SMB Nation Blog
by Shari Parsons Miller
An open-plan office space layout has pros and cons both for a firm’s personnel and its bottom line. In an open-plan work environment, there are no distinct rooms or fully enclosed spaces. Instead, workstations are positioned together -- sometimes separated by short screens or panels -- within one exposed floor plan. The openness may improve communication and collaboration among your workers, but it also may reduce concentration and productivity.
A lack of walls or other physical barriers in open-plan office spaces makes it easier for employees to interact with each other on a regular basis. The constant intermingling not only generates a sense of camaraderie among personnel, it also enhances the flow of information and teamwork. Colleagues can turn to each other for advice or assistance without having to knock on doors or schedule a formal meeting. Interactions in an open-plan office space generally are more frequent and informal than in closed environments where everyone has a separate office space.
The increased collaboration resulting from an open-plan work space can lead to business innovation and advancement. At the same time, an open-plan layout can benefit the business economically by reducing costs tied to construction, utilities and office equipment. For example, fewer walls mean less time and materials required to create the office space. Having a single work space also may reduce heating/cooling and electricity expenses thanks to improved flow of air and light. Businesses can save on equipment investment as well, since communal spaces promote shared use of resources, such as printers, copiers and staplers. An open-plan space also provides greater flexibility to accommodate evolving personnel needs.
On the downside, the high level of everyday interaction that takes place in an undivided work space may lead to noise and distractions that make it difficult for employees to focus on their work and conduct business. Lack of privacy is another potential problem with open-plan office spaces, where computer screens are easily visible by those walking by and telephone conversations are likely to be overheard. Open-plan layouts also facilitate the spread of disease, so if a colleague comes to work with a cold, it can affect the health of the entire staff.
Human resources is probably one of the more complicated aspects of running a small business. The complexities of working with people don’t fit nicely on a spreadsheet. Yet HR is incredibly important; employee salaries and benefits make up a huge chunk of your operating expenses.
Your employees are one of your greatest assets. You must protect and manage that asset.
This blog post will teach you everything you need to know about human resources.
What Is Human Resource Management?
Human Resource Management (HRM) deals with your employees, whether in regards to recruitment, management, or other forms of direction and assistance. HR will often be in charge of (among other things):
- Performance management and reviews
- Employee development, motivation, and training
- Safety and wellness
- Communication between employees and/or management
HR carries a big responsibility. They have a huge effect on the culture and environment in your workplace, setting the tone for how employees communicate, settle disputes, and work with each other. Some small businesses prefer to outsource a large component of human resources, but there is no getting around human resources completely.
Human Resources: The Three Basics
HR is rife with laws and regulations, which is part of why small businesses often put off dealing with it. Generally, for businesses with fewer than 50 employees, there are three basic things you must implement to cover the bases, according to HR expert Jack Hayhow.
1. Employee Files
You must keep three specific files for each employee in your business. These files are:
- I-9 File: This form is used by the U.S. Government to identify and verify that your employees are eligible to work in the U.S. Keep all of your employee I-9 files together, in one file, instead of under individual employee names.
- Employee General File: This is a file you create for your own benefit. It contains any documentation associated with that employee that you’ve collected during their time with you. This includes resumes, reviews, disciplinary action, training verification, evaluations, W-4 forms, payroll details, and so on. You’ll use this file often.
- Employee Medical File: These files will contain notes from doctors, disability information, and any medical information that you have on an employee. Because you are dealing with medical information, you must protect and secure these files from others. That is why these are separate from general files. Be sure to keep them in a locked and secure place.
2. Employee Handbook
Having an employee handbook is a must. Your handbook serves two important purposes: letting your employees know what you expect of them, and protecting your business in case there is a dispute.
An employee handbook can be as simple or as complex as you want, but there are some general approaches, depending upon the nature of your business, that you need to consider. According to the Small Business Administration, your handbook might include:
You've heard about all the amazing benefits of content marketing. You want to jump in. But . . . how? Here's how.
By now, you've heard about all the amazing benefits of content marketing. You know that with the right strategy, you can earn more traffic, build a better reputation and see compound growth in both areas over time without greatly increasing your budget.
