Bad credit on the part of a small business owner makes many aspects of a running a business more difficult, including hiring and employee management. Human resources functions within a growing business are often handled directly by the owner of the business, with no room for a managerial department dedicated to HR without financing on top of strong cash flows. Without a separate entity handling human resources concerns, it falls to the owner of the business to ensure that employees are contributing on the level that they should be. Here are a few ways that bad credit businesses can stay on top of their HR, even if they don’t have the benefit of a centralized HR department. Ensure that there are strong protocols in place for communication. The communication quality within an organization that has no HR department needs to be carefully protected and preserved. Ideally, a forum for open communications within the business should exist as well as other communication channels that can be used

As a small business grows, staying in direct contact with employees can become more difficult on a day to day basis, necessitating strong mangers to be put in place in order to unite different departments and report to the owner of the small business. Along with a larger managerial infrastructure comes more standardized processes of evaluation, including annual or bi-annual formal evaluations that are a fixture of corporate life. While evaluations are usually dreaded on the part of employees, they can be beneficial if handled with competent managers in place who are focused on meeting business goals and not on the idea of exercising power of employees in an arbitrary fashion. Be willing to answer employee questions. As a small business owner, you realize that your employees work for you, but you may not actively think about the fact that by steering the course of the organization that they work for you are responsible to them as well. Asking questions is generally a good sign among

Managing employees is not an easy feat, especially within the often hectic environment of a growing small business. However, it is precisely in this type of environment that the engagement levels of employees have the biggest overall impact on productivity, since with fewer staff and many different things that still need to be done, whether or not an employee can be counted on to get things done and stay accountable will have a disproportionate impact on the productivity of their peers and ultimately the entire organization. For this reason, cultivating employee engagement should be a high priority for business owners, with attention paid to the positive and negative effects of encouragement on each member of staff. Give feedback. This is an often stated staple of management technique, however in a small business context where communications are generally quite fluid and occur regularly regardless, business owners may not feel that there is a need to give feedback within the thick of business operations. However, this discounts the

Managing a business is not easy all alone, but inevitably when other people get brought into the equation things get simultaneously more easy and more difficult. While well trained employees who have been given leadership skills represent a major asset on the part of small business, the more people are added to a staff, the more the sense of accountability in in environment is diffused unless steps are taken to preserve it. Business owners may not always have the time or resources to check up on an in depth level with all of their employees, but when they recognize consistent indicators that something needs correcting, it falls to them to make sure that they take the initiative to follow up on their observations and diagnose any potential issues before they turn into something that can be potentially highly detrimental to the health of their enterprise. There is a difference between problem employees and ones that are not engaged. A problem employee under the best of circumstances will

Management is one of the most important and versatile skills that small business owners need to cultivate in order to keep things moving in the right direction in all aspects of their business. Among the many benefits of positive management technique is the ability to inspire others with the message and branding of your business, allowing them to take the reach that you would otherwise have and stretch it out over a much larger base of viewers. Ensure that employees understand where they fit in to the larger picture of your business. Unhappy employees are often employees who simply don’t understand what they should be doing. This can also lead to employee disputes that break the morale of everyone involved and put a mental strain on even those who are not part of the spat. Make the time to check in with your managers on a regular basis, but remember that micro-management is not a solution either. Instead, small business owners should aim for a happy

The wide potential reach of content that is put up on social media can be something of a double edged sword for small business owners. On the one hand, it can trumpet their success far beyond what was possible before the advent of the internet age, but on the other it creates many more opportunities for negative attention in the form of bad reviews, posts that have unintended consequences and also employees misrepresenting their brand. It is the latter issue that has many business owners worried enough to check on their employees social media accounts, or even screen using social media before making a hiring decision. Depending on the type of position that the employee would be occupying, there are different levels of what constitutes appropriate behavior, but in general business owners should take steps to prevent inappropriate social media activity provided that it reflects poorly on their brand. Having a social media policy in place that is clearly understood and fairly defined can help

Employee engagement is an important factor in the effectiveness of a business, making a large difference in the speed and quality of production within your offices. Aside from management techniques that enable employees to become accountable and vested in their results, adding some fun incentives to the work week is another strong way to bring your staff into a more productive and committed state of mind while on the job. Towards that end, here is how you can set up an employee of the month contest in three easy steps! It’s always a good ow your employees that you appreciate them, and when there is a little bit of competition in the air (in the spirit of fun) it can lead to better results on the part of your employees. 1) Decide what you are going to use as criteria. There are a few ways you can spin an employee of the month contest, and depending on your desired result, different criteria will be more important

Business owners tend to wear many hats, from manager and salesperson to tech support and accountant. When their business only has a few members on staff, it’s often the case that their employees must also manage multiple areas of the business and be willing to be flexible in order to keep things moving in the right direction. That being said, at times it can get confusing for employees in a fast growing business environment to know what tasks they are expected to handle. In a worst case scenario, if no employee claims responsibility for a task that falls outside of each of their ranges of involvement then it can sit around unnoticed and not getting done up to the point that it becomes too late. In order to avoid the stagnation of workflow, business owners need to have some semblance of jurisdiction laid down so that their employees are effectively able to identify and respond to priorities that might not fall into a clearly defined

The perks of running a small business include a total control of how you manage it. However, when the tasks that entails get in the way of taking a vacation or even looking for a change of scenery, then the perk can start to feel more like a burden. Luckily, small business owners don’t have to stay cemented to a single location in order to be productive. Getting things done from a remote location is becoming more and more simple thanks to new technologies and applications geared towards independent businesses. In the interest of making it a little easier for business owners to go out and about while managing the fear that they are missing out on important business developments, here are three suggestions for bringing productivity along with them when they go out. Allow yourself the ability to get employee feedback through your phone. Business owners are notorious for taking a technology that wouldn’t otherwise be used for business and applying it successfully to their

Inertia in the workplace refers to the series of habits and actions that you and your employees can fall into, becoming comfortable with a routine that can get in the way of real progress. Generally speaking the larger your team becomes, the more likely it is that a series of routine actions will be established as the proportion of employees to managers becomes higher. The problems caused by a too strict adherence to a routine include missing opportunities, reduced confidence in the face of innovative competition, a sliding standard of performance, and complacence in general that leads to less getting done. What causes inertia in the workplace? Common in the corporate world, a fear of experimentation and risk taking is a common cause of a glacial pace of organizational change. When employees feel that they are not valued for their ability to be innovative, and rather, are important only insofar as they can perform a specific task, then the risks involved in experimentation and innovative thinking

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