A growing company needs more expertise than even the most skilled founder can provide and most entrepreneurs start to grow their business with people they already know — so whilst there may be a shared history and a deep trust, there is often a critical skill set missing on the team. This skills gap should be filled with the longer term strategy in mind.
Who to Hire?
It might be an operations role, it might be someone who is 20 years further into the sector and has connections and experience you can draw from, it might be someone like a CFO, or IT Director whose technical expertise will add value or a really great admin person who relieves you of all the day to day work and frees you up to work on the business rather than in the business. It all depends on the company’s current leadership mix, history, strategy and place in the market.
A CFO may be required if your company is growing at a rapid rate, requiring outside financing or careful cash management; when your company requires a formal audit; or when you are contemplating a complex financial transaction such as an acquisition, merger, or public offering of stock. So how do you go about finding a seasoned CFO? Many companies work at first with a part-time financial executive, an interim manager whom they later recruit to join the management team on a permanent basis.
Traditional HR can often be outsourced. Many smaller companies manage their HR by employing a good interim HR Manager or part-time consultant to assist with initial set up and understanding of legislation, process and procedures. Recruitment can also be outsourced again to a good consultant or by hiring in a part-time recruiter who knows your longer term business strategy and company culture. Hiring a seasoned HR Director on an interim basis for a defined period of time will ensure you implement best practice policy and procedures whilst keeping your costs down.
What is the biggest challenge that young companies will face in 2010?
Some young companies may be facing issues with their lenders or investors, and they may be having a hard time making promises around company stability. If you’re trying to hire experienced, strong candidates, you have to be able to show that your company is stable, has growth opportunities and has the resources required for the candidate to be successful. But honesty is still the best policy and avoid sugar-coating challenges – if someone feels they have been misled down the track this will only result in bad feeling all round.
If you’re hiring less experienced staff, it’s more critical than ever that you hire for flexibility and their ability to think on their feet. Within a smaller business environment these skills and attitudes are essential as the days of organisational charts with clearly defined job descriptions and career paths are out dated and have been replaced with a flat structure with people prepared to carry out diverse, flexible roles under-pinned by a culture that embraces autonomy, flexibility and a clearly defined purpose, vision and set of organisational values which everyone is guided by and which allows for good management decision making, by everyone.
What’s the biggest opportunity?
Of course, companies have an opportunity to pick up talented people who have been made redundant in the last year or two, but, more importantly, they have a great opportunity to realign their company culture.
Retain Your Loyal People
If you’re trying to retain staff, the future value proposition needs to be clear, honest and, if not exciting, certainly brighter than it may have been painted in 2009. Current staff need to hear some sincere gratitude for the sacrifices, hard work and flexibility they have already shown and most likely will have to continue to show in 2010.
According to a recent report in Forbes, a daily thank you proves a powerful employee motivator
Verbal praise from a manager can be as effective as a cash award in motivating employees, yet a survey shows 75% to 80% of workers say they get little recognition from bosses. Restaurant chain Hard Rock Cafe reports worker turnover was reduced 3% when managers gave verbal recognition to workers for a minute a day.
What’s the most important step a small, fast-growing company can take to build its leadership pipeline?
Recruiting top managers is not always easy. Persuading talented leaders to join a start-up is not as hard as it once was, but it still involves having a good eye for talent and the ability to sell an idea and its potential upside to a savvy operator who might well have other options.
Moreover, making the wrong hire at the highest levels of an organization can have serious consequences. The severance costs of terminating a top manager can be high—and they can be higher still when you factor in any turnover in a key department that precedes or accompanies the departure of a bad hire.
For all of these difficulties, however, entrepreneurs who have built strong management teams enjoy obvious rewards. They can rely on the skills of others to compensate for their weaknesses. They can focus on strategic issues while confidently delegating day-to-day tasks, such as managing people. And they can use their management team to secure outside funding and establish creditability with potential customers.
