SFS: Small. Fast. Smart.

Delegation is the Key to Success

As entrepreneurs or small business owners, we find ourselves happily running our businesses until one day, something suddenly changes. Being able to multi-task and do everything on our own is no longer possible. There just isn't enough time in our day to complete all the mundane tasks we need to do.

What's the solution? The solution is easier said than done. Delegate. We have to hire someone to help us complete the everyday tasks that slow us down. The real trick is to hire someone that we feel can do the job and feel that we can trust. As hard as it may be for some of us, the rewards are what is going to keep your business going. As your business grows, it naturally will become harder and harder to do everything yourself. It's just not possible.

I found this great article in Entrepreneur that really gives some great advice for those who are nervous about allowing people to help your business grow.

Delegation Tips for Control Freaks

Let us know what you think. Share your experience with us. Were you also afraid to take the plunge? How did it work out?

6 Tips To Combat Job Burnout

Bob Dickson is the President of Dale Carnegie Training of Western CT in Naugatuck, CT.

The burned out employee is the workforce equivalent of the marathon runner who has gassed out - which is just what happens with burned out employees.  Naturally, this could lead to huge productively problems within your business.
 
Employee Burnout WILL Affect Your Company's Performance.
 
For your burned out employees, symptoms tend to manifest as anxiousness, noticeable tiredness (as if under-slept), an inability to focus and a short temper.  Obviously, none of these are conducive to a positive, strong work environment.  So, to make sure your employees avoid becoming burned out, scope out the six tips we have outlined below.
 
6 Tips To Combat Job Burnout:
 
Tip #1. Take Regular Breaks: Mental health is becoming increasingly important in the work place, and more and more employers are recognizing the need for their employees to take frequent breaks to keep their minds sharp.  By allowing your employees a fifteen-minute break in the morning, a 30- to 60-minute lunch break (that we recommend they take outside of the office) and an additional fifteen-minute break before the end of the day, you will find your employees' batteries are constantly at a full charge.

Doing the Wrong Things Faster Still Makes Them Wrong

Wally Hauck is a Certified Speaking Professional in Milford, CT.

I don’t believe in the value of the typical performance appraisals.  They often damage trust and they ignore real root causes of problems by looking to the individual to fix problems that are actually in the system.  People often ask me if I subscribe to performance appraisal software that enables managers to more quickly process performance appraisals and track individual performance.  The purpose of this software is to accelerate the tracking of individual performance to make higher quality promotional and compensation decisions.  Unfortunately accelerating decisions using the wrong tool is still wrong.

I help organize and coordinate a fund raising program for local Rotary Club called the Program Book.  It is for the largest annual fund raising event.  Members place ads in the ad book and it is distributed to all members for the purpose of raising money and promoting businesses who support Rotary.
   
A Doctor provided me a hand written ad for the book. The participants in the ad book are supposed to give original artwork in order to insure quality and accuracy.  Instead the Dr. gave me a hand written note!   Have you ever seen a Dr.’s handwriting?  I couldn’t read it.  Furthermore, I did not have the ability to request a correction because I had to go out of town. I ran out of time to contact her. The ad was, unfortunately, printed incorrectly. 

Don't miss our Learning Dynamics workshop, October 28!

Join the Bridgeport Regional Business Council for the next “Get Better” workshop.  This series of workshops was designed to help our member companies improve their business skills for improved business results.

The workshop will be presented by “Learning Dynamics”, a recognized professional in the field of small business improvement education.

“Motivating High Performance Teams”

High performing teams don’t happen automatically.  In fact, it’s often the opposite.  Building and sustaining a truly high performing team requires understanding and applying some of the “basics” of organizational development.  All of this effort pays dividends as the work team collaborates effectively to reach its team and individual goals. 

“Motivating High Performance Teams” explores the hallmarks of a truly effective work team.
Participants will have an opportunity to confidentially assess the effectiveness of their own specific work team and learn ways to support and lead their team to higher levels of performance and satisfaction.

Thursday, October 28, 2010 • 7:30am - 11:00am
BRBC Conference Room • 10 Middle Street •14th Floor • Bridgeport

Cost: $79 Members, $99 Future Members (includes continental breakfast)

Please register by Friday, October 22. To register, please visit www.brbc.org or call (203) 335-3800.

Why Review Employee Performance? (Part 1 of a 2 Part Series)

Mark Schneider is President of The AXIA Group, a sales and management consulting firm based in Stamford, CT. 

Many people enjoy bowling.  When asked “Why?” most will say they enjoy the interaction with friends, the opportunity to do something fun and the exercise.  Would people still bowl if the pins were hidden and the bowler couldn’t see how many were knocked down?  Doubtful.  We want to see how well we did compared to our past games, and if we are beating the team next to us.  We need the feedback.  The same goes for company employees.  Many enjoy their jobs and companies, but that is not enough.   Within each of us is a need to know “How am I doing? How can I get better?  Am I meeting expectations?”    Jack Welch, former CEO of GE Corporation said “We build great people, who then build great products and services.” It is a manager’s obligation to utilize the employee review as an opportunity to grow people and provide them with the feedback they deserve.

Benefits for the Employee
• Understand the company vision and how their position is an integral component of reaching it
• Exchange information, receive constructive feedback and assess how they can perform their job more effectively
• Discuss advancement opportunities and begin the process of preparing for those opportunities.
• Gain recognition for meeting expectations and increased satisfaction for performing the job well
• Eliminate stress and know if the job is being done well

How to Increase Employee Motivation

Mark Schneider is President of The AXIA Group, a sales and management consulting firm based in Stamford, CT.  For more information please visit http://www.linkedin.com/pub/mark-schneider/8/30/672

The reality of businesses "doing more with less" is commonplace and it increases the need for managers to invigorate their staff. In today’s stressful economy where many have received pay cuts or work longer hours, managers must reevaluate their roles and become more active in inspiring their teams to peak performance.

Traditional theories of worker motivation, introduced by psychologists Abraham Maslow and Frederick Herzberg still ring true. Both contend that individuals are motivated by a sense of fulfilling ones potential and by receiving appreciation and praise. Some managers give these motivational areas little focus; however we must remind ourselves that an important role of a business leader is to develop and inspire their people. Larry Bossidy, former Chairman and CEO of Honeywell International said "…leaders need to commit as much as 40% of their time and emotional energy in one form or another, to selecting, appraising and developing people." Fortunately, implementing practices that create a motivated work force are generally simple and incur little to no cost.

Five Steps to Increased Employee Motivation