach them to improve themselves 10. Conflicts happen but the way you solve them is important. Consider each conflict as an opportunity for further development. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtocreateagreatteam-160815201004-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> 1. Teams should go through various stages of Defining goals and the purpose of team creation Adding members and defining their roles Solving conflicts among team members Smoothing procedures and developing a great working environment Reviewing and improving team performance 2. Diversity is the key to have a successful team. You need people with various skills and mindsets based on your purpose. 3. Develop great relationship with your team members. Learn about their personal and professional values. 4. Be clear about your team goals and missions 5. Create a great environment so your team members can share their ideas and opinions 6. Encourage your team members to ask question and to be asked by other members 7. Involve all members in decision-making process. People are more engages when they have the sense of ownership in the projects 8. Have regular meetings with your team to review performance and share the issues 9. Appreciate your team hard work and coach them to improve themselves 10. Conflicts happen but the way you solve them is important. Consider each conflict as an opportunity for further development.
10 Golden Rules to Create a Great Team from Ali Asadi
]]> 1024 3 https://cdn.slidesharecdn.com/ss_thumbnails/howtocreateagreatteam-160815201004-thumbnail.jpg?width=120&height=120&fit=bounds presentation 000000 http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 10 Golden Rules to Give Feedback to Your Employees /slideshow/10-golden-rules-to-give-feedback-to-your-employees/64910680 howtogivefeedbacktoyouremployees-160811145811
1. Department of Labor has stated that the number 1 reason for employees leaving a company is poor communication and a feeling that their efforts are not appreciated. 2. As soon as practical, you must give feedback to your employees about their standards of performance, which includes both good and bad news. 3. Giving feedback is an art you must develop. Your interest is only in the development of employees and improvement in their standards of work. 4. By giving your employees positive feedback (when deserved), you show them that : You are attentive to what they do and how they do it. Their efforts are appreciated. They are further encouraged to perform better. Their actions are reinforced. 5. Do not, however, go to the other extreme and give lavish, false praise. 6. Give positive feedback in public, negative feedback in private. 7. Be timely. Try to give positive feedback immediately after noticing a certain activity; give negative feedback within 24 hours. The difference is because you are giving positive strokes publicly, and you do not need to wait for a specific time. 8. Focus on behavior, not the person. Instead of saying you are habitually careless, say, you have damaged the equipment. 9. Be sure of your facts. Take some time to check in case you have any doubt. 10. Encourage your customers to give good feedback to your employees as well. ]]>
1. Department of Labor has stated that the number 1 reason for employees leaving a company is poor communication and a feeling that their efforts are not appreciated. 2. As soon as practical, you must give feedback to your employees about their standards of performance, which includes both good and bad news. 3. Giving feedback is an art you must develop. Your interest is only in the development of employees and improvement in their standards of work. 4. By giving your employees positive feedback (when deserved), you show them that : You are attentive to what they do and how they do it. Their efforts are appreciated. They are further encouraged to perform better. Their actions are reinforced. 5. Do not, however, go to the other extreme and give lavish, false praise. 6. Give positive feedback in public, negative feedback in private. 7. Be timely. Try to give positive feedback immediately after noticing a certain activity; give negative feedback within 24 hours. The difference is because you are giving positive strokes publicly, and you do not need to wait for a specific time. 8. Focus on behavior, not the person. Instead of saying you are habitually careless, say, you have damaged the equipment. 9. Be sure of your facts. Take some time to check in case you have any doubt. 10. Encourage your customers to give good feedback to your employees as well. ]]> Thu, 11 Aug 2016 14:58:11 GMT /slideshow/10-golden-rules-to-give-feedback-to-your-employees/64910680 asadibiz1@slideshare.net(asadibiz1) 10 Golden Rules to Give Feedback to Your Employees asadibiz1 1. Department of Labor has stated that the number 1 reason for employees leaving a company is poor communication and a feeling that their efforts are not appreciated. 2. As soon as practical, you must give feedback to your employees about their standards of performance, which includes both good and bad news. 3. Giving feedback is an art you must develop. Your interest is only in the development of employees and improvement in their standards of work. 4. By giving your employees positive feedback (when deserved), you show them that : You are attentive to what they do and how they do it. Their efforts are appreciated. They are further encouraged to perform better. Their actions are reinforced. 5. Do not, however, go to the other extreme and give lavish, false praise. 6. Give positive feedback in public, negative feedback in private. 7. Be timely. Try to give positive feedback immediately after noticing a certain activity; give negative feedback within 24 hours. The difference is because you are giving positive strokes publicly, and you do not need to wait for a specific time. 8. Focus on behavior, not the person. Instead of saying you are habitually careless, say, you have damaged the equipment. 9. Be sure of your facts. Take some time to check in case you have any doubt. 10. Encourage your customers to give good feedback to your employees as well. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtogivefeedbacktoyouremployees-160811145811-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> 1. Department of Labor has stated that the number 1 reason for employees leaving a company is poor communication and a feeling that their efforts are not appreciated. 2. As soon as practical, you must give feedback to your employees about their standards of performance, which includes both good and bad news. 3. Giving feedback is an art you must develop. Your interest is only in the development of employees and improvement in their standards of work. 4. By giving your employees positive feedback (when deserved), you show them that : You are attentive to what they do and how they do it. Their efforts are appreciated. They are further encouraged to perform better. Their actions are reinforced. 5. Do not, however, go to the other extreme and give lavish, false praise. 6. Give positive feedback in public, negative feedback in private. 7. Be timely. Try to give positive feedback immediately after noticing a certain activity; give negative feedback within 24 hours. The difference is because you are giving positive strokes publicly, and you do not need to wait for a specific time. 8. Focus on behavior, not the person. Instead of saying you are habitually careless, say, you have damaged the equipment. 9. Be sure of your facts. Take some time to check in case you have any doubt. 10. Encourage your customers to give good feedback to your employees as well.
