Why Are You Losing Employees?

Whether you have a handful of employees or many, they are one of the biggest assets you have going for you.

That said are you losing too many of them all too often? If so, can you pinpoint one or more reasons why this may be?

A continual stream of workers out the doors can be damaging for your business in more ways than one.

So, is it time to get to the bottom of why you are losing too many people?

Do They Have Good Working Conditions?

In looking at your business and why employees are not sticking around, focus in on the following:

  1. Working conditions – What do the working conditions tend to be like in your business? As an example, does your sales team have enough support to get their jobs done? If not, some of them may find the going too difficult and decide to bail. So, it may be time to look at things like adding Spiff commission software or other options soon. With the right software, you will find it easier to track and record your company’s sales. In doing this, employees involved in selling know what their commissions are. Making sure employees get the proper compensation is a big thing. Speaking of working conditions, do you give your employees some flexibility? As an example, is there any working from home allowed? If some employees have young children, do you provide any daycare options? If some of your workers need flexible hours, is that something you allow? By giving workers the right conditions to do their jobs, chances are most of them will not look to leave soon.
  2. Room to grow – How much room to grow is there with your business? If too many workers feel there is no growth in your company, it may lead some of them to look elsewhere. Always look to how you can give incentive to your employees to stick around with you. Yes, small businesses can be difficult to have many options as it relates to growth. That said work your best to give employees a chance to make more money and take on more responsibilities.
  3. Office drama – Nothing can push workers out the door faster than too much office drama. Remember, this is a professional business setting and not junior high school. Do your best to have fun on the job but also focus on why everyone is there to begin with. When office drama is present, it can be a real drag to go to work. The last thing you need in your workplace is to have simmering rivalries brewing all the time.
  4. Better offers – Last, you might also lose staff due to better offers elsewhere. Do your best to pay your workers what they are worth. If healthcare benefits are an option, work on those too. If you can provide furthering education for your workers, that is a good thing to use as an incentive also.

If your employees can use more support, don’t wait until it is too late to show them how much they mean to you.

Most Common Staffing Issues (and Why You Should Enlist the Help of an Agency)

Running a business is hard enough, but staffing challenges can make helming a company even more challenging. While many reports say that the job market is booming, the simple fact remains that some positions are harder to fill than others. Whether it’s your industry, an unexpected resignation, or the job itself, there are dozens of challenges to finding good applicants for your company. Here are some of the most common staffing issues businesses face, and why it may make sense to work with a recruitment agency if you’re really struggling.

Finding a good candidate in time

Timing is one of the trickiest aspects of filling a position because an unexpected departure in your business may cause a vacancy at a time when less people are looking for and applying to jobs. Even if you’re doing everything you can to put the jobseeker first, you may find that the lack of an employee is hindering your team’s ability to really make progress at work. Often times, a recruitment agency can help you address these concerns, as they are used to using their network to quickly find interested, qualified candidates. Agencies are accustomed to working under urgent constraints, and will do their best to find you a suitable replacement as quickly as possible.

Adding new positions to expand your business

Sometimes, you need to add roles to your company but aren’t quite sure how to properly vet a candidate. For example, if you’re looking for a new creative director or press agent, you may be able to respond to their portfolio of work but aren’t quite sure what sort of experience can differentiate a good candidate from a great candidate. Finding a talent recruiter with time-tested experience sourcing applicants for specific positions is one way to solve this issue. Even consulting with them as you craft your job listing will ensure that you’re advertising the position appropriately and highlighting the skills and job responsibilities that fit your needs, too.

Finding a specialized candidate

Sometimes, your business is really looking for a candidate with specialized skills or knowledge. Even if your job description clearly outlines the minimum requirements necessary to perform a job, many job seekers will still apply to your listing, hoping that they can learn the skill through experience. In these types of situations, it’s often a good idea to seek a recruitment agency to eliminate unqualified candidates. An article for LinkedIn outlines the most common kinds of recruiters, but generally an external recruitment agency with specific knowledge of an industry or field is a good direction to head in. For example, you may enlist engineering staffing agencies to help you find a good fit for your job if an engineering degree is a prerequisite for the position.

