Focus Is What Creates Wealth

A few months ago, I wrote about the two driving forces in every decision we make. Each decision you make is based on your attempt to avoid pain or pursue pleasure. In many areas of our lives, pain seems more intense and therefore, most of us base our decisions trying to avoid pain. Take someone who is out of shape for example. Are they out of shape because they do not possess the knowledge to get in shape? No, we know what it takes to be in shape, but we also know it's hard, it takes work and commitment. For some, the idea of not eating what they want and working out is more painful than the pleasure of being in shape. Being in financial shape is not different. We know that we need to budget our personal finances and we need to earn more than we spend to be in good financial health, but some people associate too much pain with not spending, so they spend. Each person has their own associations with pain and pleasure. In the article I wrote a few months ago, I focused on the benefits of pain and how it is necessary to reach your goals and how we should not avoid it. Success does not come easy and pain is part of that journey.

Knowing that pain is positive helps us when we are going to make a decision that could cause pain, but that knowledge alone might not be enough. What can make a big difference is our ability to focus on the pursuit of pleasure over the avoidance of pain. The idea is to make the thought of the pleasure more powerful than the thought of the pain. This is done in two ways:

GOALS

Obviously, we know goals are important in business. In fact, some will argue you will not be successful without them. What is not so easy to understand is why goals are so important. By having and focusing on goals, you are focusing on what you want, which is the pleasure we get from the decisions we make. When you are newer to business I would suggest focusing on a SMART goal, but my SMART goal might be a little different than what you have been taught.

Specific: The more specific your goal is the better. Your picture of what you want should be very clear.

Measurable: A goal like getting into shape is not only not specific but it cannot be measured. How will you know when you reach it? Great goals are easy to measure and know when they are accomplished.

Action Focused: This is the one that changes a little from what others are teaching. When you are getting started, created goals that are based on actions will help you. This is because they are easy to accomplish, and you can create some momentum. Small success leads to great things. For example, you might want to make a goal that you will make 5 offers each day or each week instead of doing one deal a month. Although you might want to do a deal a month, the focus should be on the actionable items that will get you there.

Reasonable: This is one that is challenging for a lot of us. We hear that if you shoot for the stars and miss, at least you will land on the moon. Although I do believe that we need to think big, I also understand that we need to believe our goals are attainable or we will not hit them. Our mind is so incredibly powerful that if it does not believe you can hit the goal... you can't. My advice is to make short term goals that stretch you, but that you believe are possible. As you start hitting your goals you will be expanding your mind and can create bigger and bigger goals. There is also nothing wrong with dreaming or setting lofty longer-term goals. That too can be very positive in your development.

Time Based: As mentioned above I like the idea of short term goals. My preference is a year or less on the actual goals that you are going to focus on. Monthly goals work well. There should also be rewards for hitting these short terms goals. In no case should your goal not come with a definitive date to accomplish.

BIG WHY

I have written several articles and posts about this, so I will not spend too much time here, but it is important to mention that it is my strong opinion that your why is the one fail safe way to have success in anything you do. As long as your why is big enough, you cannot fail. Period.

The second way to shift your focus to the pleasure is your big why. Your why is very different than a goal, as it might not meet any of the SMART criteria. It is huge, much bigger than you, and is often something that is hard for you to even realize you are capable of accomplishing. Your goals will be based on this, but it is not something that you are tracking in most cases. It is often times much bigger than you, like leaving a legacy or helping or starting a charity. It is my why that keeps me going when things get hard and it is my why that helps me make decisions that I know will cause some temporary pain. It helps you bust through fear.

By focusing on your dreams and your goals you will be able to look past temporary pain, so you can create lifelong pleasure. Combine this strategy with the knowledge that pain is positive and you will be unstoppable!

Article Source: http://EzineArticles.com/expert/Kevin_Amolsch/725898

How To Pick And Install An Effective Project Tracking App

 By Andrew Malzev

Why do we not value time as much as money?

Remember, that we used a term "effective project tracking". All solutions are not created the same. Actually when a company is in need of project tracking, they often implement a tracking mechanism that is doomed to fail. Companies often forget that the planning process is controlled by a project manager, while time tracking demands full acceptance and long-term support of every employee in your office, or in your project team. If you implement a tool that your project team does not use heartily, consistently, and voluntarily, you have not really implemented a solution at all.

We have seen many different project tracking non-starters. For instance, one international financial brand had a full-time employee whose sole responsibility was to run around the office with a clipboard interviewing team members about their progress and status and inputting the data into a comprehensive folder of Microsoft Project files. There was a commercial printing work that asked employees to enter status information into an Excel spreadsheet that was over 6k rows long.

As we write, thousands of custom-built Visual Basic timesheet applications grind along at different stages of completion not quite meeting the needs of the companies that developed them. There are firms that try to use paper timesheets that employees fill out for payroll and analyze them for project tracking purposes. When it comes to project tracking methods, it is an interesting world out there, and it is not pretty.

Rather than trying to create your own, you can find a commercially available time tracking system that best meets your needs.

Will Employees Use It?

Usability is one of the most important considerations as a time tracker is only as good as the information that it gets is useful for a company. If your team flout it (and they will if it's too hard to use) or worse, sabotage it, your tool will only serve to built a wall between you and your employees. Use the time tracker that makes tracking as easy and painless as possible for your people, and avoids human error as good as possible.

Better yet, if your tracker actually gives an orderly automated feedback to individual employees, it could build an incentive for timely and accurate information entry. If you are considering a web-based time tracker, keep an eye on nature of web applications. Often it makes them more cumbersome to use than desktop solutions. The possibility to use both a web entry method and a desktop client would be ideal.

