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How to thank or appreciate your employees during Christmas

All through a successful year and lots of effective changes in the organization, there is love in the air, everyone is beginning to feel the colorful decorating festive Season's greetings through texts and banners. Your employees should have that mind blending motive that they are valued and recognized in their various offices. They have worked in a team including total commitment to reach its company goals. There is a need for you as an employer or entrepreneur to show them a heartfelt appreciation for their trait of sincerity, dedication, and loyalty toward the company or organization.

The Extent Of An Appreciation

It retains an employee hunting for a new job.
It gives them an impression that they are recognized and valued.
It rehabilitates the heart of an employee who has a convinced bad idea over your management.
Its create a satisfactory reputation for you or the organization.
It motivates an employee to activate more strength and commitment toward the organization.
It repairs the heart of an unserious and stubborn employee.

It Christmas, 🎄 An holiday to not just only appreciate your customers but to extend memorable and accurate perception towards your employees, to make them feel crucial and worthy in your company.

Needs ideas to express a condolence gratitude towards your employees without breaking banks. You are on the piece of guides. Before I will drop some of it. Here is mine greetings.

🎄 To the esteemable members of Naira Threads,from the author of the site, Paul Phillip Christopher. I want to utilize this moment to say THANK YOU for your prolonged membership.A Business Joints like you who have persistently encourage me and keep this blog a place to rely on. Much fulfilments of joy, happiness, and success are granted you in this holiday season and New Year.In many years to come, I hope you will stay with us.🎄

🌹 Happy Holiday. 🌹

How to thank or appreciate your employees this Christmas

How To Appreciate Your Employees
1. Greetings Cards: Christmas Greetings cards is a good means of telling employees THANK YOU. It has been a busy year, with so much team spirit and efficacy to produce outstanding results.
Your employees are the business associates that make the job pleasurable and keep the company successful, its time to show them more appreciation. With a season greetings cards, it will make feel recognized and important in the organization.
2. Create An Unusual Episode: You can be creative by conceiving an unusual scene in the office to surprise them in order to say THANK YOU.
You may construct a weak envelope with no smile on your face just to scared the bones out their ribs by personally presenting to them.
The look on their faces may cost you to smile if can't hold it. But right there in the envelope, may contain an invitation to Christmas party, Promotion letter, little appreciating cash, etc.
The smile you put on the face your employees can't hasten their performance after resumption.
3. Short Party: You can organize a wonderful and planned party without their awareness, though as usual, they may be expectant on how you will increase your value towards them this year. Just be different and unique in your plans.
You may decorate the office and everything needed to spice up the party overnight. You may also consider highering someone to prepare uncommon or common two indigenous and an intercontinental dish, just to change their taste.
Being unique and unpredictable show how creative and worthy of the status.
4. Special Gift: This is the most common method of appreciating employees. Guest alright that many love gifts, some company or entrepreneur has this usual idea of topping up salaries as an appreciation, which I think also that many prefer it, and buttresses more assistance to their plans.

Reads also: 11 lucrative Business to start during Christmas

As a creative employer or entrepreneur, you can offer a unique help as a gift. You may consider offering different assistance to each of your employees if you really understand their basics needs. You don't need to break the bank, A little Assistance can put joy in the heart of a hopeless employee.
5. Social Party: Many Companies hold trip parties with top employees and make others feel inferior and unimportant. In a football match, if a player in a team is given a red card, it might jeopardize the team performance. Bringing together of every member of the organization can make them know about themselves and recognize each other hidden ability.
As an employer or entrepreneur organize an exciting Social trip Party, which can be a trip in a team with a dress code to a cinema, beach, museum, music or comedy shows, etc there are great places to visit and enjoy moments together.

Wrap Up
Your employees are human like you, they deserve to feel loved and cares, their many ways to Appreciate your employees for their contribution in yielding the company. results. Either the company is going through stress or healthy.
an appreciation will inspire them to vigorously work hard in the next year.
It is not about the PRICE but the SMILE

Social media has become the most lovely podium where many young people of different race come together in community to share their thoughts and innovations, You don't to depend on the physical world, life on the internet, explore. So how can young people try to break into this crowded space hope to stand out? Established entrepreneurs share their stories.

Having a knowledge of social media can really give young entrepreneurs the edge. Understanding the direction the media landscape is evolving in and having your finger on the pulse can help young entrepreneurs break into the market, recommends Paresh Davdra, CEO, and co-founder of RationalFX and Xendpay, a UK foreign exchange and international payments provider. “The media landscape has now evolved into an innovative and interactive model, and for the willing participant, it can provide the right avenues to help you stand out. This may include presenting your product / USP over a Ted talk, a radio podcast, a YouTube video or even at an industry association breakfast. Such engagements provide a platform to present yourself, and this would certainly help increase your networking circle – which is very important.”

