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As any good manager knows, people are the greatest asset of any organization. And just like financial assets, if you don’t pay attention and take steps to promote their development and evolution, they often start to stagnate and become less fruitful over time. Lack of employee involvement is normally not a highly visible phenomenon. A person can look busy without being fruitful - doing his or her line of work without observable flaws, but also without significant accomplishment over time. Disengaged employees aren’t usually complainers - in fact, they appear to be content and reliable. Perhaps they’ve even noticed ways your company could improve its operations and reduce expenses - but without a culture of employee involvement, they may not have a manager who is willing to listen, or be able to identify another outlet for their ideas. As a result, they may even be employing company time and resources to look for employment elsewhere. Here’s a list of potential best practices to implement: from the top Business Coach in Charlotte:1. Direct departmental or group-based research to find how your employees feel about their jobs, and how they see the organization overall. This will often supply a wealth of data to point you in your efforts to improve their task performance and the overall success of your organization thereby.2. Create engagement activities that reach out to all employees. Some examples: employee acknowledgment each quarter, rewards for wellness program involvement, and bonus opportunities tied to suggestions for betterment.3. If your company doesn’t already have an employee participation program, get one! Consult organization development sites and executives at other companies who have a dependable working model and can share valuable “lessons learned” that will trim your trial and error process.The more that each employee is presented how your company values their input and daily contribution, the more your company can - and will - benefit from the creativity and enthusiasm that exists at the heart of every human being. Individuals are your most valuable asset - so invest in them and reap the rewards of that “win-win” approach to business!

Project Management Software

You might also want to make sure to choose project management software that has some type of reminder system for when deadlines are getting close. It is helpful if all individuals involved get reminder emails or some other type of reminder before deadlines so that they are less likely to be missed. If there is a problem meeting the deadline it will be observed sooner rather than later if everyone is reminded that the deadline is coming up. Then they will be able to notify the appropriate individuals if there is a hold up that will make it nearly impossible to meet a deadline.

When multiple individuals are updating the information on the project management software program it is functional if the application will highlight any areas which have new information upon log in so that it will be easy for managers and employees to see what has changed since the last time they logged on. This will help everyone keep up to date on relevant information that they need to know in order to do their job properly. They won’t continue to work applying old information that is no longer applicable, so less time will be wasted.

A flourishing business depends on the efficient management of individuals. People management can be acquired and learned. Having a spontaneous affinity for getting along with people may be an advantage, all the same you can do many things to simplify the process. Relationship Development: Begin by remembering a person’s name. Encourage conversation; look employees in the eye as you’re speaking. Show respect, also listen to the other person’s thoughts, regardless of whether you are in agreement with them. Listening to what staff have to say is one of the most critical people management skills you can learn. Encourage any comments from your co-workers.

Live up to your word: Don’t give promises you can’t fulfill. If you can’t deliver on what you have promised, the fragile bond of trust is damaged, and if they don’t trust you your staff won’t give you their best. Each time you make a commitment or give your word on something, you are squandering your time if you don’t keep your promises. To be frank, when you can’t be depended on, you can be assured they will behave in a similar manner. Be open to feedback: Feedback should be a two way process. Having an open mind with regard to other’s ideas is very important in effective human resource management. If you are prepared to demonstrate approachability and openness, you prove that your co-worker’s ideas are important to you, and they will listen to yours. Frank discourse also furthers new ideas, ways of fulfilling the goals of the business, and develops the bonds of an excellent team. If team members are given a voice, every team member takes ownership of the results.

Encourage communication: People management skills come down to the same concept — communication. Maintaining an open door policy, apply good listening skills, be open minded, and allow team members an equal voice. Staff should be inspired to speak with each other as well as with you. The sharing of ideas is critical in the creative process, if the team communicate efficiently, you can discover problems early, and corrective measures may be put in place before matters get out of hand.

This may require some work, even so the payoff is worthwhile. Through inspiring a good team dynamic and demonstrating good listening skills, a successful business will be accomplished.

