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Toxic employees in the workplace generate high noise. For employees, in the meanwhile, it is tough to work with a toxic boss. It would be advisable to establish a protocol to identify possible toxic workers, and do not frivolity this subject because it requires an in-depth study of the behaviors.

"How did I come to hire that person?" It is the questioning that we have at some point made ourselves frustrated, those who have been hiring staff for a long time and, moreover, we usually keep the person in the company to avoid the unpleasant step To say goodbye.

To hire toxic collaborators is extremely costly for our organizations:

• They negatively affect the team.
• They are black holes that, due to their bad attitude, absorb the energy, morale, and commitment of other collaborators.
• Damage the relationship with current customers.
• They cause loss of clients and potential new sales.
• They are unproductive and generate more work for the company.

When we finally decide to separate them from the enterprise, the cost of this is added to the uncertainty that makes the equipment that a person leaves for the possible increase in their work and the insecurity of who will be the next to go.

According to an article by G & A Partners, replacing a partner can cost the company, depending on their position, between 30% and 150% of the person's annual salary. The more specialized, the more expensive area will be the replacement.

The Harvard Business Review notes that 80% of turnover is due to poor recruitment, which in most companies is not a priority.

For all of the above, whether you are the founder of the enterprise, General Manager of an SME or a large corporation or the leader of a work team, one of your priorities should be: To create the best possible work team to achieve the objectives. To achieve this, it is essential that you focus on innovating and establishing a recruitment process that considerably increases the chances of hiring the person who best matches the culture and vision of the organization so that, almost immediately, it will add up.

Next, I share the process of collaborative recruitment that we develop in the company, and that is giving excellent results:

1. Apparently, identify what you expect 

Job descriptions do not necessarily define what is required of the person. I suggest you take the time to expand this story detailing the following aspects:

• The purpose of the position: In a maximum of two lines explains the rationale of that position. Why is there such a job?
• It defines its responsibilities, that is, what the person in that position has to achieve; Not the functions you have to perform.
• It details the type of experience that the person has to have to be successful in the position; What you should know how to do.
• Describes the type of soft skills or personality strengths that are required to match the position and culture of the company; Such as assertive communication, stress management, high level of organization and self-management, leadership, etc.

2. Invest time in recruitment

Depending on the position, you can rely on recruitment agencies and social networks - such as LinkedIn - to locate candidates.
Also read: 7 Ways to Keep Your Employees Happy (and Working Hard)

3. Filters by mail

Before you interview, send an email to all the candidates who have responded to your advertisement thanking you for the interest and asking them to answer the following questions that are essential to the process:

• Why are you interested in the position?
• What are your strengths as a person and how can they join the organization?
• What are the expected minimum income and desired benefits?

My recommendation is to interview those who best describe their strengths and who are within the defined salary range for the position.

4. First Interview  

Interview, then, only those who by their description sent by mail and their CV, meet the requirements defined for the position.

During the meeting, focus on identifying if the person has the attitude and skills desired for the position and the company by asking questions that allow the candidate to talk about their experience:

• What has been the most severe problem or disagreement you have had with a boss?
• With which of your previous bosses did you become more congenial? How was he?
• What has been the work or company that you have most enjoyed and why? And which one did you like least and why?
• How do you keep the team aligned?
• What programs or processes have you implemented for?
• Tell me if you had a lot of stress in a job and how you handled it
• Share me a success case in the implementation of
• Currently, how do you (define any process) that is relevant to the position? (This will allow you to validate the current knowledge to perform your work).

What has been the work or company that you have most enjoyed and why? Tweet

Focus on asking questions that allow you to evaluate situations that you have already lived and avoided hypothetical questions (How would you handle or solve?) Because all you are told is the level of imagination of the person.
Also read: 10 Things You Should Never Do With Your Employees

5. Create a personal connection

The lighter and personal the more relaxed interview will feel the candidate, and more thoroughly you will be able to meet him.

6. Apply diagnostics to identify strengths and abilities

Apply to the selected candidate's diagnoses that allow you to determine their soft skills, those personality traits that characterize them. Today there are several at an excellent price that can help you; Like the strengths of viacharacter.org or the skills Gallup.

Remember that it is more important to hire by attitude than by aptitude.

