Monthly Archives: September 2012

Small Portions of Hope for the Construction Industry

For building firms and their suppliers this week’s “Government Construction Summit” has offered some mixed messages for the future.  The summit focussed closely on government procurement policies and efficiency savings; but amidst a rash of cuts in government spending, what do these efficiencies amount to?  Both the cabinet office minister Francis Maude and his chief construction advisor Paul Morrell outlined the current position for the construction industry and their own thinking on government building contracts, strategy and procurement.  The summit had a keen focus on both saving money, with some suggestions of possible opportunities for the building industry.

Government Streamlining

Building firms, however, may be less interested in how the government proposes to streamline its processes and more on the availability of construction contracts.  The summit showed that last year the number of contracts for new schools fell by thirty per cent while for roads the figure was nearly fifty per cent.  For many this is no surprise as the government’s austerity measures begin to bite and the effect on the construction industry has been clear with big names such as John Doyle going into administration last month and the subsequent loss of 290 jobs.  Like many other suppliers to the construction industry Doyle’s disappearance from the industry is a significant indicator of the effect that the lack of large scale projects is having on the industry.

Future PFI Contracts?

The Private Finance Initiative (PFI) sector has provided a good market for construction firms in the past, however, at the summit the Treasury’s Infrastructure Unit could only announce that plans for the successor to the initiative will be made clear well before the autumn, and could be available in the next few weeks.  If this raised hopes for construction firms the statement was qualified by the statement that ‘we have had the largest successful investment in s social infrastructure since the Second World War already.  That “already” may be one that suggests there may not be much more on the PFI front planned for the near future.

It’s taking part that matters (if you’ve paid your entry fee)

Despite a cast of thousands in construction terms, the Olympian task of constructing the facilities for the Games Atkins remains the only construction company permitted to use its involvement in the project for marketing purposes.  This was confirmed at the summit, although smaller contractors were advised they could always tell prospective clients that they had been involved.  Sort of along the lines of “It was this big. Honest”.  Having paid for the privilege, it seems that Atkins intend to hold onto their exclusivity, while the smaller firms who have helped to make the Games possible will receive marginally less recognition than your average torch bearer.

Good Tsunamis

Tsunamis are not normally considered a great idea, but Terry Fuller the Homes and Communities Executive director promised one is on its way for construction firms, as housing finances are handed back to local councils.  This particular mega-wave is expected to come in the form of a flood of building contracts, according to Fuller, as councils rush to spend their new found rental income.  On the same theme Fuller disclosed that social housing landlords who fail to meet construction targets may have their funding removed and passed onto others, to ensure enough homes are built on time.

Mixed Messages

Overall the summit provided a glum picture of the construction industry at present, despite the major construction projects promised in the form of nuclear power plants and at least one high speed rail link in coming years.  While the government’s plans to rationalise its spending may not be of much interest to building firms, the changes to funding for housing could offer some hope, as could changes in the way grants are administered to social housing.  For construction firms, large or small, finding their own efficiency savings seems to be the order of the day.

For all sectors in the construction industry, from concrete batch plants suppliers to scaffolding firms, the governments summit this week has provide small portions of hope and some very mixed messages.


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Breaking Bad Reviews: How to Protect Your Small Business Online


It happens all the time: The hard-working crew at a small business loses customers thanks to the sour grapes of one person.

It could be a disgruntled employee, an angry customer or even a competitor, says V. Michael Santoro, coauthor with John S. Rizzo of Niche Dominance: Creating Order Out of Your Digital Marketing Chaos (

“Anyone can post a bad review online and hurt your business,” says Santoro, who is a managing partner with Rizzo of Globe On-Demand, an internet technology company. “Unfortunately, most business owners are not even aware that these bad reviews are out there.”

Seventy-two percent of buyers trust reviews as much as personal recommendations, and 70 percent trust consumer opinions posted online, according to a recent Nielsen Global Trust in Advertising Survey.