In fact, content marketing is truly one of the most cost-efficient marketing strategies around, but its rewards are proportional to the quality of your strategy and execution. That's why more experienced writers and marketing agencies charge more, and why long-running strategies perform better.
So, what if you have no experience with content marketing at all? It would seem that someone totally unfamiliar with this strategy stands no chance of success at all. But, at the same time, everyone has to start somewhere, right?
The truth is, you can enter the content-marketing game with no experience. You might not live up to your full potential right off the bat, but if you follow the approach described below, you'll be publishing with the best of them in no time. Here's how:
1. Get a briefer.
Your first job is to get a briefer on what content marketing involves. Yes, as you're reading this, you probably have a grasp of the basic concept, but you need to dig deeper into the details. Familiarize yourself with the beginning, middle and end of a piece of content's life, how you're going to measure your results and your ROI and the process you'll use to build your empire.
Also, get a high-level perspective on the strategy before you start mastering those details -- you'll be glad you did. If you need help getting started, I presented a webinar about a year ago on this subjectt, which will teach you the basics of content marketing and how those basics relate to search engines.
Sales training is one of the most important investments most companies make, because it allows them to close the gap between current performance and potential performance. Nevertheless, around 80 percent of respondents to a recent study by the Rain Group Center rated their own training as being between average and poor.
Here, we take a look at some of the best sales training practices the most successful managers follow.
Use of Simulation or Role-Playing
Many organizations still utilize classroom-based, instructor-led training, which can be incredibly effective. However, it is important to balance it with practical learning as well.
Without applying learned information quickly, most expenditure on corporate training is wasted, because unfortunately people forget new information extremely quickly. Precisely how much knowledge is lost - and how quickly - is difficult to say, as studies vary significantly, but most agree that the majority of information is lost within a week.
"Role-playing [also] provides a safe environment to encounter [new] scenarios for the first time, which builds confidence in team members that can help them in their day-to-day roles," explains John Buelow, executive vice president of the Shapiro Negotiations Institute.
Sales Coaching and Reinforcement
Successful sales training requires newly acquired sales skills to be reinforced regularly, or else staff revert to old habits, and coaching is one of the best solutions. For this reason, coaching is often one of the most important things for a sales manager to learn and is a key component of most sales management training programs.
Yet, many sales managers continue to neglect their coaching responsibilities. Indeed, the CSO Insights 2016 Sales Best Practices Study revealed that just 32 percent of sales managers are currently spending sufficient time on coaching. In companies performing to a world-class standard, however, this figure rises to 88 percent.
A structured coaching program will allow leaders to work closely with staff to highlight issues, set targets and ensure new skills are put into practice. Meanwhile, reinforcement literature should also be made available. According to Aberdeen Group, 20 percent more reps achieve quota when post-training reinforcement is implemented.
Technology and Mobile-Friendliness
Finally, the most successful managers know that technology can be utilized to significantly improve both the quality of training and its results. In truth, technology can be deployed in an almost limitless number of ways, ranging from the use of virtual instructors in classroom settings, to bite-size video content.
One growing technology trend in corporate training has been the gamification of the learning process and eLearning Industry report that gamification features, such as the ability to progress to different levels, choose a difficulty setting, etc. can lead to a nine percent increase in retention rates. Meanwhile, adult learners who participated in gamified e-learning experiences scored 14 percent higher in skills-based knowledge assessments.
Furthermore, technology can be used to make learning a mobile experience. By ensuring that learning materials are available to access and use on mobile devices, sales skills can be improved even while outside the workplace, learning can become part of staff members' daily routines, and information can be reinforced on the go.
When it comes to delivering high-quality sales training, or sales management training, it is not just the quality of the information that matters, but the quality of delivery and follow-up. In particular, it is important to give staff the opportunity to put new information into practice quickly, to reinforce and personalize learning through coaching, and to make use of technology to improve all aspects of your training program.
Monika Götzmann is the EMEA Marketing Director of Miller Heiman Group, a global sales training and customer experience company. It specializes in providing exceptional sales coaching and helps organisations develop business strategies to achieve sales success. Monika enjoys sharing her insight and thoughts to provide better sales and service training.