7. Interview Panel 

This is the best part of the process. It selects from 3 to 5 better candidates so that they are questioned by some of their possible collaborators and subordinates, who will form the panel of interviewers

Before the interview, ask each of the members of the group to write and send to the Human Resources area two questions they would like to ask their future boss and partner (the interviewee).

Human Resources will group and validate the questions in an interview format that will be given to each panel participant at the time of the interview.

During the panel, each of the participants will ask their questions to the candidate, and everyone will evaluate their degree of mastery with their response.

"It’s Better to Avoid a Toxic Employee than Hire a Superstar" Tweet

Panel questions include questions that allow everyone to assess the candidate's type of relationship and mentality.
Examples:

Relationship:

The General Directorate asks you and another area director for a project for a specific date. Both agree on what activities belong to each one to be able to fulfill in time and form. You commit and perform your part. However, the other director is not fulfilling his due and the deadline to submit the project is due, which can make them both as irresponsible to the Directorate General.

Share and briefly explain three concrete actions to manage this situation and fulfill the commitment.

1. Mentality. Answer that you agree or disagree with these statements:
2. Work does not come to socialize.
3. For things to go well, it is better to make them oneself.
4. A high and controlling image is necessary to be respected.
5. The rules were made to follow them, not to question them.
6. It is tough for someone to impress me.
7. It is important to have control to avoid problems.
8. It's hard to find people eager to do things.
9. Feedback from the team

After the panel interviews are over, meet with the team to exchange their impressions, asking them questions such as:

• Based on what you have heard and observed about the candidate, would you like to work with him as a peer or boss?
• Based on the information you have today from the candidate, do you consider that the team will be successfully integrated?
• Based on the information of the candidate you have today, do you consider that he is the best person to help you achieve your purpose or objective?

9. Select the person best evaluated by the group or start the process again

The participation of the team during this process significantly increases the chances that the individual will function in the organization.

10. Thanks by mail to all the participants that speak very well of your company

People are the soul and heart of the business, which will make the initiatives possible or not. Invest time in selecting the best ones for your business.

Entrepreneurs are afraid to hire the wrong person. And they are right: bad contracts affect team morale, are expensive and can severely damage your company. An average employee can affect team morale and cost you a lot of money. Learn to identify it from the beginning.

Terrible hiring are easy and obvious. For example, one of our first engineers was delayed on average four hours during the first three days. We fixed the problem by dismissing it. But many bad hiring are not so visible and costly. There is an opportunity cost when you keep someone in your business that does not work; And in a startup, this can be the difference between success and failure.
How can you control your fears, so you do not end up with mediocre employees? I share some lessons I've learned over the past 18 years:

Speeding the Hiring Process

Whenever possible, do the work before hiring someone; This will help you understand what skills are needed to run it.

After making several mistakes in hiring, we now only hire a candidate when it seems entirely appropriate. We have had recruiting cycles where after seeing hundreds of applications for a vacancy we choose not to hire anyone. We had also done the opposite: employing several people when we only had one available position. Once you perfectly understand the job requirements, hire the right person, not the best person who responded to the requests (or at least bad).

To choose the best person among many you need to read several resumes, do several telephone interviews and perform at least five to 10 face-to-face interviews.

If you create standards that clearly define the ideal person for the job, Then you will know when you meet her, even when you have interviewed one or two candidates. Our latest hiring in customer service impressed us with your creativity by writing and singing an original song with your resume and references. We only interviewed two people for work; He was the second.

Hiring the best candidate

It has become a cliché to say that you must hire people smarter than you. Many successful businesses do. But the most intelligent and skillful people are not always the right ones for a job.

One of our great mistakes as a young company was not paying attention to the cultural field. You can teach skills, but you can not teach passion, good work ethics, or respect for the collaborative process. When you hire alone ringleader and add him to an active group that works as a team, you can affect all the members and the evolution of the company.

When interviewing, ask the candidate about your more and less favorite projects. Compare the passion with which they describe, the effort they put into each project and the results they obtained. Highly competent employees will be more passionate about the projects they love but will demonstrate proper disposition and discipline in those that are not to their liking, so they also get success despite their lack of interest.