“A bad review published in a newspaper, or broadcast on radio or TV, is short-lived, but a bad review posted online can live indefinitely,” says Rizzo. “With consumers now researching an average of 10 reviews before making a buying decision, and 70 percent trusting a business that has a minimum of six reviews posted, business owners need to be proactive in developing their online reputation. You need several positive reviews.”

Online searches have been streamlined, combining reviews with maps, pay-per-click advertising, local business directories and Facebook Fan pages, Santoro says.  As damaging as bad reviews can be, positive reviews can be equally constructive, he says.

Rizzo and Santoro offer an Internet marketing strategy called “reputation marketing,” described in the following steps:

• Develop a 5-Star Reputation: Begin by having your happy customers post great reviews about your business. Strive to have at least 10. Have each post to one of the following: Google Plus Local, Yelp, CitySearch, SuperPages,, your Facebook Fan page, etc. This needs to be a continuous process. Proactively ask your customers to post reviews.

• Market Your Reputation: Once reviews are posted, use a well-designed online marketing strategy to drive targeted traffic to your website. Ensure that your website can convert this traffic into customers. Additionally, showcase these third-party reviews on your website.

• Manage Your Reputation: Regularly check that the reviews being posted are positive. You can use Google Alerts for your business name; however, you will need to check the local directories, too, since they’re not picked up by Google Alerts. By building up the positive reviews, you can counter a poor one by sheer volume. You should also quickly post a reply to a negative review if they occur. Always be professional and indicate what action you have taken to remedy the situation.

• Create a Reputation Marketing Culture: Train your staff to proactively ask customers for reviews and to deal immediately with any customer who appears unhappy. A positive culture will encourage customers to post positive reviews about your business.

About John S. Rizzo & V. Michael Santoro

John S. Rizzo obtained his bachelor’s in business administration and spent three years as a consultant for’s publishing group. He has assisted several businesses with digital marketing strategy and has served in leadership positions for multiple initiatives for the Charleston, S.C.-Area Chamber of Commerce.

V. Michael Santoro has more than 10 years in the digital marketing field. His prior experience includes international senior marketing positions in technology fields. He has a master’s degree from Central Connecticut State University and an undergraduate degree from the University of New Haven. Santoro was an adjunct professor with the computer science department of Western Connecticut State University.



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Modernizing Your Human Resource Strategies to Fit the Digital Age

Whether it’s a small business or a large enterprise, a start-up or an established corporation, the influence a competent Human Resources Management team have on a business’ success should never be underestimated. After all, the people in this team have a hand in how new hires view the company and how old-hand employees feel about their employment. An effective HR team will be able to help promote and maintain a work environment that not only makes it conducive for employees to perform efficiently but also stimulates creativity and initiative.

It is essential that a member of a Human Resources team know and understand their established responsibilities and tasks. That’s a given. What experienced HR managers sometimes neglect, however, is the need for continued evolution in strategies and practices in order for the department to stay updated with the changing work force. You can’t expect to use the same coaching methods or recruitment processes from ten years – or even five years – ago and expect it to yield the same outstanding results now as it did then. Especially in today’s digital age, modernizing your strategies is a sure way of demonstrating growth and adaptability.

Here are some tips, tricks, and modern techniques you can employ to help boost your HR management skills.

In Employment and Recruitment

Utilize social media. It is a well-known idea that people in Human Resources are notoriously slow in making use of advances in technology. It’s about time you prove this idea wrong. Gen-Y prospective employees spend more time online and hanging out in social media websites than they do anywhere else. A more established online presence – and publicity for the company – is not the only reason to take advantage of social media in your recruitment processes, though. Prompting conversations and discussions online pertinent to your industry will also introduce you to people with brilliant ideas. People who might be a perfect fit for your company in the future. People from everywhere in the state or the country. You don’t need to post ads on Illinois newspapers or check out Louisiana human resources websites to find the perfect prospective hire. They’ll find you.

Be proactive; not reactive. When it comes to finding talent, waiting for applications is not exactly giving your business the best advantage. It doesn’t have to be a fresh face; the idea is to actively look for people that will fit the role rather than just posting a job ad and sorting through the willing. Taking note of special skills employees have will also help you in identifying the perfect fit should a position matched with the skill open up.