10 Golden Rules to Give Feedback to Your Employees from Ali Asadi
]]> 1038 5 https://cdn.slidesharecdn.com/ss_thumbnails/howtogivefeedbacktoyouremployees-160811145811-thumbnail.jpg?width=120&height=120&fit=bounds presentation 000000 http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 10 Golden Rules to Make Positive Changes in Your Company /slideshow/10-golden-rules-to-make-positive-changes-in-your-company/64670097 howtomakepositivechangestoyourcompany-160803184233
Lets face it! We all like certainty, and no one likes changemore so when the reasons for change are not made clear. Your employees will not like change either. While you may have the most compelling reasons for the change, unless you get your employees on board, the change is not going to be successful. When faced with a change situation, remember that the employee may not have the input you have and may be wondering why the change is needed. To get their support, you need to convince them. Employees need to be reassured that the change is not going to hurt them Employees resist change because of clearly documented reasons: a. They do not understand what the change involves b. They do not understand how it will affect them c. They do not understand the reason behind the change 6. When you have to implement a change that is large and likely to cause worry, take the time to talk to your employees in detail. Speak to them in small groups so that you can talk to them individually and give them detailed reasons about the change and what it involves. Be sure to give them the opportunity to ask as many questions as they wish. If your reasons are logical and convincing, these employees will spread the word and convince others. Successful organizations are those in which individuals are encouraged to challenge the main assumptions and think out of the box to improve their personal and organizational skills. ]]>
Lets face it! We all like certainty, and no one likes changemore so when the reasons for change are not made clear. Your employees will not like change either. While you may have the most compelling reasons for the change, unless you get your employees on board, the change is not going to be successful. When faced with a change situation, remember that the employee may not have the input you have and may be wondering why the change is needed. To get their support, you need to convince them. Employees need to be reassured that the change is not going to hurt them Employees resist change because of clearly documented reasons: a. They do not understand what the change involves b. They do not understand how it will affect them c. They do not understand the reason behind the change 6. When you have to implement a change that is large and likely to cause worry, take the time to talk to your employees in detail. Speak to them in small groups so that you can talk to them individually and give them detailed reasons about the change and what it involves. Be sure to give them the opportunity to ask as many questions as they wish. If your reasons are logical and convincing, these employees will spread the word and convince others. Successful organizations are those in which individuals are encouraged to challenge the main assumptions and think out of the box to improve their personal and organizational skills. ]]> Wed, 03 Aug 2016 18:42:33 GMT /slideshow/10-golden-rules-to-make-positive-changes-in-your-company/64670097 asadibiz1@slideshare.net(asadibiz1) 10 Golden Rules to Make Positive Changes in Your Company asadibiz1 Lets face it! We all like certainty, and no one likes changemore so when the reasons for change are not made clear. Your employees will not like change either. While you may have the most compelling reasons for the change, unless you get your employees on board, the change is not going to be successful. When faced with a change situation, remember that the employee may not have the input you have and may be wondering why the change is needed. To get their support, you need to convince them. Employees need to be reassured that the change is not going to hurt them Employees resist change because of clearly documented reasons: a. They do not understand what the change involves b. They do not understand how it will affect them c. They do not understand the reason behind the change 6. When you have to implement a change that is large and likely to cause worry, take the time to talk to your employees in detail. Speak to them in small groups so that you can talk to them individually and give them detailed reasons about the change and what it involves. Be sure to give them the opportunity to ask as many questions as they wish. If your reasons are logical and convincing, these employees will spread the word and convince others. Successful organizations are those in which individuals are encouraged to challenge the main assumptions and think out of the box to improve their personal and organizational skills. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtomakepositivechangestoyourcompany-160803184233-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Lets face it! We all like certainty, and no one likes changemore so when the reasons for change are not made clear. Your employees will not like change either. While you may have the most compelling reasons for the change, unless you get your employees on board, the change is not going to be successful. When faced with a change situation, remember that the employee may not have the input you have and may be wondering why the change is needed. To get their support, you need to convince them. Employees need to be reassured that the change is not going to hurt them Employees resist change because of clearly documented reasons: a. They do not understand what the change involves b. They do not understand how it will affect them c. They do not understand the reason behind the change 6. When you have to implement a change that is large and likely to cause worry, take the time to talk to your employees in detail. Speak to them in small groups so that you can talk to them individually and give them detailed reasons about the change and what it involves. Be sure to give them the opportunity to ask as many questions as they wish. If your reasons are logical and convincing, these employees will spread the word and convince others. Successful organizations are those in which individuals are encouraged to challenge the main assumptions and think out of the box to improve their personal and organizational skills.
10 Golden Rules to Make Positive Changes in Your Company from Ali Asadi
]]> 584 2 https://cdn.slidesharecdn.com/ss_thumbnails/howtomakepositivechangestoyourcompany-160803184233-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 10 Golden Rules to Pay Your Employees /slideshow/10-golden-rules-to-pay-your-employees/64591958 howtopayyouremplopyees-160801190254
1. Pay and performance are closely linked because to a large extent one determines the other. 2. There is much involved in employee motivation besides pay. Ensure compensation has nothing to do with gender, race, sexual preference, religion, or nationality. When in doubt, imagine explaining your stand to a court. 3. Employee compensation is one of the largest expenses of the company. It also has an important role in employee perceptions of the company since it sends a message about what standards of work and performance are desirable. 4. Compensation can also be an emotional issue with many people when you are assessing their self-worth in terms of a paycheck. 5. Whether or not the company is fair to its employees will also depend on the companys salary structure. 6. Compensation needs to be based on these three parameters of Job accountability, Goal attainment, and Value-added functions. 7. Job accountability: whether the employee is meeting the requirements that were described when the employee was hired 8. Goal attainment: whether employees are able to meet their own goals 9. Value-added functions: such as good communication, building relationships with clients, maintaining a positive attitude, and going out of the way to help the business 10. Compensation also needs to take into account the location of the business, the experience level of the employee, salary levels of similar employees in the company and in similar businesses in the vicinity. ]]>