Recruitment efforts eating into other HR duties

If you have a human resources manager who generally handles recruitment efforts, they may find that some job searches simply take up too much of their time. Besides making hires and on-boarding employees, HR managers and directors are also responsible for thinking about your company’s big picture goals with administrative staff, serving as a liaison between employees and senior staff to ensure a collaborative and focused workplace. If you find that your human resources team is swamped by the recruitment aspect of evaluating job applicants, it may be worth your time to hire an agency to help.

Recruitment is a tricky business, and it never hurts to get some help. Spending the time to find a recruitment agency that understands your company’s staffing needs and business goals can be a great way to combat any of the above staffing issues. A professional recruitment agency will be able to tap its staff of qualified candidates to quickly find you people worth interviewing, giving you a jumpstart on your search to find the perfect employee.

The True Differences between a Good Manager and a Great Manager

When it comes to the professional world, many people might find that they have their own idea of what is right and what is wrong. Much of this has to do with the fact that some people simply do not have the capability to accept that they are working under someone else – their supervisor, their manager, or any other designation that is superior to theirs. However, long-term research and studies are proof of the fact that a person who is managed by someone with the right characteristics will not have a problem in taking orders from someone superior to them.

This fact alone is enough to have one understand that there is a huge difference between a good manager and a great manager. In fact, as long as the management is respectful and knows what they are doing within the work environment, many employees are likely to engage in activities that actually boost their productivity during their hours at work. This can also help make a huge difference in sales.

A Great Manager Listens to Their Team

Many managers are under the illusion that they are supposed to be bossy, mean and not have a care in the world for the feelings of their teammates just because of their designation. However, these are not great leaders – in fact, they are not even close. In order to lead a team in the right direction, while also remaining respectful, a manager will always pay close attention to their teammates.

A Great Manager Leads by Example

It is apparent that good managers must lead their team. However, in order to understand better how to do this, the manager should have their own role models that they look up to. This can help to diminish the “I’m right” mentality for several different reasons. Thus, it is important to understand that even the best managers have a lot to learn in one department or the other.

A Great Manager Is Lenient If Need Be

Another common mistake made by managers is that they are anything but lenient towards their team. This, in turn, causes teammates to resign from their designation due to the high amount of stress and pressure that is placed upon their shoulders. Thus, managers should learn to be lenient when and if need be in order to create a comfortable and stress-free work environment for their teammates.

Moreover, there are many training programs for managers, which actually help to ensure that managers understand their duties. One such program is the Adjunct CEO program, which is founded and run by Dean Akers. Dean is an American author and public speaker. He is the founder and CEO of Adjunct CEO, which is an organization that helps CEOs become more effective leaders.

Overall, in order to be a great manager, one must be a great leader. Neither of these things are easy which is why it is essential to sign up for notable training programs to sharpen one’s skillset.

The Difference Between Managing Things and Managing People

Accountability, self-awareness and empathy are three of the key features any human being who is on a path of bettering themselves for those around him or her would develop within themselves. A person would undoubtedly rather be remembered as a man or woman with a personality that could dominate a crowd yet not be over bearing, someone who could control a room whilst also engaging with the crowd and allowing all the attendees to voice their opinion without fear of being rebuked.

These three skills are some of the key skills anyone in a leadership requires. It isn’t merely about having the loudest voice which turns heads, if you’re loud enough to come with a bang people will undoubtedly turn around to look where the commotion is coming from because that’s general conditioning. However, if you only hold power in the frequency of your voice and not the words that come out of your mouth, everyone will go back to doing what they were doing.

Our general perception of a boss or anyone in a leadership role is one where those working for him or her are generally fearful of them. This has to be one of the biggest drawbacks to productivity that any company can possibly face. The fear of being rebuked or demoted might be powerful enough to get your point across a room and have someone do something for you as hastily as you want. However, this instills nothing but resentment amongst the workforce. They shouldn’t fear you because you’ll fire them out of anger, they should want to avoid disappointing you because that would make them feel like they let you and themselves down.

If you’re at a meeting with your boss and a topic comes up where you have valuable insight to contribute and you want nothing more than to get your point across, yet you fail to do so due to shyness or fear, then your effectiveness is naturally cut in half.  A good leader is one who recognizes that you have some internal blockages that are getting in your way.  Your workplace may not be someplace where people just desire to clock in at nine and clock out at five.  Maybe people need their jobs for sustainability and they also want to do a good job. Both of these are true, you can’t ignore the fact that they’re underlying factors to actually having a job. However, your workplace has to be a safe zone where you feel like you can engage with your peers and more importantly your leader.

