As the economy struggles more and more employers are  looking to downsize their workforce in order to cut back on costs. They figure that getting rid of employees is the best way to save money and are thinking about the present – where business is dwindling.

But what happens when business picks back up again? Will you have the workforce you need and – most important – will you be able to find the same high-quality help you let go just months earlier?

As a leader and manager you’ll be partially responsible for determining if layoffs are necessary and, if so, who has to go. I don’t know about you, but that’s not a situation I’d enjoy being in.

Instead you need to take some time to think about whether or not layoffs are really the answer to your problem. Start by projecting your future level of business. Are things progressively getting worse? Do you see a chance or opportunity for improvement on the horizon?

There are quite a number of options, aside from downsizing, that can help organisations to cut costs. They include:

• Reducing the hours of every individual within the organsiation or team.
• Reduce income. This sounds harsh but right now more people are happy to have a job and are less worried about seeing a decrease in pay. That’s not to say they’ll welcome it but the response may not be as bad as you think.
• Can you put employees on a temporary leave of absence that would allow them to keep their insurance benefits while they are “temporarily” laid off?
• Is it possible to offer voluntary layoffs to employees who may have already considered leaving or who are unhappy but were afraid to quit for financial or personal reasons?

You’ll be suprised at the number of options you really have when it comes to cutting costs without getting rid of your key employees. You might even want to ask your employees to brainstorm with you one day. Perhaps if they feel as though they were able to participate in the process they won’t react as negatively to the actions your organisation takes. It’s your job, especially as one in a leadership role, to make sure you’re making the right decision.

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

I’m sure by now you’ve all heard of the swine flu. This newest viral strain has infected up to 70 individuals in Mexico, New Zealand, and the United States. While the World Health Organization is taking precautions to contain the virus, there are still fears that the swine flu will turn into a global pandemic.

So what does this mean to you as an employer?

First, it means you need to have a contingency plan. You really should have one already, but if you don’t it’s time to put one together. What offsite locations, work at home programs, and other resources will you implement to keep your operations functioning if for some reason you are unable to leave your home?

Next you need to make plans for dealing with changes in the economy. Pandemic waves will cause employee absenteeism and may mean that supplies may or may not arrive at your workplace on time – if at all. Are you in a business that deals in medical products? Chances are you’ll see an increase in business if there is a pandemic outbreak.

Finally, what procedures will you implement within the workplace ot keep everyone safe? Will you suspend your “sick-day” policies to ensure that people don’t lose their jobs if they have to stay home due to illness – either their own or that of a child? Will you encourage employees to stay at home for the full 7 days recommended by the World Health Organization and the CDC (Centers for Disease Control and Prevention in the US). Will you ensure that there are extra sanitizing hand gels on site for everyone to use frequently?

I don’t want to cause alarm but planning in advance is crucial to the success of your business. Surviving a pandemic isn’t just about making sure your business stays afloat, but it is about making sure your employees know you care about and support them as well.

Do you have a plan?

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Manager Training

Click below for a:
FREE email course “Improve Your Management Skills”

It’s pretty safe to say that throughout the course of my career I’ve had quite a number of experiences, both good and bad. As a leader, manager, and salesman I’ve had to learn how to work and communicate with people on many different levels. I took some time to think back on my own experiences and want to share four key lessons that I’ve learned and hope you can learn from as well.

First of all, you are your own best teacher. The number of continuing education classes and workshops you attend will not define you as a person. Your ability to further your own knowledge by doing research and then applying what you’ve learned will enable you to teach yourself how to implement the things you’ve been shown.

Second, a good leader accepts responsibility for his actions and blames no-one else. Ever. We are all human and we all make mistakes. Anyone who claims otherwise is lying. A true leader recognises his own faults and takes responsibility for them instead of placing the blame on someone else. Did one of your team members make a mistake? If so, should you blame him or wonder if there was a problem with the training you gave him that caused him to make the mistake?

Next, recognize that you can learn anything you want to learn. Never feel as though you are stuck in a position or situation due to a lack of knowledge. There are enough classes, telecourses, and web resources available today for anyone on earth to learn just about anything. You have to find those resources and use them.

Finally, true understanding comes from your ability to reflect on the experiences you’ve had. A concept you may not have fully understood earlier in life may suddenly become clearer after you’ve had your own experiences. Your mental knowledge suddenly turns into wisdom.

Hopefully you’ll be able to start your week off by taking the time to reflect on your own experiences as a leader. How have you grown and evolved over the years? Have you learned anything about yourself?

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Course

Click below for a:
FREE email course “Improve Your Management Skills”

You will, most likely, find yourself faced with a number of challenges as you work to build your growing team. Each member will need to be properly trained and at the same time you’ll need to ensure that every individual is able to work both on his own and with the group.

One of the best ways to monitor the development of your team is through the GOALS model. The GOALS model, developed by Simon Hayward, provides you with a simple blueprint for success. The model is as follows:

• G – Goals: Does each member of your team have individual goals; and, is each member of your team aware of the group’s overall goals?
• O – Opportunity: Will everyone have the opportunity to use their strong skills and contribute to the team? Will there be opportunities for advancement within the team or, in some cases, out of the team?
• A – Authority: Does one person (you) have the authority to lead the projects the group is responsible for? Does each individual member of the team have the authority to access the information he needs to do his job?
• L – Learning: Will every member of your team have access to the educational resources he needs in order to grow and succeed?
• S – Standards: Do you expect every member of your team to live up to the same high standards you have set? Are these standards reflected in both their individual and group contributions?

Use this model as you evaluate your team and each individual member. You may be comfortable with the way your team functions now, but why settle for a good team when it could easily be transformed into something great!

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Courses

Click below for a:
FREE email course “Improve Your Management Skills”

Now that you’ve had a chance to determine whether or not your customer service team members have the skills necessary to get the job done, let’s take a look at a model you can follow while training and monitoring your group.

The PACT customers service model was designed to ensure that all major aspects of the customer service process are covered with every transactions. The model itself is as follows:

• P – Process
• A – Attitude
• C – Communication
• T – Time

In short, you are responsible for making sure that your customer service team members know exactly what process they are to follow from the beginning of a transaction straight through to the end and they should have a positive attitude throughout the entire experience. They should be able to clearly and effectively communicate with not only your client but with other internal teams who may play a role in completing the job as well. Finally, they should have a good sense of time management – getting the job done within a reasonable amount of time and reporting back to the client as soon as possible.

Does your customer service team follow the PACT model? If not, can you make a few simple tweaks to get them back on track? You’ll be surprised at the increased customer service satisfaction levels you may achieve by doing so.

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Training Course

Click below for a:
FREE email course “Improve Your Management Skills”