Rob Moore, author, public speaker, entrepreneur, property investor, property educator and co-founder of Progressive Property, agrees that social media is crucial for a young entrepreneur. “Try to build communities of loyal followers on all the social media platforms and leverage free access to millions of customers.

“I’ve used social media to get two public speaking world records and get my books published. And I’m just a normal, (once) young entrepreneur who started with nothing but put himself out there. You can use social media and the modern internet to find your outsourced staff, build your systems and set up any business with lower cost, less overheads and far less risk, reaching more customers faster than ever before.”

Keeping your finger on the pulse was mentioned time and time again by established entrepreneurs. Aiden Bell, founder of EnviroBuild, says: “You really have to keep current trends at the forefront of your business. As consumer interest in sustainability hits an all-time high, people are now thinking about their social and ecological impact of their actions more than ever. To stand apart then, it’s important that entrepreneurs increasingly pay more attention to their social conscience and ask what they’re doing to support sustainability.”

Having passion for your idea and not just passion for being an entrepreneur is also important. “Too many people just like the idea of being their own boss. Some make it, but others bypass crucial learning opportunities which means if their business doesn’t work out, there is no back-up,” said one expert who chose to remain nameless.

Aiden Bell agrees with the importance of having passion. “An important aspect that sets successful young entrepreneurs apart is having a passion and following through on their actions to support that goal. Modern consumers are interested in businesses with an ethical slant; a third of UK consumers claim to be very concerned about issues regarding the origin of products. Having CSR is not always enough, as consumers look for genuine people in business who follow through with their actions.”

Rob Moore says that there is plenty of space to still be an entrepreneur, it’s just about finding the right market. “When starting out, it can seem like everyone is starting a new business. This is the first myth. There are now 7.5 billion people in the world and according to Forbes, 543,000 new businesses start up each month. That sounds like a lot, but that’s only 0.00087 per cent per year! Well over 95 per cent of these business will not be your competition, and according to Forbes 80 per cent of those fail in the first 18 months. So the reality is that the main competition is with yourself and your courage and conviction to just do it. Get started and get perfect later.”

Of course, nobody just falls into a successful position. Piers Chead, founder of The Formations Company advises entrepreneurs just starting to out to apply for every business grant, innovation award and funding programme out there. “It’s not just about winning the money – the added benefits of being recognised by a credible body or organisation are equally if not more valuable. By drawing attention to your business, whatever stage you’re at, you’ll open up opportunities to gain new contacts, get featured in the press, collect feedback and potentially even longer-term mentorship.” source

I own a boutique marketing agency. I hire new team members very carefully but I have made hiring mistakes before
I'm very much on the fence about my new hire "Jane."

Jane has seven years of work experience. We interviewed her twice, saw her portfolio and talked to her references. Everything looked great, but Jane started the job last week and I am worried.

She was twenty minutes late on her first day. That's not a huge thing on its own, but she was very blase about it.

She chatted with everyone for a few minutes and then went outside to make a call on her cell phone (without explanation — she just walked out of the building).

We were all looking around at each other, thinking "Huh?

Jane came back in and my office manager Taylor got her set up in her workstation. The rest of that day was uneventful. Jane left on the dot at five without saying "Good night" to anyone. On her second day, she was a half hour late.

I don't care very much about arrival and departure times for salaried employees, but I care about judgment and first impressions. I sat down with Jane.

I said "Traffic and other realities slow us down, of course, but our office opens at 8:30. Right now while you're learning the ropes, it would be really good for you to try and be here around that time. We talked about that at both interviews."

"Oh right, that's true, we did talk about that," said Jane.

That was all she said. The next day she was twenty minutes late.

I feel like the Jane I interviewed and the Jane who came to work are two different people.

Jane is spacey, she doesn't retain anything we tell her and worst of all, she doesn't seem to care about the job. She hasn't demonstrated any desire to dive in quickly, help us solve a problem or even get to know our business.

She is not friendly or even polite.

She drifts through the day, taking frequent breaks and contributing nothing to our mission. Every few minutes she is back on her phone having non-work conversations.

Jane is terribly unprofessional in her speech, mannerisms and general lack of concern for the work. I couldn't put her in front of our clients.

I am wondering if I made a huge mistake hiring Jane. If it's not going to work out, I don't want to drag things out any further. What should I do?

Thanks,

Chris

Dear Chris,

Sit down with Jane and talk with her —and be honest.

