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Digg it UP - 5 Best Practices for Retaining Your Best Talent
Journal1. Is the book of prime entry.2. As soon as transaction originates it is recorded in journal3. Transactions are recorded in order of occurrence i.e. strictly in order of dates.4. Narration (brief description) is written for each entry.5. Ledger folio is written6. Relevant information cannot be ascertained readily e.g. cash in hand can't be found out easily.7. Final accounts can't be prepared directly from journal.8. Accuracy of the books can't be tested.9. Debit and credit amounts of a transaction are recorded in adjacent columns.10. Journal has two columns one for debit amount another for credit amount.11. Journal is not balanced.12. With the computerization of accounting journal may not
Another way to challenge your best talent is let them play on pet projects with pay. Top talent is usually thinking many steps ahead so why not have them doing that for you? 3M allows some of their employs to play on projects that are different from their day to day assignments. In short, PostIt Notes were a result of a pet project that became the top selling product for the company. What could your talent be doing for your organization this way?
5. Job morphing
Once upon a time people tried to hire employees to fit a premolded job description. Today you need to be molding the job to the talent, and let your talent run free!
In front of an audience full of sales people I asked them what is the worst part of their jobs? Almost as if rehearsed in unison I hear: paperwork! Why do top sales people h
There are three ways to record reimbursable expenses in QuickBooks, but only one of them is correct. In order to determine a margin and to prevent other problems, QuickBooks users need to follow the correct method. Here are the three methods, and their associated problems.Method 1 - The Expense Tab/Expense Account Method: When recording an expense incurred for the customer, click the Expenses tab from the Write Checks or Enter Bills screen, select the appropriate expense account, select the appropriate customer, and do not check the column with the invoice icon above it. Save the transaction. You can now generate an invoice for the customer, and drop the transaction into the invoice after clicking the Time/Costs button.Problem with this Method: Using this met
Because employees now know they are potential free agents, they are looking for the best package, not just more money. Who are the people you would hate to lose? It's time to use these five best practices for retaining your top talent so they aren't as eager to see if the money is greener on the other side of the fence.
1. Give them a quality team
Top talent wants to work with other top talent. Most sports are set up where the worst team gets the top talent in the next draft. No longer do players willingly accept this. Some ask to be traded; others refuse to go to the team that wanted to draft them. John Elway was ahead of his time in this refusal. They all say they want to play on a winner.
Employees are singing the same song. The best talent wants to be part of a team awash in great talent. Why? Because they know they will be challenged to improve, they know the coworkers understand how to pull their own weight, and they will respect those they work with.
Your top talent is looking for more top talent, and so should you be if you want to keep what you currently have.
2. Provide perks they value
The best expect to be treated that way. Top talent expects to be treated like they matter to an organization. Google is on the fast track and they know without top talent they can't stay the course. They offer their employees free car washes and oil changes in the parking lot while they are working. Other top talent organizations frequently offer exercise facilities free for use during working hours. They know it keeps the employees alert, fresh and demonstrates that employee health is important.
One executive in one of my audiences told me he provides a break room for his employees. In fact, he proudly offered, "It is a profit center for my company!" I challenged him to consider offering break room contents for free so more profits could appear on the bottom line and not the break room line item. Take care of the people taking care of you!
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars, to Dove bars in the freezer -- free of charge. It is not abused, or raided, but it is appreciated and almost expected. When you are the best, you expect to be treated as such.
3. Keep the job exciting
This is the biggest challenge for business leaders because it has never been as important to keeping good talent as it is now. Not only are competitors better and making job opportunities sound fantastic, but we are becoming a society where everyone is ADD! We constantly are looking for the excitement, the adrenaline rush, or the thrill in our entertainment and our personal lives. Television programs shift the camera angle on average of every 3.4 seconds. Cruise lines now offer constant activities such as rock wall climbing. Sporting events fill breaks in the action at stadiums with music, cheerleader routines or on field entertainment. If every part of our lives are filled with this stimulation, why should work be any different?
