Top Management Skills to Develop in 2022

Management

Being a successful manager means you have excellent management skills. That includes being able to manage not only your workload but, more importantly, people and change. This list of top management skills to develop in 2022 will help you be a better manager and get on your path to success.

 

Skill 1: Communication

The first skill still on everybody’s “must-have” list is the ability to communicate effectively, both written and verbally. In today’s global corporate environment, communication with English as a lingua franca (ELF) is an essential skill set. You need to be able to take ideas and create captivating presentations through the use of language, both written and spoken.

 

Skill 2: Agility

Adaptability is another key skill that successful managers will need in 2022. The speed with which everything happens in this day and age means you have to be on your toes all the time. You need to be a quick decision-maker as well as a good planner, who works hard to anticipate problems before they happen.

 

Skill 3: Attention To Detail

Successful managers must have an eye for detail if they are going to succeed in 2022. In today’s fast-paced environment, you cannot afford any slip-ups at work as these could cost you money or even customers. It might sound dull but being a stickler for correct procedure and being methodical about your work will stand you in good stead.

 

Skill 4: Problem Solving

Any manager worth his or her salt needs to be able to solve problems quickly and efficiently without causing too much drama. A new skill that is going to become more important in the future is being able to find solutions by using technology, trends, forecasts and data. As time goes on, it will become increasingly difficult for managers who can’t get their heads around this way of problem-solving.

 

Skill 5: Creative Thinking

In 2022, managers need to have creative thinking skills because they are gatekeepers of innovation within organizations. They need to be the ones who come up with out-of-the-box ideas that will help their companies succeed.

 

Skill 6: Crisis Management

The second must-have skill will be crisis management. In 2022, people will not only look for managers to solve problems but also anticipate them. In short, they want managers who can think ahead and avoid crises from happening at all – or at least know how to handle them if they do happen. This means being able to find quick solutions that may save a company from loss or irreparable damage in the long term.

 

Skill 7: Collaboration

Managers of the future will also need to hone their collaborative skills. Managers must be able to build teams around them, delegate tasks, and bring people together towards a common goal.

Collaborative decision making has become essential because people want managers who prioritize consensus over autocratic decisions by sharing information openly and transparently with all stakeholders. At the same time, managers need to be assertive enough to take decisive action when necessary.

 

Skill 8: Digital Savvy

Managing without IT is becoming an increasingly distant memory. The next decade will see an increased focus on how technology can solve business problems or enable more efficient communication between departments or employees. This means that managers in 2022 will have to be tech-savvy enough to integrate new applications into their businesses while ensuring security measures are sufficient against potential cyber-attacks.

 

Skill 9: Empathy

People 2020 will expect even higher standards of empathy from their line managers. Not only should they listen carefully, they must also have a firm handle on intercultural differences and how much weight certain things carry in different parts of the world. What is perfectly normal at home may well be taboo abroad, so managers need an extra dose of cultural awareness around them at all times.

 

Skill 10: Executive Mindset

The future manager needs to be able to hold their own among CEOs by adopting an executive mindset – even if they are still very junior in terms of rank. Cultivating this type of leadership behavior means management candidates must learn early on how to manage up, meaning they must be able to demonstrate an understanding of the goals of senior management and align their work with those goals.

 

Skill 11: Visioneering

The final skill of 2022 will be visioneering – the ability for managers to foresee where business is going, so they can build a supportive strategy for growth and innovation in multiple areas of activity. Visioneering skills enable leaders to identify and seize new opportunities that arise as a result of technological change or cultural shifts.

 

Conclusion

The skills needed in 2022 will fall under three main categories: people management, business acumen and creativity. The ability to work effectively in teams, the ability to anticipate problems before they arise, the ability to identify opportunities for growth within the business environment and the willingness and ability to change with the times.

Complete Guide to Using Paypal

Paypal

The usage of online payment channels has made the purchase of products and services and the transfer of funds more convenient. There are many of these platforms available. but one name that stands out is PayPal. PayPal launched in 1998 and has withstood the test of time due to its reliability and wide acceptance from people and businesses across different countries.

 

How PayPal Works

To send money through PayPal, the user needs to register their bank account or credit card, select the “Send and Request Money” option, and enter the recipient’s email address. The money would be sent directly to the receiver’s email address for them to withdraw to their bank account, make a payment, or save it on the platform.

To pay when shopping online, check if the store has a PayPal option when you want to check out. If it does, select it and log in to your account to confirm the payment. Note that PayPal will not share your account information with any online shopping website you use.

It is easy to learn how to use PayPal to receive money from people. First, you provide your benefactor with the email address associated with your account. When the money is sent, it will reflect in your account instantly and you will receive an email notifying you of the transaction.

 

Associated Fees

Although creating an account is free, using PayPal can attract some fees which depend on the kind of payment being made.

If the payment is personal, that is to friends and family, there will be no fee attached to it as long the money is sent directly from your PayPal balance or bank account. However, if a credit card is used, the receiver will be charged a fee but there is an option to make the sender pay the associated fee instead.

If the payment is for a commercial transaction, the receiver would be charged a fee when you send them a payment.  There is a PayPal guide to these fees at the bottom of every page on the website.

 

How to Create an Account On PayPal

To sign up on PayPal, visit the website, click “Sign Up” and select whether you want a business or personal account. Then you fill all your personal and bank card information in the fields provided.

 

How to Pay With Paypal Using Its Credit Service

The platform started offering credit service in 2019 so their users can purchase items with PayPal and pay for them later. This works just like a credit card, but does not require a physical card. The credit purchases attract an annual interest rate of 17.9%, but there is a bonus offering that allows users to get 0% interest on their purchases over €99 for four months. As long as they repay the credit purchase within four months, they will not be charged any extra money. To use PayPal Credit to make an online purchase,  select it while checking out and follow the on-screen instructions.

