Without falling into the bad habit of micro-management, managers should follow the premise of "less deskwork and more walking around the factory."
An article published by the School of Business at the University of Montevideo, points out the need for senior executives and business managers to leave, for short times, the strategic part of their job, in order to be more directly involved in the company's concrete productionprocesses.
At a time when it is more imperative than ever for businesses to attract and retain talent, the people with 50 and more years old are part of a market that offers candidates with skills and experience of great value.
Nowadays the difference between one company and another is the talent its employees bring together, and as any staff manager can tell you, competition for attracting and retaining that talent is growing.
When companies become addicted to meetings, it indicates poor management of working hours and decreases employee productivity by at least 30%.
If companies estimated the losses caused by a dozen employees, mostly senior ones, meeting four times a week they would think twice before giving in to "Meetingitis", the cultural tendency to schedule a meeting for every issue.
Self control of a leader's ego and being flexible when it comes to enrich ideas with contributions from his or her team can be critical for a company's future.
An employer can be as bright as they are stubborn. Like any good entrepreneur, you're so in love with your idea, and so happy with your project, that this can lead to resistance from hearing about alternative ways of doing things or that your original idea could be improved.
The speed of technological change threatens to dramatically shorten the lifespan of companies who do not make innovation the bread and butter of their existence.
If your company has a tendency to rest in bureaucracy, or to react only when the market demands, it will likely have a shorter life span, and the cause of its death will surely be the so called creative destruction.
We can be better leaders if we understand that unconsciously, as humans we will always seek to increase our status in society.
This need has existed since prehistoric times. According to researcher David Rock, from the time that humans started living together in groups, increasing their status has been as important as getting food.
Modern research has identified a chemical relationship between increases or decreases in status and our neuronal network. When status increases, so do the levels of neurotransmitters associated with pleasure and positive emotions, and stress-related ones are reduced, augmenting our feeling of security and strength.
In times of shortages of staff with good training levels and experience, economic incentives may be a good way to protect your company's human capital.
Job retention bonuses are incentives that companies provide to certain officials who are key to their operations.
Although retention bonuses of various kinds may be offered, limited only by the imagination of businessmen, typically four principle types are considered: the "referral" (for referring a friend), "sign on" (when signing the work contract ), "spot" (for specific achievements), and "retention" (for certain periods of time completed in the company).
"People don´t leave the company, they flee from their managers" - Lynda Ford, from Ford Group.
Speech by Prof. German Céspedes Herrera, from the Institute of Business Studies, during a conference sponsored by El Financiero, on "How to retain talent," which discusses the following topics:
Coaching in action. Exceptional example of the teacher/pupil relationship, with the greatest expositor of all time.
If creativity is down in your company. If the search for new ideas has been abandoned. If you hear too much the phrase "impossible" versus the phrase "yes we can". If your managers have stop being teachers for their subordinates, and there is a need to reignite innovation.
Recognized Brazilian company of backhoe loaders, telescopic, articulated and other types of cranes looking for companies interested in representing the brand and distributing their machinery in Central America and Mexico. The company manufactures and sells telescopic,...
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