Lively Paradox is the brain child of Nicole Price. Nicole has been known and is renowned for her skills at engaging with a crowd to allow them to bring out the best in themselves. For Nicole, it isn’t merely about being a better leader for maximum productivity, it’s about creating a safe enough workplace for people to perform well. You have to bring about an innate sense of leadership within individuals and allow them to harness that skill into being better people to their employees. Nicole Price has since been nominated for various awards and has published numerous books on bringing out leadership skills.

10 Signs You Should Apply To An MBA Program

Doing an MBA is very different from your conventional programs. The key is to learn how to apply knowledge in real-life situations. It’s like project management on another level. MBA graduates do great in their career because they have the ability to solve problems easily and come up with sustainable solutions.

Even if you took a break between your studies, it is highly acceptable to do so. After working for a while, you might have the energy to work on your statement of purpose for mba. A lot is required throughout this program, but there are signs that you can recognized, which means you are ready for the challenge.

1. Bored in Career

If you ever find yourself in a job that is draining everything out of you, but not in an exciting way, it may be a sign. Perhaps you need s challenge to get you out of that current job and into a better prospect.

2. Goal Driven

Some people are driven by achieving goals and it can be a good sign to attempt an MBA. Going into an MBA program with this mind-set is going to take you far. You are going to do a great job at the business statement of purpose because you are driven.

3. Lots of experience

Work experience is going to help you perform better when doing an MBA. This is not to say that you cannot attempt it straight after your degree. If you have gained valuable work experience, you should talk yourself into doing an MBA.

4. Support

Getting to that stage in your life where you have a good support base is a great time to do an MBA. A lot of graduates will tell you that it is almost impossible to do this without support. When you sit with that mba sop and you are stressed out, it would be nice to have someone to tell you to keep going.

5. Better opportunities

A lot of people feel stuck in a job that they cannot see themselves doing for a long time. Even if you are not necessarily bored at work, does not mean that you love it. If you believe that you will have better opportunities after doing your MBA, go for it.

6. Possible promotion

If there is a promotion that you will only get if you have an MBA, you should do it. Even if you do not get the promotion at the end of it all, you will still have your MBA to help you find something better.

7. No results

Sometimes one takes all the right steps without much results. This can be a sign to start your MBA. If you do all the right things but nothing is changing, there might be a lack.

8. You know it all

There comes a point at work when you have learned as much as is possible. We need motivation to evolve and without anything new to learn, you can find yourself in a rut. Before you even get to this point, take on the MBA challenge and see your life improve.

9. Inner Voice

Even if you do not experience any of these signs, you might have an inner yearning to get it done. If this was something that is on your list of goals, a time will come when you know you’re ready.

10. Doubt

Do you ever doubt that you will be able to complete your MBA? This is a sign that you have to do it. Going through life with this doubt is going to result in you backing out of a lot of challenges and risks. Get it behind you to open up any other challenges you are willing to take on.

Why It Is Important To Invest In Employees’ Education

It is refreshing to see employers investing in a good employee development program. This is not only going to benefit the employee, but the business as well. At first, it will seem as if all the benefits is going to the employee at the expense of the business. After the program, the employee then has a chance to switch things around and put that skills and knowledge back into the business.

Your company might not need resume editing services, but every skill is necessary to build a successful business. Investing in your employees is an investment that is going to pay you back with interest. If you need a little more convincing, here are some reasons why it is important.


Employees who are unhappy about the lack of training opportunities often leave work faster than those who aren’t. Companies lose a lot of money when employees start to leave work after a short period. Investing in your employees education will not only give them confidence in the work they are doing, but also pays back in a high quality of services rendered.

New Applicants

It can be an attractive offer when a company offers a good training program or offers educational support. This can get you those employees you want working in your business. People who are lazy aren’t excited about developing, so you are going to attract those who are willing to put in the work.

Competitive Advantage

There is always competition when it comes to running a business. If your competitors are offering a better package than you are, it is likely that the good candidates would rather work for the competitors. A study support benefit is going to set you apart from those who are not offering it. Those employees who would go through the resume editing process are the ones you want in your business.

