Tag: Motivators

The Future Workplace Experience: Is Your HR Department Ready?

The business world is focused on the need to innovate today. Try to be more innovative with your company’s culture, leadership style, technology goals, strategy, etc…

One thing that often doesn’t get as much traction is Human Resources. The future workplace experience is changing. How does your HR department measure up? Are you ready?

The Future Workplace Experience

If you want to have an Innovative HR department, then you check out The Future Workplace Experience: 10 Rules for Mastering Disruption in Recruiting and Engaging Employees by Meister and Mulcahy. This great read is helpful for both workers and human resources to see the innovative workplace changes.

The book focuses on the trends in the future from a fresh perspective.

In recent years, people began to consider the opportunity of employees to work from anywhere and on a flexible schedule. They seem to have forgotten the employer though. There is still a need for hiring managers, recruiters, and the HR department.

The Employer Side of Things

This book will shed some light on the employer side of things and the future of work. Specifically, it focuses on 10 trends that will change the way employers recruit, train, and the manner that they use freelancers for projects.  The goal is to embrace an innovative approach where you focus less on the 9 to 5 parameters of one’s day job.

Employers should shift their thinking to attract top talent and give them work that is designed for their particular skill sets. The book encourages employers to rethink the entire hiring process and to switch gears on leadership styles as appropriate.

Worth the Read

Meister and Mulcahy’s book is absolutely worth the read. Their findings are geared toward the audience of “gig economy” employers. The material is sure to give ways for leaders to implement innovative strategies for management and HR departments.

This book is different than other business books on the market. The key focus is on people. Technological innovation is great but if you miss the mark with people, then you don’t have much left. The best practices in this book will enable others to see the future workplace in a different light and give their business the opportunity to thrive.

Need help getting your HR ready? Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

At some point, every company struggles with how to secure top talent and get them to stay for the long haul. There are some common reasons for why the best salespeople leave, stay, and join a company. Consider the following and perhaps change your strategy in order to attract and hold on to the best candidates.

Reasons to Join Your Team

• Attractive compensation package

People that are in sales want to keep things simple and a package that is overly difficult will not be a perk for them. They want a plan that simply rewards their efforts as they drive sales. Top performers want something clear and straightforward.

• Coworkers they identify with

If you have a top candidate on the hook, then they most likely know others in their network that would benefit your company too. Offer referrals for your salespeople to refer other dynamic performers. They will appreciate the extra income and will enjoy helping to select colleagues they like to work with.

Why People Stay

• Professional development

Salespeople want to be invested in. They enjoy attending conferences and training sessions in order to network with others, learn, and just be able to stay on top of their game.

• The right tools

Top salespeople want to have the tools to do their job well. If you make that available and provide them with the latest and cutting-edge technology, they will stick around longer. They want to be able to go after sales and to do it without the frustrations that come from lack of proper equipment.

Reasons Salespeople Leave

• Lack of advancement

If salespeople don’t see the company offering a career path that has the potential for advancement, they will look for an opportunity to leave. In order to keep your top talent, your company will need to mentor, coach, and train them. They are hungry for sales, advancement, and a lucrative career. Give them what they want so they won’t leave.

• Money

Salespeople are driven by money. If they are not happy with their compensation package, they won’t stay. Touch base with your top talent and try to gauge their satisfaction levels. Listen closely to them and be open to change as needed. As the saying goes, money talks.

You have to entice the best job seekers to consider your company and then try to keep them. Be sure that you provide outstanding compensation packages and professional development opportunities in order to secure and hold onto top talent.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Hiring has changed extensively over the years. These days’ companies are working even harder to find the most talented candidates for their teams. In fact, in the United States, the average time it takes to hire is almost 23 days.

We live in an extremely social day and age. Technology networks us in constantly and yet we somehow missed the human element because of screen time with our devices. The hiring process must stay human and less technology focused. People are relational and like to stay engaged with hiring managers during the interview process.

Adhere to these tips for how employers can move forward while maintaining a personal approach while hiring. You’ll find that the process will take less time and you’ll secure more talented individuals for your company.

Employee Referrals

Encourage your top talent to refer people that they know for your open positions. Often they travel in circles with similar top performing personalities. They can network with you and if they produce a great candidate, you can reward them for their referral.

Promote from Within

When you get a notice, try to promote an employee from within your company. Professional development encourages people in their career paths and makes them want to stay longer. No need to constantly struggle to fill positions, rather move your talent up and find a new candidate to fill their shoes. You can save money on training because your newly promoted employee can train their replacement.

Applicant Tracking

Get organized with an applicant tracking system. Select a software provider that will help you schedule interviews, calls, assessments, and follow-up. No need to go this thing alone! Utilize technology to help you stay engaged which provides the important human element that people crave.