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Talent management is very important for business success. These skills can be improved and learned. It can be a plus to have a natural affinity for people, nevertheless you can do many things that will make the procedure easier. Relationship Development: Addressing employees by name is a good start. Engage in conversation; make eye contact during a conversation. Show respect, in addition be attentive to the other person’s opinion, irrespective of whether you are in agreement with them. The development of the ability to listen is among the best things you can do to improve your human resource management skills. Welcome any input from team members. Exhibit integrity: Don’t give promises you can not fulfill. If you can’t deliver on what you have promised, the fragile bond of trust is shattered, and without trust people won’t give you their best. When you say something or give your word on something, ensure that you can deliver or it would be more sensible not to give your word at all. The truth is, if your people can’t count on your word, you can be certain they will act in the same way. Encourage feedback: It’s a two-way street. People management skills mean keeping an open mind to all feedback. If you are prepared to prove that you are approachable and open, you show that you want to listen to other people’s ideas, and they will appreciate yours. Open discussion also promotes creative problem solving, innovative methods of fulfilling the goals of the business, and develops the team. By allowing the employees some input, the success of the company will become important to each employee.

Communication is the key: Communication is the key to dealing with staff effectively. Be approachable, listen closely to your co-workers, retain an open mind, and allow each of your staff to express themselves. Inspire staff not only to communicate to you, but also with each other. The growth of a business relies a great deal on the interchange of opinions, and in listening to each other, it becomes easy to spot any issues before they might present a problem, allowing corrective measures to be implemented to prevent any further problems. This can take time, even so the payoff is worthwhile. Through promoting a good team dynamic and developing effective listening techniques, you can easily accomplish a successful business.

Numerous human resource managers think that, when each and every member of staff has adequate health & safety instruction, they have got all the knowledge needed to prevent a disaster. The truth is however, staff must have far more than simply the basics in health & safety legislation. You must provide your employees with sufficient supervision, not to mention provide the right safety gear and give them the opportunity to practice. Your employees must have a capable supervisor to oversee staff performance, however this person also needs to take a still larger function in the company. Whomever you choose as the supervisor needs to realise the importance of health & safety instruction and be able to share their excitement.

In addition to observing health & safety legislation, a supervisory role includes checking up on employee performance levels too. Naturally it’s hard to do all this at once. To achieve this the supervisor is advised to possess a thorough understanding of both the business and the product as well as an in-depth knowledge of up-to-date legislation involving safety, risk assessment and CPR. It just isn’t sufficient to send any employees to a health & safety course. To successfully find a problem area they require experience. They additionally must have insights into the required safeguards that they must to put in place as well as knowing what to do if the worst happens. Only when these processes become second nature are employees properly protected. Instruction is by all accounts useless if you don’t buy safety apparatus. If they do not have the proper supplies or if workers see that supplies are broken when they actually need them, even the most advanced training isn’t going to help them. It is vital to perform thorough checks regularly to ensure that you possess all of the required gear and that it’s all working correctly. If anything won’t meet the pertinent standards, be sure to get it sorted out quickly and return it to the proper place.

Your workers need to receive proper health and safety instruction, but in addition they also need to have decent apparatus, regular practises, and an educated supervisor who gets employees to feel enthusiastic about being healthy at work. If you implement these steps you should see that the safety regulations soon become established in your business culture and no longer something everyone has to attempt to remember.

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Nowadays many human resource managers feel that, since all of their employees have enough health & safety education, they have got all the experience they require to cope with a catastrophe. The reality is that, irrespective your industry, staff must have more than just basic instruction in safety regulations and risk assessment. Equipping staff, employing the right supervisior and organising frequent drills are crucial to the safety of employees.

Your employees must have a professional supervisor to keep an eye on the shop floor, however this person must also play a still greater purpose on the floor. A supervisor must realise the necessity of health & safety training and have the ability to get other employees excited.

In addition to ensuring compliance with health & safety regulations, the supervisor must also check that every employee works to the best of their abilty. This is a tough job. In-depth product knowledge is an essential for a supervisory job as well as an in depth understanding of safety regulations, the identification of problem areas, and emergency assistance techniques.