Does It Give An Answer?

Do not get distracted by hundreds of reports that a project tracking system offers. Ask yourself what questions about your team's work time are the most important and see if a time tracker that you consider can answer them. First of all you should start with: "Are we on board with it?" "How much will the project cost in the end?" "What work takes longer than we thought?" "How much money are we really making on a project?"

Will It Help Me To Know More?

Ask your projects managers how you can use the time tracker to improve the way you work tomorrow. How will you take the information collected for your today's projects and turn it into a useful insight for the future work? This is how your time tracking system will pay for itself.

In the project managers' club we know that time is as scarce and valuable as money, and there is no factor more important to the eventual success or failure of our endeavors. But we constantly see examples of projects which are good planned but bad tracked, if they are tracked at all.

The question is not whether you should track time. You must do it. Take care to choose the right system for your organization. Be sure to evaluate it in real-world conditions before making your decision. Get the buy-in of every single team member.

Today CrocoTime is approved by more than 500 of customers ranging from small companies to enterprises of different spheres of business: production companies, project companies, trading, and service companies have been using CrocoTime to become more productive and efficient. http://crocotime.com/en/

Article Source: [http://EzineArticles.com/

Effective Meeting Checklist: 13 Things You MUST Do So You're Not Wasting Time & Money

 By ]Aprille Trupiano



A survey by Salary.com shows "too many meetings" is the #1 single biggest waste of time at work.

Studies show that Managers attend more than 60 meetings per month and an estimated 37% of employee time is spent in meetings.


So should you cancel all meetings?

Is that the answer?

Not according to 92% of meeting attendees who say they value meetings as an opportunity to contribute to the organization.

Then what IS the solution?

Considering that the problem isn't so much having meetings as it is having ineffective meetings, the following checklist will save you time, save you resources and save you money. It's also likely to keep you from feeling worn out and exhausted from meeting burnout.

Print out this Checklist and use it before, during and after your next meeting. You've got everything to gain.

BEFORE THE MEETING:

[ ] Make sure you (or anyone else) really need(s) to physically attend the meeting.

If the meeting can be had via teleconference or web conference, opt for that. It saves not only drive time but also delay time waiting for those who are known to be late.

[ ] Prepare and/or Review the Agenda.

Do this at least 48 hours prior to meetings to ensure that the timeline is efficient but not too tight to allow for discussions. Make any necessary adjustments.

[ ] Prepare data and/or facts that support items on the Agenda.

Don't waste time trying to locate this information during meeting time. Or worse, don't put the issue until another meeting because you don't have the proper information to proceed to conclusion.

[ ] Distribute any information that will require review by other meeting participants.

Do this at least 72 hours prior to meetings to give people enough time. Otherwise, you'll waste time explaining the information on the spot, effectively doubling the time you've spent to prepare it, just to resolve the issue.

DURING THE MEETING:

[ ] Start ON TIME!

This is one of the most critical, yet skimmed over culprits of ineffective meetings. Starting later than the designated time is not only wasteful, it's disrespectful to the people in the room who have more effective things to do than idly chit chat while waiting for the "real" meeting to begin.

[ ] State the Intentions and Objectives of the meeting at the start.

This one tactic can keep people on task instead of digressing into monologues and discussions that are completely irrelevant to the important issues of the current meeting. During this time, it's also a good idea to set the "ground rules" such as a "NO TECHNOLOGY Rule" so that people aren't tempted to divert their attention from the real reason they're present at the meeting.

[ ] Address most important issues first.

Don't make the mistake of checking off small things to leave the bulk of your meeting time for the big discussions. It never happens that way! What happens instead is you'll find that if you're running short of time, the most important issues aren't given the time they deserve or they're completely shelved until the next meeting can happen.

[ ] Publicly ask the Question: "What did we decide today?"

Have someone taking minutes, which includes WHO will do WHAT and BY WHEN. Without this critical step, you've just spent 1 to 2 hours sharing ideas and concepts. The only way to turn the MEETing into a DOing is to have follow up actions and accountabilities.

[ ] Set the date and time of the next meeting.

You will avoid wasting so much valuable time by avoiding the usual endless email volleying to find a date and time that works for everyone's already busy schedule. Rescind the "No Technology Rule" for this portion and have everyone coordinate live and on the spot. Make sure you communicate this information post meeting to anyone who couldn't attend, stating that the date and time were chosen by the majority - the majority who were present, that is!

[ ] End on time.

Ending on time is vital for several reasons, such as setting the expectation for attendees that their time will not be squandered. It also sets the tone that you must stay on task and on topic during the meeting otherwise all of the objectives will not be met. Finally, it lays the groundwork so that you can democratically interrupt anyone who is a "meeting hog" by politely reminding them there are only x minutes to the meeting and you must move on in order to get to all the issues.

AFTER THE MEETING:

[ ] Send a Recap Report.

In the Recap Report, include the meeting minutes, which includes what you "decided" at the meeting. Most importantly, include a chart that illustrates WHO committed to do WHAT and BY WHEN so that everyone is on notice that people will be looking for those action items to be completed.

[ ] Delegate someone to track action items and accountabilities.

Choose someone who has access to all meeting members to keep track of the "WHO-WHAT-BY WHEN" list. Make sure that you know when an action item is overdue and have a plan to nudge the person who is accountable to get back on track asap. Publicly acknowledge those who have completed their tasks on time to encourage the same behavior in everyone.

[ ] Evaluate the Meeting Effectiveness.

Ask yourself (and meeting attendees) 3 things. a) What went well? b) What went poorly? c) What can we commit to doing to improve? A quick email will do or better yet, an anonymous survey so that people feel completely free to be open and honest in their feedback.

