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Category - Human Resource Management

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1
How To Build A Business Empire By Finding The Right People!
2
Do Your Team Members Have Their Individual Objectives?
3
Interviewing New Hires
4
From Purpose To Systems
5
From Vision To Strategy

How To Build A Business Empire By Finding The Right People!

OK, I know you started your small business to make your dream come true.

You had a vision of “the best” business in what it is that you do, you saw your future and saw that your successful business would be something you would be proud of, where you enjoyed working, and that brought you the rewards you and your family deserve, especially to have more time together to enjoy the fruits of your hard work.

Yeah, right?

But be honest, somewhere in that dream you also saw your successful small business grow into an empire right? You saw yourself, at the height of the success of your business, killing it with new and innovative products and services, with happy, productive people working in all corners of the business empire satisfying customers across the nation, if not the globe. Right?

But if you’ve been building your business over the last 5 or 6 years, and you’ve been successful in building sales, you probably know that the building of the “empire” is going to be a bit tough! Because no matter how good your product or service is and how well-received it has been, getting the right people to help you in all the places and doing the right thing has not been easy. Without you, let’s be honest, standards would slip. Without you, the office wouldn’t even be cleaned properly, the telephone answered with a little less conviction. Without you, the customers would not experience the amazing sales and satisfaction journey that you provide.

So, how do you build that business empire where you have the right people employed in all the right places, and they are all doing the right things over and over again?

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Do Your Team Members Have Their Individual Objectives?

Do your employees have written Job Descriptions?

No? Okay, let’s slide past that one quickly!

I can’t tell you how important it is for effective teamwork that everyone has a Job Description that helps them do their job, and fit into the team working together to meet the business objectives.

After this week’s video I hope you will now prepare individual Job Descriptions, but even if you do have written Job Descriptions for all your team members right now, does it include a clear objective for their role that fits into the overall objectives of the business?

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Interviewing New Hires

Choosing a new member of the team relies on asking the right questions when you first interview them for the role.

Applicants are likely to have provided you with a good resume. If not you should rightly discard them from the shortlist. The good ones will have laid out their past experience, their skills and qualifications and perhaps even some discussion about why they are the person to fit the description in your advertisement. If you have a number of good applicants, the descriptions on paper will make it hard to decide who is best for the job.

How do you make sure that you are making the right choice?

This week, I want to give you a system for your interviews that you can use every time you interview someone for a position in your business.

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From Purpose To Systems

Do you find that in your business, even if you employ people, you are doing many of the important things yourself? Do you find it hard to find time for yourself because you’re always needed in the business because nobody else can do what you do? Do you find that you can’t scale (grow) your business because there’s only one reliable you?

When I started my business I knew that the only way it would survive was if I built it to grow. That meant it had to be scalable, allowing me to employ others or use contractors, but I had to be able to rely on them. So I started my business with built-in systems and they have been powerful in allowing me to provide my clients with predictable, quality services every single time.

On the other hand, I have also consulted to other businesses which had systems. Only they were not capable of consistently applying them and their systems became forgotten or filed into a manual somewhere – a “Standard Operating Procedure” file that was never standard and had trouble operating.

Why?

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From Vision To Strategy

Last week I gave you a system to make your vision statement come alive and become a day-to-day measure of what you do, what decisions you make, and where you go from the now to the future.

If you haven’t seen that lesson on how to make your vision real, then go back to teikoh.com and search for the article and video lesson published on 29th January 2019. Go now, then come back here!

In that lesson, I talked about the four perspectives by which you should define your vision, making it real by describing exactly what your business will be like from these four perspectives, and therefore using them as measures on achieving your vision as well as guides on your day to day behaviours and decisions. Now, let’s dive deep into those four perspectives to see how you should use them to define where you want to go and how to get there.

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