Supplying basic training in health & safety really isn’t sufficient for your employees. To positively find a problem area they require practical experience. Employees also need to develop insights into the steps necessary to remedy the situation and understanding what to do when anything goes wrong. Your staff are only completely prepared when everything has become second nature.

Training is useless if you don’t purchase the necessary safety gear. When they do not have the right equipment or should they find out that supplies are damaged only after something has occurred, then all the education your staff have completed will have been a waste of time and effort.

Regular maintanence of your equipment is a good idea. If piece of equipment does not meet the relevant criteria, make sure that it’s remedied as soon as you can and put it back in the right location.

Your workers must have appropriate health & safety education, but in addition they must have good quality gear, the opportunity to practise, and a knowledgeable supervisor who gets the workforce excited about working safely. Only then will following health & safety legislation will be part of everyone’s working habits not something challenging everyone has to try to remember.

People management is extremely important in order to achieve the best in your business success. People management can be acquired and studied. It may be a plus to have a intuitive affinity for people, however there are some skills you can learn to make the process easy.

Build relationships: Begin by remembering staff’s names. Encourage conversation; look co-workers in the eye during a conversation. Show respect, in addition listen to the other person’s thoughts, even if you do not agree or have a different point of view. Listening to everything employees have to offer is one of the best people management skills you can have. Show an interest in what they can contribute to the business organization.

Keep your promises: Keeping your promises is key. When your word is not kept, it will ruin trust, and without trust employees won’t perform at their best. Each time you make a statement or make a promise about something, ensure that you can deliver or don’t bother giving your word at all. The truth is, when your people can’t depend on you, you can be certain they will act in the same fashion.

Feedback is essential: Feedback must be a two way process. Keeping an open mind with regard to other’s views is very important in effective people management. If you are prepared to show that you are approachable and receptive, you show that you want to listen to your co-worker’s ideas, your thoughts will be respected in the same fashion. Supporting open discussion also encourages innovative ways of thinking, original methods of achieving goals, and strengthens the bonds of an excellent team. By giving the staff to voice their views, every team member invests in the outcome of the project.

Promote all sorts of communication: People management techniques boil down to one concept - good communication. Maintaining an open door policy, apply good listening skills, retain an open mind, and permit each of your team members to express themselves. Inspire team members not just to speak with you, but to talk to each other. The creative process depends a great deal on the open exchange of ideas, and by speaking with each other, you can root out problems early, and measures may be implemented before matters get out of hand. Some time will be necessary, nevertheless the payoffs far outweigh the effort required. By encouraging a good team dynamic and demonstrating good listening techniques, you can accomplish a successful business.

It’s thought in a lot of businesses that, if all of their staff have the necessary level of health & safety instruction, they have got everything needed to cope with a catastrophe. The truth is that, irrespective of the industry you’re in, basic training in health & safety regulatory affairs simply isn’t enough. You need to provide your staff with a competent supervisor, the proper equipment, and the opportunity to practice.

All teams must have an efficient supervisor to watch over employee performance, yet this individual must also take a much more important purpose in the company. Your selection of supervisor needs to demonstrate enthusiasm, they should also believe that training is important.

In addition to encouraging conformity with health & safety regulations, the supervisor must also check that every employee performs to the highest standard. This isn’t a easy task. Extensive industry knowledge is an essential for a supervisory role in addition to a high level of understanding of safety regulations, risk assessment, and emergency assistance techniques. Providing health & safety training is not sufficient for your employees. To positively spot a risk they require practise. Employees need to understand how to deal with safety hazards as well as understanding what to do when something goes wrong. Employees are only protected when everything they have learned has become second nature. Training is in reality not enough without safety gear. When employees find they are missing equipment they need, or even find out that some of the supplies are damaged only after something has happened, even the most advanced training is not going to help them. It is crucial to perform detailed checks often to ensure that all the necessary gear is there and also that it is all operating correctly. If piece of equipment will not meet the applicable criteria, make certain that it is sorted out promptly and put it back in the proper location.

Make sure you surf to this marvelous trusted resource for health and legislation info…

Your staff need to get good health & safety training, however they also must have decent apparatus, the chance to practise, and an educated supervisor who can get everyone charged up about being safe at work. If you put these ideas into practice you will find all the safety regulations become established in your business culture instead of an inconvenience for the workforce to remember.