How to Check An LMS During a Free Trial

LMS

In the fast-paced world of business and education, a successful learning management system (LMS) is a vital part of your organization’s productivity. An LMS can help you manage your employees and students more efficiently, but only if you choose the right one. If you’re considering an LMS for your organization, free trial periods are a great way to test and assess a learning management system (LMS) before committing to a subscription.

Learning management systems can be complex, so it’s necessary to dedicate time and effort to assess the system across multiple users. The question is, how do you get the most out of your trial period? Here are some tips for testing out the features of an LMS during the free trial period:

 

1. Define your goals:

 The more specific you can be about what you want from your LMS, the easier it will be to determine whether or not it’s up to scratch before you make any commitments or sign any contracts. Defining your goals may take some time – after all, the whole point of using an LMS is so that it meets your needs in ways other software cannot. Many people want to use the free trial period to check the performance of a new LMS. Often, they are so eager that they need to carry out the test during the first week. 

 

2. Check your admin panel:

 Check out your admin panel to familiarize yourself with it and make sure you have access to all the options you need. Test out any new features or functionality. If there are any new features or functionality that you want to test on LMS, now is the time! Make sure everything works as well as expected.

 

3. Test your LMS with a group of employees:

 Testing is perhaps the most necessary step in checking out your new LMS: getting feedback about how it works in practice from people who use it daily. Hold group training sessions or ask for feedback for each training session held during your LMS trial period.

You can also check out LMS reviews online. Look for ways to improve the overall user experience, features, and functionality of LMS based on this feedback.

 

4. Check course formats:

Some LMS let you create courses only in one format, while others allow you to choose from several format options. For example, some programs offer videos with voiceover instead of recorded lectures, and some do not allow adding text at all. Check what features suit your requirements. Do not forget to check the user navigation and ease of access within the course of the LMS.

 

5. Check tech support:

If you need help during your free trial period, how will you get it? Most companies provide 24/7 support via email or phone; some provide live chat. Check out if your LMS provides tech support?

 

6. Check out the options of integrations as per your usage:

When looking at an LMS, pay attention to all the different ways people interact with the systems. Some platforms are strictly online, while others have some mobile functionality built-in. Are all of those functions on par with what you need? How well does the platform communicate with other tools you use? Historically, one of the biggest complaints about LMSs has been their inability to integrate well with other software. Are my learners going to be frustrated by that?

Most LMSs have some type of test-taking functions, which can include multiple-choice questions, matching exercises, or even short writing assignments. How well does this work, and how easy is it? Can I customize it? What kinds of reports will I get from it? These are some sure short questions to be asked.

 

Conclusion:

When you switch from one LMS to another, you might want to test it before committing. As a rule, you can conduct a free trial for at least 30 days. These tips can help you make the most of your free trial.

Safety and Welfare: How to Prioritise Employees in the Workplace

Employee in a warehouse being shown how to properly handle a heavy load

We all want to feel safe in the workplace, both physically and mentally. Whether you manage a site or own your own business, both the safety and welfare of your team is paramount.

This article will explore some of the ways you can ensure that your workplace is an inviting space.

 

Steps to ensure health and safety

Health and safety is one of the most important responsibilities of any manager or employer. These steps should then be followed and upheld by everyone in the workplace. Here are three key ways you can create a safe workplace for your staff.

 

Perform necessary risk assessments

To ensure employees are safe in the workplace, businesses are required to perform risk assessments. This covers a number of concerns, from electrical safety to manual handling. If conducted properly, workers can be confident when completing their tasks that every effort has been made to ensure that they do not come into harm’s way.

Depending on the nature of work and the roles of employees, some businesses may need to perform additional safety checks. For example, a corporation that requires workers to sit at a desk for more than one hour should perform workstation assessments. This will check the suitability of furniture and reduce discomfort for your staff.

 

Supply adequate training

Risk assessments may be imperative, but this is only the first step in employee safety. It is a legal requirement for every business to thoroughly train its workers on health and safety guidelines. This training should cover particular training that is appropriate for each role, from manual handling guidelines to slips and trips.

If you’re managing a large team, it can be difficult to train each member of staff at the same time. Online training courses are available and your company can even create their own. This solution will provide your employees with the specific knowledge to work safely that can be accessed with ease.

 

Normalise taking time off for illnesses

It makes great sense for businesses to maximise the potential of their employees. However, it is important that your employees feel comfortable enough to take time off work due to illness. It goes without saying, but if even one ill employee enters the workplace, this can affect the rest of your team.

The pandemic changed the way businesses operate in the UK, and sometimes your employees might work from their own homes. To this day, some offices require people to work from home, and this can lead to people feeling unable to take time off. So, managers should ensure workers feel comfortable asking for time off. To do this, communicate with the team and share your desires to put their health and safety at the forefront of the business.

 

Steps to improve wellbeing  

Everyone should find enjoyment in their job. Whether that comes from professional fulfilment, friendships, or a generous payment scheme, is irrelevant. Your employees’ welfare should never decline while at work. If you provide a friendly work environment, their wellbeing can actually improve. Here are three simple steps to achieve this.

 

Mental health support

In order to maintain workers’ wellbeing, it is important for businesses to provide mental health support. This can be something as simple as someone to talk to, such as mental health first aider. In comparison to a physical first aider, it is not a legal requirement to have a mental health first aider in the workplace. However, this is a good idea if your business is looking for ways to improve emotional welfare standards in your workforce.

A positive environment is beneficial in more ways than one. According to research by Warwick University, workers who are happy can be 12% more productive than those who are unhappy. This is not the main benefit of employee welfare, but it is another reason to train mental health first aiders.

 

Provide a safe space to relax in

In the UK, employees who work more than 6 hours are entitled to a break of at least 20 minutes. This can differ greatly depending on the employer and the length of shift worked. Regardless of whether the work is physically or mentally demanding, rest is imperative to employee welfare.

