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Article Check - Top Tips For Managing People
A chart of accounts is defined as a list of accounts used to categorize the financial transactions of a business. But if set up with thought it can be one of your most useful tools in analyzing your business. A chart of accounts usually consists of five areas – Assets, Liabilities, Equity, Income and Expenses. Some companies segregate their transactions into the additional segments of Cost of Goods Sold, Advertising Costs, General and Administrative Expenses, Other Expenses, Other I
4. Don’t put off ‘til to
Do you know how to write a great headline? You should because headlines are the lifeblood of your product/service.Newspaper and magazine headlines are some of the best you’ll see. They depend on these headlines for sales. And since they have about 4 seconds to capture your attention, they better be good.Who can resist not at least scanning a few lines after reading headlines like this:"Attack Dogs Maul Helpless Kitten To Death" "Exclusive: TV Star's Secret Ge
2. It doesn’t pay to be nice! No, we don’t mean that you shouldn’t be friendly, polite or treat your employees well – just don’t make exceptions or excuses on the basis of wanting to “be nice” to them. It is a sad but only too often seen scenario, that in letting someone get away with being late one day, this opens the door to them being late each week; that by paying full sick pay to your star performer you’ve created a precedent for paying everyone else; and that by turning a blind eye to a policy breach for one ends up negating the whole policy which you may later want to apply to others. The moral of this story? Don’t be “nice” – be consistent and fair – it’s nicer to all in the long run!
3. Assume your employees know nothing! Not really as insulting as it sounds, but the safest way to implement concrete policies you can all rely on. If you don’t specifically tell someone something and have the document trail to show that they have been told it, you can pretty much assume that in the eyes of the law they can’t be expected to know it! If you not only make policies straight-forward, simple to read and clear to understand, but get employees to sign to say they’ve read and understood them, then everyone can know where they stand – problem solved!
4. Don’t put off ‘til tom
As your cleaning company grows and your client list expands, you'll soon realize that you can't do it all yourself. Hiring, supervising and taking care of payroll are very time-consuming measures. Rather than putting an employee on the payroll, some companies elect to use independent contractors. But if you improperly classify a worker as an independent contractor when the IRS views them as an employee you could be liable for back taxes, penalties and interest!Putting employees
3. Assume your employees know nothing! Not really as insulting as it sounds, but the safest way to implement concrete policies you can all rely on. If you don’t specifically tell someone something and have the document trail to show that they have been told it, you can pretty much assume that in the eyes of the law they can’t be expected to know it! If you not only make policies straight-forward, simple to read and clear to understand, but get employees to sign to say they’ve read and understood them, then everyone can know where they stand – problem solved!
4. Don’t put off ‘til to
One of the challenges faced by entrepreneurs after opening a dollar store is staying connected to customers. It can be difficult to maintain a strong connection that allows you to understand the needs and wants of those customers. Yet without that information it is difficult to make changes that accommodate your customers, and thus to truly succeed over the long haul.There are many methods for collecting customer data. These include survey forms (email, mail, and in-person), fac
3. Assume your employees know nothing! Not really as insulting as it sounds, but the safest way to implement concrete policies you can all rely on. If you don’t specifically tell someone something and have the document trail to show that they have been told it, you can pretty much assume that in the eyes of the law they can’t be expected to know it! If you not only make policies straight-forward, simple to read and clear to understand, but get employees to sign to say they’ve read and understood them, then everyone can know where they stand – problem solved!
4. Don’t put off ‘til to
Once you get the call for the interview, the next thing that you have to do is prepare for it. Following are a 5 steps for a successful interview: (1) Do your research – It doesn’t matter how much knowledge or experience you have about the position that you are trying to get in a company if you don’t have a clue who the company is or what they do. It is disastrous to enter into an interview and not be able to tell your interviewer what their company is about. How else
3. Assume your employees know nothing! Not really as insulting as it sounds, but the safest way to implement concrete policies you can all rely on. If you don’t specifically tell someone something and have the document trail to show that they have been told it, you can pretty much assume that in the eyes of the law they can’t be expected to know it! If you not only make policies straight-forward, simple to read and clear to understand, but get employees to sign to say they’ve read and understood them, then everyone can know where they stand – problem solved!
4. Don’t put off ‘til to
“I used to feel depressed at work, hate my boss, and was sometimes so bored that I actually fell asleep at my desk!” --- career test takerIf this sounds like you, then it’s probably time to consider changing jobs or careers. But before you can make your career change, you need to figure out what you want to do.One of the best ways to get clear is to complete a career assessment. Yet there are literally hundreds of career tests out there. Is a career test the same as an ap
4. Don’t put off ‘til tomorrow what you should be doing today! You can guarantee that the problem won’t go away, and that things really won’t improve even if left another week. All you can bank on is that you’ll have an even tougher time trying to resolve the issue, and in some instances may even have prevented yourself from safely tackling it at all. If you have a concern – act on it. That doesn’t necessarily mean disciplinary action but perhaps simply some constructive feedback and helpful pointers. Just like training a dog or a child, feedback or corrective action needs to take place as close to the event in question as possible otherwise the poor creature will have no idea what they’re being chastised (or even praised) for! If you therefore see one of your employees do something you do or don’t like – have a quiet word with them there and then whilst it’s still fresh in everyone’s memories. If you do need to consider disciplinary action, then it’s even more important that this is tackled in a timely fashion, as leaving an issue unaddressed for several weeks would suggest to everyone else that it isn’t really an issue at all, making any punitive action you want to consider appear completely unjustified!
5. Take a deep breath and cou
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