We aren’t saying that all of these are happening all of the time. But what could your staff not be telling you? Should you care, and if so why? Read on…

* They are looking for another job

One of the most common causes of truthlessness in the workplace is people looking around for another job or considering resignation. This may or may not be due to unhappiness with the work situation, it could be for reasons of lifestyle change, family circumstances or a wish to pursue a different career. Telling the boss might upset them or provoke a difficult conversation, could jeopardise future prospects if the job move does not come off, and might restrict available options. But wouldn’t you rather know? You might be able to do something to prevent losing a valuable colleague before it is too late.

* They disagree with or have no interest in the values of the company

Most enlightened businesses will set high ethical standards for their own and for their business behaviour. They will complement these standards by treating staff in a fair and respectful way. This is not just altruism, the closer the employees interests are aligned with their own, the more likely they are to have a committed and effective work force willing to go the extra mile. Do your staff really engage with company values or are they paying lip-service?

* They are suffering from stress

A characteristic behaviour from someone suffering from stress is to deny this to the outside world, and to attempt to paper over the cracks by working longer and longer hours. If not identified and nipped in the bud a vicious circle can develop with the longer hours resulting in less effective time at work. When we are all busy, our natural response to someone admitting to stress can be unsympathetic or downright unhelpful. We call this the ‘You’re busy?’ response. Make sure that you create an environment in which people can open up, perhaps to a third party if necessary. Without any safety valve it can take a complete breakdown for stress to come to light by which time it is harder to deal with.

* They have time to spare

Believe it or not this does happen. Often it comes to light when a role is covered by a temp and the agency report back to the employer. Someone who feels secure in their own ability and their position at work will be able to admit to this. Others may wish to keep their spare time a secret, for fear of losing their job, or just to get by with an easy life.

* They have hidden depths of talent

We remember the recruitment of a junior member of staff whose job it was to support the existing team. She was given a range of jobs, which were mostly administrative and/or menial. This was how she was perceived by the department. Then the department was involved in a major project to introduce new software and systems, and this person was given a project role involving training others. She quickly became an expert in SAP systems and her value to the business increased three or four-fold. This was a great learning point and wake up call.

* They have a personal life

If you take no time to take an interest in the personal lives of your team, and remember to follow up on their big issues, then you are missing a big trick. And by the way, it isn’t a trick; your interest has to be genuine. If it isn’t you need to reappraise what being a good manager means, quickly. What do you know, or care about the lives of your staff?

* They don’t feel able to change the status quo.

An enormous cause of potential frustration to your staff and damage to your business is not giving your team the power to make changes without getting bogged down in red tape. Just think of your own experience with Customer Service, good and bad. Is there anything more frustrating as a Customer than to feel that your point of contact has no authority to make the necessary changes?

* You don’t listen.

I SAID, YOU DON’T LISTEN! Listening is not the same thing as hearing. Make sure that you practice Active Listening, one of the most under-rated management skills. Active Listening, involves giving complete concentration, time and environment, encouragement, picking up on verbal and non-verbal clues, and leaving the speaker with the knowledge that you have given them respect, understanding and consideration, even if you don’t agree with their point of view.

* Your team are managing you.

Can you remember a time when you were not managing your own boss? Whether the relationship is good or bad, you wish to create a lasting good impression not only to help your pay and promotion prospects, but because it is human nature for us to wish to be highly regarded. If your boss has a large ego, you make sure that this is well nurtured, in not only what you say but how you say it. Cracks can be papered over and why spoil the boss’s day by telling them what they may not like to hear. Well guess what? Every one of your team is doing the same thing to you.

* You are not helping them.

Being a good manager is not necessarily about being liked, but the chances are that if you are a good manager you will be respected. Your style as a manager can make a big difference to the development of your team. One of the hallmarks of a great manager is an open approach to discussing their style with their direct reports and a willingness to change and adapt if necessary. Do you know whether your traits and habits at work are helping or hindering your team? Have the courage to find out!

Discover more about John Dennis and remember to share your comments below to let us know your thoughts. 

Collaboration in business is proving a successful strategy for many, but it can come with its own pitfalls if both/all parties aren’t clear and in agreement on the desired outcomes and milestones along the way.