With that in mind, it is important for businesses to provide a space where workers can gather during this break. If you manage a construction site, this might be a welfare unit that can be transported to a new location when necessary. In comparison, if you manage a hotel, there will likely be a breakroom that is stationed in the same place all year-round. Regardless, you can provide soft furnishings and amenities, such as a kettle and microwave, to facilitate relaxation.

 

Encourage friendships with after-work events

The world would be a lonely place without friends. Well, the same can apply to the workplace. In fact, a 2021 study found that 21% of people agree that workplace friendships have helped them overcome hardships at work. As an employer, you can encourage your workers to make friendships both during and after work. To do this, organise social events, such as pub quizzes or Christmas parties, so your workers can become familiar with each other out of office hours.

 

These are some of the simple steps you can take to provide a safe space for your employees – and why stop here? There are lots of other safety precautions to take, and many more welfare boosters to create. Have an open conversation with the team to find out how you can make your workplace stand out from the rest. What will be your first step?

5 Tips For Managing Your Remote Workforce

Remote Worker

Remote work has become more of a norm ever since the beginning of the COVID-19 pandemic. It’s a welcome change to most people because, coincidentally, some prefer working remotely than working in the office, especially when the virus continues to spread.  

However, this new working setup certainly has its pros and cons. Depending on the line of business you are in and the nature of your business operations, some jobs will be remote-ready and some won’t, e.g., construction workers may not have the flexibility to opt into remote work opportunities in their field. In comparison, most consultants may work remotely because most consultant roles are flexible. So that’s one challenge that remote work poses in the height of the pandemic.  

That said, here are a few tips for managing your remote workforce effectively:   

 

1. Build a Strong IT Support Infrastructure  

You need to have an IT support system in place. Remote work involves a lot of online meetings and video conferencing sessions. So ideally, you want dedicated IT staff to ensure the smooth function of your systems. 

As your organization gets larger and larger, it creates more opportunities for breakdowns to occur. Therefore, it is crucial to seek technical assistance from IT support Seattle or other similar services to deal with any issues during the day. It could be your team management software shuts down suddenly, or there is a technical glitch that needs an immediate solution. Your business loses time and money every time the system is down. And because of these instances, there has been an increasing demand for IT specialists. 

Therefore, you need to invest in building a solid IT infrastructure if you haven’t already. This trend is not slowing down soon, considering we have already invested so much in technology. So do not be afraid to invest in your IT infrastructure to boost your processes.

 

2. Set Clear Expectations

If you are a manager or a team leader, you need to ensure that you set clear expectations for your team members or your employees. You want to try as best as you can to replicate a workplace environment even though you’ll be working remotely. 

Your organization has a culture that is best known to you. Instill that culture or promote it in all the interactions that you’re going to have with your teams online, e.g., you can set a clear expectation that everyone should communicate respectfully at all times. Or you could say that everyone should be on time at team meetings and attendance is compulsory. 

The point is, whatever reasonable expectations you have of your team, just lay them out.  

 

3. Devise Communication Strategy  

It is important. Create a way to communicate with each other in your organization. There is no one size fits all solution or combination here. So you may need to consult with other managers or sit down with your team members to devise a communication strategy that everyone is amenable to in your organization. 

 

4. Schedule Regular Meetings  

Communication is crucial and even more so for larger organizations. Make sure that you schedule meetings to keep the communication within the entire organization. Communication keeps the organization tied together. 

With remote work, meetings have to be regular to keep in touch with every team member. You need to ensure that you give people the space to contribute to these virtual meetings or conferences. You can set the flavor of your sessions fairly easily. Some can be formal, some can be casual. 

If you are creative, compensate for those team lunches that are no longer happening by lightening things up once in a while. You want to make it as accommodating as possible even though it’s remote.  

 

5. Focus On Results  

It’s not so much the time that your employees put in. But it’s more about whether they are doing the job and performing as expected. Are they meeting the deadlines? Are they producing a high quality of work? 

Place greater emphasis on what the employees can produce rather than the hours spent to complete a task. Focus more on them completing the work with quality output. Indeed, the dynamic has changed drastically because of remote work. 

 

Conclusion  

Contemporary remote working has a lot to do with technology and communications. The world has seen a lot of inventions in communication technology that have enabled remote work. Now, greater emphasis needs to be put on developing effective communication strategies for your organization. Use the above points as a brief guide to remote workforce management.  

The Company That Supplies Endless Success

Business Coaching

Founded by Tamara Jenkins, Protean Coaching is at the forefront of the coaching industry. Equipped with endless qualifications and a deep-rooted passion, Tamara’s business is changing lives across numerous sectors, and this includes small businesses. To put it simply, under Protean Coaching’s wing, no business is left behind – everyone has the opportunity to access the company’s teachings and change their lives for the better.

Protean Coaching is the future of business coaching. Through innovative methods, the company guides high-performing coaches, and executives to their full potential, all the while helping their businesses develop alongside. At its core, Protean Coaching is designed to empower, inspire, and nurture – an ideology that is reflected in the statement, ‘a top-performing athlete knows that they need a strong coach to help them succeed, so too do high performing individuals.’ 

From generating online leads to fishbowl discount strategies, Protean Coaching’s programmes are filled with business-changing advice. The company offers a blend of individual and group coaching alongside intensive training and development, all of which being complimented by consulting and advisory services to boards and business owners in people strategy, development, and implementation. In addition, the company endeavours to support other coaches in growing their own successful business. Indeed, each service is infused with quality and enthusiasm, as it drives people towards breaking through any challenges they may be facing.

Catering to clients from a number of industries, Protean Coaching typically aids small to medium sized businesses, owners, and entrepreneurs. Gaining clients through a variety of streams, including LinkedIn, social media, in-person events and personal referrals, the company draws in passionate, and driven individuals who are looking to level up their careers or businesses. Protean Coaching also works with those that need that external accountability and support. Overall, it hopes to drive, develop, and empower others to succeed – something that it accomplishes time and time again within its clientele.

