StaffYard, a new web-based human resource management application company based in Nigeria, is sliding into the spotlight this summer, introducing a freshly conceived human resource support solution and a beautiful, full-feature application available cross platform.
StaffYard helps deliver human resource professionals in a fast-paced marketplace where people management is rapidly changing and businesses are struggling to stay productive while handling people welfare. StaffYard, like its competitors allows companies to interact with its employees over the application just one click away. StaffYard provides an elegant and intuitive dashboard that enables human resource manager to gain insights on business performance and people performance.
Other key features include: centralized employee database; leave management; intelligent reports; performance management; and google Sign on. In the near future, expect attendance management, interactive recruitment management, and an API.
Being flexible across different platforms, “StaffYard on the Go” promises to free you from the office, letting you manage your employee productively anywhere and anytime.
StaffYard was founded late last year and will be launching to the public at the end of this summer. There is no tiered pricing; StaffYard simply charges $20 per annum per user. Sign up to use the application Free for the Ember Months here
Managing older employees who thought they were in the running for the same position may feel slighted, others may assume youth amounts to inexperience, or they may not be bothered. Often though, the experience tends to be just as uncomfortable for the new boss who is aware of joining a closely knit team, not only as an outsider but a young one at that.
Here’s how you can command respect, temper egos and get the work done:
1. “Don’t be the boss. At least, don’t appear to be,” said a friend recently employed in a managerial position with a few older employees on his team. Remember, old habits die hard. Give them time to get used to you and your leadership style and till then, just focus on the task at hand.
2. Don’t be dismissive, help them learn new skills. Just because they can’t tweet or operate the Bloomberg terminal like the back of their hand doesn’t mean they don’t want to or are incapable of it.
3. They’ve survived the business for a reason and have probably come across bottlenecks you haven’t, use their experience.
4. Understand differences in lifestyle. If they’re excellent employees but have to go home to their family instead of a happy hour, cut them some slack. Try reorganizing social events to be inclusive.
5. Validate them. When making a decision, seek their perspective even if you decide differently. Show them their opinion counts and when you can try and explain why the final decision works best. This isn’t a token exercise.
6. Know what motivates them. They may prefer better benefits over small bonuses, or they may want flexible hours. Keep it realistic and try and see where you can match the company’s and employees expectations.
7. Talk to your employees. It’s good practice in general to communicate with your team. Constantly brief them on changing expectations and be specific. Don’t assume that they will know what you want because they’ve been around a while.
8. Don’t’ be intimidated by them. When you make a decision, stand firm, don’t keep second-guessing yourself. They will respect you for it.
9. Introduce a mentorship program, whether its the older employee’s mentoring younger ones or interns. You can even partner with organizations and school if the employees are willing, not only is their experience being put to good use the company would also build some good karma.
10. If older employees do step out of line, reel them in just like the rest. You don’t need to give them a dressing down in front of their colleagues but in that regard, treat them like everyone else on your team.
Source: Open Forum
Are you considering selling equity in your company because you need an infusion of cash? Are you trying to put together a succession plan?
Or are you concerned that you don’t have the resources to pay key employees the market rate for their work? Do you want to reward your staff for a job well done?
The answer to all those concerns could be the same: giving some equity ownership to employees. (more…)
When an employee experiences the death of a family member or close friend, it’s tempting for supervisors to take a hands-off approach to the employee’s grief.
Maybe the manager feels uncomfortable, wants to avoid inadvertent insensitivity … or just doesn’t know what to say.
However, silently waiting for the employee’s emotional recovery isn’t the best strategy. It can lead to reduced morale, reduced productivity and employees feeling that their managers don’t care about them as people.
Effective supervisors understand that grief is a mental health issue that must be gently confronted. Take the following four steps to sensitively manage grieving employees and their impact on co-workers. (more…)
She asks the boss numerous questions about projects and procedures, every single day. She spends hours at her co-workers’ stations, fishing for help with her assignments or info about office politics. She wants someone’s approval for her every action.
She’s the one everybody in her workplace wants to hide from. Don’t you be her.
If you’re new on the job and don’t yet know the ropes, it’s understandable that you’ll need more input and guidance at first. But if you let it become a habit, you’ll get a reputation for not being a “self-starter.”
Remember that buzzword from the job posting? It’s a favorite with employers, and it means that you can work independently and pull your weight without taking up too much of your supervisor’s or colleagues’ time and energy.
Here are 5 ways to avoid being clingy at work, from the expert career coaches at Integrity Staffing Solutions:
- Before you ask, see if you can answer your own question.
Is this a question you’ve asked your boss already? Is it one that could be answered with common sense, or by watching what your peers are doing? You don’t want to give people (especially your manager) the idea that you’re unintelligent or forgetful.
If you really are forgetful, take written notes when procedures are being explained to you. Then you can refer back to them before you ask a question to see if the answer is already there.
- Schedule question time.
Rather than pester your supervisor throughout the day, ask for a 10 or 15 minute meeting when you can present your list of questions. (Of course, you will have that list well thought out and ready beforehand!) Socialize with co-workers during your lunch break, not the mid-afternoon rush when they’re trying to get their own stuff done before quitting time.
- Don’t sit and wait to be told what to do.
Employers love to see you taking the initiative to help out when your own assignment is complete. If you’ve finished the filing, go and straighten up the coffeemaker supplies. Or offer to give someone else a hand with their task (which BTW is a great learning opportunity for you).
- Conquer big projects one step at a time.
Being told to build Rome can be overwhelming. But, as the saying goes, Rome wasn’t built in a day; it was done one building at a time. Do the same with your big, scary assignment. Break it down into modules, and focus on accomplishing one before you worry about the next.
- Stop being afraid to fail.
Quite often, people are clingy because they’re insecure about their value to others (employers, lovers, you name it). Keep reminding yourself, you did get hired. That proves they do value what you have to offer.
Nobody expects you to be perfect. It’s OK to make mistakes, as long as you learn from them. Self-starters remain self-confident even when they occasionally screw up, because they know that one trip and fall doesn’t define them … and can’t stop them.
Follow these 5 tips to becoming a non-clingy self-starter, and you’ll be the one management turns to when they’re handing out the next important project or promotion.