1. Pay and performance are closely linked because to a large extent one determines the other. 2. There is much involved in employee motivation besides pay. Ensure compensation has nothing to do with gender, race, sexual preference, religion, or nationality. When in doubt, imagine explaining your stand to a court. 3. Employee compensation is one of the largest expenses of the company. It also has an important role in employee perceptions of the company since it sends a message about what standards of work and performance are desirable. 4. Compensation can also be an emotional issue with many people when you are assessing their self-worth in terms of a paycheck. 5. Whether or not the company is fair to its employees will also depend on the companys salary structure. 6. Compensation needs to be based on these three parameters of Job accountability, Goal attainment, and Value-added functions. 7. Job accountability: whether the employee is meeting the requirements that were described when the employee was hired 8. Goal attainment: whether employees are able to meet their own goals 9. Value-added functions: such as good communication, building relationships with clients, maintaining a positive attitude, and going out of the way to help the business 10. Compensation also needs to take into account the location of the business, the experience level of the employee, salary levels of similar employees in the company and in similar businesses in the vicinity. ]]> Mon, 01 Aug 2016 19:02:54 GMT /slideshow/10-golden-rules-to-pay-your-employees/64591958 asadibiz1@slideshare.net(asadibiz1) 10 Golden Rules to Pay Your Employees asadibiz1 1. Pay and performance are closely linked because to a large extent one determines the other. 2. There is much involved in employee motivation besides pay. Ensure compensation has nothing to do with gender, race, sexual preference, religion, or nationality. When in doubt, imagine explaining your stand to a court. 3. Employee compensation is one of the largest expenses of the company. It also has an important role in employee perceptions of the company since it sends a message about what standards of work and performance are desirable. 4. Compensation can also be an emotional issue with many people when you are assessing their self-worth in terms of a paycheck. 5. Whether or not the company is fair to its employees will also depend on the companys salary structure. 6. Compensation needs to be based on these three parameters of Job accountability, Goal attainment, and Value-added functions. 7. Job accountability: whether the employee is meeting the requirements that were described when the employee was hired 8. Goal attainment: whether employees are able to meet their own goals 9. Value-added functions: such as good communication, building relationships with clients, maintaining a positive attitude, and going out of the way to help the business 10. Compensation also needs to take into account the location of the business, the experience level of the employee, salary levels of similar employees in the company and in similar businesses in the vicinity. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtopayyouremplopyees-160801190254-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> 1. Pay and performance are closely linked because to a large extent one determines the other. 2. There is much involved in employee motivation besides pay. Ensure compensation has nothing to do with gender, race, sexual preference, religion, or nationality. When in doubt, imagine explaining your stand to a court. 3. Employee compensation is one of the largest expenses of the company. It also has an important role in employee perceptions of the company since it sends a message about what standards of work and performance are desirable. 4. Compensation can also be an emotional issue with many people when you are assessing their self-worth in terms of a paycheck. 5. Whether or not the company is fair to its employees will also depend on the companys salary structure. 6. Compensation needs to be based on these three parameters of Job accountability, Goal attainment, and Value-added functions. 7. Job accountability: whether the employee is meeting the requirements that were described when the employee was hired 8. Goal attainment: whether employees are able to meet their own goals 9. Value-added functions: such as good communication, building relationships with clients, maintaining a positive attitude, and going out of the way to help the business 10. Compensation also needs to take into account the location of the business, the experience level of the employee, salary levels of similar employees in the company and in similar businesses in the vicinity.
10 Golden Rules to Pay Your Employees from Ali Asadi
]]> 459 2 https://cdn.slidesharecdn.com/ss_thumbnails/howtopayyouremplopyees-160801190254-thumbnail.jpg?width=120&height=120&fit=bounds presentation 000000 http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 10 Golden Rules to Create an Effective Team /slideshow/10-golden-rules-to-create-an-effective-team/64485942 howtocreateaneffectiveteam-160728180252
1. Teams should go through various stages of Defining goals and the purpose of team creation Adding members and defining their roles Solving conflicts among team members Smoothing procedures and developing a great working environment Reviewing and improving team performance 2. Diversity is the key to have a successful team. You need people with various skills and mindsets based on your purpose. 3. Develop great relationship with your team members. Learn about their personal and professional values. 4. Be clear about your team goals and missions 5. Create a great environment so your team members can share their ideas and opinions 6. Encourage your team members to ask question and to be asked by other members 7. Involve all members in decision-making process. People are more engages when they have the sense of ownership in the projects 8. Have regular meetings with your team to review performance and share the issues 9. Appreciate your team hard work and coach them to improve themselves 10. Conflicts happen but the way you solve them is important. Consider each conflict as an opportunity for further development. ]]>
1. Teams should go through various stages of Defining goals and the purpose of team creation Adding members and defining their roles Solving conflicts among team members Smoothing procedures and developing a great working environment Reviewing and improving team performance 2. Diversity is the key to have a successful team. You need people with various skills and mindsets based on your purpose. 3. Develop great relationship with your team members. Learn about their personal and professional values. 4. Be clear about your team goals and missions 5. Create a great environment so your team members can share their ideas and opinions 6. Encourage your team members to ask question and to be asked by other members 7. Involve all members in decision-making process. People are more engages when they have the sense of ownership in the projects 8. Have regular meetings with your team to review performance and share the issues 9. Appreciate your team hard work and coach them to improve themselves 10. Conflicts happen but the way you solve them is important. Consider each conflict as an opportunity for further development. ]]> Thu, 28 Jul 2016 18:02:52 GMT /slideshow/10-golden-rules-to-create-an-effective-team/64485942 asadibiz1@slideshare.net(asadibiz1) 10 Golden Rules to Create an Effective Team asadibiz1 1. Teams should go through various stages of Defining goals and the purpose of team creation Adding members and defining their roles Solving conflicts among team members Smoothing procedures and developing a great working environment Reviewing and improving team performance 2. Diversity is the key to have a successful team. You need people with various skills and mindsets based on your purpose. 3. Develop great relationship with your team members. Learn about their personal and professional values. 4. Be clear about your team goals and missions 5. Create a great environment so your team members can share their ideas and opinions 6. Encourage your team members to ask question and to be asked by other members 7. Involve all members in decision-making process. People are more engages when they have the sense of ownership in the projects 8. Have regular meetings with your team to review performance and share the issues 9. Appreciate your team hard work and coach them to improve themselves 10. Conflicts happen but the way you solve them is important. Consider each conflict as an opportunity for further development. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtocreateaneffectiveteam-160728180252-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> 1. Teams should go through various stages of Defining goals and the purpose of team creation Adding members and defining their roles Solving conflicts among team members Smoothing procedures and developing a great working environment Reviewing and improving team performance 2. Diversity is the key to have a successful team. You need people with various skills and mindsets based on your purpose. 3. Develop great relationship with your team members. Learn about their personal and professional values. 4. Be clear about your team goals and missions 5. Create a great environment so your team members can share their ideas and opinions 6. Encourage your team members to ask question and to be asked by other members 7. Involve all members in decision-making process. People are more engages when they have the sense of ownership in the projects 8. Have regular meetings with your team to review performance and share the issues 9. Appreciate your team hard work and coach them to improve themselves 10. Conflicts happen but the way you solve them is important. Consider each conflict as an opportunity for further development.
