The dynamics of a family business are significantly different than in a general corporation. Most people don’t wake up next to the boss or sit down with the staff for Thanksgiving dinner.
Having lived in a family business for nearly 15 years, I understand the incredible high of successes as well as the challenges, fears and struggles. The pressure of building an established and trusted business, hiring internally, contracting externally, feeding the machine (marketing, making the phone ring, selling), questioning the direction of the business are often overwhelming.
Do you have protocols for answering your phone, for greeting visitors, for trouble calls? If you don’t, you should. Some things don’t need to be left up in the air.
Whoever a potential customer interacts with first, establishes the impression of your company in that person’s mind.
It’s estimated that “regular telecommuters will total 4.9 million by 2016.” In addition to that, some “50 million U.S. employees hold jobs that are telework compatible, although only 2.9 million consider home their primary place of work (2.3 percent of the workforce).”
A fundamental change in the workplace such as this one can have a profound impact on the economy and job market. But what is driving this trend and why should we be kosher with this latest development?
Estimates predict infamously independent millennials will comprise 75% of the workforce by 2030. Compare that to 2014’s percentage of only 36% and you’ll see a major shift happening in the labor force and culture. The technology loving youngsters are taking the place of our Generation X and Baby Boomer generations, bringing a whole new perspective on the world and the workplace. That generation has quite a reputation of being difficult to control, and members are often seen as individualistic and self-absorbed. So how will our leadership styles need to change to help millennials thrive within our companies?
You’ve done a great job of screening, interviewing, negotiating and courting your new hire. You’ve done the background check and verified employment eligibility – everything is good, right? Not so fast! Did you talk to your new hire’s references?
At least twice a week I talk with executives who are shocked when I suggest that actually talking to references is a necessary part of the hiring process. They seem to think that this is an extraneous step that doesn’t provide you with either new or valuable information. This can often be the case if the correct questions aren’t asked. However, checking references can be a high quality tool to help you get a good candidate on board, IF you know the correct way to talk to these references, and the right questions to ask. I’m going to share with you some of the reasons I always check references, as well as some super-secret tricks on what to ask that my industry knows – and now you’ll be in the know, too!
From closing the deal to firing up your team, make your message stick with SHARPs
Want to know your real competition when you’re speaking, whether to an individual or group? You’re up against the human mind. Weighing in at just three pounds, this competitor is the repository of countless conscious and unconscious thoughts.
We are all bombarded with data at every turn. Our smartphones (and the constant content they provide) call to us like sirens, ready to distract us under the guise of multi-tasking.