Hub You - Business

Incentives to Help Your Business Save Money on your Energy Bills
You’ve probably seen the adverts about businesses and energy efficiency. They usually concentrate on the environmental benefits – namely, if we use less energy, we pump less harmful gases into the environment. Obviously this is a worthy reason in itself. But, there are other motivations for businesses to monitor their energy usage and stop wastage – for instance, saving on bills.Paying less on energy bills brings immediate savings to the bottom line. According to the Carbon Trust, a 20% saving in energy usage –

> Keep in touch, but let employees do their job. Little follow up.

II. Inexperienced at task and Competent overall To avoid problem: Check up and coach by giving H.E.L.P. Some follow up.

III. Experienced at task but Incompetent at task Fix Problem: Coach and D.E.A.L. with problem. Follow up often.

IV. Inexperienced at task and incompetent at task Fix P

Advertising With Safelists
Have you tried advertising using safelists? I have and I have found the whole process to be very frustrating. There is a great deal of work involved in safelist advertising. You need to write your ads so that they will capture attention. Your headline is probably the most important part of safelist advertising because that is what people will skim over to decide whether or not they are going to read your email. I know that I am subscribed to several safelists and if the headline doesn’t sound interesting, it goes right

It really pains me when leaders talk about employees who don't perform to minimum standards. It seems that rather than take on the problem, leaders often find it easier not to confront the issue. A big part of leading people is helping them understand when they are doing well and not doing so well. It is especially important to recognize someone at once when they are doing a good job. When they need to improve, your job is to coach them to better performance.
Some keys of coaching are: 1. Information: Know what is going on with your staff 2. Listen with empathy 3. Be aware of the work environment. This comes from talking to people 4. Instruct staff so they know exactly what is expected 5. Giving feedback
Good coaches are good role models. They demonstrate good work habits. They also get to know people well enough to be able to develop them appropriately.
Coaching is situational. You take different approaches depending on the employee and their overall competence and experience, as well as ability to do a specific task.
Look at the grid.
Grid I: Competent and task experienced There is no problem with employees in this box. Little follow up is needed here because the employee is dependable and good at his/her job. Though little follow up is needed, it is always wise to show appreciation for these gems! A verbal "attaboy" or "attagirl" is good and a written memo is even more memorable.
Most people I question about receiving written letters or memos telling them they did a good job say they still have those notes years later. Remember that it only takes a few moments to put your appreciation in writing.
I. Experienced at task and Competent overall No Problem: Keep in touch, but let employees do their job. Little follow up.
II. Inexperienced at task and Competent overall To avoid problem: Check up and coach by giving H.E.L.P. Some follow up.
III. Experienced at task but Incompetent at task Fix Problem: Coach and D.E.A.L. with problem. Follow up often.
IV. Inexperienced at task and incompetent at task Fix Pr
Career Choice - The Considerations
How does one decide one's career? How does one decide and take a decision that may shape the life excellently or doom it forever? It is not as if nobody has the right or opportunity to choose their own vocations. Circumstances decide the way things will go. But it is true that many people when asked, will say that they would prefer a different job or career of their own taste and liking.Most people now have a formal education before they step in the real world where each one is to his own. Careers start at a ve
to better performance.
Some keys of coaching are: 1. Information: Know what is going on with your staff 2. Listen with empathy 3. Be aware of the work environment. This comes from talking to people 4. Instruct staff so they know exactly what is expected 5. Giving feedback
Good coaches are good role models. They demonstrate good work habits. They also get to know people well enough to be able to develop them appropriately.
Coaching is situational. You take different approaches depending on the employee and their overall competence and experience, as well as ability to do a specific task.
Look at the grid.
Grid I: Competent and task experienced There is no problem with employees in this box. Little follow up is needed here because the employee is dependable and good at his/her job. Though little follow up is needed, it is always wise to show appreciation for these gems! A verbal "attaboy" or "attagirl" is good and a written memo is even more memorable.
Most people I question about receiving written letters or memos telling them they did a good job say they still have those notes years later. Remember that it only takes a few moments to put your appreciation in writing.
I. Experienced at task and Competent overall No Problem: Keep in touch, but let employees do their job. Little follow up.
II. Inexperienced at task and Competent overall To avoid problem: Check up and coach by giving H.E.L.P. Some follow up.
III. Experienced at task but Incompetent at task Fix Problem: Coach and D.E.A.L. with problem. Follow up often.
IV. Inexperienced at task and incompetent at task Fix P