Interactive Screening Techniques

Even with the need for a human touch, technology can be useful. Interactive screening is quite popular and effective. Phone calls are wonderful but adding video to this type of interview adds a human element that is welcomed.

Video interviews are convenient and easy to schedule. You are able to visually see the candidate and assess their skills while seeing their professionalism.

Hiring is time-consuming, but the timetable can be reduced by keeping the human element intact. 

Companies should be sure to keep candidates engaged so that they feel informed, comfortable and enticed to work on your team. Reducing your time to hire will enable you to save money and improve employee morale too.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Change is inevitable. The question should never be if it will happen but rather when it will happen. Everything changes from the weather to the seasons to our opinions and preferences over the years. The world is evolving, transitioning, and changing around us faster than we even realize.

What does this mean for you and your business?

Questions to Consider

In your business, are you stuck in a rut or open to change? The fast-paced world around us waits for no one.

Consider the following questions:

• Am I open to change for my business?
• Is it time to make some changes?
• How would change help my business stay competitive?

Answer the question as to whether you are willing to take the plunge and make changes. If so, why do you find it necessary to switch things up?

While there are lots of reasons people go into business, the main reason is to make a profit. As you brainstorm on how you’d like to change your business, you will want to answer these questions for yourself.

• What is the purpose of making a change?
• How long will any disruption to operations linger?
• Will the change be for the better?
• If so, what would improve?

Really take some time and think through these questions. Get your thoughts down on paper and bounce your thoughts off of someone you trust. While change is good, you should make calculated decisions and work to stay a few seconds ahead of your competition.

Reasons to Make a Change

Continue to ask yourself how your business would improve by making changes. There is a difference in the words improving and changing. To improve something, you are making a change for the better. In order to change something, you are making it different.

If all is going smoothly for your business, then don’t switch things up just to do it for the sake of change. However, you will want to make changes if you are:

• Not making the money that you want
• Are overly stressed
• Are handling more drama than real business issues

If any of this sounds like your situation, then change is necessary. You can take actionable steps to pull off your goals, but you’ll need to be intentional.

Daily Time to Reflect

As a business owner, you need to carve out time each day to focus on your company. Success doesn’t just happen. Take some time to do the following each day and think about and make notes about your business.

• Find a quiet place without interruptions
• Don’t accept calls, emails, or texts.
• Write down any business goals and ideas as they come to mind.
• Think through your staff and write down what’s working and what’s not.

A time of daily reflection will enable you to think more clearly about your business. Don’t get so busy that you don’t make this a priority. Be open to change and watch your business both improve and thrive in the days to come.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

We can be our own worst critics. People often allow the pressures of life, their shortcomings, mistakes, and regrets keep them down. What if you switched gears and gave yourself another chance? How much more could you accomplish? Wouldn’t you feel better in general?

Consider the following and give yourself both a little grace and a fighting chance in the months to come:

Forgive Yourself 

Let things go. We all have made mistakes and have a few past regrets. However, you don’t do yourself any good by holding onto them. It’s time to forgive yourself. Try to let down your guard and really change your mindset to one that is forgiving rather than condemning. You’ll literally free yourself from chains that hold you back.

Try again 

The old saying goes, “if at first you don’t succeed then try again.” Let that be true of you this year. Set goals and don’t be fearful that you won’t hit them. Simply try again. You can overcome failure if you give yourself a chance and go at it with a different approach.

Just Believe 

You need to believe in yourself. Again, if you are your worst critic, then you will hold yourself back. Don’t focus on the negative. Think through your strengths and put your best foot forward with anything that you try to do. Believe that you can succeed and you’ll have a greater chance of pulling off your goals.

Be Honest with Yourself 

Don’t be fake with yourself or others. Honesty is the best policy. Let go of the facades and stick to the truth. Give yourself a chance to be totally frank! 

Feel Free to Flourish 

Be who you want to be in the days ahead. Give yourself the freedom to flourish and grow. Don’t allow your own expectations to inhibit you. Let yourself go a bit and enjoy life.

Give Credit 

Give yourself some credit! A little pat on the back is good once and a while. Recognize the things you do well and be sure to appreciate it and even applaud your accomplishments.

This could be your day, week, month, and year! Give yourself some grace and the freedom of another chance. Practice these tips in order to experience hope, growth, rejuvenation, and joy in your life. You’ll not regret giving yourself another chance but you will if you hold yourself back.

Here’s to you and a fresh outlook in the days ahead!

We would love to hear your comments. Please send them to us right now while they are fresh in your mind.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Simply asking more of people helps them to rise up to any occasion. What if you could achieve more for your business just by asking more of your team?

People are often flattered when asked to do something different or new. Asking the big and small questions, you will see your team and business enjoy success and thrive overall.

Ask for More

Think about how you can ask more of your staff. Shying away from asking them to take on challenges and big situations, you limit their growth and potential. By asking them to achieve, you empower them to do just that and they feel more significant too.