There's no use sugar-coating your message. Tell Jane that you're concerned. Let her know that you feel her initial approach to the job is far different than what you expected, and ask her what she thinks.

Resist the urge to keep describing what's bugging you about Jane's performance in her job so far. Lay out the problem, then button your lip.

Jane may be fighting the flu and taking medication for it.

She may tell you she regrets taking the job. You don't know what you'll hear until you ask Jane directly, face-to-face and in a private place.

Your conversation with Jane will help you decide whether to keep going or call it quits right now. If you decide to part ways with Jane, do the gracious thing and pay her through the end of the week.

We are all learning as we go! Don't beat yourself up for making an unfortunate hire, but do revisit Jane's interview process to see what may have gone wrong.

Every manager has made a bad hire at some point. My friend Laura hired a young woman who arrived at work on her first day and said "I forgot to tell you I have a family vacation next week, and a two-week ski vacation with my college roommate three weeks from now."

Laura said "Thanks so much for that information. Let's not even start — but I wish you all the best" and that was that.
Here are ten reasons to say "Thanks anyway" to a new employee on their first day of work: source
1. They arrive alarmingly late for work on their first day with no apology or explanation. It's not the lateness — it's the lack of judgment. Your first day at a new job is important, and new hires are expected to know that.

2. They change the terms of their employment, for instance by saying "I forgot to say I can't work on Thursdays" or "I need more money than what we agreed on."

3. They harass or threaten another employee.

4. They leave your workplace without explanation.

5. They come back from lunch two hours late.

6. They egregiously violate a company safety policy, e.g. by smoking in the rest room when smoking in your building is prohibited by law.

7. They tell you or another employee they didn't want to take the job and are still job-hunting.

8. They steal something from the company or another employee.

9. They spend their entire first day on their phone, ignoring the person who is trying to train them.

10. They complain to their fellow employees about everything, and ask them "Do you guys know of any other companies that are hiring?"

Sad to say, these things happen. If you're going to cut the cord, don't wait. Do it quickly, be kind and carry on with your life. That's the best solution for everyone!

It doesn't make sense to hiresmart people and tell them what to do; we hire smart people so they can tell us what to do.
Genius and profound. Your best move is to intentionally not be the smartest person in the room. And other iconic figures would agree. As Lee Iacocca once said, "I hire people brighter than me and get out of their way."

While smart people may be found up and down your organizational chart, there's a more specific term for the type of people Jobs and Iacocca were referencing:knowledge workers.
The Age of the Knowledge Worker

Coined by management expert Peter Drucker in 1959, the term knowledge workers refers to people whose main capital is to think for a living. They work with their heads, not their hands, to plan, analyze, organize, test, program, distribute, search, market, or otherwise generally contribute to the transformation of information in the knowledge economy.

Drucker asserted quite prophetically before his death in 2005 that increasing the productivity of knowledge workers was the most important contribution managers needed to make in the 21st century. Sour

That leads to the million-dollar question: How do you manage them? How do you manage highly paid, independent thinkers who like to control the process of their own work and don't like to be managed, and who own their organization's means of innovating, developing, and producing?

The same way as everyone else. You treat them as valued human beings.

This obviously will require strong leadership. The good news is that to lead the smartest people in the building, you don't need to be smarter than them.

3 Keys to Leading the Knowledge Worker
Like all high performers, knowledge
workers take pride in their work and want to serve their customers well. And they want to grow and reach new possibilities along their career path.

Three ways leaders can engage and inspire their knowledge workers are:

1. Redistribute decision making.
In a knowledge economy, top-down hierarchical management styles that direct traffic one-way with no input will collapse, because employees typically know more than bosses do about their own areas of specialization.

And being closer to the ground, they may also know more about the customer's needs, wishes, and expectations to problem solve, delight, and offer a richer customer experience. That's why Drucker advised managers, "Knowledge workers have to manage themselves. They have to have autonomy."

Conversely, high-performing organizations that empower their knowledge workers are typically flatter. Information is shared openly across fewer reporting levels, and people are able to use it to make the right decisions quicker.

Take a cue from luxury retail chain Nordstrom, headquartered in Seattle. It has a strong culture of empowering its employees to make decisions on the frontlines. In Nimble, Focused, Feisty, author Sara Roberts, executive consultant to Fortune 500 companies, describes the Nordstrom way:

Nordstrom structures itself so that employees are empow7ered to treat customers as they themselves would like to be treated. Employees are encouraged to exercise good judgment to do whatever is necessary to satisfy the customer. Meanwhile, the hierarchy of the organization is structured to support those front-line employees in that task. Why? Because Nordstrom believes that the relationships between customer and employee is critical to capturing that customer long-term.

