Tags |
|
|
Links |
|
|
Add You - Counseling
As your cleaning company grows and your client list expands, you'll soon realize that you can't do it all yourself. Hiring, supervising and taking care of payroll are very time-consuming measures. Rather than putting an employee on the payroll, some companies elect to use independent contractors. But if you improperly classify a worker as an independent contractor when the IRS views them as an employee you could be liable for back taxes, penalties and interest!Putting employees on the payroll means that you are responsible for withholding income taxes, social security taxes, Medicare, and unemployment taxes. A business can get around all of this by hiring
Fred's preparations must include deciding if Grant is willing to address the issues, alternatives, and consequences of his poor performance. If Fred has any question about Grant's willingness to participate . . . time to check in with HR.
Step two: Counseling conversations start like coaching conversations: establish rapport with the employee, attend to the situation, and keep the context professional, not personal. Fred needs to be clear that this conversation with Grant is about his continued poor performance, and the need for resolution.
Step th
Definition: A shelf company is a company which has been created but has ceased trading. Its memorandum and articles can be bought 'off the shelf'.
source: ANZ Bank Financial DictionaryBack in the 'good old days', it took quite a while to create (or incorporate) a company. Yet, people often needed a new company ASAP, so providers of company registration services would pre-create companies and have them 'sitting on the shelf', ready for sale when required.Someone wanting to create a company fast could buy one of these off-the-shelf companies (or shelf companies as they are more commonly termed) quickly and easily. All
For the most part, Fred had done well with the first two steps of delegation and checking. He just wasn't acting on Grant's lack of performance.
The key point in the process that determines if Fred needs to have a coaching or counseling session with Grant is when Fred asks if Grant needs anything from Fred to make the project happen now. If Grant says anything but nothing, then Fred had coaching work to do. If Grant replies that there's nothing he needs from Fred, time for a counseling conversation.
Coaching is needed when an employee can't do the work he needs to do. Counseling is needed when an employee won't do the work he is assigned.
Typical situations where counseling is needed include ongoing poor performance, an insecure employee who is skilled, but doesn't do as well as could be expected, an employee who is allowing personal problems to adversely impact performance, or employees who have an "attitude." They feel angry, frustrated, vindictive, unappreciated or unrewarded, and they get back at the company by choosing not to work.
Like with performance problems that require coaching, sometimes Rule #1 is at work. Managers have inadvertently "rewarded" employees into non-performance. The manager has allowed employees to "get away with" not performing, and the employee finds not working more rewarding than working. Sometimes doing the work is punishing or not rewarding: there's nothing in it for an employee to do a good job. Or, an employee may not have the authority to get the job done, or is expected to buck policy or the way it's always been done. Or, worst of all, good performance or bad performance, it just doesn't matter. No one seems to notice.
If any of these are true, time for a little rehab program for the manager, and even more work to bring the employee's behavior into line.
Fred has made the problem of Grant's poor performance worse by letting him "get away with" not getting his work done. Now he has catch up work to do.
Step one: Prepare for the conversation. If Grant suggests there's nothing Fred can do to help him get the work done, then it's clear one of two problems is going on: Grant either doesn't know how to do it and won't say he doesn't know; or Grant doesn't want to do it and has some belief he doesn't have to. Either of these means time for a counseling conversation.
Fred's preparations must include deciding if Grant is willing to address the issues, alternatives, and consequences of his poor performance. If Fred has any question about Grant's willingness to participate . . . time to check in with HR.
Step two: Counseling conversations start like coaching conversations: establish rapport with the employee, attend to the situation, and keep the context professional, not personal. Fred needs to be clear that this conversation with Grant is about his continued poor performance, and the need for resolution.
