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Leaders who are effective communicators are well-known. Here are some things you can do.

1) Avoid “Not.” Avoid negative talk. Negative talk can also make a bad impression. You can also make yourself look ineffective and helpless if you say “I can’t”. Instead, focus on what you can do instead and what you want.

2) Respond to impossible requests by acknowledging them,

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3) understanding the feelings of the other person, and 3) saying “I wish it could be fixed.” 4) Providing an alternative. Imagine that it’s raining at your resort. One guest approaches you with a golf bag and slams it against the desk. It’s raining here, and I spent thousands of dollars.

You reply, “It’s raining.” It must be very upsetting to have to travel so far and then stay inside. It would be so nice if it could stop. You might want to take a look at our indoor putting centre. This afternoon, our golf pro will be giving instructions. You can help with difficult requests by affirming that you are willing to help and 2) asking for help to plan a solution.

How To Develop Effective Business Communication Skills

If your boss asks you to create a new project, you might say “I understand.” Right now, I am working on another project. To help me decide my priorities, I’m curious which one you would like me to complete first. Offer options that clearly show the consequences of each option. This allows the other person the freedom to choose the process and its consequences. You could say, “That’s great!” There are many ways that I can fulfill your request. You can either use existing supplies or you can purchase custom materials for $500. Which would you choose?

5) Ask the complainant to explain a fair settlement. You can ask the other person, “What would you like?” Or “What do you think a fair solution is to this?” Or “What would make your happy?”

6) Your smile has a significant impact on how you sound. You will also be more approachable if you smile. People can hear your anxiety, fear, worry, and rejection when you frown. Open communication is encouraged by a smile or at the very least, a pleasant expression.

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Six Succession Planning Myths…Debunked

Recent concerns have been raised about succession planning. It seems that few companies have heeded this warning. A study by Hewitt Associates and Human Resource Planning Society found that less than 60% of companies have a succession planning in place. Here are some common myths surrounding succession planning.

Myth #1: Succession planning doesn’t need to be a top priority if there aren’t any imminent retirements.

Capital H conducted a survey and found that nearly 22 percent of respondents expected to lose between 10 and 25 percent of their top performers in retirement over the next five year. These top performers are often in supervisory and high-level positions that play an important role in the company’s success. To ensure smooth successions, it is important that the people who fill these positions are well-trained and prepared. This takes time.

Myth #2: Succession planning only concerns large companies.

Family-owned and family-controlled companies make up 85 to 95 percent today of the more than 10,000,000 American businesses. A replacement employee can have a greater impact on a small business than if they are larger. This is particularly true for any employee succession in sales or operations leadership roles. A poor month can spell doom for small companies. Small businesses need to plan ahead and invest in training to ensure that their new or promoted employees are successful. This may require smaller companies to research outside learning opportunities and set aside money for them.

Myth #3: A succession plan is not necessary for C-level team members.

Employees were frequently asked to expand their responsibilities during the recession. According to the Economic Policy Institute, employee productivity has increased by 4.1% per year. More duties are being asked of managers and directors-level professionals than ever before. It is therefore important to examine the entire department to see if there are any succession plans in place.

Myth #4: Succession planning should always be considered on a case by case basis.

Best is continuity. It can be difficult and time-consuming to allow each department to create its own succession planning process. Instead, organizations should develop a company-wide succession planning process that can be used by every department.

Myth #5 – Good talent is easy for people to see.

As employees move up the corporate ladder, soft abilities become mre important and valuable. These include leadership skills, emotional intelligence and management skills. These skills are difficult to quantify. An instrument that helps assess and measure talent is essential for organizations to identify and cultivate these employees. A recent report from Pepperdine University’s Graziadio School of Business and Management found that many companies like Dell, Dow, and Lilly have used talent assessments in their succession planning.

Myth #6 – Succession planning is only for baby boomers

According to and SHRM, 76% are actively looking for new jobs. Your top performers could be leaving sooner than you think. It’s crucial to consider succession planning as an ongoing process that allows you to grow and develop your company. Six ways to help employees cope with stress and make their work easier.

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If your company wants to attract motivated, high-energy employees, investing in workplace facilities and atmosphere will make it easier. Research shows that stress can lead to missed workdays, increased injuries on the job, and higher costs in the long-term. Stressed-out employees can have negative consequences for your business, including lower productivity and poorer quality output. It is obvious that there are cost-effective ways to reduce stress and give your employees opportunities to deal with other stressors.

Here are 6 ways you can reduce stress in your workplace and increase productivity.

1. To reduce stress, create a positive and relaxing work environment. A pleasant environment can make a difference in a person’s outlook than we realize. Even if it is only in a bathroom, you can create a more casual atmosphere with plants and improved decoration.