10 Golden Rules to Create an Effective Team from Ali Asadi
]]> 879 2 https://cdn.slidesharecdn.com/ss_thumbnails/howtocreateaneffectiveteam-160728180252-thumbnail.jpg?width=120&height=120&fit=bounds presentation 000000 http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 How to Retain Good Employees /slideshow/how-to-retain-good-employees/64284166 howtoretaingoodemployees-160722134413
1. It is not easy to find good employees, and we have seen how critical good employees are to a successful business. 2. The next step is ensuring that they continue to work for you with their heart and soul and are not waiting for the right time to switch to one of your competitors. 3. There is much you can do to retain employees and build a happy, hardworking, and innovative team. Monetary compensation is but a small part of it. 4. Much of your employee retention depends on the quality of communication with your employees. 5. Share your vision with your staff. What is critical is that employees know very clearly what the company stands for, how it is moving toward its goals, and where the employee fits in. 6. Share Success and Defeats: There will be a fair share of both. Sharing them with your employees will prepare them for the bad times and help them build on the good ones. 7. Top employees look for opportunity. Top employees also need mentoring and feedback. 8. Provide plenty of positive feedback to average employees every time they grow a little. 9. Use challenges, the workplace environment, and recognition to motivate your employees. 10. Be fair with your employees! ]]>
1. It is not easy to find good employees, and we have seen how critical good employees are to a successful business. 2. The next step is ensuring that they continue to work for you with their heart and soul and are not waiting for the right time to switch to one of your competitors. 3. There is much you can do to retain employees and build a happy, hardworking, and innovative team. Monetary compensation is but a small part of it. 4. Much of your employee retention depends on the quality of communication with your employees. 5. Share your vision with your staff. What is critical is that employees know very clearly what the company stands for, how it is moving toward its goals, and where the employee fits in. 6. Share Success and Defeats: There will be a fair share of both. Sharing them with your employees will prepare them for the bad times and help them build on the good ones. 7. Top employees look for opportunity. Top employees also need mentoring and feedback. 8. Provide plenty of positive feedback to average employees every time they grow a little. 9. Use challenges, the workplace environment, and recognition to motivate your employees. 10. Be fair with your employees! ]]> Fri, 22 Jul 2016 13:44:13 GMT /slideshow/how-to-retain-good-employees/64284166 asadibiz1@slideshare.net(asadibiz1) How to Retain Good Employees asadibiz1 1. It is not easy to find good employees, and we have seen how critical good employees are to a successful business. 2. The next step is ensuring that they continue to work for you with their heart and soul and are not waiting for the right time to switch to one of your competitors. 3. There is much you can do to retain employees and build a happy, hardworking, and innovative team. Monetary compensation is but a small part of it. 4. Much of your employee retention depends on the quality of communication with your employees. 5. Share your vision with your staff. What is critical is that employees know very clearly what the company stands for, how it is moving toward its goals, and where the employee fits in. 6. Share Success and Defeats: There will be a fair share of both. Sharing them with your employees will prepare them for the bad times and help them build on the good ones. 7. Top employees look for opportunity. Top employees also need mentoring and feedback. 8. Provide plenty of positive feedback to average employees every time they grow a little. 9. Use challenges, the workplace environment, and recognition to motivate your employees. 10. Be fair with your employees! <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtoretaingoodemployees-160722134413-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> 1. It is not easy to find good employees, and we have seen how critical good employees are to a successful business. 2. The next step is ensuring that they continue to work for you with their heart and soul and are not waiting for the right time to switch to one of your competitors. 3. There is much you can do to retain employees and build a happy, hardworking, and innovative team. Monetary compensation is but a small part of it. 4. Much of your employee retention depends on the quality of communication with your employees. 5. Share your vision with your staff. What is critical is that employees know very clearly what the company stands for, how it is moving toward its goals, and where the employee fits in. 6. Share Success and Defeats: There will be a fair share of both. Sharing them with your employees will prepare them for the bad times and help them build on the good ones. 7. Top employees look for opportunity. Top employees also need mentoring and feedback. 8. Provide plenty of positive feedback to average employees every time they grow a little. 9. Use challenges, the workplace environment, and recognition to motivate your employees. 10. Be fair with your employees!
How to Retain Good Employees from Ali Asadi
]]> 288 5 https://cdn.slidesharecdn.com/ss_thumbnails/howtoretaingoodemployees-160722134413-thumbnail.jpg?width=120&height=120&fit=bounds presentation 000000 http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 10 Great Rules to Communicate Effectively with Your Employees /slideshow/10-great-rules-to-communicate-effectively-with-your-employees/64125551 howtocommunicateeffectivelywithyouremployees-160718140036
1. Sometimes, we forget that employees are not mind readers. Even the best-intentioned employees will only do what they think is the best for the company and its customers. Your job is to ensure that what the employee thinks is the best is really so. 2. Clear job descriptions and management expectations help to remove doubts 3. Goals must be SMARTspecific, measurable, achievable, realistic, and timely 4. Do everything possible to get your team on the same page as you are. 5. Setting performance expectations will be easier if you clarify the list below for your employees: What does a good job look like? Which results are satisfactory, and which are great? Why, what, and how to do the job How is an employee expected to behave when performing a task? How long should it take to complete the job? Which are the likely safety issues? How can the job be performed in an economical manner? Does any company or other rules or regulations affect how the job should be performed? 6. Even when you are communicating extensively, make sure that the message reaching all employees is the message you are seeking to give. For example, you may do something to save money, while employees may take it to mean their jobs are not secure. 7. Communication mismatch can occur for various reasons, including the following: Varying frames of reference Varying listening skills and distractions Personal variables, such as emotional state or prejudice 8. You will need to obtain regular and extensive feedback to ensure that all your employees are getting your messages correctly. Failure to do so could lead to nasty surprises. 9. Check back with your employees as to what they think you want them to do. This is called checking receipt of communication (ROC). You will be surprised at the variation you will sometimes hear even if you have just given out instructions. Use the opportunity to improve your messages so that ambiguity is eliminated. 10. Spoken instructions are often interpreted differently because most employees will forget exactly what has been said and will work with the instructions as they remember them. For the really critical jobs, create a written instruction, which will ensure that even after several days, the employee can refer back to it, and this reduces the chances of making a mistake. ]]>