Hire for culture fit as well as skills. This is an often overlooked criterion in picking the perfect new employee. Most HR people will focus on skills and experience, education and background, and forget to pay attention to how exactly the applicant will fit in the current company culture. On top of the required skills and experience, you want someone who can adapt to the established culture within the organization. This will help the employee view the company in a more long-term light.

Training, Development, and Employee Relations

Motivate. That’s pretty general, but motivation is also relative to position, age, length of stay in the company, and the industry. Of course, no matter the mentioned factors, financial compensation is always a factor in motivating employees. That’s not the only thing an HR team should be focusing on, though. Generation Y workers are pretty vocal in their preference for a more dynamic workplace, transparent management, and non-financial benefits rather than just a high salary. In something as subjective and relative as this, it helps you to come up with better methods when you can measure the level of success. Try a motivational technique with one employee and see if there are results. It is then up to you to adjust based on the outcome.

Embrace technology. It doesn’t bite. A well planned and competently executed merging of high tech help with your HR duties will not only save money and time, but should serve as a perfect opportunity for you to say hi to the digital age. Use online payroll apps, software geared towards HR management, and even applicant tracking. Technology is not only for those in the IT industry. By making use of different software and apps, you’re not only making your job smoother but also lessening your carbon footprint – what with your reduced use of paper and other office supplies – while you’re at it.

Consistency is key. No matter what policy you enforce, it is essential that you not only be transparent about it, but consistent as well. You hold everybody responsible – including yourself and everybody in your department. Consistency in leadership promotes trust and is one of the reasons why employees stay.

Be open to changes. Words like flexible hours and telecommuting might be thrown around. It doesn’t mean these will be enforced, but it doesn’t hurt for you to be open to the possibilities. This just helps you adjust accordingly and be ready for when the company decides to go for the changes.

Cedric Loiselle is an experienced writer who enjoys imparting useful information to many readers. The topics he usually writes about include business and finance, home improvement, and health.


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Importance of Statistical and Experimental Design


Importance of Statistical and Experimental Design

Every operation in a system requires careful planning and every experiment that yields a result requires verification and validation. Statistical and Experimental design by CAMO Software is based around this concept, to assist other companies and research centers in their experimentation, throughout the world. It deals with the design of experiments containing variables, under the full control of technical experts and designers who are responsible for many tasks such as A/B testing, split testing, multivariate data analysis and graphic design.

Role of CAMO software in Experimental Design

CAMO Software and tools related to experimentation are designed with all major types of manufacturing businesses in mind, such as food and beverages, software and hardware, pharmaceuticals, mining, paper and plastic industries. Planned experimentation is a part of chemical formulations, components, elements, materials and physical objects. The company, through its statistical analysis and experimental design, offers multiple data screening and evaluation, product management support, integration of technology into productivity, and assessment of economic returns. The services thus offered are meant for long-term use of requirements involving various elements with varying objectives. The fluctuating nature of expectations demand for caution during the design. For example, if the project undertaken with CAMO Software is based on agriculture and farming, the trials include :

- Assessment of land availability

- Determine the soil heterogeneity and guidance for modification of its characteristics

- Determine the effect of change in soil fertility on the land

- Ensure combined analysis and maintain consistency in the design

- Reduce or eliminate unnecessary previous factors during the experiment

- Integrate farmers’ trials to the experiment wherever necessary

- Determine the size of farming plot with possibility of errors taken into consideration

Important Experimentation Steps

Following are the seven major tips that are crucial in any experimentation in order to find a solution to a given problem:

- Define the problem and ready the variable

- Define objectives and check with the hypothesis

- Test the hypothesis including the stated variable

- Collect the data

- Analyze the data

- Interpret the target result

- Conclude the hypothesis.

CAMO Software engages in statistical methods to ensure proper execution of the above seven steps in the assigned experiment. The steps also touch on crucial areas of data such as samples collection, screening, coding, transformation, variables, parameters and analysis.

