Pony Of Prey Blog

Hiring good employees is not only important to business, it’s essential. Employees are the heart and soul of a business; they are the mechanism that makes a business run; they are the breath of life that enables a business to be something more than an idea. A business cannot run unless someone (employees, in this case) is doing the work. Any intelligent business owner should want good employees.

EMPLOYERS NOT THE ONLY ONES TO FEEL THE EFFECT

Bad employees not only affect an employer by driving down sales, costing the company unwanted expenses due to negligence or simple lack of motivation, etc, but they affect the customer as well. Of course, once a customer has experienced a bad employee, it automatically affects the employer in obvious ways. Although this seems like common sense to most people, it is uncanny how most employers will overlook this fact, whether it’s because of time constraints to effectively deal with the problem or lack of better judgment. Whatever the case, it is a fact that sales get driven down and production slowed for a reason. That reason could very well be because of the customer’s lack of satisfaction with whatever service he or she had received and that lack of satisfaction stems from bad employees.

FIND THE RIGHT PEOPLE TO START WITH

This is one of the most important things you, as an employer, can do. Getting the right people into your company to start with gets things moving in the right direction at the very beginning.

According to Chairman and CEO, Hal F. Rosenbluth, and Consultant, Diane McFerrin Peters, of Rosenbluth International, the third-largest travel management company in the world, “Most of us choose our spouse with care and rear our children with nurturing and compassionate attention. Yet, we tend to select the people who will join our company on the basis of an interview or two, and once they have joined, they often find that they must fend for themselves.

This contrast illustrates the disparity between the environments of family and work. But, given the amount of time we must spend at work, wouldn’t we all be happier if we took as much care at the office as at home to create a supportive environment? Wouldn’t we also be far more successful?” (28).

The answer is yes.

THE CUSTOMER DOES NOT COME FIRST

It’s important to remember that if you want quality employees, your company must be of the same caliber. If you expect to attract an employee who thrives to be as dedicated to the business as possible, doing more than what is expected, and putting forth 110% without any consideration being given to the employee’s personal needs, thoughts, and desires, you are truly fooling yourself. And, eventually, your business will suffer for it.

It’s obvious to most, by now, that benefits and perks play a large part in attracting employees. I need not explain the many benefits that a company should make available to attract a good employee because it should be common sense to most, by now. I will say, however, that attaining a good employee must go much farther than just having a great set of benefits. After all, does a wonderful benefits package actually attract only good employees? Of course not. There must be more to it than that.

For the customer to be served with the best results humanly possible, a more modern approach to the theory of customer satisfaction must be realized which is that the customer should not come first; the employee should. Therein in itself is one of the most successful ways to attract a good employee.

When a business puts its employees first, many things can happen. To begin with, the employee is happy. If the employee is happy, the service that the employee provides to the customer will be far more outstanding than if he or she were not happy. If the service is outstanding, the customer will be happy and that only spells successful results for the business.

This does not mean that an employer must wait hand and foot on the employee. No, it simply means that careful consideration to what an employee thinks, wants, and suggests should be considered. Do not treat an employee as if he or she is a factory robot working on a clock. Treat them as people. Treat them with respect by talking to them as people and not “talking down to them” as “employees”. In fact, a good idea would be to remove the term “employee” all together. One successful company I know of refers to its employees as “associates”, thereby empowering their “associates” with a feeling of more respect and purpose.

EMPLOYEE LEADERSHIP AND FLEXIBILITY A MUST

An open, friendly atmosphere is a must in a workplace. Micro managing, as most already are aware of, is frowned upon. This is for a reason. When a work environment is open enough for all employees to contribute and offer ideas and suggestions, without ridicule or negative response, this sparks creativity in an employee and, again, empowers them to contribute more to the business. If everyone feels as though they are a part of the leadership process and not just a worker bee, they will have a satisfying feeling that can go a long way. Micro managing completely kills this system.

