One undeniable fact we all have to live with is the fact that most of us have work at places we are less excited to get up in the morning and go to. There are traffic jams we have to think about even before riding in our cars. There’s also the money we spend that we have to consider for our transportation to our workplaces. The time we also waste to travel is also there. It is much more pleasing and way less taxing to go to a work environment that is filled with positivity and fun. A workplace that is filled with these positive energies creates better emotional health, physical health even, and productivity. The better we feel at work, the more we genuinely enjoy our jobs and strengthen our loyalty to the company we work for.

Here are a few tips that can help you promote a good working environment in your workplace to keep your team motivated, productive, successful and maintain positive vibes within the whole company:

1. BE A POSITIVE PERSON.

It is like a rule of thumb, if you want your officemates or the people around you to be positive people, you must also throw out positive vibrations to them. It has to start from within you. Present an attitude of positivity, enthusiasm, and approachability. This way you can show your coworkers that you are a welcoming person, available when you needed, and also willing to be of help. Smile, be pleasant, be a nice person. Talk and converse with kindness and encouragement. Most importantly, never entertain or start complains, whine, and gossip.

2. SET AN EXAMPLE.

It is people’s nature to mimic what they always see from people they are always with. If people in the office see you merely surviving your work day, then that’s what they think is the norm and will tend to mimic the exact energy. But, if they see and feel your enthusiasm at work, they will also feel more inspired to be at work and in return be more productive and driven at work.

3. BE AVAILABLE.

Being available is like being a welcoming person to your coworkers. If you are bogged down with all the things you need to do, you may appear distant to your teammates. It is usual to be usual at work, especially if it is a crucial day for the company, but trying to take at least an hour or two our your whole week just to share conversations with your officemates and ask them about how everything is going for them in the office may mean a lot and will give them a relief from all the office stress. This is why if you think you are filled with so much work and doesn’t have the time to do this anymore, it is advisable to consider outsourcing business support services to help you manage some of your duties and tasks. Your workers, employees, officemates, and/ or delegates’ emotional, physical and intellectual health are of much importance to your company’s health. They’re the ones helping you run the company, after all. There are many business services outsourcing firms you can check out, for one, CEO SUITE offers complete professional business services solution – from accounting and taxation, to company registration, secretarial support, hiring and recruitment. It doesn’t matter if you have only a virtual office space in CEO SUITE Hanoi, or a serviced office space in CEO SUITE Hanoi, these business services support solutions is something every small and large scale business owners should consider.

4. TAKE FEEDBACKS.

Along the many months, even years, you spend with these people in the office, it is normal to see some employees who appear to be getting bored, tired and uninspired with their jobs. You can ask them what can be done to boost their motivation and happiness with their jobs. Listening and taking into consideration their feedbacks can give you insights that help you also better the company’s approach and relationship to its employees.

The post Tips on how to create a good working atmosphere in the office appeared first on CEO SUITE.

By Reno Rafly, MS
CEO & Founder, Catalyst Global Consulting
www.cgcteam.com | @notepad

(New York, USA) – Having a bad hire is very costly to the business. Not only could it create a bad vibe to employee morale, it could also influence a poor workplace culture. According to a CareerBuilder.com 2012 study on the cost of hiring, 7 out 10 businesses experienced a bad hire, and 24% managers stated a bad hire cost them as much as US$50,000 (CareerBuilder, 2012). The cost is accumulative from the low productivity, the gap between hires, time to train a new hire, to lost opportunity cost of the business.
Business leaders often neglect to develop a people strategy when they develop a business strategy. The common practice to “just let HR handle this” is no longer acceptable in the era where good talent is hard to find. With competitors ready to gain your market share in the blink of an eye, you need to be ahead of the game by hiring the best talent. Having a good hiring strategy can make a big difference in your business productivity and growth.

Below are five tips to help you start thinking about your hiring strategy:
1. Be clear with your business goals
When you understand your business goals, you will have a better understanding of the skills you will need from your team to achieve these goals.

2. Develop a Hiring Needs Analysis
A Hiring Needs Analysis (HNA) can help you put together and document skills and knowledge that currently exist in your organization and skills that you will need. You can then create positions and put them into appropriate levels in the organizational structure.

3. Create a good job description
Having a clear and concise job description can save you hours of filtering out applicants. Be descriptive in what you’re looking for and the minimum levels of requirement. Understand that although it seems good to hire someone who has 10 years of experience with a master’s degree, the position may not need that level of qualification. Be realistic with what you need and the level of compensation you can provide.