Wednesday, July 14, 2010
Greening Your Workplace and Skills
The recent UN Climate Summit and increasing numbers of high profile people taking an interest in the environment has raised the awareness of green issues to an all time high. But is this awareness being practically applied and are green practices an integrated part of your organisation’s culture? And have you ever thought about what more you could do to help further your sustainability practices?
This doesn't mean you have to specialise in a career in this field. Gaining experience - even in a voluntary capacity - can benefit your career in the longer term.
Private companies and public companies see the value of adding to their brand image by having policies in these areas and it is a way of attracting the best employees, clients and shareholders.
Organisations often form committees and call for volunteers from the wider organisation to participate, develop and deliver on the corporate strategy. By volunteering to be part of this group, individuals will experience a different role, perhaps, from [what they do] every day.
People who undertake voluntary positions or board positions outside their usual work also benefit from this experience as it reveals a passion and unselfish approach to social issues, as well as possessing a well-rounded and healthy interest in what's happening around you.
By investing in these experiences your career options will be broadened, not only in your chosen function. It may also lead to a different path altogether or a move sideways which may benefit your long-term career aspirations.
Managers who have a greater knowledge of these areas already on their resume will have the edge over those who do not, as companies become reliant on all their managers to be aware of these initiatives and imbed them into the culture of the firm.
Green-skilling has emerged as one of the top workplace trends for the coming year. The implementation of green workplace practices is not only good for the environment, but is increasingly becoming a powerful way of attracting potential employees, clients and investors. Sustainability is the way of the future and both individuals and businesses will have to start thinking – and acting – green.
If we consider making green issues a central part of our business strategy by integrating sustainability into all aspects of our business such as the products we make, into operations and processes, and into accounting practices, our businesses will increasingly demand green skills and knowledge.
However, despite increased awareness of environmental issues, a recent Green Steps Australian Workplaces Survey has found that most Australian workplaces offer no green skills or sustainability training for staff, do not review staff on environmental performance or address sustainability issues when hiring.
What we do in the workplace is as important as what we do in our homes and if we are serious about saving water, cutting carbon emissions and reducing our impact we need employees everywhere to be green skilled. What we do at home only accounts for 20 – 30% of Australia’s energy and water consumption and waste production, which means we can do far more to combat our environmental challenges by addressing sustainability within the workplace.
However, despite increased awareness of environmental issues, a recent Green Steps Australian Workplaces Survey has found that most Australian workplaces offer no green skills or sustainability training for staff, do not review staff on environmental performance or address sustainability issues when hiring.
What we do in the workplace is as important as what we do in our homes and if we are serious about saving water, cutting carbon emissions and reducing our impact we need employees everywhere to be green skilled. What we do at home only accounts for 20 – 30% of Australia’s energy and water consumption and waste production, which means we can do far more to combat our environmental challenges by addressing sustainability within the workplace.
Skills which you could put to use in your workplace include:
- Effective communication to encourage employees to make changes at work;
- Undertaking energy, carbon, waste and water audits to determine the impact of your workplace;
- Planning and implementing environmental sustainability projects;
- Developing behavioural and cultural change programs.
Employers want green candidates
Despite the lack of workplace training, 90 per cent of Australian employers still consider themselves to be ‘environmentally aware’ and 71 per cent said they would favour green-skilled candidates when hiring.
Credentials in environment policy, stakeholder relations, corporate social responsibility projects and philanthropy - coupled with good skills in strategy development and implementation - are essential for the contemporary manager keen on developing broader skills and experience.
This doesn't mean you have to specialise in a career in this field. Gaining experience - even in a voluntary capacity - can benefit your career in the longer term.
Private companies and public companies see the value of adding to their brand image by having policies in these areas and it is a way of attracting the best employees, clients and shareholders.
Organisations often form committees and call for volunteers from the wider organisation to participate, develop and deliver on the corporate strategy. By volunteering to be part of this group, individuals will experience a different role, perhaps, from [what they do] every day.