Promotable Employees

Investing in your employees’ skills and knowledge opens a lot of doors of opportunity. You are able to retain the same employees and promote them into roles they are qualified for. Instead of starting over with a new employee in the promotable role, you can use the staff you already have. If someone has worked themselves to a certain point to be promoted, that means they already know the ground work and ethics of the business. It saves a lot of time spent on training a new employee.


An employee who feels valued is going to have some level of loyalty towards the business. You are showing these employees that you care about advancing them. Offering a cover letter writing service training program to those who work in that field is going to advance them for life. This says a lot about the company ethics and would almost guarantee that the employee will remain loyal.


A lot of small businesses overlook this important fact and it can be detrimental. Having to find new employees to replace the ones who leave is a nightmare. Understanding the benefit of investing in your employees is what sets you apart from the rest. Do not look at it as an expense, but rather an investment. It surely will pay you back in due time. This does not only apply to the business itself, but also your customers. Your employees can give a better service, which makes the customers happy. A happy customer always comes back for more.

10 Essential Tips For Hiring Digital Talent

Many companies are opting for hiring digital staff. There are so many benefits to it, but there are also some challenges that comes with it. Within most organizations, you can find a marketing department, finance department and an admin department. It usually only comes to the attention of the hiring managers that there is a shortage in digital talent when a crisis occurs or the last is becoming impossible to manage. Using digital technology does not only comprise of someone being able to use social media platforms. There are individuals who can go beyond what the rest of us can do.

When looking for this type of talented individuals, you might have to go through a lot of people to get to the gold. These individuals have to be up to date with all the latest developments in the area. Even though there is a gap in the market, it can be a challenging process. Personality and understanding of the company’s needs comes first. If there is not a good relationship, the entire process is useless. I need people who can reword my paper and manage everything the company sends out online. There is a process to hiring a good digital talent.

1. Write down your expectations

Before you hire anyone, make sure you know exactly what the company needs and how you see this process going forward. Many hiring managers just go in knowing that they need a digital talent, but not much beyond that. You would not know which person is a perfect fit if you don’t know what they are there for. Like I said, personality is important and finding someone who gels with the company environment is important.

2. Be flexible

Even if you do not find someone who can do it all, you need to be flexible in your decision. If you have seen 10 potential candidates and one knows more than the other 9, consider it. Some companies are lucky and find someone who can do it all, but this is not always the case. If there is time to train the person in one skill that they might be lacking, then you do get the full package at the end of the day.

3. Act fast

There is a gap in the market for digital talent and if you find someone capable, you should not sleep on it. Before you know it, this individual could be grabbed up by another company who understands the important of acting quickly. Like I said, if the individual can reword my paragraph without too many mistakes, I hire, but everyone has different needs.

4. Good job posting

In order for you to attract the right candidate, make sure that your job posting is clear and valid. Do not use too much of jargon and talk about the company changing the economy. Instead, mention what you are looking for specifically. If you are not digitally inclined yourself, consider allowing someone with more digital savvy to help. If you explain the company goals, a truly intelligent person would understand that a changing economy is within your plans.

5. Don’t be over creative

When you do post a job online, you do not have to use this as an art project. Simple terms that is understood by the right people is all you need to do. When you try to be too funny or creative with your listing, it is sometimes confusing to a lot of people. Be modest and just say what needs to be said and understood.

6. Offer good remuneration

Like the saying goes “you get what you pay for” and when it comes to this type of position, you want to pay well. This also shows that your company is serious about hiring the best candidates and it is generally a good reflection on the company. If you are just looking for someone to reword essay then you can consider getting a freelance writer, but this individual is going to support your company in a way that can add growth.

7. Add benefits

People are looking for jobs that offer benefits and if this is an important position, you want to throw that in to sweeten the deal. It can be retirement funds or health funds, but there needs to be something other than the pay you offer. You want to build a relationship with this person and try and keep them at your company for as long as possible. It’s easy for these talented individuals to job hop because of the demand.

8. Be realistic

There are no unicorns out there and you are definitely not going to find one working at your company. Be realistic about what you are looking for. If you are unrealistic in your approach, the right candidate might be put off by the endless demands. If you are only hiring one person and your organization is big, that person probably can’t do it all. Even if your company is the best in the industry, no one wants to be burnt out before they even star working, so be careful with this one.