Do not test employees

Several years ago, after making a lousy hiring and fixing the problem, we decided that we would not hire anyone full time without a trial period. Today we employ people with an initial 30-day contract. We pay them the equivalent of the full-time salaries they would receive, but we make it clear that this is a trial period to see how they work with our team and decide whether or not to keep it in the company.

You can identify several problems during the first month, which are not remarkable in the interviews. If problems are significant, you can choose a full-time contract. On the other hand, if the candidate is suitable, you can extend the contract after the trial period.

Do not Fix Your Mistakes Quickly

Many business owners feel uncomfortable when they need to fire an employee. But you can harm yourself and your team if you do not do it quickly when you notice that you made a mistake.

When I look back on our first hiring mistakes, the willingness to quickly dismiss mediocre employees is at the beginning of the listing. An average employee will not only cost you money, but it can also affect the whole structure of the company.

So the most compassionate act you can do when you notice that you made a mistake is to be transparent and fix it as soon as possible.

You're overworked, underpaid, frustrated and ready for a change. But what things to consider before changing jobs? Before leaving your job and financial security to become an entrepreneur, analyze if you have the desire and the qualities.

The dream of becoming your own boss is what drives many people to start a business. But leaving your job to fulfill that vision is a decision that should not be taken lightly.

You've been toying with the idea for months now: Should you stay or go? Here are 10 questions you must ask yourself before you give up security to make the leap as an entrepreneur:

1. Will this make me happier? 

Before you leave your job to follow an uncertain path, make sure it is what you really want and not what you think you want just to escape from your current job. "Personally I think you should enjoy your career," says Chris Hurn, author of The Entrepreneur's Secret to Creating Wealth: How The Smartest Business Owners Build Their Fortune. "Many people suffer in silence in their jobs, but before you start to become your own boss, you must believe that it will make you happier. If you can not say that you think it will be, then do not do it."
Also read: Why Accepting a Part-time Job Could Affect Your Career

2. Is the timing correct? 

If your wife is pregnant or you are in charge of an older relative, it may not be the best time to leave your job security and follow your dream. It is important that you dare and take risks, but you can not ignore mortgages, debts, and liabilities. You must be honest about your situation; Be realistic with your commitments, and then make an informed decision.

3. How will I cover my expenses? 

What is one of the main obstacles to starting a business? Not having money, says Deborah Shane, author of Career Transition - Make the Shift: Your Five Steps to Successful Career Reinvention. You must have a financing or savings to cover yourself and the business for a period of time of time. The duration of the same is determined by the nature of the firm and why so fast you can pay a salary (Shane suggests at least a period of 12 months). "Make sure you have money to pay for your business and yours," he says.
Also read: 8 Step to launch your second career 

4. Do I have the support of my family and friends? 

The talents and weaknesses that we are hard to recognize are ours. So before you venture out and give up a secure position, ask the people who know you best how fit they think you are to gamble on the opportunity. Talking with your family and friends will help you realize if you follow something you really want or if you just want to escape from your current situation. Do not just argue with the dreamers, since they will tell you to do it; Talk to those who will be honest, realistic and who will push you on the right path.
Also read: 10 Ways NOT to Fail at Your Job Interview

5. How willing am I to change my lifestyle? 

Many people have a well-defined routine. They get up, go to work for some hours, perform certain tasks and interact with some colleagues. But starting a business can be anything but routine and structured, which could mean working at night and alone. "There is a lot of self-motivation included. You have to be innovative, creative and proactive, "says Shane. "The lonely nature of it is not for everyone."

6. Do I have the discipline to be my own boss? 

Many people think that if they can be their own bosses, life will be easier for them. Sometimes that's true, but not always. Not everyone is made to own a business. Although entrepreneurs come in all sizes and shapes, usually they share certain qualities such as leadership and desire to be ahead.

7. Can I test the waters without giving up my work? 

It is recommended that you do "beta tests" to your dream before giving up your stable situation to dedicate yourself entirely to it. You might discover that you do not love the new career as much as you thought. Practice your dream.

8. Are there skills that I need to polish? 

Before embarking on the entrepreneurial adventure, make sure you have the skills and qualities necessary for the business to work. It is important that you are up-to-date with the latest technology in your field and that you can use digital media in your favor. "Make sure you know the trends and best practices in the area where you will be inserted," Shane says. "Everything changes quickly, so keeping you relevant is crucial in business."