People who undertake voluntary positions or board positions outside their usual work also benefit from this experience as it reveals a passion and unselfish approach to social issues, as well as possessing a well-rounded and healthy interest in what's happening around you.
By investing in these experiences your career options will be broadened, not only in your chosen function. It may also lead to a different path altogether or a move sideways which may benefit your long-term career aspirations.
Managers who have a greater knowledge of these areas already on their resume will have the edge over those who do not, as companies become reliant on all their managers to be aware of these initiatives and imbed them into the culture of the firm.
They definitely will be the preferred candidates as they will have a head start on what has become key to an organisation's success and sustainability.
Where to start
The Environmental Jobs Network, a not-for-profit organisation in Melbourne that helps job seekers find work in environmental industries. Conservation Volunteers Australia and Volunteer Green are two organisations worth considering for pro bono work in the natural environment. Interest groups such as the Australian Conservation Foundation, Greenpeace and Friends of the Earth often have networking events. Professional associations such as the Environment Institute of Australia and New Zealand or the Australian Association for Environmental Education can give you information about conferences, seminars, courses and the latest publications.
Five things every organisation can do to improve their environmental performance
- Conduct a basic environmental assessment. What is your organisation’s energy and water use and waste production?
- Reduce energy use by encouraging staff to turn computers off at the end of the day.
- Reduce waste by taking away land-fill bins under desks and setting up central waste and recycling stations in staff rooms or kitchens.
- Cut paper use in half by setting double-sided printing and photocopying as a default.
- Build the capacity and green skills of staff by providing green skills training.
Thursday, December 17, 2009
Pay as You Grow - The Alternative Resourcing Option to Unburden your Growing Business
An alarming report in the SMH yesterday reports on the shock in store for small to medium sized business next year. Apparently, fewer than half of Australia's small businesses are adequately prepared to deal with a further round of family friendly workplace laws that will take effect next month.
Virtual Angels has an alternative resourcing option for your small business with their unique offering of "Pay as You Grow" resources. Our Angels are self-employed therefore you will not be subject to these additional burdens on your business.
A survey of 352 small and medium businesses found many were ill-prepared to deal with the third industrial relations regime in four years when the final stage of the Fair Work Act comes into effect on January 1.
The new laws include a ''modern awards'' system and 10 new national employment standards replacing the minimum employment conditions that were part of the Howard government's Work Choices legislation.
Businesses face compliance obligations and risk fines, says one of the report's authors, David Griffiths, of the consultancy CompliSpace.
''What is clear from this study is that a great number of companies remain unaware and unprepared for the substantial changes,'' the report says.
''Employers who ignore 'modern awards' may be in for a rude shock given that the flexibility clause contained in each award could mean their current common-law agreements no longer insulate them from obligations to pay overtime, penalty rates and leave loadings.''
Among the new national employment standards are:
> the extension from 12 to 24 months of unpaid parental leave that employees can request;
> the introduction of an entitlement to redundancy pay for all workers, not just those covered by awards;
> entitlement for carers of preschool children and children under the age of 18 with a disability to request flexible working arrangements.
Other changes provide for the extension of the definition of de facto partners to include same-sex couples and the removal of the restriction allowing an employee to take a maximum of 10 days carer's leave in any 12-month period.
Fewer than half of the businesses surveyed know of, understand or are prepared for the industrial relations changes and less than half understand the compulsory flexibility clause in each award. More than half of the companies surveyed were considered at an extreme or high risk of falling foul of the laws, given their lack of preparation.
The survey identified call-centre employees among those to be covered for the first time by the new awards system.
Administrative staff across all industries could fall under a new clerks/private sector award.
Part-time workers in some industries would also be entitled to shift loading.
The survey covered businesses that employ more than 100,000 staff across 25 industries and was conducted from August to earlier this month.