1. Sometimes, we forget that employees are not mind readers. Even the best-intentioned employees will only do what they think is the best for the company and its customers. Your job is to ensure that what the employee thinks is the best is really so. 2. Clear job descriptions and management expectations help to remove doubts 3. Goals must be SMARTspecific, measurable, achievable, realistic, and timely 4. Do everything possible to get your team on the same page as you are. 5. Setting performance expectations will be easier if you clarify the list below for your employees: What does a good job look like? Which results are satisfactory, and which are great? Why, what, and how to do the job How is an employee expected to behave when performing a task? How long should it take to complete the job? Which are the likely safety issues? How can the job be performed in an economical manner? Does any company or other rules or regulations affect how the job should be performed? 6. Even when you are communicating extensively, make sure that the message reaching all employees is the message you are seeking to give. For example, you may do something to save money, while employees may take it to mean their jobs are not secure. 7. Communication mismatch can occur for various reasons, including the following: Varying frames of reference Varying listening skills and distractions Personal variables, such as emotional state or prejudice 8. You will need to obtain regular and extensive feedback to ensure that all your employees are getting your messages correctly. Failure to do so could lead to nasty surprises. 9. Check back with your employees as to what they think you want them to do. This is called checking receipt of communication (ROC). You will be surprised at the variation you will sometimes hear even if you have just given out instructions. Use the opportunity to improve your messages so that ambiguity is eliminated. 10. Spoken instructions are often interpreted differently because most employees will forget exactly what has been said and will work with the instructions as they remember them. For the really critical jobs, create a written instruction, which will ensure that even after several days, the employee can refer back to it, and this reduces the chances of making a mistake. ]]> Mon, 18 Jul 2016 14:00:36 GMT /slideshow/10-great-rules-to-communicate-effectively-with-your-employees/64125551 asadibiz1@slideshare.net(asadibiz1) 10 Great Rules to Communicate Effectively with Your Employees asadibiz1 1. Sometimes, we forget that employees are not mind readers. Even the best-intentioned employees will only do what they think is the best for the company and its customers. Your job is to ensure that what the employee thinks is the best is really so. 2. Clear job descriptions and management expectations help to remove doubts 3. Goals must be SMARTspecific, measurable, achievable, realistic, and timely 4. Do everything possible to get your team on the same page as you are. 5. Setting performance expectations will be easier if you clarify the list below for your employees: What does a good job look like? Which results are satisfactory, and which are great? Why, what, and how to do the job How is an employee expected to behave when performing a task? How long should it take to complete the job? Which are the likely safety issues? How can the job be performed in an economical manner? Does any company or other rules or regulations affect how the job should be performed? 6. Even when you are communicating extensively, make sure that the message reaching all employees is the message you are seeking to give. For example, you may do something to save money, while employees may take it to mean their jobs are not secure. 7. Communication mismatch can occur for various reasons, including the following: Varying frames of reference Varying listening skills and distractions Personal variables, such as emotional state or prejudice 8. You will need to obtain regular and extensive feedback to ensure that all your employees are getting your messages correctly. Failure to do so could lead to nasty surprises. 9. Check back with your employees as to what they think you want them to do. This is called checking receipt of communication (ROC). You will be surprised at the variation you will sometimes hear even if you have just given out instructions. Use the opportunity to improve your messages so that ambiguity is eliminated. 10. Spoken instructions are often interpreted differently because most employees will forget exactly what has been said and will work with the instructions as they remember them. For the really critical jobs, create a written instruction, which will ensure that even after several days, the employee can refer back to it, and this reduces the chances of making a mistake. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtocommunicateeffectivelywithyouremployees-160718140036-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> 1. Sometimes, we forget that employees are not mind readers. Even the best-intentioned employees will only do what they think is the best for the company and its customers. Your job is to ensure that what the employee thinks is the best is really so. 2. Clear job descriptions and management expectations help to remove doubts 3. Goals must be SMARTspecific, measurable, achievable, realistic, and timely 4. Do everything possible to get your team on the same page as you are. 5. Setting performance expectations will be easier if you clarify the list below for your employees: What does a good job look like? Which results are satisfactory, and which are great? Why, what, and how to do the job How is an employee expected to behave when performing a task? How long should it take to complete the job? Which are the likely safety issues? How can the job be performed in an economical manner? Does any company or other rules or regulations affect how the job should be performed? 6. Even when you are communicating extensively, make sure that the message reaching all employees is the message you are seeking to give. For example, you may do something to save money, while employees may take it to mean their jobs are not secure. 7. Communication mismatch can occur for various reasons, including the following: Varying frames of reference Varying listening skills and distractions Personal variables, such as emotional state or prejudice 8. You will need to obtain regular and extensive feedback to ensure that all your employees are getting your messages correctly. Failure to do so could lead to nasty surprises. 9. Check back with your employees as to what they think you want them to do. This is called checking receipt of communication (ROC). You will be surprised at the variation you will sometimes hear even if you have just given out instructions. Use the opportunity to improve your messages so that ambiguity is eliminated. 10. Spoken instructions are often interpreted differently because most employees will forget exactly what has been said and will work with the instructions as they remember them. For the really critical jobs, create a written instruction, which will ensure that even after several days, the employee can refer back to it, and this reduces the chances of making a mistake.
10 Great Rules to Communicate Effectively with Your Employees from Ali Asadi
]]> 180 3 https://cdn.slidesharecdn.com/ss_thumbnails/howtocommunicateeffectivelywithyouremployees-160718140036-thumbnail.jpg?width=120&height=120&fit=bounds presentation 000000 http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 10 Timeless Leadership Lessons from Cyrus the Great /slideshow/10-timeless-leadership-lessons-from-cyrus-the-great/64107191 10greatlessonsfromcyrusthegreat3-160718010747
10 Timeless Leadership Lessons from Cyrus the Great. . Cyrus the Great respected the customs and religions of the lands he conquered. It is said that in universal history, the role of the Achaemenid Empire founded by Cyrus lies in its very successful model for centralized administration and establishing a government working to the advantage and profit of its subjects. ]]>
10 Timeless Leadership Lessons from Cyrus the Great. . Cyrus the Great respected the customs and religions of the lands he conquered. It is said that in universal history, the role of the Achaemenid Empire founded by Cyrus lies in its very successful model for centralized administration and establishing a government working to the advantage and profit of its subjects. ]]> Mon, 18 Jul 2016 01:07:47 GMT /slideshow/10-timeless-leadership-lessons-from-cyrus-the-great/64107191 asadibiz1@slideshare.net(asadibiz1) 10 Timeless Leadership Lessons from Cyrus the Great asadibiz1 10 Timeless Leadership Lessons from Cyrus the Great. . Cyrus the Great respected the customs and religions of the lands he conquered. It is said that in universal history, the role of the Achaemenid Empire founded by Cyrus lies in its very successful model for centralized administration and establishing a government working to the advantage and profit of its subjects. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/10greatlessonsfromcyrusthegreat3-160718010747-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> 10 Timeless Leadership Lessons from Cyrus the Great. . Cyrus the Great respected the customs and religions of the lands he conquered. It is said that in universal history, the role of the Achaemenid Empire founded by Cyrus lies in its very successful model for centralized administration and establishing a government working to the advantage and profit of its subjects.