By following this very simple checklist, you'll find you're able to recuperate tens if not hundreds of hours of your time and your team's time during the month. You'll begin to see meetings that produce real, measurable results - consistently. Inevitably, your effectiveness and your teams' effectiveness will rise dramatically. Just think what that will do to your bottom line profits!

Send me a message on LinkedIn (Aprille Trupiano) or Twitter (@aprilletrupiano) and tell me how things go after implementing the items on the checklist. If you're still struggling, schedule a no-cost Business Breakthrough Session with me to get real results from your team. Go to http://bit.ly/aprillebbs today.

Aprille Trupiano is an International Expert on Business and CEO of AT International. She works with business owners, especially Insurance Agents, Financial Advisors and Mortgage professionals around the globe, teaching them how to be the CEO of their business and developing Million Dollar Producers. Working with Aprille and AT International, clients say they get to spend more time with family, play more and they STILL make money at the office!

Learn more at: http://www.AprilleTrupiano.com or schedule your Business Breakthrough Session today!

Article Source: [http://EzineArticles.com

Five Steps for Making Better Decisions

By Paul C. Donehue

What you decide to work on, what you decide to improve, which projects you decide to undertake - these decisions make all of the difference in your organization's success.

Traditionally, people have often thought that if they had more data they could make better decisions.

But we're all familiar, no doubt, with the taunting acronym, "TMI" (Too Much Information!) that is commonly directed at those who "over-share" personal details. Similarly, in today's business world, the flood of data can make many decisions more complex... and the decisions made by considering all of this data are not always better!

In fact, the decision-making process is rarely studied and improved, and in a study of 500 managers and executives it was reported that "only 2% regularly apply best practices when making decisions, and few companies have systems in place to measure and improve decision-making over time."

If this sounds familiar, you might consider these five critical steps to improving your organization's decision-making process for complex decisions:



Start with a clear goal or objective - a good understanding of the problem and objectives. This step will help an organization refrain from starting with a compelling idea and backing into the rationale.




Widen the alternatives you are considering - As the French philosopher, Emile Cartier, put it, "There is nothing more dangerous than an idea, when it is the only one you have." A single idea is dangerous because when we focus on our current option, other and quite possibly better alternatives are outside our spotlight. Yet our natural inclination once we arrive at an idea is to stop looking for alternatives and devote our effort to convincing ourselves and others that this is the right decision.




Know what you know and what you don't know - Behavior economists assert that human beings are wired to give much more weight to information we have than to information we do not have and by doing so, we mis-calculate our risks and opportunities.




Achieve distance & perspective before deciding - A third condition for good decision-making is emotional distance. If you were the outsider, with no emotional stake in past decisions, what advice would you give yourself? Bringing in other perspectives, suppliers, customers, and other stakeholders can also help provide different perspectives on the decision to be made. Another way to gain distance is to imagine the impact of the decision one year in the future or even five or ten years.




Take a hard look at the uncertainty - One way to combat uncertainty is to figure out what you do know and use that to "bookend" the decision: what would be the outcome if all the bets go against you, and what would it look like if everything fell into place. This can help you evaluate if there is more upside opportunity or downside risk. You might also test and learn from small experiments before going whole hog. Find ways to test the waters or test some key assumptions to reduce the range of uncertainty to arrive at better decisions. The greater the uncertainty and risk associated with a decision, the more valuable these small experiments will be.




Learn & Improve

If you follow the steps above, your decision-making will likely improve. However, to accelerate organizational learning, write down the decision made and why. Schedule a follow-up at an appropriate time in the future to evaluate and take corrective action if necessary. In this way, you'll learn from the decision process and make your next decision will be even better.

Paul Donehue is a Senior Associate at [http://www.conwaymgmt.com]Conway Management Company, a management consulting firm that helps improve the way organizations run.

Article Source: [http://EzineArticles.com

3 Ways Egalitarian Leadership Creates Trust

By ]Linda Keefe

I went to the internet today, before starting this article, to find statistics to support an idea I wanted to present. In the search bar I put "trust statistics in workplace". I was hoping to find a data point or two to introduce the chicken and egg standoff of: "which came first - the lack of trust or inadequate communication?".

The results were staggering! I didn't even need to explore the reports, the headlines told the story:



"Do Your Employees Trust You?" ~Gallup

"15 Shocking Statistics about Engagement in the Workplace" ~Novarete

"82% of People Don't Trust the Boss To Tell the Truth" ~Forbes


Anyone who has worked in corporate America, and is familiar with the well-meaning employee satisfaction survey, knows that it is very typical to have both trust and communication surface as top issues when it comes to leadership.

Who is always responsible? The manager. This pivotal point in workplace structure holds all the cards. The manager is the person people trust (or distrust) the most. How this individual deals with people on his or her team, the tone that is set for sharing ideas, and how much the group can count on its leader to carry-through on what has been said, determines the organization's ability to thrive. It sets the culture.

If you've got a great manager you can create a highly productive team in a lousy organization. On the other hand, no matter how good the organization is, if you have a crappy team leader, nothing works very well. How the person at the helm leads makes or breaks a team - formal or virtual. (By virtual I mean any formal or informal group that has someone in the manager / supervisor / boss role.)

Egalitarian Leadership

The manager role can be played out in one of four ways.

1. Autocratic. The autocratic manager gets "99" votes; the employee gets "1".

In most situations, this leadership style is no longer preferred. But there are times when it is required. Some business situations certainly require a unilateral decision. That's when autocratic leadership is at its best. Using this style sparingly helps to build trust.