Thinking Beyond Cleaning Office Buildings
If your business is like many other traditional cleaning companies, you started by cleaning an office, apartment building, retail store or other commercial building. Adding additional clients may have included more office buildings, medical clinics and perhaps even expanding into manufacturing facilities. But have you stopped to think about expanding into residential cleaning? Perhaps some of the people who work in your buildings have asked if you also clean houses. This is an opportunity to break into the residential
p>Coaching is situational. You take different approaches depending on the employee and their overall competence and experience, as well as ability to do a specific task.
Look at the grid.
Grid I: Competent and task experienced There is no problem with employees in this box. Little follow up is needed here because the employee is dependable and good at his/her job. Though little follow up is needed, it is always wise to show appreciation for these gems! A verbal "attaboy" or "attagirl" is good and a written memo is even more memorable.
Most people I question about receiving written letters or memos telling them they did a good job say they still have those notes years later. Remember that it only takes a few moments to put your appreciation in writing.
I. Experienced at task and Competent overall No Problem: Keep in touch, but let employees do their job. Little follow up.
II. Inexperienced at task and Competent overall To avoid problem: Check up and coach by giving H.E.L.P. Some follow up.
III. Experienced at task but Incompetent at task Fix Problem: Coach and D.E.A.L. with problem. Follow up often.
IV. Inexperienced at task and incompetent at task Fix P
Why Is The Toilet Poster Not A Standard Advertising Medium Yet?
Recently I posted a question on yahoo answers to better understand what peoples attitudes are towards toilet advertising. The overall response was overwhelmingly positive, with one person boldly stating that it is the only advertising that still has an impact on him.A study conducted at Rice university has shown that the retention of the marketing message is 40% more effective than retention for any other media.Barbour and Monroe’s survey data concluded that:• 84% recalled seeing specific advertise
s wise to show appreciation for these gems! A verbal "attaboy" or "attagirl" is good and a written memo is even more memorable.
Most people I question about receiving written letters or memos telling them they did a good job say they still have those notes years later. Remember that it only takes a few moments to put your appreciation in writing.
I. Experienced at task and Competent overall No Problem: Keep in touch, but let employees do their job. Little follow up.
II. Inexperienced at task and Competent overall To avoid problem: Check up and coach by giving H.E.L.P. Some follow up.
III. Experienced at task but Incompetent at task Fix Problem: Coach and D.E.A.L. with problem. Follow up often.
IV. Inexperienced at task and incompetent at task Fix P
Cost Efficient Skip Tracing
I was having a conversation with a friend of mine. One of the best collection managers around, Todd from FDS in Wilmington NC. We were discussing what a collection manager needs to know about skip tracing that will benefit collectors. His response” skip tracing is important because you can’t collect if you can’t find them. However, collectors need to concentrate their time on collections not skip tracing”.Now that’s a dilemma. So I started thinking, “How to streamline your skip trace process so that your collect
> Keep in touch, but let employees do their job. Little follow up.
II. Inexperienced at task and Competent overall To avoid problem: Check up and coach by giving H.E.L.P. Some follow up.
III. Experienced at task but Incompetent at task Fix Problem: Coach and D.E.A.L. with problem. Follow up often.
IV. Inexperienced at task and incompetent at task Fix Problem: Train or retrain. Follow up often.
Grid II: Competent, but task inexperienced If the employee is having difficulties with the task after you've given instructions, you can avoid problems by coaching him/her with H.E.L.P.
H= Hear problem. Listen to your employee's view about the task and state your own view. E= Encourage by asking open questions to learn more. Get details about the situation causing the problem. Discuss the task until there is mutual understanding of problem. L= Lead employee to come up with his/her own recommendations about what to do to solve the problem. P= Praise employee for his/her problem solving ideas. Follow up occasionally to offer resources and additional help, if needed.
Grid III: Experienced, but incompetent You need to fix this problem! The employee has been trained and retrained, yet still is performing below expectations. Before giving up on them, D.E.A.L. with the problem.
D= Describe the situation without getting personal or blaming. Be specific and objective about situation, not the person. E= Express your feelings. "When this happens, I am concerned (or frustrated) because we are not meeting customer expectations" (or wasting time and valuable resources.) Do not start sentences with "You always" or "You never." The employee will become defensive and argue with you. A= Ask for what you want employee to do. Be specific with deadlines and checkpoints. L= Leave it on a positive note. Be encouraging and expect good results. Be motivating rather than demanding.
Follow up frequently. If employee still fails, it is time to stop coaching and start disciplining.
Grid IV: Inexperienced and task incompetent Make

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