A one-woman show, the company was founded by experienced coach and businesswoman Tamara Jenkins. Originally from Durban, South Africa, Tamara has been based in London for the past 10 years and has spent much of her time cutting her teeth in businesses ranging from start-ups to subsidiaries of Fortune 500 companies. Moreover, Tamara has been the recipient of two master’s degrees – an Executive MBA and an MA in Strategic Human Resource Management and Development – and is a qualified Executive Coach & mentor, Psychometric practitioner, and Training facilitator. Practicing what she preaches, Tamara has successfully managed multiple cost reduction projects, and has also managed a successful project that targeted an increase of one million in revenue over the course of three months – exceeding the goal, Tamara delivered three million.

Whilst Protean Coaching currently has no other full-time staff, it is home to a small number of virtual and support assistants. Their role is to aid in the day-to-day running of the business which, in turn, allows Tamara to have more time supporting her clients. Throughout 2022, there are plans to expand the team, with the aim to introduce more full-time support staff. Additionally, Protean Coaching is currently looking for coaches to invest in. The company is on a mission to find dynamic and enigmatic coaches who will help support the company as it grows, and in return it will aid the coaches in building their own businesses. Such coaches must share the same passion as Tamara, being ambitious and willing to grow, whilst also maintaining a caring nature.

Consequently, it is vital that any prospective coaches align with Protean Coaching’s core values. The company strives for innovation, and through connection, creativity, and strategy, aims to make an impact. Driving motivation and, subsequently, success into the heart of companies is the very thing the company hopes to accomplish. It is imperative that the company abides by these values – creativity, transformation, and empowerment – to achieve its overarching goal. Simply, Protean Coaching exists based upon the desire to powerfully coach thousands of business owners and entrepreneurs towards creating exceptional, long-lasting transformations in their lives.

It is such focus that makes the company stand out in what has become an industry saturated with underqualified, fraudulent businesses. To the core, the business is unique – it utilises a proprietary software to analyse and assess clients’ businesses, which allows Tamara to run the client’s business through 497 million weighted algorithmic sequences. This then generates a roadmap the client can follow which offers a detailed solution for inexpensive marketing and tapping into new revenue streams. Another outstanding aspect is the aforementioned qualifications that Tamara has gained. She simply has the necessary skills, and education, which sets her apart from many in the industry, and further proves her credibility and professionalism. However, Tamara isn’t just highly qualified, she also has the interpersonal skills necessary to be successful in the industry. Warm, friendly, and notably funny, such traits have infused her coaching style, leaving Protean Coaching the go-to for a pleasant and welcoming experience.

It is safe to say that the Covid-19 pandemic has changed the world, and that it has destroyed the lives and businesses of millions. Thankfully, many within the coaching industry were able to seamlessly translate their businesses onto online platforms – this includes Protean Coaching. Online services have allowed for a far greater international reach and has also reduced the need for individuals and business-owners to alter their schedules to make time for travel. In addition, it has also made services more accessible – people are able to attend from the comfort of their own home or working environment, henceforth, the coaching process is able to work more effectively. The more relaxed someone is, the more information they’ll retain.

Going into 2022, Protean Coaching is setting its sights on serving and creating lifelong transformations for over 100 business owners and entrepreneurs. Indeed, expansion and evolution are expected to continuously take place throughout the year, and hopefully equip the business with the tools to aid thousands of clients in a year. Ultimately, Protean Coaching is planning on continuing its mission, aiding people around the globe in developing their businesses and, fundamentally, their lives. As a result, Protean Coaching wants to cultivate a community of powerful people with endless talents and affluence that pay their success and prosperity forward in the world.

For further information, please contact Tamara Jenkins or visit https://protean-coaching.com/

National Career Development Month: Why Apprenticeships Could Be Your Career Starter

Apprentices working with a qualified carpenter

If you’re getting ready to leave school and head into the world of work, the chances are that your teacher has discussed two major life routes with you: jumping straight into the world of work or continuing with further education in order to get into university. But if you know what career you want, and university isn’t calling to you, there is another path that is backed with incredible results for your career.

This article will show you the inner workings of an apprenticeship, what you can do, and the future you can look forward to if you decide to head down this route.

 

Why Choose an Apprenticeship?

Unlike heading to university or diving straight into full-time work, apprenticeships offer you the unique ability to train for a specialist role while also supporting your training with classroom study. By being in the workplace, you will benefit from having an expert in the field teaching you first-hand the procedures of that job. Available to anyone aged 16 and above, apprenticeships can last anywhere from one to three years depending on the level and qualifications being studied.

You’ll be doing more than just basic tasks too. In an apprenticeship, you will be given real work to do, and you will be making a difference. You will also be able to use your experience to showcase your talents for future opportunities.

As you progress through your apprenticeship, your employer will test your capabilities by giving you more responsibilities. Apprentices are workers and are treated as employees, but they can also access student benefits like study facilities and student discounts.

Whichever sector you want to work in, you’ll likely find an apprenticeship offering. Industries you may have previously thought do not offer apprenticeships probably do. Even if you think you may need a degree to get the job you want, you might not. Employers value the experience you will gain in an apprenticeship, and they know you will be able to already do some of the jobs they give you because you have had experience in it before. Plus, for those jobs that do need degree level education, there are degree and higher apprenticeships available.

 

The Benefits of an Apprenticeship

Not only will you get a taste of the career you are aiming for, but you’ll also line yourself up to achieve your dream job at the end! 65 per cent of apprentices were in full-time employment at the end of their apprenticeship scheme, meaning that you may not even need to worry about looking for a job when your apprenticeship ends. Furthermore, apprentices who gain a level two apprenticeship are more likely to be employed in a related occupation than those who achieve level two classroom-based study.

