People Smartz Blog

It should come as no surprise that the latest research is indicating that Australian businesses are "under threat due to the increasing complex economic and labour market".

The latest white paper released by the HR Coach Research Institute talks to the maturation in professional services to Australian businesses in most professional areas (for example legal, accounting, sales and IT).  Titled "The Business of the HR Crisis", it discusses the effect a lack of effective people management practices is having over an estimated 651,000 businesses.

Some of the conclusions in the white paper include:

• The effects of uncertainty on the confidence of employers and strategic direction;
• The increasing management fatigue beginning to be seen due to down-sizing of workplaces
• The effect on small businesses of not being able to attract or retain employees
• The effect of struggling with paperwork and compliance
• The compounding effect of industrial relations and Health and Safety legislation changes.

The cost of labour is the biggest cost on most businesses.  This cost is exacerbated by the inability for business to have access to effect people management advice and solutions.  This white paper discusses this in detail and delivers a conclusion which is not only interesting but in line with our People Smartz philosophy that "People Drive Results".

I highly recommend downloading the full white paper and would be interested in hearing your comments through our forum. If you don't have a membership (it's free), please register.

> Download the White Paper

> The People Smartz Forum

Is recruiting simply a matter of picking the a person and filling a number in your business?

I have been working with a number of clients over the last couple of weeks helping them recruit for a new team member.  On each occasion, their initial request has been "we need to recruit a admin person (or sales person, or account manager or whatever).

When working with these businesses my first question is a simple one - "what opportunities does this vacancy present for you?".

A vacancy in a business is an opportunity to improve your business.  You have the opportunity:
 

• to look at your current practices to see if you can improve them,
• to look at your team and correct any weaknesses that may exist,
• to look at your structure and perhaps redefine the role to improve business development; and
• to revitalise your business through the introduction of new and different experience and attitudes.

One client I have been working with has a number of sales people in his team.  Over time the sales team has been performing well but there has been a drop off in lead generation.  My clients initial thought was to replace the sales person who is leaving with another sales person.  After I had worked with him for a period, he realised that he could replace the sales person with a person (or person's) who could concentrate on the marketing and lead generation aspects of the sales process.  The opportunity was there to correct what could have been a serious concern going forward and provide an avenue for further growth.

The above situation doesn't apply to every business.  In businesses with high turnover (such as hospitality) we are basically looking at a numbers game, but this doesn't mean an opportunity does not exist to improve your business!   Another client took advantage of the opportunity created by a vacancy to upskill her existing team and improve their overall ability to service the customer.  The overall effect was cost neutral but had a significant effect on return customers - a win for the business, the team members and the customer!

So next time you are looking at filling a vacancy in your business, turn the question around from one about numbers to one about opportunity - it could have some very positive effects.

As always if People Smartz can help you - let us know!

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Sometimes the fundamentals of business are the same whether you are looking internally or externally. Unfortunately sometimes we don't realise it!

We work hard on making sure our customers know what they can expect of us, when we will do things, when we will do it by, who will do it etc.  We put this information into writing and ensure that their expectations of us are clear.  If we have expectations of them, we make them clear as well - for example, when we expect them to pay the invoice by!  It makes sense and makes for good and happy customers!

The same can be said for our own team members.  Often when dealing with performance issues in business, what I see is a mis-understanding in regards to what is expected of the team member with a differing expectations on both sides of the equation.

So like with our customers we need to work on expectations with our team.  So how do we do this?

First, there is the basic aspects of establishing the expectations of their behaviours and performance.  These are the sort of things that are covered in employment agreements, position descriptions, policies and procedures. Not only do they cover the idea of what the job is, they also lay out the your expectations of what is acceptable in regards to dealing with other team members, management, customers and others.  To have these documents in place puts you one step ahead in the expectation management game.

The next step is ensuring you have good strong two-way communications structures in your business.  Regular meetings with your team and feedback sessions (formal or informal) are good ways to begin this process.  Having a regular, proactive and systematic performance management and development systems also aids your aims in this area by putting in place forward looking goals and targets for your team.

Ensure your team are aware of your goals for the business.  Unless it is commercially sensitive, don't leave them in the dark about where you are taking the business and make sure they know how they can help you achieve this. Think about how you can bring them into the game.

Finally - do you know their expectations of you??  What is it they want out of work?  What gets them to work every day?  By finding out about these expectations, you can find ways to encourage them to achieve their own goals - its not only about your success, its about their's as well....  

So think about how you can become an expectation manager with your team!

Contact us if you would like any information on how People Smartz can assist you and your team achieve your expectations!

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Over the last couple of days I have been assisting a business owner with a problem that had happened with one of his team members.

Now I will not be going into detail about the situation, that would be breaking confidentiality - but I will share one thing that occurred to me while I was with them.

Many years ago, I read (and attended a course on)  Stephen Covey's Seven Habits of Highly Effective People.  One of the seven habits was "First seek to understand and then be understood". 

