Hub You - Business

Careers In Security
Armed with some of the most advanced technology, security professionals hope to combat their opponents. With the advent of the 21st century, keeping a country safe is a battle of wits rather than a matter of physical strength. The fact that the enemies also have access to the same weapons, which we use for our protection, makes the situation even worse. The weapons of war have also become the weapons of mass destruction. Though these inventions were developed with a view to make life easier, unfortunately they have landed in the wrong hands and made life difficult.The reality of the danger sinks in even deeper when we realize that our opponents are as educated and smart as us. This increases the need to be alert and implement even greater preparations and strategies. Consequently, this calls for recruitment of highly skilled and trained professionals in the security industry.Job OpportunitiesExcellent job opportunities await those who are serious about pursuing a career in the field of security. People from different educat

ake sure the new employee is comfortable performing their job duties. Listen to and address their concerns.

Be Friendly and Patient. Use diplomacy when correcting errors. More importantly, notice the things they are doing well and praise them out loud.

Ask your new recruits to evaluate the orientation process and strive to continually improve it.

Co-worker Support

Remember the Welcome Wagon. When a new neighbor moved into a community, a smiling face would appear at their door with a basket of goodies and a warm welcoming smile. When a new employee joins your company they become part of your community. Why not bring the Welcome Wagon concept back on the job? When people work together for a long time, there is a tendency to get close. This is a good thing, except that it makes it difficult for a new employee to feel part of the group. If employees are leaving your company within the first 90 days, exit interviews may reveal that they simply did not feel they fit in. Current employees can do a lot to change that perception and ensure the new “community member” feels immediately welcomed.

Establish a red carpet committee. These are current employees who volunteer to be ambassadors for new employees. Hold a brainstorming session and come

Do You Need a War Room? Life in the Command Center
A command center, sometimes referred to as a war room, can be a competitive differentiator for a business, non-profit or other organization. The key elements for any command center are: centralized location, key personnel, time frames (project, crisis or on-going), mission definition, primary activities and finally, resources as related to organizational commitment. Each on of these points will be outlined below to better portray whether an organization does in fact need a command centerLocation. There are two schools of thought in this area. One is that the command center should be near the hub of action such as the corporate, non-profit or other organizational headquarters. The other is that the command center should be at a remote location and not co-located with the headquarters to keep it safe and to avoid too much executive interference in its workings. If the command center is to serve as an executive “dog and pony” or show facility, then it should be at headquarters. It is then convenience for both executives and for other

Remember your first few days at your present job? Were you excited? Nervous? Did you worry about your ability accomplish the tasks given to you or the impression you would make on your new co-workers? Perhaps you were concerned about the impression your new co-workers would make on you.

You would not be alone if you were feeling a little lost during your probationary period. Many people do. Since you know how it feels to be “the new kid on the block” you may be the perfect person to welcome other new employees to the fold. Regardless of your job title, you can help to make the difference between whether a new recruit stays or leaves within the first 90 days.

Studies have consistently shown that each time an employee leaves it costs between 50% - 150% percent of that employee’s salary to replace them. Companies often find that much of their voluntary turnover happens within the first 90 days of employment. If this is the case in your company, the first thing to look at is your hiring process. Are you hiring people who fit with your company’s culture? As Joan Brannick, Ph.D. and Jim Harris Ph.D., authors of Finding and Keeping Great Employees say, “Employees can find a job anywhere, but they commit to and want to remain with an organization whose culture they connect with.”

If you are convinced that you are hiring the people who “fit” with your company, then it may be time for The Red Carpet Treatment. Traditionally, a red carpet is laid out as a welcoming symbol to dignitaries in other countries, or superstars attending award shows. Why not treat your new superstar’s arrival as something truly special by setting out your own red carpet? Here are some immediately applicable ideas you can use to welcome your new recruit to the fold.

Before The First Day

Send a letter welcoming your new team member to the fold. Include an agenda for their “premiere day” and an invitation to have lunch with the boss.

Dwayne Clarke of Aegis Corporation sends letters to the family members of senior executives he brings on board. He welcomes the family to the company and lists specifically the qualities their loved one possesses that got them the job.