9. Am I sure that my business idea is viable? 

It is important to make sure that what you plan to do satisfies a need or desire of the market. "I've worked with many creative people who have started a business based on people's lifestyles," says Shane. "They have found niches for professional moms, families, and individuals." Make sure your idea is relevant before you jump.

10. Do I have a business plan? 

You do not need to have the length of a novel, but anyone undertaking it should have a plan that includes their marketing and sales strategy. Assuming things is not an option in the current competitive marketplace. "It does not need to be complicated. You see it as a map, "says Shane.

The employer-employee relationship can be a minefield of dangerous faux pas. The determination of whether employer-employee relations exists between the parties is very important. Aiming to create a strong employer-employee relationship within your organization is commendable.
After spending day in and day out with your employees, it's easy to think of them as more than just employees. However, that thinking can be the downfall of your business.

Avoid these 10 situations to make sure you never cross the line.

To have an effective team, some rules are not meant to be broken—and when they are, big problems usually follow. Avoid trouble, loss of productivity and lawsuits by never, ever doing the following 10 things with your employees.

Never date

In the modern workplace, men and women work together for eight or ten hours a day; Don’t date employees. Never ever!

Period

Many people ignore this advice. What may seem like a harmless thing at the time is a really bad idea, especially when you break up with them. While this may bring short-term joy, the pain can last for a long time.

Get drunk

It can start out as one drink, but for some people, it can get out of control. Both employers and employees say and do things when they drink that they would never do otherwise. Too much alcohol never mixes with a profitable business.

Okay, that's all I have to say. We're done.

Don't do all the talking. Don't rattle off your list of complaints, or sing the employee high praises, then kick them out. Just like a good hiring manager would do in a job interview, turn the tables at the end of the performance review and allow them to speak and ask questions. This is a crucial part of the review process and you wouldn't want to take that away from them.

Don't generalize.

"Generalities are the quickest way to put the employee on the defensive," Price explains. "Constructive feedback is specific, timely, and actionable--it's the basis for an honest beneficial performance evaluation."

Share a hotel room. 

Things are more complicated these days. Sexual harassment is one of the most common allegations employees make. Never be in a totally private place with any employee.

Don’t bother me right now. 

I’m updating my Facebook status. – Social media networking is an important part of today’s business world.  It should not, however, be an excuse for failing to communicate with an employee.

I'm not sure how to help you.

Don't fail to offer your support. One of the worst things a manager can do is give feedback, make suggestions, and then not offer to help the employee accomplish these things. As the boss, you're not expected to come up with solutions to every issue addressed during the review, but you should offer support, guidance, and advice to the employee as they work toward self-improvement.

As exciting as a relationship with the ‘Big Cheese’ might be, don’t do it. It won’t end well and you will be left wondering why you did it in the first place.

Planning any business trip can be stressful, but the pressure is even greater for an administrative professional when you’re making those plans for your boss. With the ability to make or break an out-of-town meeting, arranging travel is a serious responsibility that takes a good deal of intentionality and foresight. Despite the stress, planning a trip can be a great opportunity to show your company your capabilities and skills, potentially earning the confidence of your superiors. If your job responsibilities include managing business travel arrangements, use these tips to plan a trip for your boss that is sure to impress.

Communicate Well

One of the most important things to keep in mind when planning a trip for your boss is to never make assumptions. When you’re assigned the task of taking care of business travel details, write down all of the information that you’re given and ask for additional details as needed. Know the budget that you’re working with and be sure you don’t go over it. While you want to make sure that your boss is comfortable, your company likely won’t appreciate it if you spend more money than you were assigned.

It’s also helpful to find out right away if your boss has any specific preferences or has any ties to specific loyalty programs/travel brands. You don’t want to make reservations at the Hyatt only to discover that your boss prefers to stay at a Marriott. It’s hard to meet your boss’s expectations if you don’t actually know what they are, so be sure to find out in advance what those preferences and expectations are.