2. Democratic. The democratic manager wants everyone to agree. Decisions are based on a majority vote. Using this style too frequently can drag down initiatives and stall action. But listening and working out a true consensus when possible is good for trust building.

3. Benevolent. "I know what is good for our employees; I don'' need to ask them." That's what you hear from a manager in benevolent mode. While this style may have its place at times, it is not an inclusive approach. It's not a great trust builder.

4. Egalitarian. Egalitarian managers know that everyone is equal.. that every worker's role is valued... from the janitor to the president. Each has a unique contribution to make. This mutual respect approach builds the strongest trust.

Building Trust as an Egalitarian Leader

There are three ways an egalitarian leader builds trust.

#1. Have a core belief in MUTUAL RESPECT for every individual in the organization. Know, unequivocally that each person brings value, plays an essential role. This perspective is at the root of egalitarian leadership and a building block for mutual trust.

#2. Be someone who ACTIVELY LISTENS. Be willing, able and eager to hear the ideas and opinions of every individual on your team. Create a safe environment for suggesting out of the box ideas and disagreeing with yours. Make sure they have no fear of reprisal or pre-judgement. Give them, and their feedback, the respect they deserve. Make it possible so that they have no desire for anonymity. This builds trust that has people willing to give true feedback.

#3. An egalitarian leader CARRYS-THROUGH. Managers can't commit to something and then ignore, forget or disregard it. Do what you say you will. Be truly committed to the success of each individual. That will translate into success for the team and the organization.

So which comes first... trust or communication? You tell me. In many ways, it's a Catch-22. But the good news is, try a little of both and you can inch your way into a vibrant, trusting team where effective communications is the glue.

For more on how to go beyond ordinary results and achieve extraordinary success, get your EGALITARIAN LEADERSHIP PASSPORT by Linda L. Keefe at [http://www.SharedResults.com]http://www.SharedResults.com. Keefe is a business consultant, speaker and coach.

Article Source: [http://EzineArticles.com/

Role of HR Management Software in Building Strategy

Johnny Davids

In today’s corporate era, Human Resource Management has moved on
from merely doing the Hire and Fire activities to helping in
building strategy to meet the organization objectives and goals.
For this reasons there are many number of Human resource
software to help them tune in along the strategy. Bringing in
the right talent, training them to grow with the organization
standards and solving their grievances during their times of
conflict is part of their strategy.

In the last decade, human resources departments have evolved
from policy and benefits administration to a far more strategic
role of engaging and developing the workforce. This trend
towards acquiring, growing, and managing talent what most
analysts refer to as strategic HR has largely been made possible
by innovations in Human Resource Management software technology.
Traditionally, HR has been viewed as a staff function to oversee
issues, such as employee data and company policies. HR officers
were often the select few who had access to this critical
information. Today, however, strategic HR takes these processes,
such as hiring and talent management, out of the silo making it
easier to share valuable data across the organization. And it's
this type of information that can advise key business decisions.

The adoption of web-based HR software has been a key driver in
the development of strategic HR. These HR software solutions
keep both managers and employees actively involved in managing,
tracking, and sharing information. By automating core HR
processes, organizations can focus more of their time improving
the organization from a strategic perspective such as hiring
better people, setting performance goals and improving talent
effectiveness.

As HR is becoming more strategic, the role of HR professionals
is evolving as well. No longer are HR personnel focused simply
on administrative or policy issues. Rather, they are taking on
broader roles to act as organizational advocates, coaches and
consultants. And this new hybrid of HR staff is often
responsible for overseeing three core strategic HR functions:

Talent management includes strategies for the management of
employees through their entire life cycle within an
organization. Interviewing, hiring, on-boarding and evaluating
employee performance are all important functions of the talent
management process. Software solutions offer a range of best of
breeds and one-stop shops for automating and streamlining these
functions, allowing HR professionals to focus on managing the
talent pool, planning for succession planning and keeping
employees engaged. Learning management relates to an
organization’s best practices for continuous employee
development. Tracking qualifications and licensing, executing
policy update courses, monitoring completion of ongoing training
requisites and managing new employee training are all essential
to the continued success of many organizations.

As many can attest, though, growing the scope of HR from
administrative to strategic is not an overnight process. It
takes a high level of cooperation and collaboration, an
adaptable growth strategy, and, most importantly, serious
dedication. Quite simply, they empowered HR professionals to
make key decisions to improve company culture and increase
productivity. Researching best practices and comparing software
to meet your unique needs can help ease this transition in
establishing an effective, strategic HR framework that can grow
with your organization over time.

About the Author: WorkGoal is a comprehensive system that
addresses areas of Workforce management, Employee Attendance,
Help Desk and Employee appraisal of an organization. Please
logon to http://www.workgoal.com.

Source: https://www.isnare.com

Strategic Outsourcing Meant For Internet Business

By : Jesscx Brown

Strategic outsourcing is often a procedure in which the
organization seeks the services of the provider to manage vital
duties as opposed to it getting managed by an worker of your
company. It truly is accomplished so that you can maximize the
assets of the organization and convey the business a move closer
to reaching their objectives.

Positive aspects and down sides of strategic outsourcing

Strategic outsourcing assists the organization not simply in
reaching their objectives but also in reducing the cost with the
undertaking. Additionally they enable the corporation to use its
sources for other crucial features from the company that are
managed by in-house personnel. Small companies use strategic
outsourcing to be able for them to get enough resources in other
departments of their corporation while bigger companies utilize
it for your sake of using their resources. It can be also
accomplished so as to conserve time. How? Instead of obtaining
their in-house personnel trained to develop into professionals
in a certain discipline, they select to access certified
professionals to deal with their projects. By doing this, they
may simply have contracts without an excessive amount of time
and work. They also decide on strategic outsourcing mainly
because in the comfort it offers.