An employer must be flexible. Does there really need to be a rigid schedule? Does lunchtime really need to take place at a specific time? Who actually needs a clock to tell them when they are hungry? This line of thinking is what is needed in every faucet of business, as simple as it seems. It makes an employee feel more like a human; it makes them feel as though the business respects them as a person and will put them first. Once that consideration is instilled in an employee’s mind, there isn’t anything that he or she wouldn’t do for a business. And, when a person looks forward to waking up in the morning to begin working in a place where they feel management gives them respect and thinks highly of them, they will put forth the effort to show appreciation.

HIRE NICE PEOPLE

Experience and degrees are great ways of measuring employees’ qualifications and potential…but ask yourself, are they nice people? A person can be the most qualified, educated, and experienced possible employee on the planet but if they have the personality of a wet paper bag or of a caged wolverine, it’s guaranteed they’re not going to do much for your business. Those that have to work with them will be disgruntled on a daily bases and begin putting out a poor performance. The customers that receive service from them will be unhappy and I need not say what happens after that.

Hire nice people. Nice people can do wonders for a business. Sound picky? It is. But, when it comes to your business, can you afford not to be picky?

A nice person can learn anything. Nice people are pleasant to be around and are easy to teach. They are notoriously quick to learn. So, even if your nice person does not have the skill set that you are looking for, one might consider the possibility of training. Think about the potential, especially if nice people seem to be rare in your neck of the woods.

HOW DO YOU FIND NICE PEOPLE

This should be obvious. During the interview process, were they down-to-earth or were they focused solely on success, success, and more success? As crazy as it may seem, the total, success driven fanatic may not be the best option. Again, the person who seems more like a “person” would be the best candidate for hiring. In the long run, they will make your business more successful because they would make the customer, as well as those that have to work with them, happier.

Conduct tests and unconventional interview methods. Why should an interview consist of one or two meetings in a stuffy room? How can we really find out about a person that way? The answer is that we can’t. Instead, how about combining the stuffy office interview one day with another day of playing a game of softball with other, current employees, as Hal F. Rosenbluth and Diane McFerrin tend to do within their company? This would be great for company moral and, at the same time, provide a chance to see how the potential employee reacts in a team environment. If the person is bent on nothing but winning and becomes angry when other teammates drop the ball or do not hit as far as they should, perhaps this person is not the best employee to have around. Chances are that their performance on the softball field will reflect their performance in the office. (31-32).

Go for a drive. As again explained by Hal F. Rosenbluth and Diane McFerrin Peters, the way a person drives an automobile says a lot about a person’s personality. Are they overly aggressive and speed through traffic, weaving in an out of other cars, determined to get to the point of destination no matter what the cost? Or, are they assertive drivers who consider the safety of their passengers and think of alternate routes when confronted with a traffic jam, focusing more on the drive than the destination? (31). Which person would you rather have working for you? Which person would you rather have serving your customers? If you were a customer, which person would you rather have serving you?

Invite your new, potential employee to a company social event. Are they the type of person that talks only of themselves and continuously brags about all of the wonderful things that he or she has done? Do they even talk to anyone at all? These are the folks that either want to gain far more than they are willing to contribute or aren’t willing to gain or contribute. These are the type of people that will bring your company down.

So, some key points to consider thus far:

Consider your employees before your customers. Not only will the employee put out a far better performance due to feeling respected, but your company will also build a reputation as being “the company to work for”, which will attract other, good employees.

Be flexible. Constraints in the office constrain creativity and work performance. Go for casual clothing, if possible. Let your employee decide when it’s time to eat and take a break. Be flexible on your employee’s schedule, catering to his or her personal needs. The employee will show appreciation in return, by supplying a good output of production.

Hire nice people. Not one customer in the world, no matter what business you are in, enjoys service from someone with less-than-appreciative attitude. And, your other employees will not enjoy working with them either, bringing down moral and production drastically. This kind of person will not be willing to strive at contributing to your company; they will strive to contribute only to themselves.

