13 Tips to deal with the crisis of a business (2)
Continuing the second part of the 13 councils to address the crisis, here are the other points:
7. The best experts to save
There are no better advice to combat the crisis that we give our own staff or colleagues. They are “in line of battle” and therefore have a fine sensitivity to what can be done to save on any organization in the company. Do not remain mere “suggestion box” to establish a method to systematically collect your personal ideas and be amazed by the results.
8. The best expertise to sell.
The previous point also applies to gather ideas to boost sales. No personal contact like you to see and learn what the client requested. It’s all about systematic approach to them and drink from his firsthand experience.
9. Is not no time to develop?
One of the main complaints managers continually express personal development is quoting some training for workers and bosses denied because “there is no time and much work.” Today, when there is low work, seize the time for personal development. Get it as a carefully prepared agenda and use up as much as possible remedies. Nothing like a good training program for internal trainers to multiply the effect of training and training in the company.
10. Measure, measure, measure
If there is something extended in the business environment is making decisions about our human capital and factors based on subjective opinions rather than facts and tangible evidence. There is bad practice not to measure the impact of human capital management and still make decisions that affect not only the progress of the business, but eventually the lives of people. And this is how we are hired or fired anyone, salary increases or remove any provision, performance is rewarded or punished for someone without much evidence that an opinion or “our wisdom.”
11. Focus on ROI and not only in cost
There is already a method to measure the ROI of human capital (Roich). This indicator answers the question: what is the profitability of each dollar invested in the development agenda? Its formula is: ROI in a given period {} = [Net income for the program / total cost of the program] X 100.
When presented with the possibility of implementing a program to develop human capital and we ask our opinion, resist the temptation to value only the item cost and better visualicémoslo as an investment. This will make a recession even see it useful to invest in the medium and long term in our people.
12. Focus on strengths rather than weaknesses.
This is another point that goes against popular belief. It has always been handled that we are weak points of our people to strengthen them and that is how many programs are designed staff development.
However, studies indicate that there is a real learning is much easier, rewarding and above all fast, if we reinforce what the person is capable rather than be handled professionally for the unprepared. This is contrary to what is done today that will put a person in a certain position and then attempt to strengthen weak points are inherently difficult to be corrected.
13. Education and educate yourself
The word education in one of its forms means to direct, guide, indoctrinate and other means to refine, sharpen the senses. The most important thing: do not push others to be educated if we are not the example, this is more effective than speech.