Other organizations that distribute decision-making flatten their authority closest to the user, research, product, or market because this is where the best solutions will be recognized and can be responded to most quickly.

2. Support and lead teamwork.
In the knowledge economy, leaders build community by developing strong relationships. This means investing in time with your most valued workers to learn who they really are.

Let me ask you a question: As a leader, how well do you know the people who work closest to you? Do you know the events of their lives that have shaped who they are today? Do you know their dreams and plans for the future? Leaders use relationships and strong bonds to foster great collaboration.

In supporting a team atmosphere, leaders leverage relationships to make sure there's alignment between their workers' personal goals and the company's business goals. When it's clear that there's misalignment, leaders must find a happy compromise (as long as it doesn't hurt the business).

Supporting and leading teamwork extends to valuing workers' input on things like hiring and promotion decisions. Leaders may even charge the team with new team member performance to show trust in their judgment.

In the end, ensuring a strong team approach comes down to leaders checking their egos at the door and relying on the collective wisdom of the team.

Karen Dillon, the former editor of Harvard Business Review and a co-author of Competing Against Luck: The Story of Innovation and Customer Choice,writes in HBR:

When I finally focused on being a real leader, instead of a nervous new manager, I started asking my colleagues how we could best get the work done rather than simply figuring it out by myself. I think it signaled to them that I cared about their opinion and expertise, and that I was not assuming I was a one-man band.

Dillon says that her team ended up winning a top industry award the following year -- an achievement she attributes to a strong team, but only after she let them have a hold of the reins. Source

3. Listen more than talk to show you value their expertise.
This is really an extension of the last point because it's so important for success. Building personal relationships is the best way to make sure your employees feel heard. This means the most receptive leaders will listen to their needs, ask what matters most to them, and genuinely figure out a way to develop them in the direction they want to go.

Retired U.S. Air Force colonel, leadership consultant, and author Lee Ellis recently interviewed Tom Crawford of Crawford Corporate Coaching, who framed knowledge workers in such a succinct way:

Knowledge is powerful.
Knowledge shared is more powerful.
Knowledge from the people in the company who touch it every day is the most powerful of all.

Expanding on these points in hisLinkedIn post, Ellis says that "leaders need to be listening to the ideas and insights from people at the lower levels." that's seems like a no-brainer, Ellis says the opposite is often true: "The higher you go in the organization, the harder it is to 'lean down' and listen."

"Strategic listening is not a natural, common practice among busy senior leaders, because it requires time and patience and a positive belief in the power and capacity of others," states Ellis.

He adds, "And like all the other great leadership attributes, strategic listening requires the rare leadership combination of confidence and humility that few of us naturally have."

Closing Thoughts
If you find yourself managing the smartest people in the room, remember this: The universal human need of every knowledge worker is not unlike that of the rest of us. It's to perform meaningful work, be respected, collaborate in a tight-knit community of excellence and shared values, and ultimately make an impact for good in the world. And the biggest aspiration for their leaders is a matter of the heart: to make their people better workers and better human beings.

5 Books Steve Jobs Thought Every Leader Should Read

When u come across question like these in an interview u don't need to shever, follow the answer below and stand out among others.

Here are a few strategies for doing just that:

1. Think quality, not quantity:

To walk that line between confident and arrogant, don't just list a bunch of nice adjectives to describe yourself. Sure, you want to sell yourself as the right man or woman for the job, but you're going to be much more compelling if you cut the buzzwords and speak genuinely about your strengths.

Your strategy? Choose one to three attributes you want to mention (depending on whether the question asks for one strength or multiple) and cap it there. You’ll want to think strategically about what skills will position you as qualified for the job and a good fit for the company.
Does the position require client interaction? Strengths like communication and relationship building makes sense. Or if the environment is fast paced and constantly evolving — your ability to multitask, adapt and learn quickly would be good to highlight.

2. Be able to back strengths up with stories:

That said, what's more important than the strengths you choose is being able to back up your claims — don't just expect the interviewer to believe you without some evidence.

Start off by answering the question directly, and then move into a story that shows off your skills. For example, "I think some of my greatest strengths are my communication skills and willingness to take initiative. During my last internship, when I was helping to manage several social media accounts, I made sure that everyone on the team was on the same page and knew what our messaging strategy was by taking the initiative to send out a weekly email to keep the team up to date and to seek feedback. This ended up being so helpful that the weekly social media update was incorporated into a full-time staff member's responsibilities."