Consider the unconventional when interviewing an employee. The more often you can set a scenario that a potential employee will not expect or could find to be an unusual method of interviewing, the better. It will give you a chance to see what that person is really capable of, as a person.

RETAINING GOOD EMPLOYEES

As important as attracting good employees is, it is just as important to retain them. As always, benefit packages help to retain employees. But, again, this is something that most people are already aware of. Sure, there will be those that will want to stay for the great benefits. But, is that all you, as an employer, can offer? No.

After spending as much time as you should have in attracting good employees, it only makes sense that you would go to certain lengths to keep them. Chances are, if you really attracted a good employee, it wasn’t just because of the benefits. And, chances are that your good employee will not stay just because of the benefits. Benefits, although a positive force, are not the end all and can, at times, be a false sense of security to an employer. Not everyone develops his or her retention decision on a benefits package, at least not the smart employee.

LET THEM CHANGE IT UP NOW AND AGAIN

Let your people explore your company. Don’t lock them into one, specific type of work, especially if they express desire to try other things. In today’s job market, job-hoping, as it is known, is a regular occurrence. If you provide your employees with the chance to job-hop “within” your company, this is one way of keeping them there. Give them the opportunity to gain new experience, knowledge, and skills. This will only enhance your company anyway, by having an employee that can do and handle more. It also increases confidence in the employee and makes their work more satisfying. The United States military and civil services such as police and fire departments have already figured that one out. They call it cross-training and fleeting-up and it’s a great idea.

COMMUNICATION

Communicating is very important, not only in day to day business, but in retention as well. People need to feel as though they have a grasp on what is going on within the company. They want to know where the company is going and how they will be part of that process. They need to feel they are involved in the company. Being part of any planning processes, being able to contribute ideas for the company, and essentially being heard is all part of communication. Again, this is emphasized in most of the U.S.’s military forces as well, even though they conduct themselves in more of a dictatorship.

Know why your people wanted to join your company in the first place and hone in on that. Keep that priority of the employee in consideration, always acting on it and developing it, and the employee will want to continue that purpose with a strong sense.

Talk to your people. Not only should you get to know them, you should get to know what they continue to want and think. And, don’t think for a minute that a person’s desires and thoughts on particular matters will be the same later down the road as they were when they first joined the organization. Things change, including your employee’s thoughts and desires. Keep up with those changes.

Get feedback from your employee’s. Find out what they think is right and wrong with the company. Provide a feedback forum. And, most importantly, act on the information you receive from this feedback.

In summery:

Let your employee job hop and provide an opportunity to let them do it within your company, instead of having to go outside the company. More than likely, if they can’t do it in the company, they will venture outside to a place that they can. Take advantage of the multiple skills your people can learn within the company. This not only helps your company out, it gives the employee a feeling of more purpose and he or she will enjoy not having to go far to expand their skills.

Keep your people in mind when it comes to information on where the company is headed and what it is doing. If the employee does not feel informed on what is happening, they will not feel as though they are part of the company and, therefore, will not want to stay, in the long run.

Get to know what your people want, when they first enter the organization and periodically throughout their tenure. People’s motives and desires change. The good employer is the one that can keep up with those changes. Offer feedback methods and make sure you act on the results.

Above all, remember what it was that got you that good employee in the first place. The concepts mentioned in this article that enable an employer to attain a good employee to begin with are basically the same principals of retaining them as well. It’s that simple. Anyone who works for a company that considers their needs, is just, and can remain flexible, as well as provides other good employees to work alongside, will want to continue working in that company. Hiring and retaining good employees goes hand in hand.

About The Author

Myron Curry is President and CEO of BusinessTrainingMedia.com a leading provider of workforce and business development training programs designed exclusively for corporate deployment. Myron has over 20 years of successful management experience with leading fortune 500 companies and has written numerous articles about workforce management issues. You can contact Myron at: myron@business-marketing.com or visit his company’s website http://www.businesstrainingmedia.com

What if someone asks to borrow your checkbook? And then the person asks you to sign the checks.