4. Hire for attitude and skills
Hire people who love what they do and are good at it. These are the people that do not need to be motivated; they enjoy learning new things and they will thrive to achieve their goals by supporting your organizational goals. You can provide additional training for skills you might need in the future, but you cannot train positive attitude.

5. Create a good recruiting experience
Create a good experience for everyone that is involved in the process. Yes, this includes the rejected candidates. In the age of social media, bad news travels fast and the only thing you do not want to see after you celebrate your new hire is to hear that someone mentioned your firm and wrote how bad your recruiting process was. Remember, these people can potentially become your future clients and business partners, so being kind and respectful should be the slogan of your process.
Communicate this guideline to everyone in your organization and take the lead in ensuring your hiring strategy will be a turning point to the quality of hires that will support your business growth.

The post What’s Your Hiring Strategy? appeared first on CEO SUITE.

Do you have managers all over the company clamoring for approval on new hires? Then your company must be growing rapidly. Congratulations on your success! Growing quickly doesn’t come without its growing pains, however, so you may also feel unsure about where you most need to focus as far as hiring needs go. Here are some tips from CEO SUITE’s experienced team of recruiters on what you can do to identify true hiring needs and define new positions.

The importance of the hiring proposal

Have managers wishing to hire submit hiring proposals before you approve hires. If a manager doesn’t have the time or inclination to write out a basic description of what the position is and the type of person needed to fill it, then hiring needs are either extremely desperate or your managers may not have a good grasp of true hiring needs. If a manager is telling you that they’re understaffed, ask managers to track hours and projects for all department members so that you have a good picture of the situation. You may find that you do indeed need a full time team member to join their team, or perhaps you’ll both discover that a part time employee or a contractor could fill the gap while your business is growing. These solutions help prevent over-hiring. They also help prevent desperate, last minute hires from taking place that end up later proving to be a mistake.

Take your time hiring key personnel and contract as needed so you end up with a winning team

Don’t feel too rushed about hiring decisions, since the people you hire will either make or break your business success. If you’re in a hurry to open a new office in a new location, you can get temporary help through CEO SUITE’s professional services team. These experienced professionals provide accounting, translation, company registration, human resources services, and more to businesses in Asia-Pacific. Our professional services team can see you through while you and your recruiters take the time to source the most qualified applicants.

You need managers to be specific about the qualifications of a prospective employee when they write up a hiring proposal. If they need an individual with 5 to 7 years of experience, make sure that information is conveyed to your recruiter and is reflected in the job description.If you are flexible with the amount of time of experience this candidate needs to have then be open about that somewhere in the job description.

Interviewing people who are just out of college or just a few years into their career, when you’re actually looking for someone with manager-level experience, could end up wasting your time and your applicant’s time. If you are in a hurry to staff an office in a new location, taking time to carefully find the best applicant for each key position could slow down the launch of your company into a new country. In these situations, you may want to consider contracting with the CEO SUITE professional services team for contract or rapid hire employees. After starting the office with contract team and key executives, you then have the leisure to sift through applicants with your recruiter to find the most qualified professionals for the job.

Be specific about job responsibilities

Talk to your human resources department or the department where this individual will directly work if you were not sure what their initial responsibilities will include. This means you need to have things nailed out sufficiently in advance of the actual interviewing, including things like who this person will report to and whether they will have managerial responsibilities. You don’t need to put any or all that information in the job description but you do need to have it on hand once you start interviewing. The most qualified candidates will want to know the structure of the company before they jump into it, and if you don’t know what to say when people ask this question it makes your company (or you) look unprepared. 

Make sure your job descriptions you post are error free. Have a recruiter, a human resources consultant, a professional writer, or at least a proofreader scan through the job description for errors. Many professionals are somehow scared of professional editors thinking that they will be critical or will tear it all up and start from scratch. They beg friends to review their work instead and can sometimes end up putting out poor quality work when they’re in a rush. Editors and copywriters are not scary people. An experienced proofreader/editor should be able to take a roughly written job description and turn it into a perfectly polished piece of work that is that for your website or other job postings. If you want to attract top level talent then your job description should reflect the same quality that your company is known for. A copywriter who is good at writing job descriptions should be able to take the information you send him or her in an email and turn it into a top-notch job description.

With experienced recruiters stationed throughout Asia-Pacific, CEO SUITE offers the region’s finest business services to companies expanding into Asia or going through rapid periods of growth. Please contact a recruiter today to tell us how we can serve your growing company and meet your needs.

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