Posts Tagged ‘Employee Management’


20 Team Building Ideas for Your Company

The Nextiva team has discovered that some of our best brainstorming sessions and bonding moments happen outside of the office. It’s sometimes easier to toss around ideas and let your personality shine when you’re not restricted to the agenda and formality of an office meeting. Here are some ways to let your employees break out of the workplace and enjoy each other’s company:

1. Dave & Buster’s – In addition to arcade games, billiards, and bowling, D&B’s offers their own Team Building Packages to help customize your event.

Cost: $$$

2. On-Site Fitness Sessions – Schedule a trainer to come by your office at lunchtime and utilize an open area to teach yoga, aerobics, or Zumba to your employees.

Cost: $$

3. Flag Football – Nextiva holds an annual flag football game each January before the NFL Super Bowl, and the winning team gets a trophy (and bragging rights) for the remainder of the year.

Cost: $

Check out our 2014 Amazing Super Bowl game here:

4. Lunch & Learn – Cater a yummy lunch for your employees to enjoy while you train them on new products or skills, host a guest speaker, or do a simple arts & crafts project.

Cost: $$

5. Scavenger Hunt – Plan a small scavenger hunt around the office, or go all out and send groups of employees around the city on a day-long adventure.

Cost: $

6. Adventure Course – Find an outdoor adventure course near your town and plan a day trip that can include rope courses, rappelling, zip lines, and more.

Cost: $$$$

7. Local Sporting Events – Choose a local sporting event and hold a tailgating party in the parking lot for employees (and their families!) before the game.

Cost: $$$

8. Field Trips – Tour a location that is relevant to your company, or just let your team play hooky for the day to see a movie, go to the zoo, or visit a museum.

Cost: $$-$$$

9. Contests – The Nextiva Sales Team holds monthly contests, allowing team members who meet their personal goal to partake in silly rewards like shaving their manager’s head or throwing a pie in an exec’s face.

Cost: $

10. BBQ – Reserve a pavilion at a local park and invite your team to enjoy burgers, sand volleyball and bag toss. Add to the fun by including employees’ family members and children’s activites!

Cost: $$$

11. Book Club – Each month, pick a business book (these are our faves!) or a popular novel for your employees to read. Once a week, get together during lunch and share your opinions and ideas.

Cost: $

12. Potluck Lunches – Celebrate wacky holidays (our design team had a Pi Day Potluck this year!) with a group lunch that lets everyone contribute their signature dish.

Cost: $

13. Happy Hour – The Nextiva team encourages cross-departmental mingling by inviting a few people from each department to a weekly happy hour each Thursday.

Cost: $$

14. Volunteer – Reach out to the Red Cross or a local philanthropic organization to find volunteer opportunities in your area. Your employees will improve their leadership skills and feel a real sense of purpose at the end of the day!

Cost: $

15. Holiday Parties – It can be a low-key event in the office, or a lavish evening with food and entertainment. Nextiva holds a January Kickoff Party that includes dinner and drinks, and we’ve also featured a DJ, caricaturists, photo booth, flame throwers, magicians, and more!

Cost: $$$$

Get a peek inside of Nextiva’s 2014 Kickoff Party:

16. Sports sponsorships – Encourage employees to sign up for coed softball or volleyball leagues at a park or rec center and sponsor their team. Bonus: add your logo to their t-shirts for some cheap marketing!

Cost: $$

17. Charity events – Pay employee registration for 5K runs or half marathons and a celebratory brunch after the race.

Cost: $$

18. 3-on-3 Basketball Tournament – A casual tournament at a local park or gym on a weekend afternoon can be a great stress reliever.

Cost: $

19. BowlingLucky Strike in downtown Phoenix is a favorite for the Nextiva Marketing team! Most bowling alleys will offer special promotions for large groups.

Cost: $$$

20. Go Kart Racing – A favorite activity for the Nextiva Sales Team, it will let your employees experience speed and exhilaration while getting a little competitive.

Cost: $$$

Check out our most recent event at Octane Raceway in Scottsdale, Arizona:


Nextiva Tuesday Tip: Is It Time to Invest in New Employees—or Is New Technology Enough?