Contact us today to Find Out How you can unburden your business.
Virtual Angels has an alternative resourcing option for your small business with their unique offering of "Pay as You Grow" resources. Our Angels are self-employed therefore you will not be subject to these additional burdens on your business.
A survey of 352 small and medium businesses found many were ill-prepared to deal with the third industrial relations regime in four years when the final stage of the Fair Work Act comes into effect on January 1.
The new laws include a ''modern awards'' system and 10 new national employment standards replacing the minimum employment conditions that were part of the Howard government's Work Choices legislation.
Businesses face compliance obligations and risk fines, says one of the report's authors, David Griffiths, of the consultancy CompliSpace.
''What is clear from this study is that a great number of companies remain unaware and unprepared for the substantial changes,'' the report says.
''Employers who ignore 'modern awards' may be in for a rude shock given that the flexibility clause contained in each award could mean their current common-law agreements no longer insulate them from obligations to pay overtime, penalty rates and leave loadings.''
Among the new national employment standards are:
> the extension from 12 to 24 months of unpaid parental leave that employees can request;
> the introduction of an entitlement to redundancy pay for all workers, not just those covered by awards;
> entitlement for carers of preschool children and children under the age of 18 with a disability to request flexible working arrangements.
Other changes provide for the extension of the definition of de facto partners to include same-sex couples and the removal of the restriction allowing an employee to take a maximum of 10 days carer's leave in any 12-month period.
Fewer than half of the businesses surveyed know of, understand or are prepared for the industrial relations changes and less than half understand the compulsory flexibility clause in each award. More than half of the companies surveyed were considered at an extreme or high risk of falling foul of the laws, given their lack of preparation.
The survey identified call-centre employees among those to be covered for the first time by the new awards system.
Administrative staff across all industries could fall under a new clerks/private sector award.
Part-time workers in some industries would also be entitled to shift loading.
The survey covered businesses that employ more than 100,000 staff across 25 industries and was conducted from August to earlier this month.
Contact us today to Find Out How you can unburden your business.
Grow Your Business - with the right people
If you run your own business from home what happens when you have more work than you can handle, or move to commercial premises and need to grow your business with a limited budget?
There are lots of issues that you nee to consider before making a decision as to how to resource your growing business.
What duties do you need your person to perform and do you have enough work to keep them busy full-time? Or is part-time the answer? Do you have office space, a desk, PC and printer for this person in your current set up, or does a virtual assistant fit the bill? What skills, experience and values do you need and look for? How much can you afford to pay them?
Small business owners sometimes find it difficult to decide whether an employee should be permanent or casual and the deciding factors include how much regular work there is and whether employment will be ongoing.
Virtual Angels offers solutions to all of the above confusion by offering virtual, part-time, permanent or casual employees - basically whatever fits your current situation. It's a try before you buy situation - if work increases, then your Angel can grow with your business, if work decreases or is sporadic, your Angel will be flexible and work as and when you need them. Some of the key benefits though is you pay as you go, you test the waters and you don't over commit. Your Angel is an employee who works with you in an ongoing basis so you don;t have to keep re-training - it's simple and flexible.
Going straight to permanent employees and getting this wrong can be a costly exercise not just financially but in terms of time and stress. You must know your legal obligations with regard to worker's compensation insurance, superannuation, taxation, record keeping requirments, holiday and other leave entitlements and OH&S. Hiring a Virtual Angel removes all of this cost, time, stress and risk - our Angels are self-employed and take care of their own insurances. You receive one invoice a week from Virtual Angels - it's simple and risk free.
Your employees can make or break your business so choose wisely. Contact us today for a free assessment on how an Angel can grow your business today.