Absurd, right?

And yet, people freely sign over huge chunks of their lives by agreeing to attend pointless meetings.

Here are five things to ask about before agreeing to attend.

1) Goals

What are the goals for the meeting? Why are you holding this meeting? What do you want to have when you finish?

If you receive a vague answer, such as, “to discuss business” or “just to talk about something,” be warned that this meeting lacks direction.

2) Plan

What is your agenda? How do you plan to accomplish these goals? What will we do during the meeting?

You want to know the plan for the meeting before you agree to attend. A meeting without an agenda is like a journey without a map.

Note that a meeting without a clear goal or a complete agenda will always waste your time.

3) Me

What is my role in the meeting? Why are you asking me to attend? What do you expect of me during the meeting.

You want to attend only those meetings where you have an impact. Otherwise, ask for a copy of the minutes.

4) Them

Who else is coming to the meeting? Why have you asked them to attend? How well do they support your goals for the meeting?

This tells you how to prepare and what to expect. Otherwise, you could find yourself being invited to an ambush.

5) Logistics

How should I prepare? What should I bring? What else do I need to know about this meeting (e.g., where is it being held)?

Attending a meeting without sufficient preparation will make you appear incompetent. If the time required to prepare exceeds what you can afford, suggest alternatives such as rescheduling the meeting.

You probably know this already, but there are generally held to be four main personality types, which I call: Extrovert, Amiable, Analytical and Pragmatic .

Let’s take a moment to consider each of them in the workplace.

Extrovert: someone who probably has a messy desk; who leaves projects 75% completed then gets distracted by new, ‘more exciting’ projects; someone who communicates their ideas with enthusiasm and charm; makes instant decisions; hates ‘paperwork’ and the ‘dull routines’ of life, such as filling in order forms, checking bank statements, etc.; is usually ‘fashionably late’ to meetings, events and parties (and they love entertaining clients!); always has interesting screen savers.

Amiable: someone who is the ‘peacemaker’ in the office; is always striving for a ‘win-win’ in everything in life; someone who probably isn’t terribly ambitious and striving, but is very happy to support and encourage others who are; someone who cannot say “No” very easily and so are probably on every committee going (whether they actually want to be or not); is more likely to make a decision on the spot if only to stop you ‘hassling’ them, otherwise will take weeks to make a decision (if at all, as they prefer others to make the decision for them); like to know what others are doing (in case they themselves are doing something inappropriate or foolish).

Analytical: ‘GadgetMan’ - has multiple PDAs in case one fails; has several computers for the same reason; adores punctuality; when they tell you they recently bought something they won’t round the number up but will tell you to the exact dollar and cent how much they paid; loves playing with spreadsheets, charts and projections; will never make a decision on the spot; will buy a car based on fuel economy, servicing costs, resell value, depreciation and other factors, never ‘because it’s a lovely shade of blue’.

Pragmatic: a ‘take charge’ person; their view is the way things will probably get done; they listen to others’ points of view out of courtesy or intellectual curiousity, but will still do things ‘my way’ ; doesn’t take business rejection personally; not interested in how ‘exciting’ a project might be, only interested in how much money it will cost/make and how soon it can be implemented/built; very often the Pragmatic likes the colour ‘ Red ‘; doesn’t have any photos of family or friends on their desk (too unprofessional); has a neat, organised desk.

Now, sales trainers have for years been pushing the line that we ‘buy with emotion, and justify that purchase with logic’. But having seen a few Analyticals in my years I don’t actually believe that to be the case. An accountant friend of mine in England never purchased anything because of emotion - he always poured over spec sheets from various manufacturers, weighed up the costs involved, considered his options. And because he was also part-Amiable he then let his wife make the final decision, based on his input.

Which raises an important point. No one is ever a ‘pure’ type. We are all a mix of the four personality types to some degree or other. Yet we also have a strong preference for one particular type.