Do you really need to hire new employees—or would new technology serve the same purpose? According to the fifth annual Brother Small Business Survey, a whopping 72 percent of small business owners believe new technology would provide a better return on their investments than hiring new employees (28 percent) this year. No wonder nearly half (49 percent) the small business owners surveyed said investing in new technology is their top priority this year.

It’s not exactly cut and dried. If you’re confused, you aren’t the only one: 63 percent of survey respondents say they often feel “overwhelmed” by the number of tech tools available to help run their companies, and struggle to keep up with knowing what technology to buy.

What are small business owners planning to buy this year? Well, 41 percent say they’re going to invest in mobile devices such as smartphones and tablets. About one-third will buy Customer Relationship Management (CRM) software, 20 percent will buy social technologies and 15 percent say cloud services will be essential to their businesses this year.

So how do you know whether you should hire—or if buying new technology could fill the bill just as well? When debating new technology, ask yourself:

  • ?????????????????????????????????????????????????????????What is the learning curve for this tool? Can you or your existing employees get up to speed quickly enough that the tool will quickly start providing a return on investment?
  • How much time will the tool save? If the amount of time it saves allows you or your employees to absorb the new tasks into your existing workday, that’s ideal. However, if the new technology will add hours to your workday, you may need to hire new staff to handle the load.
  • Will this tool create additional work or additional business? Sometimes a tech tool can work so well it creates more work. For instance, your new CRM system may create more work at first as you follow up more frequently with prospects and customers. However, eventually it should create new business, not just new work. When you implement a new tool, figure out the break-even point at which it’s generating enough new business to finance hiring a new employee. 

The Small Business Advantage to Snagging the Best Employees

One of my contacts worked for a young, growing company that paid top dollar for software engineers in preparation for the day that they would be needed to meet client demand.  When she expressed concern about the overspending, one partner told her that if she was in charge, the company would be defunct in a year.  Six months later, their doors closed forever.

That partner was not wrong in recognizing the need for exceptionally-skilled workers.  The error was in seeing spending as the only way to attract and keep the best talent.  Large corporations may have ready cash to pay top wages and benefits, but small business owners can attract and keep the finest employees through their entrepreneurial spirit.  Here are some great ways to get your workers involved in your business vision and develop a relationship that few big businesses can match.

Offer Creative Compensation

Economic downturns may create a buyer’s market for hiring, but that doesn’t mean that the most skilled applicants will agree to take a position that offers substandard incentives.  You may not have the funds to pay a top salary when making an offer — or even when it’s time for an annual review.  But as a small business, your company can offer achievement-based bonuses that can really motivate your employees while increasing your revenues.  So, when certain sales reps are responsible for accelerated sales or when engineers enhance a product to make it more attractive to the marketplace, make sure that they receive their fair share of the profits.

Encourage Active Involvement in the Company

Choosing to work for a small company carries certain inherent risks, but it also offers benefits that cannot be matched by working for a huge organization.  When you welcome and act on employee ideas and suggestions, your employees become partners who recognize their unique value to the company as they work alongside you to realize shared goals.

Make sure to listen to their feedback and acknowledge them too- the value of these soft incentives is highly underrated—not to mention easy for small business owners to embrace.

Give Employees the Power to Spread Their Wings

I know a writer who worked for many small software businesses, enlisting her full creativity to develop low-cost, but award-winning manuals.  When she moved to a large company, she vehemently complained that she no longer wrote documentation, so much as manufactured it in accordance with strict, detailed procedures.  She didn’t last long in this position.

Big businesses need to put their employees in specific boxes and keep them there to get their allotted portion of the job done.  As a business owner, you know that one of the greatest rewards comes with seeing a project through from beginning to final results.  Employees can feel that same sense of satisfaction and accomplishment — if you empower them to take on this type of challenge.  As they stretch their abilities, be available to provide upfront and ongoing guidance as needed, but give them latitude to do it their way.  As their abilities grow from new experiences, their investment in the company’s interests will grow as well.

Praise in Public

??????????????????????????????????????A job well done deserves praise and your employees never mind being called to your office to receive your personal kudos.  But when employees receive your commendations at a company meeting or in front of a customer who benefitted from their hard work, they clearly see their true value.  Naturally, public praise helps inspire all employees, but it also lets your customers recognize how the depth of your products and services helps them get the attention and consideration they deserve.