Step thr
Anyone can get the axe at any time. It happens to good people and bad ones...hard workers as well as slackers."We feel you would be happier working for another company.""Sorry, business is falling off. We no longer need your services.""Operations are being consolidated in Mexico. The Bedrock Plant will be closed Feb. 1."Sugar-coated or not, the message is the same: You're fired! You've been sacked. You are out of a job!13 Steps To Survive and ProsperTherefore, it makes common sense to know what to do to survive and prosper should you ever get the dreaded "pink slip".1. Keep in mind that in the current environmen
Coaching is needed when an employee can't do the work he needs to do. Counseling is needed when an employee won't do the work he is assigned.
Typical situations where counseling is needed include ongoing poor performance, an insecure employee who is skilled, but doesn't do as well as could be expected, an employee who is allowing personal problems to adversely impact performance, or employees who have an "attitude." They feel angry, frustrated, vindictive, unappreciated or unrewarded, and they get back at the company by choosing not to work.
Like with performance problems that require coaching, sometimes Rule #1 is at work. Managers have inadvertently "rewarded" employees into non-performance. The manager has allowed employees to "get away with" not performing, and the employee finds not working more rewarding than working. Sometimes doing the work is punishing or not rewarding: there's nothing in it for an employee to do a good job. Or, an employee may not have the authority to get the job done, or is expected to buck policy or the way it's always been done. Or, worst of all, good performance or bad performance, it just doesn't matter. No one seems to notice.
If any of these are true, time for a little rehab program for the manager, and even more work to bring the employee's behavior into line.
Fred has made the problem of Grant's poor performance worse by letting him "get away with" not getting his work done. Now he has catch up work to do.
Step one: Prepare for the conversation. If Grant suggests there's nothing Fred can do to help him get the work done, then it's clear one of two problems is going on: Grant either doesn't know how to do it and won't say he doesn't know; or Grant doesn't want to do it and has some belief he doesn't have to. Either of these means time for a counseling conversation.
Fred's preparations must include deciding if Grant is willing to address the issues, alternatives, and consequences of his poor performance. If Fred has any question about Grant's willingness to participate . . . time to check in with HR.
Step two: Counseling conversations start like coaching conversations: establish rapport with the employee, attend to the situation, and keep the context professional, not personal. Fred needs to be clear that this conversation with Grant is about his continued poor performance, and the need for resolution.
Step th
The Internet has given people the opportunity to communicate with others and share information. It has also started something called electronic commerce making it easy for someone to buy or sell things in cyberspace.The first site that ever came up with the idea of auctioning is Ebay. This company is more than 10 years old and anyone can post an item for buying or selling.If people find buying a wheelchair lift in stores or even in websites expensive, a cheaper one that is slightly used may be found by doing a search in Ebay.All the person has to do is log onto Ebay.com and wait for the web page to appear. When it is there, the user should t
Like with performance problems that require coaching, sometimes Rule #1 is at work. Managers have inadvertently "rewarded" employees into non-performance. The manager has allowed employees to "get away with" not performing, and the employee finds not working more rewarding than working. Sometimes doing the work is punishing or not rewarding: there's nothing in it for an employee to do a good job. Or, an employee may not have the authority to get the job done, or is expected to buck policy or the way it's always been done. Or, worst of all, good performance or bad performance, it just doesn't matter. No one seems to notice.
If any of these are true, time for a little rehab program for the manager, and even more work to bring the employee's behavior into line.
Fred has made the problem of Grant's poor performance worse by letting him "get away with" not getting his work done. Now he has catch up work to do.
Step one: Prepare for the conversation. If Grant suggests there's nothing Fred can do to help him get the work done, then it's clear one of two problems is going on: Grant either doesn't know how to do it and won't say he doesn't know; or Grant doesn't want to do it and has some belief he doesn't have to. Either of these means time for a counseling conversation.
Fred's preparations must include deciding if Grant is willing to address the issues, alternatives, and consequences of his poor performance. If Fred has any question about Grant's willingness to participate . . . time to check in with HR.
Step two: Counseling conversations start like coaching conversations: establish rapport with the employee, attend to the situation, and keep the context professional, not personal. Fred needs to be clear that this conversation with Grant is about his continued poor performance, and the need for resolution.