Be sure to set up realistic expectations of what the job entails. As Brannick says, “If you are losing people during the first 90 days The problem could be that you are creating unrealistic/inaccurate expectations during the recruiting/hiring process that are NOT met during the first 3-4 months on the job.”

Prepare your current employees for their new co-workers arrival, asking them to be particularly encouraging and supportive.

Survey your current employees about their first day on the job. What would have made it special? Make preparations using their suggestions.

The Premiere

Be ready for your new superstar’s arrival. Don’t leave them waiting out in the hallway alone for 15 minutes while you take care of other business.

If you, as their supervisor, do find yourself involved in other things when they arrive, appoint an ambassador to welcome the new recruit with a smile and a cup of coffee.

Why not literally lay the red carpet out? Go ahead, have some fun!

Plan to spend the first part of the day with your new person. Go over the agenda you sent, make changes as needed – plan your day together.

Make it clear this is a special day. Serve refreshments and add a welcome sign to the front door.

Post the person’s photo in the employee break room. Having a book or board with other employees’ photos (or at least department heads) will enable him/her to get to know names without being put in the embarrassing situation of having to ask twice.

Have your new team members work area prepared. Do they have all the office supplies they need? How about a list of contact phone numbers? Flowers or balloons on the desk or locker for the first day would be a welcome touch.

Provide free lunch for a week.

Offer a form that the new employee can voluntarily fill out, listing their hobbies and favorites. In other words, find out who the person is as a human being. Then be sure to introduce him/her to other co-workers with similar interests.

Orientation

Take a look at your orientation process. Are you guilty of showing boring training videos and calling that orientation? Strive to make your training process more effective. Use real people. Take your time. A good orientation can not be accomplished in 1 day.

Make it fun. Turn your orientation process into a game show format with candy and prizes. Send your new recruit on a scavenger hunt, asking them to collect signatures of other employees.

If you absolutely must show those boring training videos, at the very least serve popcorn and a soda.

Or……make the videos fun. According to Nuts! Southwest Airlines’ Crazy Recipe for Business and Personal Success by Kevin and Jackie Freiberg, new Southwest Airlines’ employees get treated to a video taped rap song led by former CEO Herb Kelleher during their orientation.

During the first week, check in periodically to make sure the new employee is comfortable performing their job duties. Listen to and address their concerns.

Be Friendly and Patient. Use diplomacy when correcting errors. More importantly, notice the things they are doing well and praise them out loud.

Ask your new recruits to evaluate the orientation process and strive to continually improve it.

Co-worker Support

Establish a red carpet committee. These are current employees who volunteer to be ambassadors for new employees. Hold a brainstorming session and come

Neon Signs
Neon signs are great advertising for any business. They work well for retail settings such as game rooms, restaurants, diners, manufacturing units, pubs and lounges, fraternity lounges, and many other establishments.The first set of neon signs was sold by a French company named Neon Claude to a Packard car dealership in Los Angeles in 1923, for a sum of $24,000.These “liquid fire” tubes glowed in the night as well as broad daylight and soon became popular. Since then, the neon technology has evolved tenfold, and the signs are more popular than ever today.Not all signs are made of neon, since the neon gas only produces the color red. After the initial discovery of neon-emitting red light, other colors were discovered using mercury, carbon dioxide, and phosphor. Today, it is possible to produce more than 150 colors using these gases. Neon tubes are actually positive-charge-filled lamps.Every neon sign made is handcrafted; despite the advancement in technology, the manufacturing of a sign just cannot be done by a machine. Acco

they connect with.”

Before The First Day

Send a letter welcoming your new team member to the fold. Include an agenda for their “premiere day” and an invitation to have lunch with the boss.

Prepare your current employees for their new co-workers arrival, asking them to be particularly encouraging and supportive.

Survey your current employees about their first day on the job. What would have made it special? Make preparations using their suggestions.

The Premiere

Be ready for your new superstar’s arrival. Don’t leave them waiting out in the hallway alone for 15 minutes while you take care of other business.

If you, as their supervisor, do find yourself involved in other things when they arrive, appoint an ambassador to welcome the new recruit with a smile and a cup of coffee.