Friday, November 6, 2009
Life after Redundancy
It's hard not to feel upset when your role is made redundant and your self-esteem certainly takes a battering, even if you are usually a stoic, positive person. However, it's important to remember that it is the ROLE and not YOU that has been made redundant. Also keep things in perspective, redundancy is a situation that features in the life cycle of most businesses. Financial crisis and technology are just two reasons why your role may no longer be required. But businesses always need people and are looking at ways to redeploy people - redundancy is usually the last resort after all who wants to see all of that experience and knowledge walk out the door? Having said that, there is no such thing as "a job for life" any more and people are realising that if they must remain positive and open minded about next steps down the career path.
There are steps you can take to ease yourself through this challenging transition.
Prepare Yourself
Seek professional advice if you are unsure of your rights. These professionals will advise you on what your rights are, how to negotiate with your employer if necessary and help you sort out your finances for the road ahead.
Before going to see a professional career advisor, employment lawyer, or financial advisor do your homework and work out your budget. Separate what are essential costs like mortgage repayments etc and non essential items such as holidays or eating out.
Remain Positive
As much as we know it's not personal it's hard not to take redundancy as such, even people who take volountary redundancy face a dramatic change of life and most of us go through this change cycle feeling at first denial, followed by anger and grieving before we learn to accept the new situation. Try and remmebr this is a natural process that everyone goes through and try and remain positive. Seek the counselling of a good friend, your partner or a career development professional to help you through this tricky time. There's an old Buddhist saying "Everything passes" - remember this - time will too and that time is best spent remaining positive and optimistic throughout.
Don't Give Up
Persistence is a very important trait to develop if you are not naturally inclined. Remember as you go through the job hunting stage there will be knock backs but it's a case of picking yourself up, not taking it personally, and moving on to the next opportunity. If you do get knocked back for a job, always seek feedback from the agency or the employer. It's important to take on board constructive criticism and use that information for future applications. If your resume needs reviewing there are plenty of professional resume writers who will assist you and if your interviewing skills need polishing up seek the help of a professional or practice with your partner or friends. Filming yourself is a great way to get insight into how you come across during an interview.
Be Open Minded
I think it's important to remember that the world of work is changing and as mentioned before, we need to be smart about doing our research about the type of work our skills and interests are suited to, to understand our values and what is important to us from a new employer. Employers are now seeing the benefits of offering employees more flexible work arrangements such as part time, flexitime, hours off in lieu, work from home opportunities, etc. Remember to ask any potential employer what might be available at the time of interview. Even if it's not mentioned in the job ad it doesn't mean these type of benefits are not available.
Wednesday, June 17, 2009
A New World of Work
Hi there,
Sorry it's been a while since our last post...... I do hope you find the following as interesting as we did....
According to a recent article in The Age newspaper, nearly a quarter of employees do some of their job away from the workplace. This new trend of flexibility is allowing people to start living the life they have always dreamed of and allowing them the time to combine their hobbies, interests, family commitments, and volunteering resulting in a more rounded, balanced lifestyle that is satisfying all of their needs and wants.
Whilst one person is training for the Olympics, technology is allowing them to pull out their laptops, iphone or Blackberry and work from pretty much anywhere without missing an important email or phone call or deadline.
Figures from the Bureau of Statistics show nearly a quarter of Australian workers do some of their work each week away from the office.
Nearly 2.5million Australian employees take work home, fit it into weekends, or squeeze it in around training for the London Olympics.
Men in managerial positions were most likely to work from home (31per cent), followed by technicians and tradesmen (18per cent), while women working from home were most likely to be professionals (39per cent) or clerical and administrative workers (23per cent). This is encouraging news for our Virtual Angels who are mostly work from home professional mums.
Eight per cent, or one in 12 Australian workers, work more from home than any other place. The majority (83per cent) of those were aged 35 years or older, and most (55per cent) were women.
Most people are beginning to realise that without the flexible work conditions on offer from employers that they will just not be able to pursue and fulfil their dreams. They are looking for flexible employers who will offer this as part of the package at interview..