The hospitality business is like show business.

When you are casting, it is important to place people in suitable roles. The costs involved with hiring an individual should be a strong deterrent to rushing into decisions you may regret in 1 weeks time. Remember, once the casting decision has been made, your entire productions’ reviews are going to depend on the various people you have chosen for the performance.

Don’t be fooled by first appearances and beware of being overly impressed by what appears to be an excellent Resume. Although these can provide a valuable insight, neither may be truly indicative of whether an individual is suitable for the role you wish to fill.

Obviously the show must go on, but it is important to invest the time and effort needed to get the right person- A well planned approach can go a long way in accomplishing this.

Here are a few casting tips to get you started.

1. Treat every vacancy like an open role in a play. Define the role you are auditioning people for in terms of the part the new cast members must play and how they will have to relate to the other members in the cast. Make people skills and technical knowledge of equal importance in your hiring.

2. Identify the skills needed for the role. Once the interview begins, it’s too late to start thinking about what you want to learn. Based on the job description and your knowledge of the role you are casting, what traits or personal attributes do you want new cast members to possess? Friendliness? Courtesy? Optimism? Creativity? How will you judge the presence or absence of those traits to your satisfaction? Focus the various stages of the selection process on the real-world skills demanded by the part you’re trying to fill.

3. “Screen test” your applicants. Consider the way applicants treat your staff, which may be a good indication of how they will treat your customers and their co-workers if hired. Try role-playing difficult customer situations with applicants, or posing “what would you do if” questions based on the kinds of situations likely to occur on the job. You don’t want to listen just for “right” or “wrong” answers. You can train them to use the right words later. Listen for orientation and attitude.

4. Use multiple selection methods. Remember test anxiety in school? Job applicants get it too. Instead of sifting all applicants through one coarse screen, use a succession of fine ones to help you differentiate.

5. Ask the right questions. There are questions that can be very effective in determining the general suitability of an individual applying for a role in your show. Following are several that can be adapted to your particular requirements
-What does “great service” mean to you?
-When was the last time you experienced great service and how did it make you feel?
-In visiting the restaurant today, did you feel welcome- did you notice things we could improve on?
-The restaurant business is a people orientated business- What
-Characteristics do you have that you feel are well suited for this role?
-How would you handle a difficult customer?
-What do you like most about being in the hospitality business?

6. Emphasize mutual selection. Applicants need to make as good a selection decision as you do. Just as you want to pick the right person, you gain by helping them pick the right position and organization. If they make a poorly informed decision and discover it only after being on board for a while, you will end up with a competent but unhappy camper.

7. Recruit actively. Good people may not always find you. Sometimes, you have to find them. Where have your best people been coming from? Reward your people for introducing new candidates by paying a bounty for bringing in friends, former colleagues, even relatives who are capable of filling roles in your production.

8. Hire people that are right for the role they need to play. Customer focused organizations have whatever kind of people it takes to dazzle the customer and bring them back again. It’s very human to overlay personal beliefs, values, likes, and dislikes on the selection process, but it’s seldom in the best interest of the customer to do so.

The next article ‘Directing the performance’ will help you prepare for the show.

For previous articles please visit the Archives section on our website.

My company, Lexington Interactive, provides eLearning courses specifically for the Restaurant & Hotel Industry. For a free trial of our wait staff eLearning course, visit http://www.lexingtoninteractive.com.

Are you new to the world of live presentations? Perhaps you
finally got that Big Dog position in management or someone
tapped you as a subject matter expert in your chosen field.
Whatever the case, welcome to the glamorous world that we
call “Business Theater!”

Presenting in a large space — the ballrooms and convention
centers of the world — is a big step up in intensity from the
conference room and whiteboard setting you’re comfortable
with. Standing in front of six people is always easier than six
hundred, but you can do it with a little help.

As any veteran presenter will tell you there are certain things
that will race through your mind before getting a few big
shows under your belt — “Do I really know my material?”
“How do I look?” and the one make-or-break question you
may not think of until walking onstage… “Who has my
PowerPoint file?”