Leaders need to be sharing their excitement for work. If the manager is down trodden the workforce will reflect that and the top talent will be looking for the exit door. Exciting leaders encourage excitement in others and create work environments that buzz with excitement. Top talent thrives in top working environments. Great sales people love the excitement of "fresh meat." Give them new client to work with, new elephant prospects to try to land, keep them in the field and out of meetings. Ask your best people, what can add excitement to their work day. They will let you know how to create a work environment that will keep them.
4. Challenge them regularly
When I talk about creating challenges I am not referring to constantly giving them higher quotas, or being a manager who is very "challenging" to work with. In fact, those two ways are sure to drive off top talent.
To challenge your top talent, get them involved with problem solving. Not reaching the market share you desired? Ask them what they are seeing in the field. Not maximizing your line efficiency? Don’t ask the engineers to study it, ask your top operators how can that maximization occur? Your best people enjoy the challenge of finding answers and want the opportunity to offer ideas and suggestions. When their input is used for innovations they take ownership and pride and become more linked to your organization as a result.
Another way to challenge your best talent is let them play on pet projects with pay. Top talent is usually thinking many steps ahead so why not have them doing that for you? 3M allows some of their employs to play on projects that are different from their day to day assignments. In short, PostIt Notes were a result of a pet project that became the top selling product for the company. What could your talent be doing for your organization this way?
5. Job morphing
Once upon a time people tried to hire employees to fit a premolded job description. Today you need to be molding the job to the talent, and let your talent run free!
In front of an audience full of sales people I asked them what is the worst part of their jobs? Almost as if rehearsed in unison I hear: paperwork! Why do top sales people ha
Getting a job you love is much more than just a dream. With focus, you can personally take action to achieve the job you love rather than living a workplace nightmare. For most people, those who are motivated to action, getting the job they love is not out of reach. It requires attention to detail and a full-on action plan that can take weeks, months or even years, depending on the individual's needs and motivation.Getting a clearly described goal for your future is the first step in achieving what you want. Without it, you will not be able to get a clear step-by-step approach to how to get there. The written plan of the gradual steps you take will include all those actions plus a review of needed resources to enable you.Written goals are much more compelling than those stored in
Your top talent is looking for more top talent, and so should you be if you want to keep what you currently have.
2. Provide perks they value
The best expect to be treated that way. Top talent expects to be treated like they matter to an organization. Google is on the fast track and they know without top talent they can't stay the course. They offer their employees free car washes and oil changes in the parking lot while they are working. Other top talent organizations frequently offer exercise facilities free for use during working hours. They know it keeps the employees alert, fresh and demonstrates that employee health is important.
One executive in one of my audiences told me he provides a break room for his employees. In fact, he proudly offered, "It is a profit center for my company!" I challenged him to consider offering break room contents for free so more profits could appear on the bottom line and not the break room line item. Take care of the people taking care of you!
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars, to Dove bars in the freezer -- free of charge. It is not abused, or raided, but it is appreciated and almost expected. When you are the best, you expect to be treated as such.
3. Keep the job exciting
This is the biggest challenge for business leaders because it has never been as important to keeping good talent as it is now. Not only are competitors better and making job opportunities sound fantastic, but we are becoming a society where everyone is ADD! We constantly are looking for the excitement, the adrenaline rush, or the thrill in our entertainment and our personal lives. Television programs shift the camera angle on average of every 3.4 seconds. Cruise lines now offer constant activities such as rock wall climbing. Sporting events fill breaks in the action at stadiums with music, cheerleader routines or on field entertainment. If every part of our lives are filled with this stimulation, why should work be any different?
Leaders need to be sharing their excitement for work. If the manager is down trodden the workforce will reflect that and the top talent will be looking for the exit door. Exciting leaders encourage excitement in others and create work environments that buzz with excitement. Top talent thrives in top working environments. Great sales people love the excitement of "fresh meat." Give them new client to work with, new elephant prospects to try to land, keep them in the field and out of meetings. Ask your best people, what can add excitement to their work day. They will let you know how to create a work environment that will keep them.