Once you have all of the information that you need, make a checklist of everything that you have to do before the trip. Put a date next to each item to remind yourself when the task needs to be accomplished. Entrepreneur magazine reported that checklists are an effective way to optimize performance and ensure that nothing gets forgotten, so you should consider using this strategy even if you aren’t typically a “list person.”

Plan for the Unexpected

While your boss’s time is valuable, always plan for the unexpected when it comes to booking flights. If the day’s first meeting is at 10 a.m., don’t book a flight that lands at 9 a.m. Flight delays could completely throw off the schedule that you planned. Before you purchase the tickets, budget in some extra time for delays on the day of travel.

You never know when your boss is going to need to impress a client, so it doesn’t hurt to make reservations at an upscale restaurant far in advance. It’s much easier to cancel a reservation than to try to find a table at the last minute. Keep in mind that dinner reservations aren’t the only area that will benefit from a bit of foresight. According to USA Today, making business travel plans as early as possible is a good strategy for every step of the process.

Before your boss leaves the office, make sure that you have forwarded them any confirmation emails, and that you print out extra hard copies just in case.

Arrange for Exemplary Transportation

An often over looked item in planning travel for your boss is having ground transportation pre-arranged for every step of their business trip. Even though your boss might claim he or she can handle this portion of the trip on their own, on the ground, they will appreciate that you have taken the initiative to make sure they’re not wasting time in a long taxi line, desperately searching for a last-minute on-demand option or trying to navigate the public transportation system in an unfamiliar city.

It’s important to find a reliable provider that offers an on time, every time pickup guarantee, scheduled service, and places a priority on safety and security (duty of care). In other words, they only hire professional drivers who are properly screened, licensed and insured. You want to seek out a company that not only features the latest technology (including booking through a mobile app or website), but also gives you the option to talk to a live person when needed. This way you can easily communicate with the provider any last minute changes.

Also look for a ground transportation provider that offers transparent pricing so there are no surprises at the completion of your boss’ trip. It’s also smart to find a company that provides the ability for you as the travel arranger to track your boss’s ride, and it is especially helpful if they provide access to a dashboard that shows all of your boss’ ride history and e-receipts for easy expense reporting.

With a bit of advance planning and foresight and attention to detail, you are sure to impress your boss and earn the confidence within your company as the “go-to” when it comes time to book the next important trip for one of the company’s top executives.

The Employer Identification Number (EIN) is, for the IRS at least, the business equivalent of an individual’s Social Security Number; it provides an identifying number for business entities. Most businesses have EINs, but not all businesses have to get them. You'll always have to get an EIN if you plan to hire people, but if you're working on your own, you could get by without one.

Generally, businesses need an EIN. One exception is a sole proprietor with no employees. However, sole proprietors who must pay federal excise or payroll taxes will need an EIN, too.... If you need to apply for an EIN, complete Application for Employer Identification Number (IRS Form SS4).

There are circumstances in which sole proprietors—self-employed people working on their own—do need EINs. First, you always have to get an EIN for your business if you get involved in bankruptcy proceedings. It allows the government and your lending institution to monitor the business and serve the proper accounts. If you enter into a partnership with another person, even if that person doesn’t plan to participate actively in the business, the partnership has to get an EIN. And, surprisingly, you have to get that ID number if you purchase or inherit an already established business (but not if you just change your business's name or location).

There are reasons for sole proprietors to get EINs, even if they’re not required to do so by the IRS. Most importantly, you can give your EIN to clients who need it to complete tax forms, rather than your Social Security number. EINs are much less susceptible to identity theft than Social Security numbers.

Corporations can arguably avoid getting EINs, although if you start as a sole proprietorship and then incorporate, you have to get one. The IRS states that you only have to have that EIN if you get a new charter from your secretary of state, decide to change your business's form, or create your corporation out of a statutory merger. In general, though, it's best to assume that if you have a corporation, you'll need to get an employer tax ID number. In some cases, you may be able to avoid the identification process if you choose to be treated as an S corporation and meet your state's requirements for a closed corporation. Such exceptions are fairly rare, though, and it's best not to rely on them.

Obtain Your Federal Business Tax ID

An Employer Identification Number (EIN) is also known as a Federal Tax Identification Number, and is used to identify a business entity. Generally, businesses need an EIN. You may apply for an EIN in various ways, and now you may apply online. You must check with your state to determine if you need a state number or charter.