Although this kind of outsourcing gives quite a few advantages
to businesses, you'll find still several problems about
strategic outsourcing that need to be regarded as. Due to the
fact you are gonna transfer the manage in the job or
administration of one's item to a supplier, you should be
conscious from the risks. Initial, the supplier may not create
the best excellent product. The deliveries could also be
delayed. Other dangers may well include starving production and
theft of design or process. They are the dangers if a
corporation decides to make use of strategic outsourcing. Is
this possible? Sure, it truly is.

The employer is not usually there to keep track of the
supplier’s transactions and could not always be there to examine
the quality of your product they're making. An additional is
threat in strategic outsourcing is that, they may hand their
design towards the wrong supplier. They might locate their
function inside the fingers of your competitor. This can trigger
a decline for the organization. Some organizations could also
come across their business facing a brand new competitor due to
the fact of strategic outsourcing. This really is due to the
fact the provider who learns about how their product is made or
how the procedure functions thinks about generating it
independently to get a earnings.

Information about strategic outsourcing

With these issues and advantages, it can be essential that you
are prepared to deal with the dangers as well as the good sides
of this kind of outsourcing. It is also vital to pick a provider
that will not consider turning their back again on you. Don't
forget, data about your organization is one thing that should be
taken care of. Which is why you will need first to understand
all things about strategic outsourcing prior to engaging in it.

Learn more about strategic outsourcing at
www.FreelancersElite.com

About the Author: I am a real entrepreneur which usually would
rather lighten up my work load.  I do this virtually on
outsourcers I've found in the past.  I equally desire to talk
about where to get outsourcers and also created a website termed
http://freelancerselite.com confident of responding to queries
people often hav

Source: https://www.isnare.com

Principles and Advantages of Employee Empowerment

by: Edwin Sydney

What is employee empowerment?

Employee empowerment is the act of giving employees the
opportunity to make decisions concerning work procedures and the
organization at large. This helps in giving the employees
confidence in their abilities and enhancing performance within
the organization.

What are the main principles of employee empowerment?

There are several principles of employee empowerment. These
include:

Value for the employees. There are many ways through which an
employer can show that they value the employee. Employee
empowerment is about showing workers that they are worthy and
their services are valued. This is always evident in the manner
through which senior employees and managers talk to the
employees and also how they treat them. Employees can also know
whether or not they are valued from the body language of their
employers. This can either motivate or deflate their zeal.
Ultimately, employees should be treated well and in a humane
manner regardless of their performance.

Information sharing. Whether it is goals or decisions of the
company, company information needs to be
sharedProofreading-Editing to every employee of the company.
Empowerment majorly concerns information and an employee can
never be empowered if they lack information regarding the
company. It is necessary to ensure that all employees receive
information regarding the company on time and that their views
and opinions are considered in decision making processes.

Employee empowerment is about allowing employees to make
decisions about the company. This entails delegating duties to
the employees. In some instances, the employees may have good
ideas but if they are not given a chance to implement them then
they will only remain ideas. Empowerment is about delegating all
types of duties to the employees, not just the boring or
difficult duties but the fun and demanding ones as well.

Even though employee empowerment may entail delegating duties to
the employees, it is important that bosses and managers provide
guidance to the employees. It is not just enough to assign tasks
or let the employee implement their own decisions. Bosses must
ensure that any decisions or ideas implemented are aligned to
the company goals.

Frequent feedback. Employee empowerment is also about providing
frequent and honest feedback to the employee. Regardless of
whether the employee performs well or not, they need to know
what the managerial team thinks of their work. Employees can use
feedback to improve their performance or even change their
tactics especially if they are not doing well. When providing
feedback it is important to also consider the feelings of the
employee and use well chosen and positive words.

Employee empowerment should be accompanied with the right
rewards. An employee who performs well should be recognized.
This does not mean big rewards but even a small token of
appreciation will go a long way to motivate the employee and
inspire others.

What are the advantages of employee empowerment?

Employee empowerment can be carried out in varied ways and there
are also many principles surrounding this concept. In the long
run any employer who wants to experience the best results must
seek to empower their employees. Some of the benefits to be
gained from employee empowerment include:

High productivity

Reduced turnove

Higher profits for the firm

More motivated workforce

Reduced wastage

Better working environment

High levels of creativity within the workforce.

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5 Ways to Raise Capital and Start a Business

