Archive for February, 2011

February 17th, 2011

How can a firm conduct research at a low cost?

When we hear the word research we also think of large budgets. However, research need not cost a lot of money and yet it can potentially improve your business in many ways.

So here are a few ways in which your firm can conduct research at a low cost.

1) Ask key customers (customers you have built a rapport with), questions. e.g. how you can improve your business? What they like a about your service? etc. This does not necessarily have to be done formally – it could be done as a part of a business lunch.

2) You could get a group of customers together (in return for a small incentive) to discuss relevant questions. E.g Their experience with your business? This would probably have to be a little more formal and therefore you might like to hire a moderator (cheaper alternatives for moderators are research students).

3) You can hand out a small survey to your customers and ask them to mail them back. The main cost here would be a prepaid envelope, printing and maybe a competitive incentive.

4) Create a web survey and invite your customers to participate for a small incentive.

5) When you first meet a new client ask them how they herd about you, when tallied this information tells you which methods of promotion are most effective.

6) Some business require more intensive research on specific topics – can fund a research student for far cheaper than a researcher and yet get the same results. Industries that commonly do this are pharmaceuticals and manufacturing but other firms can do it too.

7) Secondary data or information readily available can provide the information required.

8) A couple of anonymous phone calls to competition can give you a profile of their services and also pricing.

A couple of notes-

1) Remember family and friends can be used just as effectively to conduct your research.

2) If using customers – you might have to implement certain processes to protect confidentiality.

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February 17th, 2011

Time exists to be managed

Many of us suffer from the burden of not having enough time in our day and as a result we are consequently stressed and ineffective in what we hope to achieve in our daily lives.

Each of us has our own time burden and it can fall into one, or more, of the following categories

1)    Some of us are now juggling multiple roles or duties due to the economic down turn, or generally trying to manage multiple tasks (e.g. a small business owner who has to organise the administrative and general business).

2)    Others have massive tasks to achieve in a set time and just can’t motivate themselves to get going, for this group of people watching paint dry could turn into a viable alternative to working on the task.

3)    There is another group, who whilst organised are not as efficient or as productive as they would like.

4)    Many of us do not know when to say no, and therefore end up under a mountain of work.

Effective people manage their time burdens better than others, consequently they are less stressed and things run smoother for them.

They are the ones who are more effective in their working and personal lives.

While for those of us who are not effective time managers – stress builds, important tasks get over looked, some tasks can become very scary and we are constantly rushed and harangued etc.

However, all is not lost as the introduction into our lives of small time management tools can be the difference for us.

February 16th, 2011

Stress in the workplace seminar

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February 16th, 2011

Staff Engagement in a changing work environment

With many organisations going through, or having recently gone through a process of restructuring and reorganisation ,  many employers are now experiencing difficulties in maintaining employee engagement in what for many workers may be a new and uncertain time in their careers.

Engaged workers perform better and give extra discretionary effort. However maintaining high levels of engagement in uncertain times can be tricky.

Some interesting facts are now emanating from recent psychological research which suggests that part of the answer for employer’s lies in psychological and social processes.

1. Create a positive culture

Actively introduce processes that increase productivity: for example by starting meetings with praise for last week’s achievements, celebrating successes and creating a work climate of hope and good humour.

2. Affirm the best

Recognise and develop best practices. Regularly recognise team and individual strengths, initiative and innovation both formally and informally.

3. Turn strengths into talents

When people use their strengths that are more engaged. Introduce processes that help people identify and own their strengths. This can be done in a number of ways which could include feedback from colleagues where they have experienced the person at their best.

4. Assist teams play to individual strengths

The most productive teams are able to share the team tasks according to strengths, so encourage team members to swap tasks that fall in their weakest areas  for those that play to their strengths where possible.

5. Realign Roles

Where possible, making the job fit the person can be part of the solution. This can be done in more than one way. Minimise the staff time spent struggling with tasks for which they have no aptitude.

6. Increase flow

Flow is psychologically satisfying when people become vey absorbed in their task. It tends to occur when the challenge of the work and the person’s skill levels are well matched.

7. Build rewards

People are motivated by the opportunity to obtain rewards. Many things can be rewarding for people in their work environment: praise, appreciation and thanks, smiles and opportunities. Create work environments full of small, easily won rewards.

8. Understand goal seeking

Before you set a goal for someone, you need to understand what they find rewarding. For example some people find public recognition rewarding, while others just like to know that what they have done has been helpful.

9. Support meaningful work

People are very good at finding meaning in what they do . We all want to believe that we are spending our time valuably. Support employees by making ot clear why their work is important, what it means for them, you, the department, and the organisation .

February 15th, 2011

Newsbites, Febuaruy 2011

 

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Articles links:

Time exists to be managed

Staff Engagement in a changing work environment

How can a firm conduct research at a low cost?

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