Plus, you’ll never have to look far for support in the workplace – you’re there to work, but you’re also there to learn, and your employer will guide you every step of the way. You will get support from your employer as well as the college if you ever need help or are struggling.

There are many levels of apprenticeship that you can explore, including degree level apprenticeships. Unlike doing a degree, an apprenticeship won’t cost you. You will be in no debt; you won’t have to pay any fees, and you will be paid a wage for the skills you learn and the work you do.

What’s more, completing an apprenticeship could see you gain promotions with greater ease. This could be amazing for your career coming out of school and going straight into a company you might one day be running. You could have the edge over other employees because you have learnt many areas of the business – from the bottom level to the top, you will have expert knowledge.

 

A Day in the Life of an Apprentice

  • Work and study – most of the time you will be in your workplace, but one or two days a week, you will still be able to have that college lifestyle, making friends with other people that are in apprenticeships similar to yours.
  • Taking time off – as you are working a real job, you will get paid when you take holidays.
  • Support and feedback – you will always get feedback on your work, whether that is your apprenticeship work or the work you are doing with your employer. This can be in the form of weekly or monthly catch-ups where you can voice your concerns or tell your employer what you are enjoying doing.

 

Even if your teacher hasn’t suggested them, be sure to look into apprenticeships as a potential life path. University can be the right choice for some people but not everyone, and even as an apprentice, you can still go on to achieve degree-level education.

HR Trends to Watch in 2022: From Building Remote Culture to The Great Resignation

Illistrated concept of HR teams helping employees

By Alex Hattingh, Chief People Officer at Employment Hero 

 

2021 was one for the history books. It was a year that saw entire workforces shift and adapt to remote working models, transform their product offering and make decisions based on simply staying afloat. But, while it was an incredibly stressful and turbulent year, it was also a year that shifted long-needed changes to the way we work, by forcing businesses around the world to get digital.

 

Remote Working is Here to Stay

At the beginning of the pandemic, we started working in ways that were completely new to most of us – but now, we’re seasoned pros at it. However, while everyone was enjoying remote working and the flexibility that comes with it, lots of questions were raised.

 

The Great Resignation

“The Great Resignation” is a recent buzz term that’s got a lot of people feeling excited or concerned, depending on what perspective you’re looking at it from. The phrase comes from the World Economic Forum and their shocking statistic: 41% of employees worldwide plan to leave their jobs this year. This isn’t only totally unprecedented, for many employers and HR managers, it’s beyond comprehension.

 

The World is Your New Office

For many of us, remote working has meant that we’ve been able to work from the comfort of our own homes. With travel restrictions lifted and lots of people yearning for that sense of adventure, a new kind of office environment is on the cards for 2022.

 

Businesses Will Tap Into a Global Talent Pool

The pandemic has taught us that business operations are not confined by borders, and geographic location shouldn’t be a factor when it comes to recruiting. It also made it clear that small and medium-sized businesses didn’t have the resources when it came to keeping up with larger businesses – until now.

 

New Online Tools

With many teams out of the office and working from just about anywhere, there has never been a more pressing time to ensure your HR function is performing at its best. Using HR software can help you with everything from interviewing, onboarding, employee wellbeing, training, automated pay runs, leave management, employee engagement, payroll, rostering and more.

 

Distributed Working

Distributed working is not a concept that many of us would have heard of before the pandemic. But, with so many of us forced to switch to remote working, businesses had to hustle and adapt just to keep up. Now, many businesses are finding themselves caught between a crossroads of enjoying the flexibility of remote working yet missing the vibe of the workplace. If this sounds like your workplace, a distributed workforce might just be your answer –and moving into 2022, we can expect to see this trend continue to take hold.

 

Remote Culture

As many workforces continue to work remotely at least some of the time, we can expect to see a continuation of remote workplace culture. While it was difficult to transition a workplace online at the start of the pandemic, now many HR departments are hitting the ground running. From virtual yoga to online clubs and cooking classes, 2022 will see more teams building their culture online.

 

One-to-Ones (1:1)

One-to-ones might be the very thing to take your company communication and alignment to the next level of performance. It may seem like just another buzzword, but it’s so much more than that. Implementing 1:1s can be the difference between building a good team and a great team.

 

Employer Branding

Every business wants to attract and hire top talent, and every job seeker wants to work for a reputable company. But how do these companies become reputable? How do they create and build a positive reputation that helps them easily attract and hire top talent? It comes down to building a strong employer brand, which is another HR trend we can expect to see in 2022.

 

Mental Health Support

Humans spend about one-third of their lives at work – that’s over 90,000 hours. Any changes in mental health will spill into our working lives. As well as affecting the individual, poor mental wellbeing can result in a knock-on effect, impacting company and employee productivity, morale, and engagement.

 

Designing a Candidate Experience

We all know that the employee experience starts before you hire, so it’s essential that the candidate experience is a positive one. Did you know that 78% of candidates believe the candidate process is an indicator of how the company values its employees?

The Engineering Sector Has Trouble Retaining Staff — Here’s Why Your Workers Need Regular Training and Motivation

Engineers being trained

Staff retention is one of the biggest concerns for businesses across the UK. Following the pandemic, demand for workers continues to hit new records. According to the Office for National Statistics, there were 1,172,000 vacant jobs in the UK between August and October 2021.

In the engineering sector, this increased demand has created competition for labour. It even means that some workers are likely to switch jobs for new opportunities that their current employer doesn’t offer. In fact, 24 per cent of workers are planning to change employers in the next few months, according to a survey by recruitment firm Randstad UK.

As the UK drives its ambitions to ‘build back better’, construction and engineering is key to driving improvements in the economy. Engineering roles in the oil and gas and renewables sector will be pivotal to the economic recovery. Training for these roles could come from within.