(NewsUSA) – Sponsored News – Raising capital to start a new business is not as easy as setting up a lemonade stand or selling Girl Scout cookies. A primary reason for the failure of start-ups is a lack of funding. There are plenty of great products and ideas that have never come close to making it to the public.
Without American entrepreneurship, and the drive to just go for it, we would not have Apple, Google, Facebook, Starbucks, or countless other companies that are a part of our everyday lives.
Here are five ways to generate capital for your business in today’s economy:
1. Friends and Family. A tried and true methodology, this has been a staple of start-up funding for hundreds of years. It is however, not without its risks, as a failed business could lead to strained relationships. or even the end of relationships.
2. SBA Express. The Small Business Association provides several avenues for borrowing money. SBA Express allows bank-qualified business owners to borrow up to $150,000 without filing the typical SBA loan application. Plus, owners will receive a loan decision within 36 hours.
3. Community banks. Community banks actually have the capacity to be flexible with lending terms whereas large corporate banks do not. Find local lenders by reaching out to the Independent Bankers Association of America, which has access to 5,000 community banks.
4. Crowdfunding. Crowdfunding networks like Kickstarter and Indiegogo have raised some serious cash from individual investors. If you have an innovative idea or project, develop a reasonable funding goal and timeline and see which investors support you and pledge funding. Remember, projects must meet their funding goals before the time runs out, or else no actual money is received. Also, be aware that a percentage of the money raised will be kept by the crowdfunding site as part of their fees.
5. DPOUSA. DPOUSA is an online financial platform providing client companies the opportunity to have 24 hours a day, 7 days a week, 365 days a year visibility of a direct public offering to a growing base of over 33,000 accredited investors and institutions representing over $500 billion in available capital. Unique to DPOUSA is the DPOUSA Special Council, a diverse cross-section of 50 professionals from various industries available to assist DPOUSA client companies. Visit www.DPOUSA.com for more information.
Whatever the state of the economy, there will be those willing to invest in new businesses. New businesses create jobs, and power growth. There are sources to help with capital. So, once you find the sources, be ready with a great plan to show what you are going to do with the capital, and how the investor will benefit.

7 Practical Steps to Hire the Best Boomerang Employees

7 Practical Steps to Hire the Best Boomerang Employees
Submitted by: Yen Tran

The world labor market has seen an increasing trend of rehiring
boomerang employees (who left the company before then come back)
in the recent years. Job seekers have to compete more
drastically not only with new candidates but also former
employees. How should employers handle boomerang employees in a
sensible, reasonable, rational manner? This article will give
you the general picture of boomerang employees in the labor
market and suggest 7 practical steps to hire the best ones.

Why boomerang employees return?

Employees often leave for several reasons, and then they come
back because they realize that the grass is not always greener
on the other side. Even they got better benefits or titles as
they had wished, they might face different issues at new
workplaces. Some boomerang employees could not fit the new
corporate culture and environment, some were not recognized as
in previous company and others just miss their former colleagues
and managers.

Employer’s attitude toward hiring boomerang employees

A new survey of more than 1,800 HR professionals, managers and
employees by Workplace Trends and Workforce Institute at Kronos
indicated that firms are increasingly opening the door to
welcome alumni. According to the results, 76% said that they are
more accepting of rehiring former employees today than 5 years
ago. Nearly two-thirds of managers had the same attitude toward
alumni.

Benefits of hiring boomerang employees

Rehiring former employees can help company reduce cost on
recruiting and on-boarding process. Boomerang employees have
clearly understood the working system, the company culture and
environment. Furthermore, new knowledge, ideas and skills are
brought back into your company as a result of the period they
work for other businesses. Besides, boomerang employees usually
return with more loyalty and commitment to the company.

Of course, there also remain drawbacks when you hire boomerang
employees. A wrong hiring decision can be paid by a lot of
money, efforts and even other talents.

Full process that you need to follow to ensure a successful
rehiring decision

1. Exit interview

Sometimes we can’t keep talent stay but we can take some actions
to get them back when possible. When your employees ask for
resignation, be sure that you conduct an exit interview with
them to figure out the reasons they want to quit and what your
company can improve.

2. Post-exit program

Former employees can be a potential talent pool. To attract top
talent back to your company, keeping contacts with them is a
must. You can follow them on LinkedIn, invite them to your
company talent group to make sure that they can hear when your
company offer new positions. You should ask them about their new
situation at new companies as a way to show your care.

3. Rehire policy

Company should set a formal written rehire policy with clear
rules, conditions, and procedures. This policy can save a lot of
money, time and effort for HR department as well as raise
awareness of current employees.

4. Screening boomerang employees

Obviously you should follow your company’s rehire policy to
shortlist former candidates. Some following factors are often
taken into account: reasons they left your company (revisiting
their exit interviews), reasons they left new companies
(checking their references), and leaving period. Long period
away (more than 3 years) could change both boomerang employees
and company situation a lot, thus you have to assess them more
thoroughly. Employers should never consider boomerang employees
who had low performance or bad behavior in the past. Your target
should be top performers who left with accepted reasons, and
long term employees who failed to pursue their passions.

5. Asking your current team

Despite how excellent the boomerang employee is, other members
of your team, particularly former colleagues of the former
employee, may not welcome them. Maybe some of them had personal
conflicts in the past, or former colleagues may feel terrible
when boomerang employee come back at a higher level. Make sure
that you got an agreement of the whole team before making a
rehiring decision.

6. On-boarding process

We often consider familiarity as a favor of boomerang employees
and treat them like current employees. According to the survey
result, only 9% of managers gave no preference to former ones.
But several things might not remain the same since the day they
left. If you rehire a boomerang employee who just left for a few
months then returned to the same position and same team, an
on-boarding process is unnecessary. However, for those who had a
long period away or rejoins in a different role or a different
team, no special treatment should you give to them. You should
consider boomerang employees as other new hires. New training
and probation period are needed in these cases.

7. Progress tracking

Returning employees might feel uncomfortable when come back to
old company as they have to adapt to new changes in the company.
By tracking them regularly, you can identify their problems to
help them integrate more quickly into the firm. Monitoring
progress is also an effective way to boost their productivity as
well.



About the Author: I'm a experienced HR professional working at
Vietnam Manpower JSC, the leading recruitment agency in Vietnam.
 Visit our blog of HR management and career advice at
http://vnmanpower.com/en/blog.html

Source: https://www.isnare.com

Using Entrepreneurship to Prepare For Retirement

Using Entrepreneurship to Prepare For Retirement
Submitted by: Dan Grijzenhout

I am convinced that financial stability in retirement requires
more than receiving standard government pensions and many people
reach retirement age too financially insolvent to actually
retire. Additional pensions, significant savings or some form of
ongoing entrepreneurial revenue is needed to help people survive
in retirement without undue financial stress. I have been
exposed to and have seen how retirees struggle and I write this
to raise awareness about this issue and to offer some
suggestions to those concerned about their futures when they
reach this time of life.