Why not literally lay the red carpet out? Go ahead, have some fun!

Plan to spend the first part of the day with your new person. Go over the agenda you sent, make changes as needed – plan your day together.

Make it clear this is a special day. Serve refreshments and add a welcome sign to the front door.

Provide free lunch for a week.

Orientation

Make it fun. Turn your orientation process into a game show format with candy and prizes. Send your new recruit on a scavenger hunt, asking them to collect signatures of other employees.

If you absolutely must show those boring training videos, at the very least serve popcorn and a soda.

During the first week, check in periodically to make sure the new employee is comfortable performing their job duties. Listen to and address their concerns.

Be Friendly and Patient. Use diplomacy when correcting errors. More importantly, notice the things they are doing well and praise them out loud.

Ask your new recruits to evaluate the orientation process and strive to continually improve it.

Co-worker Support

Establish a red carpet committee. These are current employees who volunteer to be ambassadors for new employees. Hold a brainstorming session and come

Fair Trade Fundraisers
Organizations everywhere are starting to see the benefits of staging certain types of fundraisers. As you may have discovered through trial-and-error, some fundraisers are simply more successful than others. We all want to raise as much money as we can for our respective organizations, but there are times when we ought to give pause to other considerations.Coffee fundraisers have been massively successful in the United States and beyond. It should come as no surprise, mind you. Everyone loves coffee, especially really good coffee. It is estimated that over 200 million people in the United States alone drink coffee on a daily basis. At approximately one dollar per cup, you can imagine how staggering the profits can be. Organizations have an excellent opportunity to tap into this market, and to brew up massive revenues for their respective ventures.The difficult part of doing coffee fundraisers, is convincing people to compromise their morning coffee routines. It may sound absurd, but many people feel very passionately about

ers arrival, asking them to be particularly encouraging and supportive.

Survey your current employees about their first day on the job. What would have made it special? Make preparations using their suggestions.

The Premiere

Be ready for your new superstar’s arrival. Don’t leave them waiting out in the hallway alone for 15 minutes while you take care of other business.

If you, as their supervisor, do find yourself involved in other things when they arrive, appoint an ambassador to welcome the new recruit with a smile and a cup of coffee.

Why not literally lay the red carpet out? Go ahead, have some fun!

Plan to spend the first part of the day with your new person. Go over the agenda you sent, make changes as needed – plan your day together.

Make it clear this is a special day. Serve refreshments and add a welcome sign to the front door.

Provide free lunch for a week.

Orientation

Make it fun. Turn your orientation process into a game show format with candy and prizes. Send your new recruit on a scavenger hunt, asking them to collect signatures of other employees.

If you absolutely must show those boring training videos, at the very least serve popcorn and a soda.

During the first week, check in periodically to make sure the new employee is comfortable performing their job duties. Listen to and address their concerns.

Be Friendly and Patient. Use diplomacy when correcting errors. More importantly, notice the things they are doing well and praise them out loud.

Ask your new recruits to evaluate the orientation process and strive to continually improve it.

Co-worker Support

Establish a red carpet committee. These are current employees who volunteer to be ambassadors for new employees. Hold a brainstorming session and come

Steel 101
Stainless steel is a special type of steel that is much more resilient towards corrosion, rust and staining than ordinary steel. Stainless steel is also known as inox and contains at least 10.5 percent chromium. When the exact alloy type and grade is undefined, stainless steel is often referred to as corrosion resistant steel. Different alloy types and grades will have different properties, and it is therefore important to select the ideal alloy type and grade when you intend to use stainless steel for sensitive tasks, such as construction work. Stainless steel is a popular building material in anything from small storage facilities to huge skyscrapers. One example of a famous building utilizing stainless steel is the New York City Chrysler Building. The Chrysler Building was built in 1930 and consists mainly of brick – its is the highest brick building in the world – but its characteristic seven-story pinnacle is decorated with lustrous stainless steel cladding. The ornamentation is based on the hubcaps that could then be found on Chrysler mad

s? Flowers or balloons on the desk or locker for the first day would be a welcome touch.

Provide free lunch for a week.