In a competitive arena for engineers, construction and service businesses may struggle to retain even their most loyal staff. Here, we explore the true impact of poor staff retention, and why regular training and effective motivation are key to navigating your engineering business through the worker shortfall.

 

The True Impact of Resignation

A staff resignation is always disappointing. While we can be happy that individuals will find new opportunities, the impact of their leaving can extend well beyond their last day.

Financially, retaining staff for as long as possible is essential. According to research by Oxford Economics and Unum, workers earning £25,000 or more per year cost businesses an average of £30,614 to replace. Losing four employees in a year can cost over £120,000.

The majority of these costs come from the onboarding, training, and reduced productivity of new staff. But this money could have been invested into the training and development of existing staff members to ensure that they will remain a valuable part of the business.

 

Training and Motivation

Employees want to learn, and most want to do it for their company’s benefit. According to SurveyMonkey, 86 per cent of workers say that job training is important to them. The motivation to develop skills is the improvement of productivity and morale. 59 per cent of workers say that it would improve their job performance and 51 per cent believe it would give them more self-confidence too.

Engineering is one sector that values education and training, with vocational qualifications meaning that staff can continually add skills and competencies to their long list of qualities.

These statistics prove that staff value their work and want to continually improve in their occupation. For already skilled workers, additional training can help their development and lead to increased loyalty.

Boosting skills, whether it’s the operation of bolt tensioners in construction and engineering or minor team building activities, can help retain staff. Even then, soft skills are essential for promoting collaboration and a positive working culture.

In a LinkedIn survey of 2,000 business leaders, 57 per cent said that soft skills were essential to staff development. Improving the employee experience should also be a priority, with growth opportunities being identified as the way to achieve this.

Engineering businesses such as the HTL Group continually provide training for staff and support the next generation of engineering. Training course such as mechanical joint integrity and renewable technology is essential for broadening the experiences of workers and technical specialists.

Together, training and skills development is helping to retain engineering staff. A LinkedIn learning report found that 94 per cent of employees would stay with a company longer if it invested in their career development. Giving engineers access to development means they won’t look elsewhere for the same opportunity.

 

A Positive Culture

When looking for jobs, 72 per cent of workers say that corporate culture affects their decision to work at a company. For those leaving a job, 32 per cent also cited company culture as the reason.

The key to boosting motivation for work is culture, and it can be an easy fix. For many engineers, working from home wasn’t achievable given the nature of work. But flexibility in other aspects should always be considered, and workers now expect businesses to offer it as standard. 88 per cent of workers want flexibility in working hours and location. Employees are now prioritising family and lifestyles over difficult working environments — and after the past year, who can blame them? Engineers may appreciate training sabbaticals or work hours that fit their individual needs.

However, motivation to work can also come from professional outcomes. Prioritising outcome over output is preferable for 86 per cent of workers, meaning that engineers may have more motivation to work when they recognise the impact of what they deliver for a business.

In essence, flexibility and how work is measured should be changed to maintain staff motivation. Prioritising how your staff feel will inevitably help retain their loyalty and effort.

 

Retaining employees in the engineering sector is becoming difficult in the working landscape. While the impact of resignation can be damaging for businesses, through training and rethinking how to motivate staff, a company in construction and engineering can succeed in maintaining the skills and loyalty of their very best workers.

Good, Honest Recruitment

Based in Exeter, KME Recruitment is an independent sales recruitment agency which offers a bespoke and personal service to suit its candidates’ and clients’ needs. Its specialist consultants are award-winning sales recruiters who help clients fill a range of roles and place high calibre candidates in a range of permanent sales positions across the UK and all industries, including telesales executives, business development managers, account managers and sales directors. The winner of the Best Specialist Sales Recruitment Company 2021 – UK award in this issue of Corporate Vision, we take a closer look at the agency.

Company Director, Michelle El-Din founded KME Recruitment in 2016 after identifying a gap in the recruitment industry within the sales area, and following personal experience within the recruitment sector, she felt the need for a more honest and customer-focused recruitment approach. Michelle prides herself on delivering an exceptional service to both candidates and clients; one where all parties are kept fully informed at all stages.

With a vast amount of experience within both sales and recruitment, Michelle and her team know what makes a great salesperson, recognising talent and the importance it plays within any company.

The consultants at KME are not mainstream recruiters. They do not bombard clients with CVs. They do not put candidates in front of clients for the sake of filling interview slots. They do not mislead candidates. They do not charge ridiculous fees. They are good, honest people who believe that finding quality salespeople for clients’ businesses is about integrity, accountability and hard work.

The company provides services for every business’ sales recruitment needs – even if the client has an inhouse recruitment team. KME doesn’t need to be on the client’s PSL and they don’t want exclusivity – they want to demonstrate to the client that they are the best and don’t charge any upfront fees to do so.

KME provide a professional, open, honest and friendly recruitment service to both candidates and clients, delivering on promises and always going the extra mile to assist in every way they can. They provide great customer service and pride themselves on the respectful relationship they have with everyone they come into contact with.

KME is continuously evolving and developing its recruitment practice and services. They want to provide the best possible service to their candidates and clients. Therefore, they invite all their candidates and clients to undertake a short service survey to ensure that they constantly strive to be better and become the best sales recruiter in the industry.

Understanding the sales market and maintaining up to date expert knowledge, KME has over 23 years’ combined experience within the sales and recruitment markets. They can advise clients and candidates on role salaries and also provide clients with independent and honest advice on job offerings and whether they will attract the right calibre of candidate.

The consultants will spend as much time as necessary to understand the needs of each individual client they work with and each candidate they support. They do this by asking the right questions and listening to the needs of both parties before commencing the search process. This enables them to market the roles professionally and source and place the best sales candidates. All candidates are fully briefed on roles and the client before pursuing their interest. This aids the retention of new recruits as there are no unpleasant surprises.