10 Timeless Leadership Lessons from Cyrus the Great from Ali Asadi
]]> 2530 4 https://cdn.slidesharecdn.com/ss_thumbnails/10greatlessonsfromcyrusthegreat3-160718010747-thumbnail.jpg?width=120&height=120&fit=bounds presentation 000000 http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 10 Golden Rules to Measure Employee Performance /slideshow/10-golden-rules-to-measure-employee-performance/64059252 howtomeasureemployeeperformance-160715131248
1) A performance review is an important occasion that allows both employee and manager to establish realistic goals and expectations for the near future. 2) Managers often tend to sugarcoat problems out of hesitation or wanting to avoid unpleasant situations. While it may be important to maintain good working relationships, you will harm both your business and the employee by not being candid and open. 3) Objective and healthy feedback will help your employee grow and contribute more to the company. 4) Prepare yourself by reading the job description and the self-appraisal; consult your notes 5) During a review, focus on both the positive and the negative aspects of the employees performance and bring out areas where improvement is required. 6) It is important to have objective, quantifiable criterion to measure performance. Typically, these fall into areas of quality, quantity, and time. 7) Considering quality of work, you could be measuring and discussing the following factors: Customer satisfaction and feedback Any complaints Work output that must be redone (in percentage terms) Peer perception of job performance Adherence to procedures Budget management Attitude and behavior Percentage of leads that result in sales Consistency of quality 8) Be sure that you define quality norms well in advance so that all employees know what is expected of them. 9) When measuring quantity, be careful to ensure that the quantity of work or output is qualitatively sound. The gadgets that an employee produces must be saleable. Sheer quantity without quality is only harming your business. 10) Measuring time-related issues is equally important. Can you rely on the employee to get things done on time? Does the employee coordinate complex activities with peers and customers? Is the employee punctual? ]]>
1) A performance review is an important occasion that allows both employee and manager to establish realistic goals and expectations for the near future. 2) Managers often tend to sugarcoat problems out of hesitation or wanting to avoid unpleasant situations. While it may be important to maintain good working relationships, you will harm both your business and the employee by not being candid and open. 3) Objective and healthy feedback will help your employee grow and contribute more to the company. 4) Prepare yourself by reading the job description and the self-appraisal; consult your notes 5) During a review, focus on both the positive and the negative aspects of the employees performance and bring out areas where improvement is required. 6) It is important to have objective, quantifiable criterion to measure performance. Typically, these fall into areas of quality, quantity, and time. 7) Considering quality of work, you could be measuring and discussing the following factors: Customer satisfaction and feedback Any complaints Work output that must be redone (in percentage terms) Peer perception of job performance Adherence to procedures Budget management Attitude and behavior Percentage of leads that result in sales Consistency of quality 8) Be sure that you define quality norms well in advance so that all employees know what is expected of them. 9) When measuring quantity, be careful to ensure that the quantity of work or output is qualitatively sound. The gadgets that an employee produces must be saleable. Sheer quantity without quality is only harming your business. 10) Measuring time-related issues is equally important. Can you rely on the employee to get things done on time? Does the employee coordinate complex activities with peers and customers? Is the employee punctual? ]]> Fri, 15 Jul 2016 13:12:48 GMT /slideshow/10-golden-rules-to-measure-employee-performance/64059252 asadibiz1@slideshare.net(asadibiz1) 10 Golden Rules to Measure Employee Performance asadibiz1 1) A performance review is an important occasion that allows both employee and manager to establish realistic goals and expectations for the near future. 2) Managers often tend to sugarcoat problems out of hesitation or wanting to avoid unpleasant situations. While it may be important to maintain good working relationships, you will harm both your business and the employee by not being candid and open. 3) Objective and healthy feedback will help your employee grow and contribute more to the company. 4) Prepare yourself by reading the job description and the self-appraisal; consult your notes 5) During a review, focus on both the positive and the negative aspects of the employees performance and bring out areas where improvement is required. 6) It is important to have objective, quantifiable criterion to measure performance. Typically, these fall into areas of quality, quantity, and time. 7) Considering quality of work, you could be measuring and discussing the following factors: Customer satisfaction and feedback Any complaints Work output that must be redone (in percentage terms) Peer perception of job performance Adherence to procedures Budget management Attitude and behavior Percentage of leads that result in sales Consistency of quality 8) Be sure that you define quality norms well in advance so that all employees know what is expected of them. 9) When measuring quantity, be careful to ensure that the quantity of work or output is qualitatively sound. The gadgets that an employee produces must be saleable. Sheer quantity without quality is only harming your business. 10) Measuring time-related issues is equally important. Can you rely on the employee to get things done on time? Does the employee coordinate complex activities with peers and customers? Is the employee punctual? <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtomeasureemployeeperformance-160715131248-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> 1) A performance review is an important occasion that allows both employee and manager to establish realistic goals and expectations for the near future. 2) Managers often tend to sugarcoat problems out of hesitation or wanting to avoid unpleasant situations. While it may be important to maintain good working relationships, you will harm both your business and the employee by not being candid and open. 3) Objective and healthy feedback will help your employee grow and contribute more to the company. 4) Prepare yourself by reading the job description and the self-appraisal; consult your notes 5) During a review, focus on both the positive and the negative aspects of the employees performance and bring out areas where improvement is required. 6) It is important to have objective, quantifiable criterion to measure performance. Typically, these fall into areas of quality, quantity, and time. 7) Considering quality of work, you could be measuring and discussing the following factors: Customer satisfaction and feedback Any complaints Work output that must be redone (in percentage terms) Peer perception of job performance Adherence to procedures Budget management Attitude and behavior Percentage of leads that result in sales Consistency of quality 8) Be sure that you define quality norms well in advance so that all employees know what is expected of them. 9) When measuring quantity, be careful to ensure that the quantity of work or output is qualitatively sound. The gadgets that an employee produces must be saleable. Sheer quantity without quality is only harming your business. 10) Measuring time-related issues is equally important. Can you rely on the employee to get things done on time? Does the employee coordinate complex activities with peers and customers? Is the employee punctual?