9. Uncomplicated application process

Don’t put every applicant through a process that was designed for Albert Einstein. I see this happening all the time and someone may be put by simply the long application process. If your process consists of sending in a resume, doing a test and then answering 100 questions, you might only get a handful of applications.

10. Patience

If you do not find the right candidate after your first job listing, do not give up just yet. It’s worth waiting or posting another listing. As mentioned, there is a gap in the market for these skills and it might take a little longer than anticipated. Network with other companies who have a strong digital team and ask about their hiring process. Never be afraid to ask for help if you want the best.

Recruiting: Not Everyone Is Cut Out For It

As a job seeker, you have probably met a lot of recruiters. After receiving a rejection letter, maybe you have blamed your unsuccessful job search on the recruiter. Being hurt and disappointed, job seekers don’t always think about all the other factors that contributed to the negative outcome of their job search: maybe you weren’t qualified for the position, maybe you didn’t have enough experience, maybe you were even overqualified.

The truth is, most of the times it does all come down to the recruiters. It’s in their job description to choose and hire new employees: they have to weigh all the factors and make the final decision. For you, the job seeker, it might seem like the recruiter has all the power in the world and wish to have power like that, as well.

Being a recruiter is easy, right?

Wrong. In reality, recruiting is one of the most stressful jobs in the business world. Before applying for a recruiting job, think about what it implies and what you can expect from this career.

Understanding What Goes on Behind Recruiters’ Doors

Recruiting may seem like a glamorous job, but it’s actually stressful in a number of areas. For one thing, there is a lot of pressure to choose the right candidate for a job. People are very tough to read and recruiters’ reputation depends on being right about people. Get a few placements in a row wrong and it can be pretty deflating. Decision making can be nerve-wracking, especially when you have to pick the ideal candidate out of thousands.

However, making the decision is not always the end of the process. Sometimes the candidate will choose not to take the job after it’s been offered. If you are dealing with a highly sought-after candidate, they may be choosing among multiple job offers. It can be extremely frustrating when someone turns down an offer that you worked hard for.

Rejecting candidates is another possible cause of sleepless nights. It feels like firing someone before they even become an employee. The recruiter has to find the right words to let someone down gently. Even then, you’ll probably have to deal with a lot of complaints, which can wear you out pretty quickly.

The Aftermath of Recruiters’ Stress

The stress that comes with recruiting has a negative impact on many people. First of all, recruiter’s health is at risk. Significant stress can lead to issues like high blood pressure, insomnia, heart disease, and even cancer. Personal relationships are likely to suffer as well. When you’re under stress, you can’t always be there for your loved ones. You’re too caught up in your work. You lose patience over small issues that cause great arguments.

Recruiter’s stress also affects job candidates. Instead of meeting a patient person that’s willing to listen, they meet an anxious and short-tempered recruiter. This leads to the recruiter missing out on talented candidates and overlooking the right person. The job candidates will leave the interview disappointed and annoyed. Soon, all of their friends and friends of friends will talk about that grumpy recruiter who doesn’t let candidates finish sentences and makes them feel uncomfortable.

Another thing that can damage the company’s image is having inadequate employees. If you constantly make wrong decisions as a recruiter, the organization will be filled with the wrong people. It can lead to higher turnover and poor results. Also, the hiring process often means financial losses, so you should aim to reduce employee turnover. As the recruiter, you must have the finances of the company you work for in mind at all times.

Is There a Fix?

Recruiters can combat stress on their own and with the help of the company. Recruiters should practice stress relief techniques like breathing or meditation. It is wise to take short breaks every hour or two and one longer break in the day. Our brain needs rest to function normally. Setting priorities is another way of dealing with difficult decisions, don’t waste time and energy on unimportant things. Exercising in nature can be a great way to unwind.

Businesses can offer stress management training with the help of experts, but can also organize meetings to fight stress as a group. It is a good idea to hire a psychologist that is available to employees. Companies can also help by splitting up the hiring load between multiple recruiters.

Two Sides of the Coin

Overall, recruiting is a tough gig and is not for everyone. Now, you should understand why the recruiter you last interviewed with looked annoyed, nervous, and maybe even impolite. Try to understand that they are only human, too, their goal is to find the right person for the job, they don’t have anything against you personally.

If you still want to be a recruiter, you should approach the job with the right attitude. That way, you can mitigate the stress and achieve better results. Being aware of the dangers of stress, you can place more people in the right jobs and help your company.