4. Challenge them regularly
When I talk about creating challenges I am not referring to constantly giving them higher quotas, or being a manager who is very "challenging" to work with. In fact, those two ways are sure to drive off top talent.
To challenge your top talent, get them involved with problem solving. Not reaching the market share you desired? Ask them what they are seeing in the field. Not maximizing your line efficiency? Don’t ask the engineers to study it, ask your top operators how can that maximization occur? Your best people enjoy the challenge of finding answers and want the opportunity to offer ideas and suggestions. When their input is used for innovations they take ownership and pride and become more linked to your organization as a result.
Another way to challenge your best talent is let them play on pet projects with pay. Top talent is usually thinking many steps ahead so why not have them doing that for you? 3M allows some of their employs to play on projects that are different from their day to day assignments. In short, PostIt Notes were a result of a pet project that became the top selling product for the company. What could your talent be doing for your organization this way?
5. Job morphing
Once upon a time people tried to hire employees to fit a premolded job description. Today you need to be molding the job to the talent, and let your talent run free!
In front of an audience full of sales people I asked them what is the worst part of their jobs? Almost as if rehearsed in unison I hear: paperwork! Why do top sales people h
Many Muslim Youth see themselves as fighting the Infidels or Western World and they have the opportunity to show their manhood and join in the cause of the Jihad. Becoming a Jihadist is a rather dangerous choice and for instance in the Hezbollah-Israeli conflict in Lebanon a Hezbollah rebel had a life expectancy of 11.2 hours or 1.3 hours on the front line.Needless to say it is a short career so if you are lazy and want to retire early then it could be just the job for you. But also realize there are no government regulations like OSHA to protect you from workplace injury or death and no personal injury lawyers to get you paid if you fall down with your body parts in multiple locations?In studying this career path, well lets just say it is a dead end job with really no forward adv
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars, to Dove bars in the freezer -- free of charge. It is not abused, or raided, but it is appreciated and almost expected. When you are the best, you expect to be treated as such.
3. Keep the job exciting
This is the biggest challenge for business leaders because it has never been as important to keeping good talent as it is now. Not only are competitors better and making job opportunities sound fantastic, but we are becoming a society where everyone is ADD! We constantly are looking for the excitement, the adrenaline rush, or the thrill in our entertainment and our personal lives. Television programs shift the camera angle on average of every 3.4 seconds. Cruise lines now offer constant activities such as rock wall climbing. Sporting events fill breaks in the action at stadiums with music, cheerleader routines or on field entertainment. If every part of our lives are filled with this stimulation, why should work be any different?
Leaders need to be sharing their excitement for work. If the manager is down trodden the workforce will reflect that and the top talent will be looking for the exit door. Exciting leaders encourage excitement in others and create work environments that buzz with excitement. Top talent thrives in top working environments. Great sales people love the excitement of "fresh meat." Give them new client to work with, new elephant prospects to try to land, keep them in the field and out of meetings. Ask your best people, what can add excitement to their work day. They will let you know how to create a work environment that will keep them.
4. Challenge them regularly
When I talk about creating challenges I am not referring to constantly giving them higher quotas, or being a manager who is very "challenging" to work with. In fact, those two ways are sure to drive off top talent.
To challenge your top talent, get them involved with problem solving. Not reaching the market share you desired? Ask them what they are seeing in the field. Not maximizing your line efficiency? Don’t ask the engineers to study it, ask your top operators how can that maximization occur? Your best people enjoy the challenge of finding answers and want the opportunity to offer ideas and suggestions. When their input is used for innovations they take ownership and pride and become more linked to your organization as a result.
Another way to challenge your best talent is let them play on pet projects with pay. Top talent is usually thinking many steps ahead so why not have them doing that for you? 3M allows some of their employs to play on projects that are different from their day to day assignments. In short, PostIt Notes were a result of a pet project that became the top selling product for the company. What could your talent be doing for your organization this way?
5. Job morphing
Once upon a time people tried to hire employees to fit a premolded job description. Today you need to be molding the job to the talent, and let your talent run free!