Well, this situation would probably have been helped if both sides had taken the time to follow this habit!  I am not saying that either side was at fault, the truth is that if they had taken the time to understand what the other was saying, they would have found they were saying basically the same thing!  In other words they were disagreeing over something they agreed on!

Some sort of conflict can arise in any relationship - we all know that.  In business, when they occur and the business owner is involved they can take a momentum of their own if not handled promptly.  This was an example of one such occasion.

The first rule I explain to business owners in these situations is to keep their mouth shut and "listen".  This is followed by asking questions to ensure they understand what is going on in the mind of the team member and then act to correct the misunderstanding or incorrect performance.

This approach has the advantage of defusing situations, opening dialogue and giving team members the opportunity to feel they have been listened to.  It also gives the business owner (or manager) the ability to get their side understood in a more effective manner by helping them clear away the "noise".

It is an approach which is, in essence - "Seek first to understand and then be understood".  From my experience, I can tell you - it works!

People Smartz can assist you with your team, helping productivity and efficiency and introducing good "habits" to your organisation.  Contact us today to find out how we can help you and your team.

You will have seen me write before that the two things business owners need more than any thing else is cash flow and time.

Today's blog is all about the later - time.  Now in researching today's blog, I found many documents, reviews, white papers about time management - making lists or setting goals.  While it was tempting, this is not what this blog is about!

From my experience, business owners are always on the move, busy working on this part of the business or that, making everything work on a day to day basis.  This is how it was when he or she first started the business on their own and what they have become used to.

But in order to grow a business, the owner needs to move out of the day to day - if they do not devote some time to the future, then they will be forever stuck in today. 

Time is often the first area a coach needs to begin with a business owner.  For it is the creation of time that creates opportunities for business growth and increasing cash flow...

So how does a busy person find more time?  Well simply it is not possible to find more time!  It is a scarce resource with only a certain amount of it available - and the time you do have has many conflicting priorities pulling on it!

If time is scarce, then it is time to start looking for ways to make your use of time more efficient.  For many business owners, identifying the work they do which could be done by others (or not done at all) is often the first step in this process.  It is all about looking for the way your business can run more effectively, whether by using others, automating a process or just changing the way you do things.

This is not a hard process to begin yourself - if you can find the time to do it!  Bit of a Catch 22 isn't?

So if you want to grow and develop your business, start thinking about time - not in terms of lists but in terms of outcomes, effectiveness and how you can devote some of it to the future.  People Smartz Coaches can assist you in the process by providing you with an experienced perspective of your and your peoples activities. Contact us

This will be a short blog entry but probably the most important you will read!

Australia's new IR Laws come with a kick.  If you are non compliant you can be fined and forced to pay back pay, credit accruals, pay additional superannuation guarantee payments and additional pay roll tax - and that is only the start of the list!

Here are some examples of the ramifications if your business is found to be non-compliant:

• Non Compliance with Modern Award Conditions - a fine of $33,000 for a company for each breach plus the cost of back wages etc to the employee.
• Non Compliance with National Employment Standards - a fine of $33,000 for a company for each breach plus the cost of making up the breach to the employee.
• Avoidance of Employment Obligations (Sham Contracting) a fine of $33,000 for a company for each breach plus back taxes plus superannuation guarantee payments plus possible implications for payroll tax.
• Unfair Dismissal - back wages if found to be an unfair dismissal plus possible superannuation to the employee.  in addition, legal costs and lost opportunity costs in regards to time and effort to defend the claim.  Cost = many 000's of $$$.

The cost of being compliant is minimal compared to the costs of being caught out! 

Contact us today to arrange for a Free Compliance Assessment for your business.

So why do I need a business coach? Why do I need a HR Coach?  Why do I need a coach at all?

These questions are fired at me fairly regularly and I would like to take the time today to explain why!

First - Coaching is not consulting. Consulting implies that you identify a problem that a client has and you propose a solution. Coaching is more about assisting your to help yourself.

There are many other reasons for working with a business coach, but here are just a few:

1. Working with a coach is an investment in you and your business.  Your business is about your future and you need to have your time and energy concentrated on the important areas of growing your business.
2. The purpose of working with a coach is to guide and encourage you to achieve your goals. A coach will insist on excellence and guide you towards the desired outcomes through the development of a well structured and tailor made business plan. 
3. A coach will help you identify the areas of waste in your business, where your time is being used ineffectively and assist you in correcting these areas.
4. A good coach will have experience in identifying the right people for your team.  The individual's fit into the team is as important as their technical skills.
5. Your coach will look to assist you in developing your sales funnel through targeted sales and marketing processes and activities.
6. Because coaching is not consulting it is more cost effective by building the internal resources within your company.

There are many coaches out there with their own specialities.  Some concentrate on sales, others on marketing, others on strategic direction.  The choices is yours about which is the most suitable for your business.

People Smartz believes that regardless of the specialty area, it is the people involved that produce the results.  This is why our coaching is designed to identify the ways your business can achieve success through people. With People Smartz Coaching you are investing in you and your team - not a process.

For more information - contact us today.

> Learn more about People Smartz Coaching Programs