Having been on both sides of the coin, I would say trust is the first factor. Mentor the one with less experience and as he develops, your time will thereafter be freed up to work on long term strategic goals & objectives.
Well, let me start by saying this. You may need to change some policies upon your companies behalf in order for them to actually obey and follow through with upholding the new law in CA. If you could provide further detail to as of what exactly the new law is, and how it complies with your contra...
That varies wildly based on sales cycle and product complexity. An easy rule: sales staff should be as much as you can hire and keep costs under revenue. Support should be enough that customer response times are never over 24 hours. If it's taking longer, hire more support if you can afford to. ...
Hi: Not sure how well you know the market you're targeting, but to best know what you need in a partner, get a strong handle on what the target market needs. Who is your ideal customer? What pain points does she or he have? What is your solution to those pain points? Is it unique (so you need to ...
How many people are you looking to roll this out to? I would caution against trying to automate what should be handled in person during the early days of your business. Talk to people. If they don't feel like you care (because you're automating the process), they won't give you valuable feedback.
Social Proof (customer testimonials), Press or Analyst Coverage is a key driver in checking-out new tools. Unfortunately, there is such a significant number of vendors offering recruiting solutions that it's difficult to get a customer's attention, even with a free offering. I would focus on you...
Don't worry about the fact that you "failed". What you presumably did is work hard, and learn a lot, and probably created some quality stuff, regardless of whether it ended up being published. That's usually all your potential employers will care about. The people that work for companies that e...
Being as collaborative as you can be is a good start. Outside of that, being honest and transparent about why the changes are happening is a good way to build trust with the new team. Keeping a positive attitude and energy around it will also help to soften the blow. Most importantly, continually...
Hello, Great question! I went from a large firm to a small business and became the manager quickly. I ran and managed the entire office and that is how my experience relates. There are multiple ways to keep the manager enticed to stay in your organization. Here are a few ideas that have worked...
Zenefits is top of mind, growing fast and operating all over the U.S., which is incredible because they're only a few years old. All of their HR services are free, like tracking employee PTO, changing 401K contribution amounts etc. etc., but Zenefits also employs a small army of insurance brokers...