Why would an employer ask a person to choose between their passion and happiness when they can offer them flexible working conditions – after all they can only benefit from that persons positive and happy attitude at work.
There is a trend towards flexible working. Obviously technology is allowing it in many cases, but also people are a lot more savvy, and organisations are a lot more savvy - they are willing to create a good environment for people to work in.
Another example where working from home can benefit both parties is when an employee breaks a bone or perhaps cannot physically get to the office because of family sickness.. people often report that they actually do more work from home than they would in the office anyway, there are no distractions, no interruptions and no ciggie or coffee bar breaks. Overall, employers are realising that flexible work arrangements can result in high productivity and a rise in general well being, both must be high on the list for employee engagement and retention.
Technology has been critical in making it possible but now we need a shift in mindset from our leaders who only have to trial these flexible work programs to see the benefits for all concerned.
Until next time,
Caroline @ Virtual Angels
Sorry it's been a while since our last post...... I do hope you find the following as interesting as we did....
According to a recent article in The Age newspaper, nearly a quarter of employees do some of their job away from the workplace. This new trend of flexibility is allowing people to start living the life they have always dreamed of and allowing them the time to combine their hobbies, interests, family commitments, and volunteering resulting in a more rounded, balanced lifestyle that is satisfying all of their needs and wants.
Whilst one person is training for the Olympics, technology is allowing them to pull out their laptops, iphone or Blackberry and work from pretty much anywhere without missing an important email or phone call or deadline.
Figures from the Bureau of Statistics show nearly a quarter of Australian workers do some of their work each week away from the office.
Nearly 2.5million Australian employees take work home, fit it into weekends, or squeeze it in around training for the London Olympics.
Men in managerial positions were most likely to work from home (31per cent), followed by technicians and tradesmen (18per cent), while women working from home were most likely to be professionals (39per cent) or clerical and administrative workers (23per cent). This is encouraging news for our Virtual Angels who are mostly work from home professional mums.
Eight per cent, or one in 12 Australian workers, work more from home than any other place. The majority (83per cent) of those were aged 35 years or older, and most (55per cent) were women.
Most people are beginning to realise that without the flexible work conditions on offer from employers that they will just not be able to pursue and fulfil their dreams. They are looking for flexible employers who will offer this as part of the package at interview..
Why would an employer ask a person to choose between their passion and happiness when they can offer them flexible working conditions – after all they can only benefit from that persons positive and happy attitude at work.
There is a trend towards flexible working. Obviously technology is allowing it in many cases, but also people are a lot more savvy, and organisations are a lot more savvy - they are willing to create a good environment for people to work in.
Another example where working from home can benefit both parties is when an employee breaks a bone or perhaps cannot physically get to the office because of family sickness.. people often report that they actually do more work from home than they would in the office anyway, there are no distractions, no interruptions and no ciggie or coffee bar breaks. Overall, employers are realising that flexible work arrangements can result in high productivity and a rise in general well being, both must be high on the list for employee engagement and retention.
Technology has been critical in making it possible but now we need a shift in mindset from our leaders who only have to trial these flexible work programs to see the benefits for all concerned.
Until next time,
Caroline @ Virtual Angels
Tuesday, May 12, 2009
Virtual Angels are offering businesses a FREE BUSINESS ASSESSMENT
Short and sweet today.....
To help small / medium business owners understand how a Virtual Assistant can help them to grow their business and save valuable time and money, Virtual Angels are offering a Free Business Assessment - simply click the logo, complete your details and a Virtual Angels representative will contact you within 24 hours to arrange the assessment.
Have a great day!
Suzanne @ Virtual Angels
To help small / medium business owners understand how a Virtual Assistant can help them to grow their business and save valuable time and money, Virtual Angels are offering a Free Business Assessment - simply click the logo, complete your details and a Virtual Angels representative will contact you within 24 hours to arrange the assessment.
Have a great day!
Suzanne @ Virtual Angels
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