I’m an Extrovert with a leaning towards the Analytical. I couldn’t begin to count the number of my own marketing projects that I have half-completed here in my office; each one almost ready to roll but just in line behind the latest ‘more exciting’ idea I’ve just had. Yet I also love getting deep into Dreamweaver and working out how to tweak my website pages for greater speed, better search engine optimisation, tidy up loose bits of code, and so on.

But that’s beside the point…

The real purpose of this page is to let you know that your business communications - whether they are email, web page, pdf brochure or even initial word of mouth introduction - need to appeals to the different needs of the four personality types.

How do you do that?

By making sure that your communication has a reasonably equal amount of the following:

* Facts and figures to appeal to the Analytical and Pragmatic

* Enthusiasm and excitement to appeal to the Extrovert

* Testimonials to appeal to the Amiable

Get that right and you have a greater chance of getting your message across.

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When you match consumer psychology with effective communication
styles you get a powerful combination. Lee Hopkins can show you
how to communicate better for better business results. At
Hopkins-Business-Communication-Training.com you can find the
secrets to communication success.

Negotiation is the art of following a process. The more often you practice negotiation, the better you get at it. It is essential to know when you must negotiate. It’s often very difficult to stand your ground and say no or respond that the option available is not acceptable. The first couple of times you find yourself saying no might be very stressful, but the rewards are well worth the effort. Let’s review a couple of scenarios.

1) You want a raise and your boss says there is no money. Should you put your tail between your legs and slink off to nurse your wounds while you are angry and upset? NO! The plan is to offer options and alternatives when the discussion begins. Think in terms of a wish list of the things you want. Then determine what you would settle for. Is it money you really want or are there other issues in play that you believe money will resolve?

The Reality: You want a raise badly. The fact is that you are probably not going to get it. Assumption: Just because the boss says no doesn’t mean that there isn’t flexibility to offer other considerations in lieu of money.

Game plan: Have alternatives prepared to request in lieu of the raise, i.e., an extra day off, and reimbursement for something like furthering your education. Get the picture. It’s best to be ready to talk about a deal once your boss says no. Even after the NO is reinforced follow-up in writing with other alternatives to be discussed at a later date.

2) Your client says that your price is too high. In most cases this is SOP (Standard Operating Procedures). You are convinced your price is reasonable and fair, so be prepared to negotiate.

The Reality: You need the business. So what do you do? Lower your price rather than negotiate? This is a major mistake. Once you start this practice it’s difficult to stand firm with this client ever again.

Assumption: “If you refuse to negotiate price, you will lose the deal.” The truth is just the opposite. If you aren’t prepared to defend your price, your customer will lose respect for you. Bigger mistake.

Game plan: Recap the reasons why your price is fair and justified. Make your client explain the reasons they think the price is high. Negotiating for the best price is part of their job. If they weren’t good at it they wouldn’t be there. Don’t cave and immediately offer to reduce your price. Explore options and investigate if there are other things that can be offered in lieu reducing your price. Tell them you can’t get an answer today but promise to get back with other options.

3) Your boss gives you another project you simply can’t handle and finish on time.

The Reality: Everyone is overworked. Someone is going to have to do this project, hopefully not you.

The Assumption: Because you say no your boss will think less of you or have a negative perception of your performance.

The Game Plan: You say: “Our department is currently involved with three other projects. In order to finish this project on time, one of those projects will need a time extension or should be delegated to another department. Is there someone else who can handle this project or can one of our other projects be delegated to another team?” Or “That project will require my undivided attention. Which of the other items we are working on can I delegate to X.”

7 Tips To Help You Negotiate Like An Expert:

1) You are entitled to a reasonable and fair price or value. What is reasonable? Whatever you can convince your buyer/boss that you or your product/service is worth. The operative word is value. It is up to you to do the convincing.

2) Operate from a position of strength. Believe that what you are selling is worth the price! Are you confident that you are worth what you are being paid? If not, how can you convince someone else?