Your file is most likely in the capable hands of your
professional graphics operator. Affectionately referred to as
“punch monkeys,” they’re the ones backstage, behind the
curtain or in the control room cleaning up and advancing
your slides while you concentrate on dynamic speaking!
More often than not a beginning presenter does not realize
the support system he or she has hidden behind drapes.
On larger shows there may be a hundred people or more
running around the room right up until the audience enters.
As showtime nears they scatter away to their operating
stations and get “on headset” for “doors.”

Before the doors open, there’s a good chance your operator
knows
your slides as well or better than you do. If your presentation
is part of a daylong or weeklong conference, he or she went
through it a dozen times looking at formatting, spacing,
colors and readability. They might have transferred it into a
show template sharing a common background or color
scheme to match printed show materials. They also
arrange content if needed - usually splitting up long slides
into two or three pieces to increase font size — and that’s not
something you want to be surprised with onstage! So what
should you do? Get to know your operator!

Before the audience shuffles in for the big event, take a few
minutes to meet your crew and discuss your presentation.
Any football team relies on well-practiced play calling to
succeed on the field. Like them, you should go over some
basics so the operator can get in step with your style and
you can get in step with any adjustments to your file.

Every presenter is different in his or her timing and vocal
style but some aspects of a presentation are
pre-determined. For example, how will you advance the
slides? Here are the options you should always discuss
with your crew before addressing your audience.

In a perfect world, our actions would be scripted! With a little
preparation (i.e., time) your operator can mark cue points or
highlight keywords for slide transitions and bullet point
readers. Even if you stray from your lines here and there,
this is the most solid method of keeping your slides on
track.

Some scripts are elaborate text documents with specific
graphics and camera shots called out in the left column.
Another type of script is a simple copy of your Notes pages.
Many presenters include possible ad-libs or expound upon
items mentioned in their notes that may not appear as
material on the slide above.

If you don’t use a script, most production companies will
offer a cue signal. Typically one signaling device is
hard-wired and attached to the podium, and the other is a
loose wireless version in case you like to walk the stage.
You simply press the button, and move to the next slide in
your sequence. This device doesn’t actually advance the
slide, but it tells your operator to advance by triggering a
small light or an audible tone every time you hit the button.
It’s a time-tested and trusted Pavlovian system.

Some presenters find using cue switches awkward; and
non-signals or double-signals are commonplace with
inexperience. A good operator will compensate 99% percent
of the time, but a non-signal can create an awkward pause
while the speaker waits for something to happen!

The other two ways of advancing through your presentation
are a little more of an adrenaline rush backstage. Let’s call
them the “next slide,” and the “big breath.”

The “next slide” is very conversational or informal
and simply leaves you as a presenter to call upon your
transition. In front of large audiences, this may be too casual
— and can be obnoxiously repetitious combined with a large
deck of slides. On smaller shows or in unusual situations
where you may be a “guest speaker” within a presentation
with five or six minutes in the spotlight, this may work just
fine.

One tip if you like using this method is to switch up your
cues verbally. Rather than saying “next slide” for the 100th
time, feel free to say something like “continuing on,” or
“when we advance.” Some speakers can do this so
seamlessly that it works as well or better than a cue light
when a sharp puncher is tuned into the style.

The “big breath” is the ultimate in seat-of-the-pants
presenting, and not for the weak. A solid speaker with an
experienced graphics operator can turn this into a winner,
with a little luck. Here’s why…

Because you know your material, you have internalized and
memorized the points on each slide. As you slip and slide
through your page of bullets or cover each chart, you will
take a natural longer pause and deep breath when it is time
to go to the next slide. For this to work, a rehearsal or two
with your crew comes highly recommended — particularly for
any ad-libbers!

In the end, it’s up to you to create the “wow factor” onstage.
By working together and performing in sync with your
graphics operator, you can do great things! Review your
deck, let them know what you plan under the lights, and rest
assured they’ll be watching, listening and on your side.

Take a minute and get to know them. Then put on a great
show!

Gary Lewis is a graphic designer with over twenty years of
experience in television production, post production and
presentation design.

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