Collaborate – Share Skills, Resources, Database, Ideas

On the plus side the benefits mean that you can share skills, resources, database and ideas to grow your business.

The first thing you’ll want to decide is what do you want your collaboration to achieve?

• Is it to make more money and generate bottom line results?
• Is it to build your database and gain exposure?  Improve your standing in your market as the expert?
• Are you looking to collaborate with another business to position your business for growth in the future?
• Is it a combination of all of the above?

Define the outcomes that you want to achieve, be specific and put in steps to make sure you measure them against your goals.  This is advantageous to your business for 2 reasons.

First off “People with goals succeed because they know where they are going.  It’s as simple as that.”  - Earl Nightingale.

Secondly, if you’re looking to partner with a “bigger fish”, showing them physical evidence of past successful collaborations will put you in a much stronger position to get a yes.  You can start off small, perfect your model and then look to scale it up with effective collaboration.

Social Media aids Collaboration

One of the great things about Social Media is that it really helps facilitate successful collaborations – or Joint Ventures (you choose the term you prefer).

Let’s take this collaboration with Social Media Week Norwich as a working example.

My business partner Julie Bishop was the light bulb behind bringing Social Media Week to Norwich.  It’s a global event – and I’m so proud to be part of the Norwich team.

After an initial face to face meeting, 4 Companies (GoTo Girls, Bright Yellow Marketing, SocialB and BizRev) agreed to collaborate and to deliver Social Media Week Norwich.  Each of us bringing our own skills and resources to the table.

We’ve all agreed that the desired outcomes of Social Media Week Norwich are:

• To raise awareness of effective Social Media in Business
• Provide real results to the Norwich Business Community in their Social Media Marketing through great content and workshops
• By providing these results and demonstrating good practice we will collectively raise the profile of each of our companies and demonstrate our expertise.

Group Video Conferencing – without the price Tag

Our next meeting was held as a “Hang Out” on Google plus.  We were all able to have a group video chat.  By using Google docs we were able to share documents in the Hang Out and type up minutes.  You can even record your meetings.

It wasn’t long ago that to be able to video conference like that would have taken a lot of time and money to have arranged.  Now it’s just a click of a button on our computers.

Once we established our agreed outcomes we then went about setting our milestones and combining our resources and natural talents.  I’ll take you inside the workings of Social Media Week Norwich next week as we continue to show you exactly how we use Social Media to provide real results in our business.

What experiences do you have of collaborations, is this an area you’d previously thought about but haven’t yet jumped into?  What’s stopping you?  Any questions and comments  – just jot them down in the comment box below

At the risk of showing my age, I can always remember my first sales manager challenging me with this question many, many years ago!

A fire engine or a milk float? 

In other words, as I went about my daily business, did anyone else notice?

It strikes me that this question seems even more relevant in today’s challenging and highly competitive times.

Are you noticed?

Do people know you are around?

Will they get out of your way as you come through?

Again showing my age, I confess that I remember Robbie Savage, pre-Strictly Come Dancing, when he was a mere professional footballer. He played for my team for a few years. Always controversial, he made up for skill deficiencies by constant effort, covering every blade of grass and spending as much time as possible clattering his opponents.  And, if he wasn’t clattering into his opponents, he was never far away, breathing down their necks letting them know he was on his way! It was never a good idea to be holding the ball when Robbie was on the other team. Opponents noticed him and got out of his way.

So, how about you and your business?

Are people noticing you? Do they know you are on the pitch?

Looking ahead to the rest of 2012, what are your plans to make people notice you and your offer?

Remember, as Alan Weiss, business consultant, speaker and author, once said – “If you don’t blow your horn, there is no music!”

Make plans to be noticed. It’s important. Dare I say life or death?

You don’t notice many milk floats these days do you? They haven’t survived.  Don’t let your business be consigned to history in the same way!

Jim is a favoured business mentor, speaker and charity worker, Jim has spent his whole career helping business people achieve their goals. Proud to be a Brummie, Jim has been conducting his missionary work in the rest of England, from his base in Bath, for the past 15 years. Away from work, he loves music, The Black Keys are a current favourite, and supports Bath Rugby and Birmingham City

Find out more about Jim Cronin  - just check out the testimonials about Jim to see how well respected, admired and liked he is in his field.