2. Your employees should have a private area to take their breaks. This should not be the office’s canteen or game room. It should be a separate space from the “hustle and bustle” of the workplace. This will allow your employees to take a 10-minute break from their work and relieve any stress they might be feeling.

3. Instead of giving orders all the time, give employees the opportunity to make decisions that directly impact their job performance. They feel more empowered and less stressed because they are in control.

4. Recognize your employees’ outstanding performance and thank them for their hard work. It will help reduce stress and complaints by simply saying thank you. If workers are doing well, be sincere and only say thank you if they do. Otherwise, you’ll reward substandard activities.

5. Choose ergonomically sound tools and furniture. They will make it easier for employees, reduce workplace injuries, and limit the potential for compensation claims. Moreover, staff will be less stressed at work and more productive if they have the right tools.

6. You will go out of your way for employees to socialize, meet and form relationships outside of work. You can set up a bowling club at work, where employees gather to play once per week, or a softball or book team.

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Staff will respond positively to you if you show them that you care about their needs and do everything you can to improve work conditions. You will notice a better atmosphere and a higher level of productivity.

Six Ways to Maximize Learning

Here are some tips to get the most out of training events.

1. Know what you want

Set learning goals before the workshop. What are you looking to learn? What can this program do for you? How can you make it feel like your time was worth it?

2) Ask for what it is you want

Ask questions as the program progresses to help you find the right information. You can also seek out specific ideas to help you.

3. Focus on your success

Instead of fighting against new ideas, embrace them as possibilities. You can modify ideas that seem impossible to implement. You can also find parts that you like.

4) Encourage the speaker

Participation is key to learning. Ask questions, comment, and take part in the projects. Pay attention. Let the speaker know you are interested. This will encourage the speaker to do a better work.

5) Take care of yourself

So that your mind can absorb more, keep your body comfortable. Take breaks to walk briskly. This will increase your heart rate and pump fresh blood to your brain. Avoid large and heavy meals. This will send blood to your stomach, and away from your brain.

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6) Be grateful

After the program, thank the speaker. You can either write a note, or simply stay to show your appreciation. You should also thank those who organized the event for your company. To express your gratitude, reach out to them.

8 Ways to Get People to Love the Rules

Different motivations can motivate people. While some people are motivated to improve their appearance, others are driven by sexual conquest or prestige. Some are motivated by money. Many people don’t feel motivated to do anything other than show up to work and get a paycheck. Managers have the responsibility of creating an environment that inspires employees to do better and forge new horizons.

Gallop Poll revealed that 20% of those surveyed described themselves as “actively disconnected” from work in a recent poll. Many of these respondents also claimed that they weren’t given the tools or clear instructions to complete their tasks. These are some of the astonishing statistics from this Poll. Employers are losing more than 300 billion dollars annually to these employees, who are “actively disengaged”. The same poll found that these employees are more likely than others to get drunk or be late, and they are also less passionate about their jobs.

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Employers make a common mistake by imposing too many regulations on employees. This can be very demotivating for employees! They feel they don’t have the creative power to complete tasks because they fear breaking a rule. Management makes another fatal mistake when employees feel they cannot be trusted. Major businesses are prone to creating policies and rules that cast doubt on employees’ trustworthiness. One example is allowing employees to take a set number of days off in the event that a loved one dies. This assumes that the employee would use their time off if there was no limit to the number of days. Here are some tips for creating a work environment that encourages motivation.

Guidelines for a Happy Work Environment

Reduce the number of policies and rules that are necessary. Rules exist to protect your business and to create structure. If a rule is not serving that purpose, you should consider removing it from your policy. It is important that employees are aware of what they can expect from them once the rules have been established. All regulations should be promulgated in a timely manner. A code of conduct should be established. Establish a team effort that includes all employees or most of them. A vision and mission statement helps keep the ship moving towards a common goal. Respect the rules. No exceptions. Can management fail to live up to its promises and expect employees to follow its lead?

Corrective behavior should be addressed immediately by management before it becomes a habit. Counselling or progressive discipline is better than a “you are in trouble” approach. Clearly communicate workplace guidelines to promote professional behavior. Ask employees for feedback about policies and rules. Ask employees for suggestions to improve policies and empower employees. Staff sometimes have brilliant ideas. After all, they do the same job every day. Make sure that the new ideas for consistency in enforcing policies don’t shock rank and file. You should talk to employees if you’ve allowed them to “get away with” things in the past and explain that these new policies are for everyone’s mutual benefit.

Chris Sewell
Chris Sewell

Avigo Capital Solutions specializes in business lending solutions and offers capital allocation advisory to its clients. Do you want $10,000 to $6750,000 in business funding? See If You Pre-Qualify Here

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