3) Don’t be wishy-washy and apologetic. Stand your ground. Once you have established the value of your product/service, present your price/value with confidence. Don’t waver in that conviction. As soon as someone questions your price you must be prepared to demonstrate your value.

4) Be willing to walk away and continue another day. You must be prepared to say: “Next!” or your customers will sense your uncertainty. In the case of your boss he/she needs to know that you are still aggressively looking for ways to resolve a compensation issue. That doesn’t mean that you should issue an ultimatum, however, it is vital that you state your position firmly and convey that you are not giving up.

5) Make the buyer/boss work for concessions. If you appear too eager to negotiate your price or terms downward, the buyer will perceive you as worth less (or worthless). If you do lower your price, be sure to make your buyer earn the concession. Don’t give in right away. Ask for concessions in return, such as additional business or faster payment.

6) End with everyone feeling happy. Whatever you do, remember that your objective is to create a satisfied customer or a loyal boss. Don’t leave any situation unresolved with hard feelings.

7) Be a good listen and offer constructive comments rather than criticisms. Don’t get angry or flustered if you don’t get what you want. There is always another client or another day to negotiate.

Discover the easy way to make yourself stand out from others. How to become an expert in your field; How to write a better resume; How to write a personal press release; How to accomplish things no one else is doing and to get people to think about you in ways they have not thought before and much more including critical checklists for those important business meetings.

This indispensable workbook will show you specific ways to accomplish your personal branding goals and launch your career into the stratosphere. We have done all the work for you with guidelines, cheat sheets and easy-to-use templates to customize for your own use.

So don’t put off building your brand any longer. Don’t wait till your associates get your promotion or raise or even a better job.

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Every intelligent investor is aware of the fact that, whenever he/she invests in a policy of higher return, higher risk is always there. In the history of Sussex, people faced a number of scams, from credit card scams to e-bay frauds and from Lotteries to Land Scams. After every scam or fraud a normal human being learns a lesson, prepares his mind to avoid the next one and then again faces a scam once again.

Sussex people call Sussex Land Scams as Boiler Room Scams as these are more or less encouraged from the America’s Boiler rooms. Though, these are not actually scams but exaggerated notions of a certain group of people. There are people who are raising voice to get the permission for development of land and sooner or later it is going to be allowed.

In the early 1930’s, such type of scams usually operated through the boiler rooms of large buildings. Caller used to create high pressure on the called one and perform their best to convince the targeted customers. Though Sussex police takes every scam seriously and is committed to stop such types of scams or frauds but to fight against these scams the people of Sussex will have to prepare them selves. Sussex land scam is not the first one in the UK. The no. of other land scams has also been traced there in UK in the last few years. These scams can be costly to the victim so if we take some steps we can minimize the number of such scams. Sussex police and the local government is always ready to take the initiatives against these scams but still some awareness is required from the public end.

blogstuff.co.uk/?u=propertylook

Dr. Mortimer J. Adler states: “schooling is not education, but just a path to education.” That is right, I do support his opinion and, for the purpose of this article, I will add more ingredients to his sophisticated and civilized idea. Thanks again to you.

As a law and advanced English student, I am taught to unconditionally follow the set principles and system of my academic world. What I am talking about is to target the Cambodian academic mindset and this would not be applicable in other corners of the world or it may.

I am, by my lecturers, supposed to accept what they say as true, what already stipulated in Cambodian legislative instrument as perfect and whenever I challenge these tactics, I am always negatively criticized by both the lecturers and students. But these never discourage me, and it is from this lesson that an innovative initiate has stepped into my mind: “lesson forgotten to be taught in school.”

Schooling is not just about following what our lecturers say and the written information in the hard copies (text books, course books, exercise books, newspaper and other media), but it is also about what our lecturers fail or hesitate to say, about should we challenge our lecturers and the print hard copies: these are referred to as “lessons for forgotten to be taught in school.”