Step th
How much really can you say about working from home. I mean, the home based business model has been around for decades and has created more self made millionaires in the last decade than any other single industry. What is there to know about those who work from home and why they do it and what their mentality is? Those who work at home really enjoy a lifestyle that maybe 3% of most people enjoy. There is a huge gap between the conventional way of earning a living and the work from home way of creating a life.The industry of Network Marketing is huge and will continue to be on the rise for years to come. In most instances, if you work from home, you are in
If any of these are true, time for a little rehab program for the manager, and even more work to bring the employee's behavior into line.
Fred has made the problem of Grant's poor performance worse by letting him "get away with" not getting his work done. Now he has catch up work to do.
Step one: Prepare for the conversation. If Grant suggests there's nothing Fred can do to help him get the work done, then it's clear one of two problems is going on: Grant either doesn't know how to do it and won't say he doesn't know; or Grant doesn't want to do it and has some belief he doesn't have to. Either of these means time for a counseling conversation.
Fred's preparations must include deciding if Grant is willing to address the issues, alternatives, and consequences of his poor performance. If Fred has any question about Grant's willingness to participate . . . time to check in with HR.
Step two: Counseling conversations start like coaching conversations: establish rapport with the employee, attend to the situation, and keep the context professional, not personal. Fred needs to be clear that this conversation with Grant is about his continued poor performance, and the need for resolution.
Step th
Can you see yourself running a small business? If so you can be helped here. Are you a person who can be a small business owner, if so you are an entrepreneur. Entrepreneurs are ordinary people with an idea that will be sold as a product or service to another ordinary person like you and I.You can be a small business owner from your own home with benefits. Being able to work from your office, your basement or even your garage. This is something that millions of people would love to be....their own BOSS. Small business need to have some organization in order to get it off on the right foot. There needs to be a demand, a product and a customer. Small Busine
Fred's preparations must include deciding if Grant is willing to address the issues, alternatives, and consequences of his poor performance. If Fred has any question about Grant's willingness to participate . . . time to check in with HR.
Step two: Counseling conversations start like coaching conversations: establish rapport with the employee, attend to the situation, and keep the context professional, not personal. Fred needs to be clear that this conversation with Grant is about his continued poor performance, and the need for resolution.
Step three: Set the context. Focus on behaviors, not intent, values, or motives. Fred's task is to keep the conversation focused on Grant's behavior, even if he is addressing attitude. So he can describe what he's seen, i.e. rolling eyes, tsk'ing in response to questions, shrugging when asked a direct question, rather than labeling or judging.
Step four: Solicit input from the employee. This is the time for Fred to listen to Grant's side of the situation. Fred needs to maintain professional boundaries and not get caught up in solving the Grant's problems for him. Attitude is Grant's problem. At some level, you can't insist employees think or feel a particular way. But, you can insist on performance.
Step five: Offer support while expecting a resolution. Keep the balance between sympathy and solutions. Fred can't offer to fix it for Grant. Grant needs to take care of his personal problems himself. This means Grant has to do more than 50% of the work towards the solution. Set a benchmark date for resolution, and commitment to expectations.
Managers can get into difficulties with counseling conversations in a number of ways. The first, and most deadly, is by not checking with HR for assistance and policy/procedure clarification. Counseling conversations are designed to resolve issues that interfere with performance, they aren't a time to play shrink. Remember you are not running a mental health clinic, and even if you were, you wouldn't be treating an employee. Avoid interpreting, or telling the employee what the real problem is, even if you are convinced your perspective is the real truth. They won't hear it and they just get frustrated and annoyed.
With either coaching conversations or counseling conversations, the goal is improving employee performance and getting the work done. If problems continue, time to have a more serious conversation with your HR rep. It may be time to move to the next level.
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.addyou.info/article/23190/addyou-Counseling.html">Counseling</a>
BB link (for phorums):
[url=http://www.addyou.info/article/23190/addyou-Counseling.html]Counseling[/url]
Related Articles:
Why use a Panama Law Firm for your Offshore Structure
The Wrong Way to Impress a Customer
Bookmark it:
|