10 Golden Rules to Measure Employee Performance from Ali Asadi
]]> 682 2 https://cdn.slidesharecdn.com/ss_thumbnails/howtomeasureemployeeperformance-160715131248-thumbnail.jpg?width=120&height=120&fit=bounds presentation 000000 http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 How to Conduct an Employee Reference Check /slideshow/how-to-conduct-an-employee-reference-check/63858348 howtoperformanemployeereferencecheck-160708221242
1. In the application form, you would have already received consent from the applicant to proceed with job verification and reference checks. 2. Ask for work references. Do not waste your time asking for personal references. No one will give you names of people who will have something negative to say. 3. Do not consider the application further if the candidate refuses to supply references 4. Check with the most recent employer first 5. When you get a person of appropriate seniority on the line, tell him who you are and the reason for your call. Ask if you can discuss the candidate and assure confidentiality. 6. Inform the person about the position for which the applicant is being considered so that he or she can give a more accurate evaluation of the applicant. 7. After you have given background information about the position you are looking to fill, ask some general-response questions, such as How do you think the applicant would fit into our position? Once the person responds, ask more specific questions. 8. Let the person talk freely as long as he or she wants without interruption. 9. Watch for obvious pauses in answers. This is often a sign that further questions on the same subject may get more detailed answers. 10. Record the responses in a standardized form. ]]>
1. In the application form, you would have already received consent from the applicant to proceed with job verification and reference checks. 2. Ask for work references. Do not waste your time asking for personal references. No one will give you names of people who will have something negative to say. 3. Do not consider the application further if the candidate refuses to supply references 4. Check with the most recent employer first 5. When you get a person of appropriate seniority on the line, tell him who you are and the reason for your call. Ask if you can discuss the candidate and assure confidentiality. 6. Inform the person about the position for which the applicant is being considered so that he or she can give a more accurate evaluation of the applicant. 7. After you have given background information about the position you are looking to fill, ask some general-response questions, such as How do you think the applicant would fit into our position? Once the person responds, ask more specific questions. 8. Let the person talk freely as long as he or she wants without interruption. 9. Watch for obvious pauses in answers. This is often a sign that further questions on the same subject may get more detailed answers. 10. Record the responses in a standardized form. ]]> Fri, 08 Jul 2016 22:12:42 GMT /slideshow/how-to-conduct-an-employee-reference-check/63858348 asadibiz1@slideshare.net(asadibiz1) How to Conduct an Employee Reference Check asadibiz1 1. In the application form, you would have already received consent from the applicant to proceed with job verification and reference checks. 2. Ask for work references. Do not waste your time asking for personal references. No one will give you names of people who will have something negative to say. 3. Do not consider the application further if the candidate refuses to supply references 4. Check with the most recent employer first 5. When you get a person of appropriate seniority on the line, tell him who you are and the reason for your call. Ask if you can discuss the candidate and assure confidentiality. 6. Inform the person about the position for which the applicant is being considered so that he or she can give a more accurate evaluation of the applicant. 7. After you have given background information about the position you are looking to fill, ask some general-response questions, such as How do you think the applicant would fit into our position? Once the person responds, ask more specific questions. 8. Let the person talk freely as long as he or she wants without interruption. 9. Watch for obvious pauses in answers. This is often a sign that further questions on the same subject may get more detailed answers. 10. Record the responses in a standardized form. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtoperformanemployeereferencecheck-160708221242-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> 1. In the application form, you would have already received consent from the applicant to proceed with job verification and reference checks. 2. Ask for work references. Do not waste your time asking for personal references. No one will give you names of people who will have something negative to say. 3. Do not consider the application further if the candidate refuses to supply references 4. Check with the most recent employer first 5. When you get a person of appropriate seniority on the line, tell him who you are and the reason for your call. Ask if you can discuss the candidate and assure confidentiality. 6. Inform the person about the position for which the applicant is being considered so that he or she can give a more accurate evaluation of the applicant. 7. After you have given background information about the position you are looking to fill, ask some general-response questions, such as How do you think the applicant would fit into our position? Once the person responds, ask more specific questions. 8. Let the person talk freely as long as he or she wants without interruption. 9. Watch for obvious pauses in answers. This is often a sign that further questions on the same subject may get more detailed answers. 10. Record the responses in a standardized form.
How to Conduct an Employee Reference Check from Ali Asadi
]]> 334 4 https://cdn.slidesharecdn.com/ss_thumbnails/howtoperformanemployeereferencecheck-160708221242-thumbnail.jpg?width=120&height=120&fit=bounds presentation 000000 http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 How to Interview a Job Candidate /slideshow/how-to-interview-a-job-candidate/63686016 howtointerviewajobcandidate-160703160009
This is one of the most important jobs you are called on to do in HR. Here is what you must (and must not) do. Lets assume you have a well-defined job vacancy to fill, and from the large numbers of resumes that have come in, a selection of likely candidates has been made. Most often, candidates are graded, and the most promising one is called in first. You could easily do it the other way around. Both approaches are beneficial. ]]>
This is one of the most important jobs you are called on to do in HR. Here is what you must (and must not) do. Lets assume you have a well-defined job vacancy to fill, and from the large numbers of resumes that have come in, a selection of likely candidates has been made. Most often, candidates are graded, and the most promising one is called in first. You could easily do it the other way around. Both approaches are beneficial. ]]> Sun, 03 Jul 2016 16:00:09 GMT /slideshow/how-to-interview-a-job-candidate/63686016 asadibiz1@slideshare.net(asadibiz1) How to Interview a Job Candidate asadibiz1 This is one of the most important jobs you are called on to do in HR. Here is what you must (and must not) do. Lets assume you have a well-defined job vacancy to fill, and from the large numbers of resumes that have come in, a selection of likely candidates has been made. Most often, candidates are graded, and the most promising one is called in first. You could easily do it the other way around. Both approaches are beneficial. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtointerviewajobcandidate-160703160009-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> This is one of the most important jobs you are called on to do in HR. Here is what you must (and must not) do. Lets assume you have a well-defined job vacancy to fill, and from the large numbers of resumes that have come in, a selection of likely candidates has been made. Most often, candidates are graded, and the most promising one is called in first. You could easily do it the other way around. Both approaches are beneficial.