Orientation

Make it fun. Turn your orientation process into a game show format with candy and prizes. Send your new recruit on a scavenger hunt, asking them to collect signatures of other employees.

If you absolutely must show those boring training videos, at the very least serve popcorn and a soda.

During the first week, check in periodically to make sure the new employee is comfortable performing their job duties. Listen to and address their concerns.

Be Friendly and Patient. Use diplomacy when correcting errors. More importantly, notice the things they are doing well and praise them out loud.

Ask your new recruits to evaluate the orientation process and strive to continually improve it.

Co-worker Support

Establish a red carpet committee. These are current employees who volunteer to be ambassadors for new employees. Hold a brainstorming session and come

Employee to CEO
Millions of people make the switch to CEO of their own home based business. Believe me if I can do it, anyone can!By starting your own home business you have made the first step of taking control of your financial and emotional future. I say emotional because I know that when I worked a 9-5 job my stress levels were astronomical!Most new home business entrepreneurs start off by keeping their 9-5 by day and by night they are getting their business to take off. You may be walking around your 9-5 with a smile on your face – knowing that soon enough you are going to walk right up to your boss and say I quit because you can’t pay me enough, nor is my time for sale anymore!When that glorious day comes, and boy will you have a big grin on your confident face! You are now a full time CEO. No more requests for vacations, no more scheduled lunch breaks, no more senseless office chit chat, no more boss hovering over your shoulder, no more wondering if you are going to be included in the lay off this quarter. YOU ARE FREE! Congratulati

ake sure the new employee is comfortable performing their job duties. Listen to and address their concerns.

Be Friendly and Patient. Use diplomacy when correcting errors. More importantly, notice the things they are doing well and praise them out loud.

Ask your new recruits to evaluate the orientation process and strive to continually improve it.

Co-worker Support

Establish a red carpet committee. These are current employees who volunteer to be ambassadors for new employees. Hold a brainstorming session and come up with as many ways as you can to make the new person feel special during their first 90 days.

Put together a “Welcome Wagon Basket.” Include the fun stuff – a list of nearby restaurants, fun toys for the office, snacks, humor, etc. Get creative. Have one of the Ambassadors deliver it.

Assign an Ambassador to your new employee. Post a sign that states “Your Welcome Ambassador is…..” at their work station. The Ambassador should proactively check in with the employee for the first 30 days, invite him/her to lunch and introduce him/her to other co-workers and customers.

Ambassadors should be upbeat and positive about themselves, the company and the job.

Host a monthly potluck or breakfast to welcome new employees to the fold.

Ask co-workers to make a positive memory for new employees. For instance, provide post it notes™ that co-workers can write welcoming phrases on and stick them all over the new person’s work station.

Encourage every employee to develop their own personal Red Carpet Policy. Spend a staff meeting coming up with as many ideas as possible for welcoming new people.

Evaluate your current employees on how well they welcome new employees.

Once you’ve welcomed a new employee securely into the fold, invite that person to be part of the Red Carpet Committee and spread the enthusiasm.

Finally, ask yourself, when the 90 days is up how do we keep that red carpet out. Do we continually reward and recognize employees? Do we strive to care about them as human beings and not just employees? Do we continually ask for feedback and try to improve? As co-workers, do we refrain from gossip and try to work out our differences in an amiable way?

If you are hiring well, laying out the red carpet and keeping it out for the long haul, you may find that employee turnover lessens and superstar spirit just grows and grows. Never miss an opportunity to say – “Welcome. We’re glad you’re here.”

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If you're doing medical billing, the importance of lookup tables cannot be stressed enough. In this installment, we explain how lookup tables work and why they are important.

I'ts very difficult to get there if we don't know where we want to go. Do you know of anyone who disagrees with the common sense wisdom of setting a final destination and having a plan for the journey before beginning a trip? Dreaming about it won't make it a reality. Then why do many of us act as if we can drift along day to day, thinking somehow we can achieve our dreams of career success without defined personal goals, as well as plans to reach them? Identify the excuses you may be using to avoid planning your future and how to deal with these roadblocks.

How do you know if you have what it takes to leap from employee to business owner? If you see yourself in this story, then you just might have what it takes to become a business owner.

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