As a niche recruiter, KME instantly recognises talent within the sales arena and attracts some of the best sales candidates on the market, as individuals trust KME to represent them in the best, most truthful light. KME knows what makes a good candidate and client. All candidates are screened extensively, not just on experience and qualifications, but other criteria such as preferred management style, company culture, personality, etc. This ensures a good “fit” the first time around and thus increases retention rates.

Ultimately, KME can provide clients and candidates with an outstanding experience, whether they are a company struggling to find high-calibre candidates for their sales vacancy, or are an individual endlessly searching for their dream job. KME takes the pain out of job searches and spending hours sifting through CVs.

 

Contact Details 

Company: KME Recruitment

Contact: Michelle El-Din

Website: www.kmerecruitment.com

5 Signs It’s Time To Revamp Your Sales Script

Illistration of a hand holding a megaphone with a speech bubble saying

“It’s not about having the right opportunities. It’s about handling the opportunities right.”

 

This quote from a prominent business author and keynote speaker pretty much sums up how to handle sales. Even if a business has all the opportunities to make lucrative sales in the world, it won’t matter if it blunders on every one of them. With the lingering economic effects of the ongoing pandemic, never has proper sales management been more crucial than now.

With that out of the way, perhaps it’s about time business owners re-evaluate their current sales script. For one, since COVID hit, doing business has changed. Consumer habits, supply chains, business operations—none of these aspects can ever go back to what they used to be before the pandemic. Businesses unable to cope with this change ended up closing their doors.

For another, for all their expertise, sales reps are prone to getting complacent after successful sales. Because whatever they’re doing seems to work, they either won’t be in a rush to change their ways or tackle more than they can chew. When such tactics no longer produce the same effect, they’ll be at a loss as to what to do.

For the record, there’s nothing wrong with keeping a sales script if it still yields wanted results. However, if the following signs manifest, it’s time to update it to suit the new normal:

 

1. Misconceptions are rife

False beliefs and half-truths can induce a false sense of confidence, and businesses are just as vulnerable to it. Sales reps who cling to such misconceptions will be in a dangerous position when they come back to bite them. Contrary to popular belief, they occur more often than one might think. 

Here are some common misconceptions about sales:

  • There’s a one-size-fits-all sales pitch
  • Excellent sales reps can sell anything
  • Lowering prices entices more customers
  • A sale’s success depends on the first three minutes
  • Sales reps care more about commissions than customers
  • Quality products and services practically sell themselves 

Breaking them down one by one warrants its own article, but the gist is that these fallacies can appear in a business’s sales script. Specific lines like “I know you are busy” or “Can I have 15 minutes of your time” will give the impression that the rep’s just reading from a prepared sales script. Some consumers might feel that the sales attempt isn’t genuine.

Eliminating this dangerous mindset requires updating everyone’s knowledge of what constitutes good sales. This, in turn, reflects in better questions to ask consumers, information supported by data, and improved adlib, all of which are present in good sales call script examples. Sales reps will also be less likely to read them verbatim, which is the ideal way to do so.

 

2. Reliance on cold calling

Cold calling involves sales reps contacting people who have yet to express interest in a business and its products and services, typically by phone. Although slowly falling out of favor, plenty of companies still rely on it for several reasons: it helps find new customers and establish a healthy connection, and even hones fledgling sales reps in their craft.

That said, the reasons for cold calling’s recent decline are twofold: statistical and governmental.

  • First, statistics show that only 2% of all cold calls result in a meeting—and they cost 60% more to manage than other marketing methods. Over the years, consumers have become more aware of how blatant advertising looks and sounds. They don’t appreciate wasting their time. (3)

 

  • Second, several countries have enacted laws that protect consumer rights, including the choice of receiving such calls. In the U.K., the Telephone Preference Service (TPS) enables individuals and businesses to opt out of sales calls (similar to the National Do Not Call Registry in the U.S.). Companies can face legal action if they attempt to cold-call a TPS-registered number.

 

Nevertheless, it’s important to note that cold calling itself isn’t illegal. In fact, when done responsibly, it can help businesses yield positive results. When drafting a sales script that relies on cold calling, don’t forget to update it with the following elements:

  • Research data on the prospective industry or market
  • More personalized responses for various situations
  • Information provided by relationship-building tools
  • Inbound marketing principles 

More importantly, it pays to have more than one type of sales script. Given that some consumers don’t like being cold-called, businesses should develop variations for other marketing media. A multipronged approach can enable the brand to appear in more channels.

 

3. Too much dialogue

Arthur Miller’s 1949 stage play, Death of a Salesman, is a classic, if not spoiling the ending. The main character, a 63-year-old salesman, tends to be a chatterbox but can’t figure out why. He doesn’t get as much respect as another character, who seems to talk far less. Regardless, the play essentially portrays a problem among sales reps: they talk too much.

One study shows that seven out of ten consumers see sellers that help them discover their issues and offer a practical solution as having the most influence in their purchases. When it comes to the actual numbers, however, only three in ten sellers fit the description. This means that a seller’s words go nowhere 70% of the time. 

The reasons for such a habit vary from the sales rep’s personality to the quality of the sales script given. The latter should allow enough time for prospects to ask questions or share their concerns. A sales script that has a sales rep talking for more than half of the time isn’t ideal. One way to reduce unnecessary chatter is to include some questions to ask a prospect, such as:

  • What I heard from you is that [reiterate the prospect’s words], correct?
  • Is this relevant to your company’s goals this quarter/month/year?
  • Is there anything that I might have missed?
  • What aspect takes priority at the moment?

In the end, the most critical goal a sales script should achieve is the opportunity to build a lasting relationship with the consumer. It’s the best way a business can prove that it’s worth every penny of the consumer’s money.