How to Interview a Job Candidate from Ali Asadi
]]> 185 6 https://cdn.slidesharecdn.com/ss_thumbnails/howtointerviewajobcandidate-160703160009-thumbnail.jpg?width=120&height=120&fit=bounds presentation 000000 http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 How to Hire an Effective Employee /slideshow/how-to-hire-an-effective-employee/63658804 howtohireaneffectiveemployee2-160702003619
Hiring employees is easy! Correcting mistakes is what takes time. Any business that is not solely managed by family will need to hire employees. The decision will impact your businessone way or the other. Take your time to hire. It is better to go with a vacant chair for a few days than it is to fill it with the wrong person. Hiring a new employee takes preparation. Other employees also watch. Therefore, it is extremely important that you have an established system in place for bringing in a new worker.]]>
Hiring employees is easy! Correcting mistakes is what takes time. Any business that is not solely managed by family will need to hire employees. The decision will impact your businessone way or the other. Take your time to hire. It is better to go with a vacant chair for a few days than it is to fill it with the wrong person. Hiring a new employee takes preparation. Other employees also watch. Therefore, it is extremely important that you have an established system in place for bringing in a new worker.]]> Sat, 02 Jul 2016 00:36:18 GMT /slideshow/how-to-hire-an-effective-employee/63658804 asadibiz1@slideshare.net(asadibiz1) How to Hire an Effective Employee asadibiz1 Hiring employees is easy! Correcting mistakes is what takes time. Any business that is not solely managed by family will need to hire employees. The decision will impact your businessone way or the other. Take your time to hire. It is better to go with a vacant chair for a few days than it is to fill it with the wrong person. Hiring a new employee takes preparation. Other employees also watch. Therefore, it is extremely important that you have an established system in place for bringing in a new worker. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtohireaneffectiveemployee2-160702003619-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Hiring employees is easy! Correcting mistakes is what takes time. Any business that is not solely managed by family will need to hire employees. The decision will impact your businessone way or the other. Take your time to hire. It is better to go with a vacant chair for a few days than it is to fill it with the wrong person. Hiring a new employee takes preparation. Other employees also watch. Therefore, it is extremely important that you have an established system in place for bringing in a new worker.
How to Hire an Effective Employee from Ali Asadi
]]> 224 4 https://cdn.slidesharecdn.com/ss_thumbnails/howtohireaneffectiveemployee2-160702003619-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 10 Reasons You Need to Hire Business Consultant /slideshow/10-reasons-you-need-to-hire-business-consultant/63658660 10greatreasonstohireabusinessconsultant-160702002536
We live in a world where change is the only constant; businesses keep evolving and become more competitive. In such a scenario, it is difficult to keep up with changes in the industry and the marketplace as well as learning new business success tools and techniques. Accordingly, having a business coach isnt a luxury but rather a necessity for steering your business to safety and prosperity.]]>
We live in a world where change is the only constant; businesses keep evolving and become more competitive. In such a scenario, it is difficult to keep up with changes in the industry and the marketplace as well as learning new business success tools and techniques. Accordingly, having a business coach isnt a luxury but rather a necessity for steering your business to safety and prosperity.]]> Sat, 02 Jul 2016 00:25:36 GMT /slideshow/10-reasons-you-need-to-hire-business-consultant/63658660 asadibiz1@slideshare.net(asadibiz1) 10 Reasons You Need to Hire Business Consultant asadibiz1 We live in a world where change is the only constant; businesses keep evolving and become more competitive. In such a scenario, it is difficult to keep up with changes in the industry and the marketplace as well as learning new business success tools and techniques. Accordingly, having a business coach isnt a luxury but rather a necessity for steering your business to safety and prosperity. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/10greatreasonstohireabusinessconsultant-160702002536-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> We live in a world where change is the only constant; businesses keep evolving and become more competitive. In such a scenario, it is difficult to keep up with changes in the industry and the marketplace as well as learning new business success tools and techniques. Accordingly, having a business coach isnt a luxury but rather a necessity for steering your business to safety and prosperity.
10 Reasons You Need to Hire Business Consultant from Ali Asadi
]]> 230 7 https://cdn.slidesharecdn.com/ss_thumbnails/10greatreasonstohireabusinessconsultant-160702002536-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Boost your business with pinterest /slideshow/boost-your-business-with-pinterest/16984244 boostyourbusinesswithpinterest-130306132126-phpapp01
]]>
]]> Wed, 06 Mar 2013 13:21:26 GMT /slideshow/boost-your-business-with-pinterest/16984244 asadibiz1@slideshare.net(asadibiz1) Boost your business with pinterest asadibiz1 <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/boostyourbusinesswithpinterest-130306132126-phpapp01-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br>
Boost your business with pinterest from Ali Asadi
]]> 870 5 https://cdn.slidesharecdn.com/ss_thumbnails/boostyourbusinesswithpinterest-130306132126-phpapp01-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 https://cdn.slidesharecdn.com/profile-photo-asadibiz1-48x48.jpg?cb=1628473818 ***Connect with me on LinkedIn using: info@aprofitmaker.com Whether you work for someone else, already own your own business, or are the CEO of a corporation, you can take your professional life to the next level. Use the following link to schedule your Free 30 Min consulting session. http://www.meetme.so/AliAsadi I am an author and professional business consultant. As the owner of Asadi Business Consulting, a management consultancy firm, I specialize in helping organizations and businesses achieve success in todays highly competitive business environment. I have more than fifteen years of business management experience and focuses on all aspects of business management consulting, and ... www.aprofitmaker.com https://cdn.slidesharecdn.com/ss_thumbnails/howtodelegatetaskstoyouremployees-160822221046-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/10-golden-rules-for-delegating-tasks-to-your-employees/65253287 10 Golden Rules for ... https://cdn.slidesharecdn.com/ss_thumbnails/howtodeciplioneandfireemployees-160816201547-thumbnail.jpg?width=320&height=320&fit=bounds asadibiz1/10-golden-rules-to-deciplione-and-fire-employees 10 Golden Rules to Dis... https://cdn.slidesharecdn.com/ss_thumbnails/howtocreateagreatteam-160815201004-thumbnail.jpg?width=320&height=320&fit=bounds asadibiz1/10-golden-rules-to-create-a-great-team 10 Golden Rules to Cr...