Capital-intensive businesses, such as construction firms, require a large investment in assets to operate, and those assets may include heavy machinery. Using heavy machinery is expensive and carries a higher level of risk for workers on a job site. Review these tips for operating a business that requires heavy machinery.
In order to get the most out of a piece of heavy machinery, a business must put controls in place to keep the company operating and prevent downtime. Here are some examples:
- Employee protective gear: Employees who operate heavy machinery, or work near these machines, need to have the proper gear to protect themselves. Your firm can find rx safety glasses online, along with hardhats and other safety equipment.
- Job site rules: Your firm must have a clear set of rules for moving in and around a job site, including procedures for the use of heavy machinery. If, for example, the construction site has dump trucks driving in and out of the site, everyone needs to know where the trucks enter and leave the area. In addition, someone must signal when the trucks can enter and leave.
- Training: Your workforce must be trained on your policies for working on a job site, wearing safety gear, and other procedures.
These strategies can help you prevent worker injuries, and reduce the risk of damage to your heavy machinery. Click Here to Read Article …
They say that good help is hard to find. And while that is very true, it is even truer that good help is hard to keep. It becomes even more true when it is referring to startups. And that is just one of the challenges startups have to face. By its very nature, a startup is an unproven venture. Quality help will want certain assurances such as:
- There will be ongoing work tomorrow, and into the future
- They will be paid adequately, and on time
- There is room to grow with the company
Startups can’t really promise any of that. They are surviving on venture capitol, one round at a time. If you are going to convince a top engineer working for one of the major tech companies to jump ship and work for you, there are some things you will need to have in your favor.
You will need a big idea that feels like an inevitable sure thing. Or, you will need an important idea that makes other jobs seem trivial by comparison. And even with those things, you are going to need a heck of a sales pitch that allows your prospective employee to catch the vision you have for the future.
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When revenue isn’t exceeding operating costs, there needs to be a thorough analysis of the issues that are contributing to the problem. Usually, they fall into one of three categories: workforce issues, problems with a process or bad market conditions.
During periods where the market conditions are working in your favor, the issue clearly lies within your company. It could be one major problem that’s causing a ripple effect or a number of small problems that are adding up. Below are five workforce issues to look at first if productivity or efficiency has become a problem.
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Managing a remote workforce is no easy task. Those heading up remote teams must make sure that their clients and customers are satisfied, as well as looking after a team of staff who rarely set foot into a central office, and spend most of their working day on the road. With so many balls in the air, it’s natural that there are going to be some mistakes on the way. Here are some of the most common mistakes that managers make when they’re in charge of a remote workforce – and how to avoid them.
Neglecting to build a rapport
Some managers get into the mindset that they don’t need to build working relationships with their staff, because they’ll be on the road most of the time, rather than in a central office. But this can lead to further issues – staff who spend their days travelling can feel alienated, and if there’s a problem, they might hide it rather than telling their superiors. It’s vital to build a rapport with staff, even if you barely see them face-to-face. Check in with them daily, praise them for their successes (no matter how small), and try to schedule in regular meetings to give them a chance to raise any issues or discuss potential problems.
Using the wrong tools (or no tools at all)
We’re lucky to live in such a technologically-advanced era, and there are a multitude of tools and resources out there to help manage remote workforces, whether it’s a cloud-based file-sharing system, a time and attendance solution or a messaging app that helps keep managers in touch with staff. Make sure you’re leveraging these tools to your advantage – simple pieces of software or apps can transform a tricky working situation into something altogether more manageable.
Not measuring progress
Even though staff are out there on their own, they still need performance targets and goals to help them move forwards and progress. Some remote workforce managers don’t feel the need to set their staff goals or measure their progress – but this can lead to employees becoming disengaged at work. Arrange a meeting with your remote workers and agree on a set of metrics you can measure over the long-term. This will keep your remote staff on track and give them plenty to aim for.
Not logging all processes
Make sure your staff are logging every process into a centralised system. This provides an extra layer of accountability for your remote workers, and can help you keep track of their movements and activity when they’re on-the-go. This is also a useful system if a member of staff were to fall ill mid-shift, or find themselves stuck in traffic – if their activity is logged, stand-in staff can see exactly where they’re up to and what is still left to be done.
We may have more than ever on our plates at work, and it can be tempting to try to knock several things out at the same time. And let’s be honest — sometimes that technique gets the job(s) done.
If multitasking has become a constant in your work day, however, you may want to read on. New research shows that multitasking not only doesn’t help us, it can do quite a bit to hurt.
Here are some of the most important reasons that multitasking is bad for you. A quick tip: Don’t try to do anything else while you read them. Click Here to Read Article …
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Were you one of these people who listed “being a perfectionist” as one of your weaknesses in a job interview?
If yes, you’re probably already dealing with a common problem that stems from “perfectionism” and “need for control.”
Many managers, team leaders and bosses in general face it — being a maniacal micromanager.
If you’re still lost about whether or not this is one of your characteristics, consider this example: Click Here to Read Article …
Trust is probably the most important aspect of creating a harmonious and efficient workforce.
If employees feel secure and trust you and your company, they will work to ensure it thrives.
There are two stages to success: creating trust and maintaining it.
These must be established through example, with the management setting a standard for honesty and transparency that should be emulated by every member of the workforce.
Here are some tips I’ve learned for building trust and keeping it as well as some red flags to keep an eye out for: Click Here to Read Article …
Despite what popular culture would have you believe, accountants aren’t just human calculators.
Maybe you think they’re simply trained to fill in a tax return for some poor, unorganized soul.
In reality, they are highly trained business and finance experts with a lot to offer your company or brand.
If you don’t already have one, here are four reasons why you should consider making this all-important hire. Click Here to Read Article …
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