Promote from Within

When a key position opens up in your company, always look first to the members of the team that work hard for you every day.  Granted, some positions require very specific educational requirements not available in your organization, such as a degree in accounting.  But remember that your staff members already have a solid foundation and a deeper understanding of your company culture and how things work.  You probably have to spend time and effort training employees in new concepts and procedures.  Or, they may need to take a class or two to obtain additional knowledge.  But you can’t teach loyalty and dedication, and these traits grow even more when you reward them with advancement.

No large company can match the excitement employees experience going in to a job where they know that they make a vital difference every day.  As their efforts help grow your business, make sure you help them continue to grow as well.  


Nextiva Tuesday Tip: 10 Warning Signs an Employee’s Ready to Quit

Do you think taking lots of sick days, coming to work dressed up and then going to a “doctor’s appointment,” or leaving on the dot of 5:00 are warning signs an employee is about to quit? Then you could be missing subtler, more serious signs.

A study by Utah State University associate professor Tim Gardner identified 10 behaviors employees who are planning to quit ????????????????????????????????????????typically display:

  1. They offered fewer suggestions in meetings.
  2. They became reluctant to commit to long-term projects.
  3. They became quieter and more reserved.
  4. They became less interested in advancing in their jobs.
  5. They were less interested in pleasing the boss.
  6. They avoided interacting socially with their boss or other managers.
  7. They were less likely to suggest new ideas or innovative approaches.
  8. They started doing the bare minimum at work and stopped going above and beyond the call of duty.
  9. They became less interested in workplace training and development programs.
  10. Their productivity at work declined.

According to Gardner, if an employee displays at least six of these behaviors, he can predict with 80 percent accuracy that the person is about to quit.

What can you do if you spot these behaviors in a key employee? Since the behaviors typically arise one to two months before quitting, there’s not much time to change the employee’s mind—so you need to be proactive.

As a busy boss, it’s easy to get wrapped up in your own work and not engage with your employees much. Walk around, talk to your team every day and really listen—not just to what they say, but also to their body language and how they act. Is a formerly chatty employee now staring at her computer every time you come by? Does a formerly jovial employee no longer look you in the eye?

If you suspect a key employee is ready to jump ship, call the person in for an honest talk. If they are considering leaving but haven’t yet made a firm decision, what can you offer that would make them reconsider? Perhaps employees feel their ideas aren’t taken seriously, that there’s no room for advancement or not enough workplace training. Can you address these issues?

If the employee has already accepted or is about to accept a job offer, you face a bigger challenge—but you may still be able to keep the person on board by making a counteroffer or addressing his or her concerns.

If the employee does leave, conduct an exit interview to probe what prompted the decision. It’s likely this employee isn’t the only one bothered by the same issues, and by becoming more aware, you can remedy the problem before other employees leave, too.  


Nextiva Tuesday Tip: How to Get the Most From a Temporary Employee

??????????????????????????????????Are you using (or considering) temporary employees in your small business? Last year we told you why hiring temps can be a smart way to staff up without the hassles of hiring permanent employees. These tips will help you get the most out of your temporary employee relationships.

Welcome temporary employees on board. Too many temporary employees are met with blank stares when they arrive at a new job, then essentially ignored for the duration of their employment. Just as with any new employee, your temporary workers should receive a warm welcome to your business. (This is especially important if you think you may eventually want to hire the temp full-time.) It’s a good idea to match the temp with an employee on staff who can show him or her the ropes of company culture. Talk to your full-time employees about the importance of making sure they help the temp fit in.

Provide adequate orientation and training. Sure, a temp will come to you with knowledge of a skill, such as how to use Excel spreadsheets, code websites or operate a certain type of machinery. But that doesn’t mean he or she knows how the particular job he or she is doing at your company works. No matter how impatient you are for the temp to get to work immediately, spend some time orienting temps as to where their job fits in within the company, what the goals of the job are, and how to perform the specific duties of the job. It will be time well spent.