Ways to Ask Big

You will get further when you ask your team to assist with the big stuff.

• Ask them to do what they enjoy most.
• Ask them to use their skills and strengths.
• Ask them to do things that go along with their vision, morals, and values.
• Ask them to suggest ways they can assist.
• Ask them to stretch their wings and take the plunge to try new things.
• Ask them to think outside the box.

You have not because you ask not. Therefore, it’s time to start asking big.

10 Ways to Have Confidence and Ask Big

1. Seek out those who want to contribute.
2. Be forthright and simply ask rather than skirt the issue.
3. Give of yourself to others.
4. Connect with people before you ask something of them.
5. Let them have a chance to think your request over and resist the urge to fill space with words. Give them a chance to answer you.
6. Take a poll and ask who would be interested in working on projects.
7. Take steps to ask for smaller things before you ask big.
8. Give people an out so that the “ask” is not actually an insisting situation.
9. Accept people that say yes to your ask, even if they may not be the best fit. It could be an opportunity for growth.
10. Ask for suggestions when you ask someone to try something new.

Feel free to ask big of your team. Most likely, they will rise to the occasion if given the chance. Then watch the growth within your business and the dynamic solutions that are the result of asking big.

We would love to hear your comments. Please send them to us right now while they are fresh in your mind.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Businesses often struggle with workforce operations no matter their size. Incorporating more cloud-based and mobile technologies will help to fine-tune their organization and ease the challenges they face. Companies have the option to customize the technology so that it fits with their culture and HR department.

The Benefits of the Cloud

Rather than the typical reporting of attendance and scheduling, the cloud will allow companies to focus on predictive modeling. This means that businesses will utilize the correct number of employees that are the best fit for their roles and ultimately at a lower cost.

In the future, the advanced workplace management solutions will allow for changes to individuals and teams that will provide greater customer satisfaction. The performance levels of employees will be utilized to their fullest potential.

Stay Current

In order for organizations to be successful with the cloud being part of the human capital management, they need to be current on the latest technology. It seems that technology evolves so quickly, but a company that works to stay up to date will succeed with this workplace shift.

Cloud-based technology allows employees to pursue new skills and what interests them most by growing their skills and ultimately bringing value to their business and customers.

Workplace Changes

The more we see a shift from hosting and management of application away from a company’s IT department, the more customers seem to upgrade their systems. These changes within the workplace benefit us all.

Also, allowing employees the flexibility to work from anywhere is another great shift because of mobile technology. Companies are able to make better staffing choices, save money and avoid some of the red-tape that goes along with the hiring process.

Truly, the cloud and mobile technology have changed human capital management. The shift has happened and continues to evolve. Businesses will see successes follow as they work to learn how this can apply in their workplace dynamics. Every company has their own culture but staying current with the trends will ensure that they stay cutting edge against their competition.

Need Help? Give us a call today!

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

 

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

There is no specific recipe for hiring the right person. However, there are traits that you can look for to secure the most talented candidates for your company.

Warren Buffett is a renowned investor and considered extremely wise in business with an advanced skill set that enabled him to build some of the most profitable companies in the world.

Behind every great leader is a team of dynamic individuals. This is true of Buffett. What were the traits that he looked for as he hired his managers and advisors? Frequently, he speaks at universities and explains he looks for integrity, intelligence, and energy when hiring.

Intelligence

Obviously, candidates need to be intelligent. However, you can get the grades in class but not know how to apply the information you’ve learned and retained.

Intelligence is the basic requirement to consider when you hire. No one will work with or hire someone dumb and unequipped for the role. After you have the intelligence factor, then go to the next trait as you seek to hire.

Energy

Energy is essential for any new hire. This doesn’t mean that you want the most energetic and coffee-crazed person working for you. Rather, you want an energetic candidate to take initiative in your company.

Lazy people don’t get far in life but those with drive and passion do. Employees that take initiative and are proactive to get things accomplished will likely have that entrepreneurial spirit that you long for.

Integrity

The right candidate to hire should be intelligent and energetic. There is one missing and yet very important trait to be considered…Integrity.

Integrity is something that your employees must have. They must be trustworthy, generous, and willing to do more than their fair share. You can’t pick your eye color or what you look like but you can decide whether you will live as a person with integrity.

Warren Buffett’s formula for a new hire is extremely useful and easy to follow. You don’t want an intelligent person without integrity because that could cause problems for your organization. Further, you wouldn’t want a lazy person with intelligence because it wouldn’t do you any good if they don’t take initiative.

Look for candidates that have intelligence, energy or initiative, and integrity. You will find that individuals with these traits will be an outstanding addition to your company.

Warren Buffett is living proof that hiring with these things in mind is beneficial to companies and teams seeking to grow.

Need help? Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.