Determine Your Federal Tax Obligations

When starting a business, you must decide what form of business entity to establish. Your form of business (e.g., sole proprietorship, partnership, LLC) determines which income tax return form you have to file. The federal government levies four basic types of business taxes:

• Income tax 
• Self-employment tax 
• Taxes for employers 
• Excise taxes
  

To learn more about these taxes, visit the Internal Revenue Service's (IRS) Guide to Business Taxes. 

State Income Taxes

Nearly every state levies a business or corporate income tax. Like federal taxes, your state tax requirement depends on the legal structure of your business. For example, if your business is an LLC, the LLC is taxed separately from the owners of the business, while sole proprietors report their personal and business income taxes using the same form used to report their business taxes. Consult the General Tax Information link on the State and Local Tax Guide for specific requirements.

This article contains general legal information and does not contain legal advice.
This article is not a law firm or a substitute for an attorney or law firm. The law is complex and changes often. For legal advice, please ask a lawyer.

I hear a lot from women trying to unlock opportunities in their careers – accountants, bookkeepers, journalists – who feel they are working so damn hard to get promoted and yet the opportunities are just not there. The promotions, the new products, the bookings, that big break …. and you are hearing radio silence.
Why? Let’s take a look at the truth about unlocking opportunities at work.
Whenever I hear these statements I always try to understand where they are really coming from and dig a little further rather than taking those statements at the surface level. We can then dig deeper and understand the truth about unlocking opportunities at work.

Me: “Did you reach out to your Human Resources Manager today to touch base and see if there are any new opportunities in your company?”
Uninterested employee: ”No.”

Me: “Did you put together a proposal about what training courses you would like to do? Have you researched 5 different courses that would help you progress your career?”
Uninterested employee: ”No, hang on. I did look at some courses the other day”.

Me: “Hey that’s great! Did you find out when they start and how much they will cost?”
Uninterested employee: ”…… ah, no.”
And the conversation goes on.

Don’t complain about things you’re not willing to change
Here’s what I’ve realized….

When you feel invisible, like no-one cares, and stressed about staying stuck with a capital ’S’, it can often feel like your hard work isn’t paying off.
But when you take an honest look at what you are actually doing and look at how you spend your time, not what you think you are doing; often the reality paints a different picture.

When we look at the facts, it turns out opportunities are coming our way, but we are turning a blind eye.
When you are stressing out it can make you feel like you are pouring your heart and soul into unlocking opportunities. Day in. Day out. When in fact, you are not really working that hard. You are just scared, frustrated, feeling invisible and thinking “why bother?”.

Here’s a foolproof way to determine if you are unlocking opportunities at work …. or turning a blind eye:

For one week, record factual notes about where you are spending your time and what you are doing. Then after one week review those notes. Only write down facts, not ‘should of’s’.

Do your notes look like a woman who has strong leadership skills, financial stability and feels empowered?
Or the notes of a frustrated, stressed out worker bee?
Would you be confident to share your “daily notes” with your colleagues?
….. or maybe not?

Remind yourself that feeling like you’re working hard—and actually being effective—are two very different things and when you’re panicked and stressed, it can be hard to tell the difference.

So take a big breath. Record the facts. Assess. Then set out with a new action plan starting with a more intentional, focused task list for your day.
Trust that if you put in the work – for real this time – and have a little patience…

The results that you crave will show up.
This self-assessment can be an eye-opener, and maybe one that might be hard to read. Seeing the truth in front of you could be just the motivation you need to unlock those opportunities at work that you seek.

Remind yourself that, feeling like there are no opportunities versus creating your own opportunities are two very different things and when you are working hard and stressed out, it’s hard to see the forest because of the trees.

So take a moment to exhale. Record the facts for a week. Trust that if you put in the real work this time, and have a little patience…

The opportunities you crave will present themselves.
There is an abundance of opportunities, you just need to be willing to spot them.

IMPORTANT: share your thoughts and ideas directly in the comments below.
Rather than let stress hold you back from the opportunities you desire, use this article to strengthen your focus and keep moving ahead.

Learning how to motivate your employees will unlock their potential and lead to higher performance and a more productive employee. Instead of ignoring the pink elephant in the room, it’s vital to take initiative and implement strategy to keep your employees motivated towards a common goal.

