When will the good time return? When will the recession period will be over? Investors are holding their money, people are starting to save money, and companies are on the layoffs due to massive loss. American dreams are dying and waiting for the government. But it is not the time for waiting, it is not the time for saving, it is the time to be proactive and start working in different things. The recession period will last longer, so we need to thing about the alternatives and new way to start over the life. Businesses need to rethink about their business model and strategies. From Human Resources aspects, it is one of the best times for finding the best staffs as the big companies are doing layoffs and you might find the best one. Click Here to [Read More] »
If your firm is like many, you’re now managing a bunch of survivors - the lucky ones who didn’t get downsized. Chances are good this means you’re presiding over a heightened level of costly employee dysfunction, even if you don’t see it yet.
Layoffs affect survivors in various ways. Here’s what you can do to limit the damage. Click Here to [Read More] »
By Mitchell Harper
As an employer with over 30 staff at Interspire, most of the time when I need something done I can call on a staff member in the office and they will take care of it for me. However, sometimes I need the skills of an experienced freelancer for one-off jobs, such as writing a user guide or putting together a product overview video in Flash. In these situations I turn to freelancers on eLance, oDesk or Guru.com.
After posting a job ad, the responses start to come in within a few hours. 95% of the time the candidates have no idea how to reply to the job ad and will either send over:
- The same old copy-paste reply which they use for every job ad
- A vague reply in which they don’t sell themselves to me
Having been on both sides of the fence – as an employer now, and as a freelancer about 5 years ago – I’ve come to learn what makes a great response to a job ad on a freelance site such as those listed above, and I thought I’d give you a few pointers in this article to help you win any and all freelance jobs you apply for. Click Here to [Read More] »
Most of the time, I spend reading through the news, articles and blogs in the web so as to get myself updated. Staying in underdeveloped county, I think this is the most effective way to get to know about the world and get updated.
Here, I am going to write about the Company named “Zappos” who pays their new employees to quit. Isn’t it sounds abnormal and different? Yeah, I was also surprised to read the article “Why Zappos Pays New Employees to Quit – An You Should Too” by Bill Taylor. In this article he focuses on one small practice that offers big lessons for leaders who are serious about changing the game in their field – and filling their organization with people who are just as committed as they are. Here goes the basic insight of the article.
Zappos hires new employees and then provides a four-week training period that immerses them in the company’s strategy, culture, and obsession with customers. People get paid their full salary during this period. After a week or so in this immersive experience, though, it’s time for what Zappos calls “The Offer.” The fast-growing company, which works hard to recruit people to join, says to its newest employees: “If you quit today, we will pay you for the amount of time you’ve worked, plus we will offer you a $1,000 bonus.” Zappos actually bribes its new employees to quit!
Why? Because if you’re willing to take the company up on the offer, you obviously don’t have the sense of commitment they are looking for. It’s hard to describe the level of energy in the Zappos culture—which means, by definition, it’s not for everybody. Zappos wants to learn if there’s a bad fit between what makes the organization tick and what makes individual employees tick—and it’s willing to pay to learn sooner rather than later. (About ten percent of new call-center employees take the money and run.)
Indeed, CEO Tony Hsieh and his colleagues keep raising the size of the quit-now bonus. It started at $100, went to $500, and may well go higher than $1,000 as the company gets bigger (and it becomes even more difficult to maintain the all-important culture and obsession with customers.)
It’s a small practice with big implications: Companies don’t engage emotionally with their customers—people do. If you want to create a memorable company, you have to fill your company with memorable people. How are you making sure that you’re filling your organization with the right people? And how much are you willing to pay to find out?
With this Zappos has been able to create the following Core Values:
• Deliver WOW Through Service
• Embrace and Drive Change
• Create Fun and A Little Weirdness
• Be Adventurous, Creative, and Open-Minded
• Pursue Growth and Learning
• Build Open and Honest Relationships With Communication
• Build a Positive Team and Family Spirit
• Do More With Less
• Be Passionate and Determined
• Be Humble
(Source: Bill Taylor and Zappos)
Amazing right?
1. Say Thanks
2. Change Job Titles
3. Ask for Advice
4.Offer Written Notes
5.Homemade Cookies
6.Change Meeting Venues/times
7. Make a Card
8.Reward with Food
9.Create 110% Rewards
10.Casual Dress Day
11.Staff Newsletter
12.Letter of Recognition
13.Movies at Lunch
14.Service Pins
15.Praise Staff at Meetings
16.Athletic Facility Pass
17.Promote Staff from within
18.Highlight in Newsletter
20.Free Movie Passes
21.Day Off
22.Reward with a goodie Bag
23.Ask for Input
24.Open Door Policy
25.Solicit Staff Ideas
26.Free 15-minute Massage at Work
27.Use Staff Ideas
28.Training Retreat
29.Temporary Parking Space
30.Highlight in Brochure
31.Kudos Reward Program
32.Staff Volunteer Award
33.Party at Your House
34.Feature Staff in Training Videos
35.Monthly Potlucks
36.Staff Jackets/Shirts
37.Gold Stars
38.Pay staff more Money
39.Flexible Work Hours
40.Better Office
41.Special Coupons
42.Reward with a Book/Magazine
43.Conduct Rounds
44.Set & Publish Your Own Goals
45.Create Staff Committees
46.Award Named for Staff
47.Free Classes
48.Ask for Advice
49.Personal Room
50.Evaluate Staff
51.Give Credit
52.Job Swapping
53. Involve Staff
54. Customer Care Award
55. Create Misc. Contents
56. Rent a Billboard
57. Ugly Tie Contest
58. Note on Business Card
59. Jewelry
60. Exercise Time
61. Make a Sticker
62. Casino Party
63. Pay for Education
64. Employee Idea Award
65. Spirit of “XX’ Award
66. Let Staff Host a Meeting
67. Create Contests at Meetings
68. Hold Staff Outings
69. Create a “Top Banana” Award
70. Offer Public Praise
71. Create WOW Cards for staff
72. Ask for Input
73. Lunch with the Boss
74. Gift Certificates
75. Hall of Fame Photos
76. E-Mail a Thanks
77. Have Staff thank other Staff
78. Thank you on Post-Its
79. Cook Breakfast for Staff
80. Hold Regular Meetings
81. Shorten Meetings
82. Staff of the Month Award
83. Other staff award program
84. Years of Service Award
85. Five Year, $500 Bonus Award
86. Keep Staff Informed
87. Say Hi!
88. Evaluate Staff
89. Ask Staff to evaluate the Organisation
90. Answer Phone for Staff
91. Birthday Cards
92. Attend Conferences
93. Staff Events
94. Gift Pen / Pencil Set
95. Buy a Soda
96. Offer a Hot Air Balloon Ride
97. Host a cookout
98. Facilitate Plaque
99. Tickets to Events
100. Community Meetings
101. Discounts for Staff
Enjoy
- Sakin