Take care of the proper paperwork. Just because a temporary agency is handling the temp’s payroll doesn’t mean you’re off the hook legally. Temporary employees can still file claims against your company if they feel discriminated against, harassed or if you are breaking wage and hour laws. Make sure each temporary employee reviews your employee handbook and signs a document that he or she has read and understood it. Also review your contract with the temporary agency carefully so you know what forms you need to have the temp complete, what records you’re required to keep about the person’s employment, and how long you need to maintain them after he or she leaves. By dotting all the i’s and crossing your t’s, you’ll protect yourself and your business. 


Nextiva Tuesday Tip: 5 Steps to Creating a More Harmonious Workplace

Is conflict between employees hurting your business? While disagreements and ill will between team members may seem like minor issues not worth the boss’s while, in reality employee conflicts can damage everything from morale and productivity to customer service and your business’s image. Don’t sweep employee conflict under the rug—take these steps to defuse it.

  1. Pay attention. Many small business owners get so occupied with their own duties they ignore employee relationships. Spend some time every day walking around your workplace and seeing how people are doing. In addition to verbal interaction, pay attention to facial expressions and body language, and you’ll quickly notice when employees aren’t getting along. If you’re truly clueless and not a “people person,” enlist a key employee or manager to keep a finger on the pulse of the office mood and let you know when problems are brewing.
  2. Investigate. To keep problems from festering, start by finding out what’s going on. Meet with each of the employees involved to get their side of the story and find out what they think the problem is.
  3. Mediate. Once you have both sides’ input, get the affected employees together to discuss the problem and what can be done. Keep the discussion business-focused rather than personal by explaining how their attitudes are negatively affecting other employees and the business. Then ask them to come up with solutions for the issue. Your role is to mediate and guide the discussion into fruitful areas.
  4. Set consequences. Once you come up with solutions, develop next steps that each employee is to take, set a date to follow up on the issue, and create consequences if the problem isn’t resolved. For instance, explain that relating positively to others is part of their annual reviews, and failing to do so could lead to further discipline or cause them to miss out on a promotion.
  5. Be prepared. Part of your employee handbook (you do have one, right?) should specify how employee conflicts are handled and the consequences if they are not resolved. Having a plan in place protects your business in case an employee ever files a lawsuit claiming that your workplace was a negative work environment where harassment was allowed to fester. 

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Delegation Tips for Delegation Haters

Generally speaking, small business owners aren’t the biggest fans of delegating. And it is easy to understand why. Most of them built their companies from the ground up and worry that the addition of a new person may disrupt their business environment and possibly scare away clients. But as Roberta Matuson, HR consultant and author of the new book Talent Magnetism: How to Build a Workplace That Attracts and Keeps the Best, explains, delegation is essential to building a business.

“You will never succeed as a business owner unless you let go,” she says. Here are a few of her top delegation tips for business owners who hate to delegate.

Tap into your network

Talk to fellow businesspeople in your area to get the names of possible candidates. If you are new to your city, Matuson recommends joining the local Chamber of Commerce or contacting a nearby college and posting ads on an alumni job board.

Start with small tasks

Now that you’ve hired your first employee (or contract assistant), it is time to give him or her a few job assignments. “Start by giving them tasks that you are confident they can accomplish,” she recommends. “And allow them to do those tasks the way they want. Accept the fact that your way may not be the best way in all situations.”

?????????????????????????????????????????????Focus on training

Don’t expect your new hire to know how to do everything, even if he or she has a lot of experience. You may do things differently in your business, so it is important to provide specific training.  “Give them what they need,” recommends Matuson. “You can’t throw something into someone’s lap and expect them to learn how to do it by osmosis. Give them the tools and then get out of their way.”

Be careful what you delegate

You may want to hold on to major tasks like entertaining a new client at a dinner or attending a conference call that helps close a sale. “Delegate the things that are weighing you down so you can be free to do what you need to grow you business,” she says. “An important meeting may better be suited for you, not your assistant.”

Don’t micromanage

Many of us have had experiences working for micromanagers—experiences that most likely didn’t last long (because you quit). Stop yourself from being too overbearing with your new employee by checking in semi-frequently. “There isn’t a rule of thumb for how often you should check in, but I’d say it is best to see how they are doing once per week,” says Matuson. “Every day can be a bit much.” 