I recently attended in our community a weekly trade fair where I
viewed a number of retirees sitting at tents and behind tables
selling their wares to consumers – through conversations I
learned that several were doing this in an attempt to maintain
at least a subsistence level of monthly income to help pay their
rent, costs of prescription drugs and other basic monthly costs.


Doing some research on this recently, I learned that standard
Canadian pensions (CPP and OAS) at the rough maximum a married
couple can expect to receive if both people worked their lives
through, nets them collectively about $22,000 per year. Now, if
you were born in 1958 or later, you also don’t collect OAS until
you are 67 – not 65 any longer. This contributes to the need for
many of the elderly to work to later years in life in order to
survive retirement financially – as the average retired
middle-class couple owning their own home, require
statistically, approximately $40,000 per year to live
comfortably. Supporting this, a recent Bank of Montreal survey
shows 59% of respondents stating that they will have to
supplement their pension incomes through continuing to work
after retirement.

It is difficult for many in low to mid level salaried positions
without company pensions to expect to be comfortable in
retirement unless they initiate some significant entrepreneurial
action or personal savings program of their own years before
retirement is reached – in fact, I wonder why we call it
retirement any longer at all – it’s become just a shifting for
most to other jobs. So this is my raising of the awareness part
of this article – Take Action!

Build things you can sell online, become a sales affiliate for
some direct selling organization, try consulting in some
capacity, start an online business of some sort (YouTube content
creator, shopping portal, online publishing or editing,
freelance writing, website creation, etc.). There are any number
of things a person can do to build that additional nest-egg one
will need as one leaves the primary work-force – and your best
energy years for this are now!

There are many “on the side” opportunities one can take to build
a second income stream prior to retirement. The key is to do it
– If you don’t try or fear to try, you may potentially be
looking at some very bleak retirement years ahead. Don’t let
that happen to yourself.

Think about your skills, what you have to offer the world that
people may be interested in purchasing and find something to do
that can both fill a passion and earn some revenue for you. If
at all possible, find something that ultimately can earn you
revenue without having to work too hard for it. Something that
has the potential to earn you significant revenues for your
effort - not something that just trades your time for money.

About the Author: About Dan Grijzenhout: Dan has lived a
successful entrepreneurial career for over 30 years. He has been
a consultant, entrepreneur, investor and business owner and is
now using this knowledge to create a series of “no charge to the
consumer” videos on YouTube in an attempt to help others prepare
for retirement financially through pursuing entrepreneurial
endeavors of their own. You can find Dan on YouTube at
http://YouTube.com/DanGrijzenhout123 on Google+ at
http://google.com/+DanGrijzenhout123 and on his website at
http://howtoguru.club

Source: https://www.isnare.com

How to Make More Money in 30 Minutes a Day Than Most People Make Working Full Time…

How To Make More Money In 30 Minutes A Day Than Most People Make
Working Full Time…

Will you invest 17 minutes to potentially change your life
forever…

If so then read on carefully because I am about to release
information on a proven system that has transformed lives of
thousands of hundreds.

A proven system that has already paid $67Million in paid
Commissions to its partners who are just average people like
you.

The best part – its free to start and there is no obligation.
You can get started just soon after going through this email.
The same system in financial system are about to hear has
already transformed lives of thousands all over the world.

All of the $67M in Commissions has been paid to ordinary people
just like you who are using this system. One need to know that
this is not one of those crazy marketing programs or some crazy
gifting programs. This system is backed by a proven company and
proven business model with a solid 5year track record in the
online education space.

You are guaranteed it won’t cost you anything to apply or start
training. However, it stands strict that not everyone qualifies
for such trainings. True, up so far – up to 27% of the people
who applied has not qualified. We are looking for potential
partners who are serious, dedicated and devoted to have just 30
minutes a day to talk to a coach in a follow up Step by Step
training.

This is a real business, therefore let it be clear we are not
looking for people who are looking for those quick fixes to
success. Over 3, 500 people have so far earned commissions. If
you are serious about changing your life financially and doing
it from home, this could be the easiest way to make money
online.

This means there are two steps to this. And you have to do the
first as follows;

Step One, We teach you how to regularly post ads online to
generate qualified leads.

Step Two, We follow up with those leads to get them to buy. When
those leads turn into paying customers, you get paid big
commissions. You will be provided with the exact ads to post
word for word and where to place them. After that there is still
one more Step…

A lot of work goes into this. This is where Mobe comes in. We
assign a 1-On-1 Coach to each of the leads you bring in to
follow them up individually. We also sell them one of our
introductory educational products. Process the sales and handle
the customer service and sell them into our high ticket
programs. And when they buy, we will pay you commissions of
$1,250 to $10,000.00 per customer.

We have created a “Done for you “Direct Sales System which takes
your leads from the ads we teach you how to post, put them into
tested and proven sales funnels to get the initial order…. And
sales them into high priced programs that pay you Big
Commissions. You can make up to $1,250 to $10,000 per customer
even though 99% of the work is done for you.

With this system you will be in a position to earn these
lucrative commissions without creating your own products.
Without any businesses or online experience, without capital or
investors.

Without dealing with customers, returns or fulfilment without
building a website, without selling anything over the phone or
in person. Without special computer skills, and without leaving
the comfort of your own home.