In front of an audience full of sales people I asked them what is the worst part of their jobs? Almost as if rehearsed in unison I hear: paperwork! Why do top sales people h
Aren't you tired of sitting around waiting for something to finally happen?I just got off the phone talking with my friend James. We spoke about how his business was doing, and I asked what he planned on earning this year. His response surprised me:'Making money's not my focus now. I don't really think this is the right time--I'm planning to just hold on until things get better.'James is usually pretty optimistic and 'survival' is not part of his normal vocabulary, so I started wondering about others I know: my consulting clients, people who take my DYBO business-doubling e-course, people I meet speaking.One client wrote they had 'survived' last year, but had 'done the unpardonable -- cut marketing.' Another told me, 'Well, we made it. But we cut half our sale
Leaders need to be sharing their excitement for work. If the manager is down trodden the workforce will reflect that and the top talent will be looking for the exit door. Exciting leaders encourage excitement in others and create work environments that buzz with excitement. Top talent thrives in top working environments. Great sales people love the excitement of "fresh meat." Give them new client to work with, new elephant prospects to try to land, keep them in the field and out of meetings. Ask your best people, what can add excitement to their work day. They will let you know how to create a work environment that will keep them.
4. Challenge them regularly
When I talk about creating challenges I am not referring to constantly giving them higher quotas, or being a manager who is very "challenging" to work with. In fact, those two ways are sure to drive off top talent.
To challenge your top talent, get them involved with problem solving. Not reaching the market share you desired? Ask them what they are seeing in the field. Not maximizing your line efficiency? Don’t ask the engineers to study it, ask your top operators how can that maximization occur? Your best people enjoy the challenge of finding answers and want the opportunity to offer ideas and suggestions. When their input is used for innovations they take ownership and pride and become more linked to your organization as a result.
Another way to challenge your best talent is let them play on pet projects with pay. Top talent is usually thinking many steps ahead so why not have them doing that for you? 3M allows some of their employs to play on projects that are different from their day to day assignments. In short, PostIt Notes were a result of a pet project that became the top selling product for the company. What could your talent be doing for your organization this way?
5. Job morphing
Once upon a time people tried to hire employees to fit a premolded job description. Today you need to be molding the job to the talent, and let your talent run free!
In front of an audience full of sales people I asked them what is the worst part of their jobs? Almost as if rehearsed in unison I hear: paperwork! Why do top sales people h
A customer quietly walks into a shoe store, buys a pair of shoes, leaves, and then tries to return them, unused, the next day. After she leaves the shoe store she decides she needs a bite to eat, pops into a restaurant, and asks to be seated. After lunch, she drops in at her bank to iron out a problem with her checking account.She may have had good or bad experiences along her route. She either succeeded or failed in getting a refund on the pair of shoes; she got a good seat at the restaurant, or one tucked away in a corner next to the restrooms; she found a helpful bank employee who solved her problem or had to deal with a surly, defensive clerk who blamed the problem on the customer.Whatever experiences she’s had, the companies she visited are going to found out, because she’s
Another way to challenge your best talent is let them play on pet projects with pay. Top talent is usually thinking many steps ahead so why not have them doing that for you? 3M allows some of their employs to play on projects that are different from their day to day assignments. In short, PostIt Notes were a result of a pet project that became the top selling product for the company. What could your talent be doing for your organization this way?
5. Job morphing
Once upon a time people tried to hire employees to fit a premolded job description. Today you need to be molding the job to the talent, and let your talent run free!
In front of an audience full of sales people I asked them what is the worst part of their jobs? Almost as if rehearsed in unison I hear: paperwork! Why do top sales people hate paperwork? Because sales people are people people and not task-oriented people and they don't like sitting in a cube. They would rather be in the field bringing down big game than sitting in the office on Friday's pushing papers. Companies are essentially benching their best talent for 20% of the week! Hire paper pushers so your top talent goes out and do what they do best -- sell. Morph the job so the company and the employee get the best from their day.
Retaining top talent is critically important in these predatory times. Be sure you are doing what it takes to have them hang up on those trying to poach your people.
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