I believe what Dr. Mortimer J. Adler says, because I believe that if we blindly follow the schooling system, we would not be able to be whole-life learner, innovative or creative researcher, have our own social pride, and contribute to our society. I believe that we are born in a more informative world, this means our decision would be more sophisticated and influential in a long-term basis.

To me, learning is about “all.” This means that we are not just supposed to learn the positive things, but we are also supposed to learn about negative things, so we can distinguish what is truly moral and truly immoral. This is one of the negative aspects that I found in teaching and learning biography of any national or world hero. Students are just shown about the positive image of the heroes, but negative aspects of the heroes are not revealed at all. Teachers or lecturers seem to say, “there is no negative aspects behind the heroes, just follow everything the heroes did, if you want to be like them.”

High school students as well as university students are supposed to accept what the teachers or lecturers say as true and challenging them would mean immoral or disrespect. To blindly believe them alone is not a true education, but if concrete reasons are laid behind such the belief, we will have heartfelt and down-to-earth belief as well as genuine education.

Do not just blindly what your teachers or lecturers say, we are human too who is supposed to create new thing (invent), lay reasons behind our beliefs and even put more ingredient to make what our teachers or lecturers or heroes say, tastier for our and the next generations.

Lay Vicheka is a translator for the most celebrated translation agency in the Kingdom of Cambodia, Pyramid. He is working as freelance writer for Search Newspaper, focusing on social issues and students’ issues. Lay Vicheka has great experience in law and politics, as he used to be legal and English-language assistant to a member of parliament, migration experience (home-based business) and experience in writing. You are stronly advised to contact him for any doubts or wonder about Cambodian politics and even the world’s phenomenon. Posting address: 221H Street 93, Tuol Sangke quarter, Russey Keo district, Phnom Penh, Cambodia. Tel: 855 11 268 445, vichekalay@yahoo.com

Time management is essential for having a successful life, however if there is lack of motivation, time management can be a struggle. Motivation keys into time management since when a person is lacking motivation they probably are not keeping their important documents filed, or meeting time plans that are required of them: the key then to achieving a motivation level that will benefit your every day plans, is stop putting off tomorrow, what you can do today.

If you see your desk is in a rut, do not stand their and say, “oh well, I will get to it sooner or later.” Rather organize your desk, and look back at your labor. Feel it! If you follow this plan you will soon feel better about yourself, and motivation is in the process of being cultivated. Time management will follow once your motivation perks up. Motivation is a force, a stimulus, or influence. It is a drive within us that we must put to use in order to achieve. Regardless of your situation, motivation is possible to obtain. To learn more about motivation and time management we are going to take a look a few tips that can benefit us.

Tips:

If you have a hard time remembering, you might want to post notes on the refrigerator, computer, or any office area or home area where you visit every day. This is will remind you of your daily duties, and possibly help with your motivation to get it done!

Engagement books, address books, or other types of stationary provisions are available if you do not have a problem with memory, and need a reminder by opening up your book. If you like, pictures try to find a pretty stationary book that keeps you focused on the plan. If you have to get up early to go to work, you might want to set your clothes out the night before, and plan your day as scheduled. For example, if you have important tasks to handle the next day, don’t have an extra cup of coffee, rather get to the job, and get it done. Once you finish you can move onto others tasks, and have that cup of coffee later when you realize that you just managed your time.

You can also invest some of your time in yourself. When we let ourselves go, it often affects us in many ways. If you enjoy exercise, then exercise before you go to work for a few minutes. This will build motivation, stamina and help your find the energy you need to get the rest of your work done. Eat a healthy breakfast, instead of rushing out the door. The saying “the early bird gets the worm” is very true. When you wake up early, you not only feel good, but you accomplish what you set out to do. Taking the first step is not always easy, but once you get the motor a running, you are on your way to managing your time since your motivation is climbing the ladder to success.

For more great free resources on how to manage your time visit Gabae Time Management.

Also for more informative articles on time management visit Gabae Time Management Articles.