You don`t need to worry about building websites, hosting,
customers funnels customer sales or any of the things that takes
one to be s successful internet entrepreneur. Instead you share
on the profits and get shares of our $100M business without
having to do the hard work. And even when this is an online
business, you do not need to have experience to do this.

Many of our top earners has no to little experience when they
got started. In-fact, because you found your way to this video,
article or ad, its proof that you already have enough computer
know-how to bring us leads and in-turn get paid thousands of
dollars in commissions.

There are only 3 Requirements to get everything going right
away;

1.You must be willing to spend about #50 a week to advertise….

2.You must be coached by one of our trainers who are already 6
figure- earners.

3.You must be willing to go through our Online Program, which
include watching a video every-day.

These activities should not take you more than 30-45miniutes per
day. Our company has generated a lot of money and paid over $67M
commissions to other people in 42 countries who have gone
through our training already. We have already created 7
millionaires, but we want to create hundreds more millionaires.

There are 1000 partners who earn over $10,000 with this system.
The internet is vast ocean with over 3.2billion users worldwide.
Our company`s representation is just a drop of a fraction of
this. Our company wants to become a Billion Dollar Company and
there is no way we can achieve that on our own.

The internet is just too big, and the only way we can reach our
goal is by recruiting as many partners like you as we can to put
our ads online out there. The internet is too big and growing
world-wide – thereby becoming even more big….

You can cover your own space online and make your huge sums of
money. Here is where you come in. We are currently accepting
partners. If you make a sale, we will pay you between $1,250 -
$10,000 when you sell. Just use our proven method which we teach
you. Just this proven method the one we teach you during your
free training brings us leads…

We will show you how to find those leads and do all we can to
make it simple and easy. And our phone team will turn your leads
into buyers.

By the way, our sales team that closes your sales for you is
made up of 6-7 figure earners and they are some of the best
people in the industry – at what we call “No Pressure” selling.

Each time they close a sale – they get paid for making the sale
whilst you get a big commission whilst doing practically nothing
but only brought us the lead. This is the Secret behind the
success of our system. You see, most companies in the home
business niches focus on low price point offers – You might have
seen some of those if you do an research about online businesses
– but we focus on high -paying programs.

That means more profit for us and a lot of bigger commissions
for you. You can bring an extra $5,000 - $10,000 per month doing
this from home in your spare time like many others have.

With our proven system you will be able to live life by your own
rules. Work, when and where you want. Feel secure about your
financial future, and live without money worries, enjoying the
nicer things in life.

I am sure you are eager to get started to find out but first let
me explain exactly what you get when you join this system.

-You will receive the Internet`s only truly “Done for you
System” that is designed to deposit up to $1,250 - $10,000
commissions per sales into your personal bank account.

-A personal 1-On-1 Coaching with an online marketing expert who
is already making 6 figures online.

-A simple training program that will show you how to attract
leads and earn $1,000s per month….even if you have no computer
skills.

-Done for you sales funnels that sell quality products and
programs to your leads…

-Done for you product fulfilment, payment processing, and
customer services

Our success is tied to yours. And we are looking for more people
to join our system. The biggest secret to our phenomenal
success, is on high -Ticket Programs because you can make a lot
of money with a lot more sales.

-Your training is provided free of charge for the first 7 days
and your credit card will only be billed a onetime figure of $49
fee if you decide to continue after that.

During those 7 days you will get plenty of time to see if this
is really good for you. This program is RISK FREE with 7 Days
FREE Training.

-You will never create your own products - never have to create
own website, or hosting. Never labour over sales funnels or
presentations. Never deal with customers or returns and never
have to selling person or over the phone.

All you have to do is use our proven system to generate leads
and we do everything else. Our training materials are broken
down into easy modules. Your personal Coach will be there to
answer an question as you get started. They will show you the
step by step to make your first commission online.

When things get rolling you can easily make up to $5 -10,000or
more every single month. Remember this is not for everyone. If
you looking for a quick get rich programs which promises to pay
you millions for no real work done – this is not it…This is a
real business and training program.

You will have a real Coach who works with you on a 1-On -1 on
the phone and answer all your questions.

We will train you for free for the first 7 days with no
obligation to continue unless you are 100% convinced that this
is the opportunity you have been searching for all your life.

Many who have started were part-time selling30-60 minutes per
day when they started earning more money, they invested more
money into their business.

The money you will make depends entirely on you. If your
application is successful, you will be introduced to some other
top earners so that you learn how they earn more and whatever it
is they do which allows them to make such huge sums of money.

Again, this proven system has so far created 7 millionaires,
37partners who have so far earned over $100,000, 345 partners
who have made so far over $10,000 and in total over 3, 500
people from all over the world and all walks of life have been
paid commissions.

That number is growing every month. We want to add you to that
list. It takes most people 2-4weeks total to go through our
training which is mostly in the form of daily video lessons and
1-On-1 regular contact with a coach -we assign you over the
phone.

Point to note; that this is not a job offer – Once you have gone
through -you will be into business for yourself. We are
convinced if you put as much time as possible to fast track your
results – but can get started with as little as 30 minutes a
day.

The creator of this system made his first millionaire by age 25
- and made $100M by the age of 29. He will be guiding you
through the video training portion of your program. With these
videos each day you will get to know him in addition to the
other testimony about him.

By hitting the link in this Article – you will be taken to a 17
Minutes Video - And at the end of that Video you will decide
whether to join the system to start this great proven program.

After the 17 Minutes Video, you will be introduced to many other
partners who have already gone through this system with real
life experiences and testimonies of success in their businesses
using the system.

Go ahead and click that link below this Article.

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