Without communicating effectively, obtaining creative contribution, empowering your staff and sourcing leadership to the right individuals, you could be headed towards a downward spiral.


The first and most necessary step is communication. During a recession rumors may swirl causing a level of panic and unease. Uncertainty sits in which propels employees to fear for their jobs, to fear for demotion or in a worst case scenario, that the company will crumble.

Informing employees of the situation at hand and explaining the steps the company is taking to combat market conditions will provide stability in the workplace. An example points to a recent commercial that was created by GM. The commercial addressed the situation GM is facing and explained that there was a time that their prior business model, which carried several brands, made sense.

Now the focus is on fewer brands that highlight efficiency and economies of scale. They admitted that their pricing structure could no longer compete. They admitted that restructuring was the only way they could survive. They basically admitted that they FAILED and are now having to implement a change in fundamental business strategy to compete once again. This was a very straight forward approach that not only addressed the condition of the auto industry but also gave a glimpse into GM’s direction and integrity.
During harsh economic times, employees will often feel that the company failed them or failed business objectives.  When the company needs to shift its focus and change business strategy during a recession it can be a difficult transition and employees may feel they are in the dark. It’s imperative that employees are made a central cog in the process of refocusing resources and objectives.

Not only does this provide for additional perspective from an array of minds but it also empowers employees to feel that their opinion and ideas are worthy of consideration and perhaps integration. Empowerment is an excellent source of motivation and motivation is ultimately a central force in driving change in the workplace.

When company layoffs have employees chewing off their fingernails in anticipation of the big axe, it’s crucial to inform the remaining employees that they remain for a reason.

Only the strongest survive and hearing that the company feels that they are a core element in rebuilding the companies foundation towards success will also empower the employees; this is called recognition. Recognizing employees’ contributions and their place in the workforce reinforces their position and motivates them to continue forward despite the doom and gloom references.
Lastly, it is essential to identify your cream of the crop. This group can act as your mouth piece, prophesizing the company position and agenda. A disconnect can exist between management and staff so identifying the leaders among the staff and empowering them through additional duties and responsibilities can have a trickle down effect that changes the culture from dismal to positive.

Although recessions often result in a focus on numbers and expense reduction, it’s imperative to implement strategy to keep your employees motivated and excited for the brighter days ahead. After all, who wouldn’t want to be accredited for helping turn the company around?

Be careful. Your office habits are damaging your health. Working hard at office is as good as bad it is at the same time. Make sense of balancing your office work and healthy habits.
Do you work in an office? Get rid of these bad habits before your health is seriously affected.
We spent almost half a day stuck in an office. And, paradoxically, it is in this place where we adopt less healthy habits: eating poorly, move little, agonize much ... Is it possible to reverse this trend? Of course. While there are some things we can not avoid stress out occasionally like when-, there are many others that we can stop doing to ensure that our workday is much more beneficial to our health. Take note!
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Eating junk snacks

We all happens: hurry to solve thousands of tasks, spent long hours without eating or worse still satiate our appetite with a bag of chips, chocolates or a unhealthy cookies. If this happens from time to time there would be no problem, but this happens day after day, week after week, year after year ... The consequences of eating junk food are often overweight, risk of diabetes, inability to concentrate and anxiety , among many others.

Not stop you from your place

One of the worst habits that we adopt those who work in an office is to stay long hours sitting behind a desk. The lack of mobility has endless negative health consequences: weight gain, muscle stiffness, constipation, urinary infections ... Need more reasons to stretch and walk at least once per hour?

Not drinking enough water

Let us guess: as you're busy, it's easy to forget to drink water and spend hours without tasting a drop. Well, this affects you more than you think: drink little water leads to serious kidney problems, migraines and promotes your metabolism slows, among many other things. Be sure to drink at least 8 glasses a day.

Eating at your desk

How we eat is almost as important as what we eat. When you are away from your desk (even for a few minutes) and talks with more people your brain rests, your thoughts and recharge energy are clarified, so you return to your place of feeling work more relaxed and being more productive. On the contrary, you eat at your desk shore to eat in haste, without enjoying your food without giving a deserved rest your brain.