3. Look for holes and fill them:

The great thing about the "strengths" question is that it's actually pretty versatile and open-ended and you can really turn the conversation to whatever you want. So, a great way to approach this question is to think about something you really want to talk about during the interview, but haven't had the chance to share yet. Are there any skills that you want to emphasize? Maybe you have a killer "teamwork" story, but haven't had the opportunity to share it yet. Well, here is your chance! Source

Alternatively, if you get the question toward the end of your interview and you've basically covered your bases, another approach would be to make a final pitch that you're a great fit for the position and the company culture. Assuming you've done the crucial legwork of researching the company prior to interviewing, you should have a good sense of how the company perceives it's own uniqueness.
Of course, you can only use this strategy if your personal values do truly align with the company's.
Unfortunately, there's no one-size-fits-all answer for this. Your best bet in preparing for the "strengths" question (and questions like it) is to have your talking points prepared and a lot of good stories to turn to. Use open questions like this strategically, and then make sure your answers memorable by telling a killer story.

With a bit of preparation, you'll be ready to take full advantage of being asked, "What's your greatest strength?"

The right business associates are uncommon. Some are propelled to do what needs to be done, while others require what it takes to take an association to the accompanying level. Business accessories are fundamental since they can empower you to share the stack of running a successful association. Regardless, you ought to be attentive when you are surveying your potential business accessories. Today, I have shared a couple of things I feel that you should consider while choosing your business assistants.

1. Trust
I put this first on the once-over for a basic reason. Do you trust this person with your own record?. In case the fitting reaction is no, I would propose that you think about getting into business with that person. As business associates, every dime you spend together impacts your check book.

2. Friendships
In case the individual is your nearby sidekick, guarantee that their regards, destinations and obligations organize yours. Do whatever it takes not to acknowledge that since you are awesome friends, you share comparative feelings and qualities. I would propose that you examine your sidekick's near and dear life to see how stable it is. Singular issues are difficult to oversee and it can catch some person's master life.

3. Money
money is a standout amongst the most concerning issues in a business relationship. To guarantee that you and your business accessory starts off on the right foot, I would propose that you both agree on how much each of you will add to the financing of the association and how the advantages will be appropriated.

4. Obligations
All social occasions included ought to agree ahead of time on what their individual commitments are in the business. If a man keeps endeavoring to do too much or ends up improving the situation all goals and purposes nothing, the association will start to go into dilapidation.

5. Varied qualities
Guarantee that you and your accessory offer particular qualities. If you have two people who are extraordinary at bargains, who will add to substitute parts of the business?. You should bring someone who compliments your qualities in order to put some change in accordance with the business.

6. Take as much time as is required
Never race into an association with some individual since you are exhausted on doing everything without any other individual's information. Finding the right business accessories require some venture.

7. Contracts
You ought to pick a condition to choose the estimation of the business to your sidekick in case they get out. Try to keep everything definitive, so all social affairs appreciate what they get always

source

Entrepreneurs are decision-makers. They take decisions on the path or direction to drive their business. One of such decisions they have to take is when to expand their enterprise. Whether you get it right or wrong, your conclusions will have a groundbreaking impact on your business. Obviously, you do not want to get such a key decision wrong and join the approximately 70% to 80% of startups that fail within 5 years in Africa. As such, Jumia Travel, the leading online travel agency, shares the things you have to consider before expanding your business.

A clear strategy
The strategy is laying a clear roadmap ahead for the company to achieve its vision and mission. Without this, your expansion may be a totally foolhardy risk.

.Stability of your financial report
You should look to the data contained in your financial reports to determine the viability of an expansion at the current moment. The reports should show increasing profits, a firm handle on salary payment and good control over purchasing expenses.

Relationship with customers
The truth is most companies in their early days do everything to keep their customers happy, and during their expansion phase, they fall apart in terms of customer service. Take this opportunity to build a rapport with your target group to win them over to your side. This is essential if the relationship is strained. If you cannot keep your customers happy, you really have no business expanding because there will be endless complaints which will not only ruin the reputation of your business but can also lead to business failure when you start losing them.

Effectiveness of your workforce
A business depends on a well-trained, effective workforce to handle day-to-day activities. If you can rely on your staff to do their work tasks in an efficient manner, no matter what conditions throw at them, you are ready to utilize this essential resource to expand your business.

Funding
Funding is perhaps the most important. Without capital, the business expansion will be near impossible. One trending way to get funds is through venture capitalists or serial investors who are willing and ready to invest in viable businesses. Don’t hesitate to take advantage of them by pitching to them. If your pitch is endorsed, they will pump money into your business and you can then expand.

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