 

4. Lacking valuable data

One thing that’s as dangerous as talking too much is talking too little, even to the point of having nothing important to say. Expect any sales attempt to fail if the sales rep can’t back up anything they claim or say with sufficient evidence.

People put a lot of faith in statistics and other hard facts; that’s why any information that carries these will appear credible. There are plenty of things the average consumer doesn’t understand, especially in certain industries like healthcare. Science-backed data is the best way to explain a phenomenon in layman’s terms, and statistics is the science of presenting that data.

A sales script should include any relevant data and the means to present it. If a prospect asks about a cheaper option, the sales rep must support its answer with hard facts. As trivial as it seems, the potential customer may have been struggling with this question for days. Getting customers to pick the brand will depend on the answer the sales rep gives.

Of course, anything worth doing is worth overdoing. Packing a script with enough figures to make it a full-blown academic paper may be tempting but doing so will only veer customers away from the more essential points. Only include facts that’ll support a brand’s claims.

 

5. Lack of storytelling

Related to the point above, as credible as an informative sales script can be, it’s only half of a successful formula. As mentioned earlier, too much information, especially when it’s barely relevant, can quickly bore a prospect to the point of losing interest. 

In a twist of irony, there are statistics to back it up: among prospects, 63% remember stories vividly, but only 5% remember a statistical point. It isn’t hard to see why: storytelling connects to people on an emotional level better than statistics. Readers of a good novel can’t help but put themselves in the shoes of a struggling main character for the immersion. (5)

Whether in the retail or tech industry, whether to customers or other businesses, always keep in mind not to sell a product or service but the experience of using it. A good sales script should reflect this, focusing on the outcome of using a product or service more than its features. Experts refer to this as experience selling.

If a sales script appears rather bland after a run-through, it must be because it lacks a compelling story. A business can do this in three ways: asking what-if questions, highlighting its mission and vision, and citing testimonies from satisfied customers. Whichever the script chooses to include, the following storytelling tips apply.

  • Remember the golden rule of storytelling: “Show, don’t tell.”
  • Don’t hesitate to be emotional (still support it with facts).
  • Make sure the prospect is following the story closely.
  • Tell it in a way that everyone can understand clearly.

 

Conclusion

Whether caused by a global health crisis or changing consumer habits, change in business is inevitable. No matter how long it’s been in use, a sales script could use a major update if it’s showing these signs and more.

6 Ways to Identify and Satisfy Customer Needs

Customer Needs

Customers are essential parts of any business enterprise. So, to grow your business and outshine other firms in the market, you might want to promote your customers’ experience. You can achieve this by identifying and satisfying their needs.  

Customers’ needs are what consumers prioritize and consider when purchasing a product. In other words, customer needs are motives that drive customers to buy products or services. That said, some of the factors that determine customers’ needs include price, quality, reliability, transparency, usability, empathy, and information. 

That said, here are the best ways to identify and satisfy your customers’ needs. 

 

1. Work With Experts 

Working with experts is the best deal for any business looking to attract more customers.  Though you can walk with various business professionals, one of them is a consulting expert.  

A consulting expert can help analyze your customers or target audience.  This is to enable you to get an insight into their needs. This enables you to provide customized products or solutions, thus boosting customers’ satisfaction.  

Thus, if you want to understand your customers’ needs better and take your business to the next level, you can work with innovation consulting firm Normative or other similar service providers. 

 

2. Communicate With Customers Regularly 

Communication is an essential aspect of any relationship, and customer-business isn’t an exemption. Here, communication means how a business exchanges information with customers through various methods. This can be through word of mouth, writing, electronically, and much more. 

Also, one of the best ways to communicate with your customers is by using effective solutions. This can include the use of automated tools to communicate with your customers in real-time. For instance, you can install a live chat application or a chatbot into your business systems to ensure that customers can reach you 24/7.  

Communicating with your customers could play a vital role in the success of your business.  Thus, you need to be consistent.  Communicating with your customers more often is the best way to understand their thoughts and needs.  

 

3. Conduct Direct Interviews 

You could understand your customers’ needs by conducting interviews. Conducting interviews is a practice of collecting customers’ inputs through personal engagements. This can be through online platforms or physical interaction.  

So, whenever you get an opportunity to interact with your customers, be sure to ask them about your products or services. For instance, you can inquire from your customers to know whether your products solve their problems. This allows you to know whether to modify your products or introduce new ones into the market. Also, it helps to answer customers’ needs in a better way. 

 

4. Observe Customers Behavior 

Another best way to understand customers’ needs is to observe their behavior. It involves closely monitoring your customers to understand their interests and buying patterns. Also, you could observe your customers by analyzing the data you’ve gathered from your interviews with them. This allows you to know what needs are they looking to satisfy. 

 

5. Analyze Your Competition

Analyzing your competitors is another great way to understand customers’ needs. It’s a practice of researching to help know what products or services other firms offer in the market. Understanding your competition can allow you to provide better products or services to outshine other firms in the market. Besides, it ensures that your business isn’t left behind in the market. 

That said, you can do this by monitoring your competitors’ sales for various products. This enables you to understand what products are in high demand. Therefore, the highly demanded items in the market can reflect customers’ needs. 

 

6. Take Customers Feedback 

Another best way to understand your customers’ needs is to listen to them. You can achieve this by taking feedback from them. 

Feedback is an opinion or information provided by a customer about their experience when searching for products or services. Listening to your customers’ feedback allows you to improve their experiences by providing tailored solutions. Here, tailored solutions are products or services that are customized or personalized to meet specific customers’ needs. That said, depending on customers’ feedback, you can improve your existing products or introduce new ones into the market. 

 

Takeaway 

Boosting your customers’ experience is the way to go if you want to remain connected with them. Though there are several ways of booting customers’ experience, the best way is to know their needs. After understanding customers’ needs, you need to provide solutions to them. This helps promote their satisfaction.