Stay longer in the office

Nobody doubt have a thousand outstanding above. But stay longer hours at the office do not lighten the workload (Sorry to disappoint you, but do the work never ends!). By contrast, excess labor and relegate your free time will only make you feel more overwhelmed, less happy with your work and, of course, less productive.
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Taking more than 5 cups of coffee a day

Are you one of those people who take up to five cups of coffee a day? You could be seriously damaging your health. While it is true that coffee keeps you awake, improves your memory and cognitive functions, so it is that in very high doses causes excitement, anxiety, insomnia, gastritis and other disorders. Follow the advice of experts and avoid drinking more than four cups a day.

While corporations do employ many Americans, small businesses account for 64 percent of net new jobs created. With the amount of rhetoric about unemployment rates and the role of small businesses in employment nationwide, we wanted to offer a unique perspective on some facts about the make-up of employers by firm size.
We created this graphic to give a scale representation of how many employees companies of a certain size represent in the workforce. Small businesses (those under 500 employees) employ just over 50% of all workers and closer to 60% if you include the 21+ million non-employer firms (self-employed).

This article was published on http://www.businessinsurance.org/


While corporations do employ many Americans, small businesses account for 64 percent of net new jobs created. With the amount of rhetoric about unemployment rates and the role of small businesses in employment nationwide, we wanted to offer a unique perspective on some facts about the make-up of employers by firm size. 
We created this graphic to give a scale representation of how many employees companies of a certain size represent in the workforce. Small businesses (those under 500 employees) employ just over 50% of all workers and closer to 60% if you include the 21+ million non-employer firms (self-employed).

After 35 years of research in couples’ counseling, Dr. Andrew Christensen came to the same conclusion as my grandmother did after 60 years of marriage. No matter how much you might want to, you cannot force your spouse to change. In careers, as in marriages, our attitudes tend to stay constant over time. This begs the question: if we know people don’t change, why do employers spend hundreds of millions of dollars per year trying to change their employees through employee engagement programs?

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Today, companies spend in excess of $700 million per year to increase employee engagement. The result? Employee engagement across the workforce hasn’t budged since Gallup began measuring it in 2000. 68.5% of the workforce is disengaged at work, and no amount of HR programs or incentives can seem to make a dent in this number.

Work could be more fulfilling for so many people. Since beginning their campaign in 2000, Gallup has helped focus the national conversation on work being about more than a paycheck. It has changed the conversation even if it hasn’t changed the outcome.

However, Gallup’s approach to employee engagement has a fundamental flaw: the idea of employee engagement gave us the illusion of control. It made us believe there is some magical combination of benefits, leadership tactics, effective communication and other levers in an organization that would change employee’s attitudes and get them engaged at work. After over 15 years of trying to move the needle on employee engagement with no results, we’re ready for a new strategy.

So how do we build organizations of happy, engaged employees? After years of tackling this question and studying thousands of professionals in dozens of companies, Imperative has proposed a solution: less talk about engagement, and more focus on purpose.

In the 2015 Workforce Purpose Index (WPI), we found twenty-eight percent of the workforce views the primary role of work as serving others and growing as human beings. These purpose-oriented employees are 64% more likely to be fulfilled than their colleagues who see work as being about financial gain or status. They are 50% more likely to have meaningful relationships at work and 54% more likely to report that their work makes an impact.
Above all: purpose-oriented employees are more more likely than their peers to have longer tenure, rise to leadership roles, and promote their company as a good place to work. They are inherently more likely to be engaged at work.

Just as Dr. Christensen and my grandmother could have predicted, few people change their orientation to work over the course of their careers. If someone doesn’t view work as being about helping others and their personal growth, they are unlikely to ever find work fulfilling. 

Gallup's approach assumes that engagement is driven by an employee's environment and extrinsic motivations. In reality, promotions and ping pong tables play a much smaller role in an employee’s attitude at work than that individual’s intrinsic orientation towards work. 

Companies like LinkedIn increasingly recognize what the data is telling us about work and strong cultures. The key is to hire from the 28% of the workforce who are purpose-oriented and then build their cultures and talent strategies around these exceptional people. 

This was a collected post from the internet.
Main post was posted in http://inspiration.imperative.com 
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