Category: Staff Management

 

How a Business Cope with Staff Loss

image from saveup.com

image from saveup.com

2 weeks ago, one of my Key staff  in fact a person I have been training for 3 years to replace myself was head hunted and decided to go with the offer given to him. This was a shock and a blow not only to myself, but to clients and fellow employees. So how does a business recover from this?

In the IT trade, moving jobs is a common occurrence. This is not something I am proud to express, but it is a fact. So many people are working on contract today, and the demand for quality programmers is so high, that contracts constantly overlap each other, that a person can really choose not only where they wish to work, but the type of IT work that they wish to do. So at all times I prepare for staff to leave and make sure that all people duplicate each other and that all information is recorded.

We have systems that cover for staff turnover. So the core work is always being achieved, and clients are not being disadvantaged by changes of staff in a technical sense. However the human sense is affected.

This occurrence can cause impact on current staff, as they have to learn to work with a new staff member.

CRM in word tag cloudSo one part of the solution to this problem, is that for core work, you need to have good systems, in fact a good database. What can you expect from such a system? A CRM or customer relationship management systems can control not only your customer, but generally link the data you need to retain about your customer, your contacts, your quotes, your invoices can link to this as well if it is a good system.

At Accede we have recently been interfacing off the shelf CRM’s to Accounting products, estimation packages and other products. By creating this interface for the client, it is a seamless way to see the whole of the customer’s information.

Other places I have created solutions for include knowledge based systems. These systems in fact hold expertise, experience etc. from key people. Knowledge bases for a user is like talking to the expert about a problem. The knowledge base take a person through a potential issue, what questions they should ask, what possible answers they may get, and what to do next. It is a like having the expert right beside you without having them there. I have noticed, however, that this is generally the main reason that the loss of Key staff is hugely impacting.

The other part of the equation, being the human affect, is solved only by communication. This communication is essential if you wish to retain clients, build new clients and retain existing staff members.

Losing staff and clients is a fact and generally not in your control (unless you need to review your management). However retaining clients and staff is something you need to constantly work on. The key to this retention is communication. Take the time. Discuss. Share. Find ways to openly communicate in a respectful manner. Praise where praise is due. Discuss problems without being personal or denigrating. Work as a team.

Insurance of key staff, often helps with the financial aspect, but good systems will help with the core work and management. Plus make sure your staff’s work is overlapped, so that people can take holidays and the loss of a staff member can quickly be covered.

 

Cate Schafing is a successful Australian business woman in the IT field serving as CEO of Accede Holdings Pty. Ltd. makers of Ezymeetz, ICE and Virtual Gym. She develops innovative new technological products as a programmer and entrepreneur. In gratitude for her success her company supports NFP’s by donating $5000 per month in programming time for NFP’s requesting work.

Facebooktwittergoogle_plusredditpinterestlinkedinmail

How To Stop Staff “Back-Biting”

angry-meeting
Recently reading a document from a Business Consultant – Brett Williams, he mentioned how he had done quite a bit of work with businesses who are trying to get the staff to stop “back biting”. I found this interesting, as this has never been a problem that I have had to face.

I thought about why I had not faced this, and I believe I have the answer. The old adage of everything starts from the top – I agree with. So starting with me as the managing director – I have a personal philosophy “No reasons, Excuses or Stories”. This philosophy has lead me to be honest, open and clear on my expectations with staff. If a staff member tries to justify or blame someone else for them not achieving a result – I immediately stop the conversation and ask if they are applying to this philosophy. If they are not, then I ask them to reconsider.

Even if we need to review a problem, by having this philosophy, and never being personal with a problem, then from management, I am not allowing people to feel ashamed of being honest and up front. This means that we can solve problems – not create extra ones, or have issues trying to work out what really occurred.

I also ask staff to treat me and each other as I treat them. If they feel I am out of line, I encourage them to respectfully speak up, and visa versa. I find this also leads to far greater respect amongst us all. Only in the last 3 days, I had to chat to a staff member who was about to come on the heavy to someone he was managing, and asked if he would like to be treated this way. He reconsidered his position and the action never took place.

Finally – responsibility. Most of the time, I have found the justification of mistreatment comes from a person not taking responsibility. As I don’t believe in “Working the Man”, I wont allow my staff to work me. I am happy to hear and assist on any problem, as long as the problem brought to me, is attached to a prospective solution – even if they believe the solution to be foolish. If they bring a problem to me without any possible solution, I inform them that this is unfair, and not how I should be treated. By staffing taking on responsibility, then they are responsible for not only achieving a job, but also the care and well being of those working with them to achieve this job.

So with these four simple methods, I have avoided all staff back biting.

  1. No reasons, Excuses or Stories
  2. Treat others as you wish to be treated
  3. Be responsible and encourage others to be responsible
  4. Don’t manage with a “work the man” philosophy.

I hope that these ideas help you get rid of back biting and make you business life far more enjoyable and productive.

 

Cate Schafing is a successful Australian business woman in the IT field serving as CEO of Accede Holdings Pty. Ltd. makers of Ezymeetz, ICE and Virtual Gym. She develops innovative new technological products as a programmer and entrepreneur. In gratitude for her success her company supports NFP’s by donating $5000 per month in programming time for NFP’s requesting work.

Facebooktwittergoogle_plusredditpinterestlinkedinmail