Losing Business

People leaving the place of employment sometimes considered by employers as a threat. They have the worry what if they take the business along with them.

Almost all employers have a common NDA, where business cannot be touched for a period of time.

Employer should never be scared on losing business as it can be taken away with your employee. If this fear does exist that business was not yours to begin with.

Have an employer never be scared the business might be stolen, as an employee never give excuses of competition.

Both of them should have the courage to know lose one client I shall gain to more. Clients now a days do not stay with a company they look forward to the human interaction, the relationship built over time and ease of communication.

As an employee or employer build yourself, your brand and most importantly your confidence. Business you shall have today might lose it tomorrow to your employee or your competition use it to funnel and channel to gaining more client more business. Do not use that fear to micromanage, to suspect, to crawl in and back down but to come back swinging.

Business like money, happiness or anything else in life has its ups and downs, today it is with you tomorrow it might be with your competition.

Learn and grow, never channel that fear to be a leader who micromanages your business, or an employee who says we cannot do this because of this competitor.

Cheers!

LISWITH


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Hiring Process

The world is now on a recruiting and head hunting spree.

We are recruiting on a daily basis. Jobs are getting competitive, the needs, wants, the career hunger is growing.

Sadly along with that the rate at which we let go recruits too has increased.

Along the years I have found a way that works for me.

The basic process of hiring is we read through a CV, see if it tallies with what we are looking for and call them for an interview.

The first interview is a human touch. We are about the career path, previous employee and basically a run-down of the CV. Sadly most recruiters are impressed by the former company they worked at or job title they held, this does not weirdly work.

We hire is months we realize they might not be the best fit, or they under-perform from the given expectations so we let them go.

Back to step number one, during your discussion if you feel it’s not the best fit usually it may be right. If the discussion goes great. Please do not tell them you shall internally discuss and let them know.

At that given point if your answer is yes, tell them to return in 5 working days for a second interview.

This second interview is your key to if you are hiring them. You should tell them to come prepared for either:

1.      How they’re going to solve a current ongoing problem for which they are been hired for

Or

2.      How they’re going to improve in the given job position what changes and additions they can bring.

By this you shall know definitely if the recruit is eligible.

Do not hire because the CV sounds great.

Recruits letting go of you does not mean you are bad at what you do, just means you did not fit there. You can always find a place you fit in and grow.

Cheers!

LISWITH

Employer Employee Mindsets

Employer Employee Mindsets
Employer believes that employees should come on time.	Employees believe they should be given space , and not policed for not coming on time. But they have the priority to leave sharp on time.
Employer believes hard work means over time.	Hard work is getting the job done, not hours spent at the work place.
Employer believes fun is not for the office.	Employees are not schooling, hence they should be granted the adult freedom to laugh talk. But be responsible just like an adult to get the job done on time.
Employer believes leave is an entitlement.	Employees too have a private life and commitments, leave is to be used and not abused by anyone.
Employer believes work means seven days a week and they should be on call.	Employees too have other commitments, but should hold the responsibility of the job which is a part of who they are too.
Employer does benefits on the capacity they can afford to.	Employee believes whatever the benefits they see in the outside world should be given by the employer, never putting into context size and growth of the company.
Employer believes they can punish like school if they see the employee is a liability.	Employee rants like a trade union, and sometimes do not think if they have done the tasks needs of them. Are they a return on investment or a liability?
Employer believes that the employee life revolves around work.	Employee believes them working for the employer is the employers privilege.
Employer hires employees for a task and micromanages it.	Employee believes they know better than the employer who set the mission for their company.
Employer believes the training and exposure given is a privilege not a future investment on behalf of the company.	Employee believes they can demand after the employer gives them exposure for growth.
Employers police employees for under performance and tardiness.	Employees believe they should be never be warned even if they know they have underachieved or not meet any given targets.
Employers believes work is strict like school.	Employees believe tardiness is part of their process, but the only proof they have to back it up is tardiness and under performance

Employers are there to inspire guide be a mentor not only professionally but personally. Employers are to lead.

Employees are to be gather knowledge, serve your company as your own. Represent it, grow it and be loyal to its cause.

One cannot survive without the other, so don’t create a division within ones family.

Cheers!

LISWITH

Industry Babies vs Entrepreneur Babies

In the past years I have spoken, and had intense discussions with so many industry professionals from various trades and professions. On reaching 10 years of work. I have understood a major difference.

Lot of industry professionals who work for large cooperations carry a lot of experience and are very willing to share such experiences. They are groomed they have huge amounts of exposure, and left to do just their job. They immerse themselves in the Job Title they hold and grow aggressively or steadily according to their own pace and time.

Then I have met the current day entrepreneurs and listened to a lot of their challenges too. I have seen the fascinations they have when industry professionals talk and share knowledge.

Recently I started challenging the industry professionals if they carry such experience they are willing to gamble that experience see if they can invest time and money on those entrepreneurs. If they are confident with who they are what are even those who are nothing can be made to something. None of them took the risk.

I personally have experience in working for giants in my industry. To date I see it as a blessing all I learnt, all the knowledge I owned over the years, and surviving so many deep ends. This is because someone else paid the bills, someone out there never made me worry how a vendor is paid, someone just made me the best at my job, never made me worry about the cash flow issues, never made me think how are all the employees paid, do we have enough resources for the teams.

Yes you people who are managers and higher management are telling yes I do think. As a giant is already a full grown adult with cogs already in play. You are not worrying about cash flow, can we just pour money on research to better push a product or gamble on this new risk we are thinking about.

This is all the comforts of working for giants, yes they build great industry leaders. I have rarely met such professionals with the balls to push on their own or willing to challenge themselves to see if I am no longer with a giant can I cut it? Does my skills I own help me if I was working or starting out on something small?

So there are pros and cons on both ends, one learns the bigger picture by learn the problems of everything; paying your taxes, how do I pay with cash flow issues, I have invoiced so much collected so little how do I take an overdraft to pay my employees? Which rate of exchange rate would be beneficial? The other learns the discipline, learns to handle a crowd, gets exposure gets a hold on what is PR, learns to train their members, take the perks on pitching crazy risk ideas and someone take the risk on behalf on them and fund it.

Learn to evolve and learn from one another, try the spectrums see how you can learn from both. Never get caught up in the hype of what you think how green the grass is on the other side.

Cheers!

LISWITH