Nextiva Tuesday Tip: Perfecting the “Dreaded” Employee Review

Stocksy_txp17ae6739N13000_Small_143559Few small business owners relish reviewing employees, but regular reviews are crucial to making your staff the best it can be. Follow these steps for effective reviews:

Be consistent. Use the same review form for each employee in the same capacity—such as all your hourly employees, all your customer service employees, etc. Check out the forms at DocStoc or Microsoft Office templates.

Be prepared. Reviews should be based on specifics, not on your general feeling as to how the person has done in the last three weeks. Document the employee’s performance during the year, both positive and negative, so you can refer to specific examples during the review.

Get input from the employee. Have the employee complete a self-evaluation before the review and give yourself time to read it thoroughly. This will tell you if the employee’s opinion of his or her performance is accurate or way off base.

Provide a balance of positive and negative feedback. Even the best employees need some ideas for how to stretch or improve, or they will become bored. Conversely, even the worst performers need some positive strokes in order not to be completely demoralized. Find something positive and constructive to say so that the review isn’t all lopsided.

Look back and ahead. In addition to reviewing the person’s performance since the last review, look ahead to what the outcomes will be if the person takes (or doesn’t) the steps you’ll recommend during the review. Will he or she be in line for a promotion, or at risk of termination?

Get feedback. It’s easy for the employer to do all the talking, especially in a review that is strongly negative or positive. But be sure you give the employee time to speak so he or she can clarify any issues that may arise. If you ask employees to share ideas for how they can improve, they are more likely to be invested in the outcome.

Clarify next steps.

  • If the employee got a good review, perhaps he or she is getting a promotion and/or a raise. Let the person know the new title, new wage or salary and when both will take effect.
  • If the person got a poor review, you’ll need to specify what remedial actions have to be taken by what date, and what will happen if the person does or does not achieve these milestones.

Codify the discussion. After the review, complete the form, making sure it’s accurate and that you fill in any details that arose during the review. Have the employee sign and date the review form, and add it to the personnel file.


The 10 Best Interview Questions of All Time

??????????????????????????????????????????While unemployment is the lowest in 5 years, it is still challenging to find the best employees for your company. Not only do they need the skills to perform their job well, but they also have to fit within the company’s culture.

To hire the perfect people, it’s important to ask the right questions. This is a challenge for many small business owners because they typically talk more than the job candidate or they just ask questions which review their resume. Here are the best 10 questions to ask:

  1. Tell me about yourself. This is always a good introductory question. Ask and then don’t say another thing until they are done. What they actually say is not critical, but how they answer this question is. Do they focus on personal or professional details? How do they see themselves? Does this view fit into the culture of the company.
  2. Tell me about a time when…Many job candidates can talk in generalities about their skills and accomplishments. However, asking for a specific example is a much more effective why to discover what they have really achieved. For example, when interviewing a sales candidate, ask “Tell me about a time when you won a customer from a competitor.”
  3. How will you contribute to the company? This will highlight their goals for the specific job and which of their skills would be most beneficial for the company. It also will tell you how they see themselves as part of a team. Remember, their goals should match the company’s. When they deviate, employees leave.
  4. What is a specific example of the biggest professional challenge you have faced? How a candidate faces adversity is key. Even if a project didn’t go as planned, it’s important to find out how the applicant would reacted and would remedy the problem in the future.
  5. Test them. In a professional setting, these are typically hypothetical situations or ones that have actually occurred at the company. They should demonstrate job-specific and problem solving skills. Don’t be afraid to ask them to solve problems they would face in the first month of their job at the actual interview.
  6. Why are you here? Andrew Alexander, President of Red Roof Inn, says it helps reveal what the person’s passion is. The applicant should want to work at the company, not just want a job. Employees that are passionate about the company’s mission excel at their position.
  7. What is your ideal job? Liz Bingham, Partner at Ernst & Young, says it helps match if the person is suitable for the open job. It reveals what their passions and strengths are.
  8. What areas of improvement were identified in your last job review? Andrew Shapin, CEO of Long Tall Sally, says it can show self-awareness and weaknesses when people answer this question honestly.
  9. Where’s your passion? Hilarie Bass, co-president of Greenberg Traurig, says they only hire people who are passionate about that profession. It helps attract committed employees that will make the business successful.
  10. How do you measure success? This answer will tell you what the candidate values and if it matches the job compensation structure.

What are your favorite interview questions?




 
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