Collection, Screening and Analysis of Data in Detail

It’s a common idea that every data collected in an experiment becomes the part of that experiment in question. This is not true because some data do not adequately represent the matter under study. For example, a faulty sampling technique may ruin the whole observation or an incorrect calculation, a faulty measuring apparatus may wrong the data. Efficient data collection and screening involves weeding out such faulty data. The screening procedure approach makes sure that the data is rechecked, which may involve re-examining the collected data or revisiting the site when there is a doubt. A good successful practice means re-computing the extracted values and ensuring consistency throughout the process.

Another professional way to determine the appropriate value of a data is through drawing a relation between the input data and statistically acceptable data. This screening process, also known as spurious observation, depends on statistical distribution theory. It is based on classifying the data where maximum confidence lies. If the outlier falls outside this limit, the suspected data is rejected.

James is passionate about Experimental Design, he works as a data analyst for Camo.



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Corporate Convergence: 5 Tips for Big Data Visualisation


Easy access to big data sets has handed companies a very effective marketing tool. Able to create industry relevant infographics and heat maps, statistical visualizations are an important means of transforming raw data into palatable visuals for the average consumer. It may sound simple, but there are a number of complex factors involved that need to be considered and implemented to achieve the end result of a well-rounded infographic.

Here are 5 Big Data Professional Presentation Tips:

  1. Think like the user. Don’t overestimate the intelligence of your audience. Carefully consider what they do and don’t know, and make a note of this before embarking on the planning phase of your infographic or heat map. Remember that the final design should always result in a comprehensible sensory process for the reader; exciting them with an array of “visual cues” leading on from each other. In other words, confusion is the equivalent of failure.
  2. Compression is key. As its name implies, big data is BIG. Analysis is essential to identifying the important inferences from the none-essentials. It requires the person doing the scrutiny to separate the main points from the supplementary details. To do this successfully, you’ll need to prioritise the focal outcomes, using the remainder space to supply supporting information.
  3. Suggest specific action. Big data usually encompasses a specific call to action. Make sure this is the standout conclusion in the testing phase of your infographic. This can be easily accomplished through highlighting trouble areas within the data sets using colour coding and similar distinguishing methods.
  4. Make it interactive. Allowing users to input an entry that will, upon pressing enter, generate a result, is gaining popularity. Dubbed the “interactive infographic,” these types of designs can be used as the foundations of powerful digital strategies and campaigns – keeping in mind that they need to be relevant to the primary cause/point of action.
  5. Use layers of data. Google Maps is an excellent instance of big data layering. The interface, which exposes layers of data upon zooming in, is the perfect of example of how professionals could incorporate a lot of information without exposing their target market to sensory overload.

Integrating “Business Intelligence” into your company is essential to making informed and cost-effective decisions. A corporate sphere that requires extensive planning and proper execution, facing the challenges presented by creation, presentation, and interpretation are worth the outcomes of this complex field of research. Big data is the way of the future – embrace this integrated realm of opportunities by displaying important investigations to your visual learners.


Bella Gray is a corporate blogger based from her Houston office space. Speciliasing in business coaching and online marketing, Gray is the perfect go-to-gal for all your company tips and solutions.



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5 Green Benefits of using Repurposed Office Furniture

The EPA has estimated that approximately 3 million tons of office furniture is discarded each and every year, resulting in enormous amounts of wasted resources. In addition, it’s estimated that somewhere between $93 and $100 million in disposal costs per year is being incurred by companies as they try to shed these valuable assets.

Repurposed office furniture is good for your bottom line and benefits the environment as well. It makes good business sense while also supporting the sustainability of our planet. More than 50% of U.S. companies now include repurposed furniture in their annual budgets producing total savings in excess of $1 billion dollars.

1. Conserve Natural Resources

By repurposing furniture, we end up conserving our natural resources. Repurposing saves on raw materials and conserves energy that would have been used in the process of manufacturing new product.

2. Reduce Waste

Repurposing diverts office furniture from the solid waste stream and back into the marketplace. For every pound of natural resources expended in repurposing furniture, it’s estimated between 5 to 9 pounds of original materials used in the manufacture of new product is conserved. In addition, all the labor and energy needed to produce new product is conserved.

3. Create a Healthier Office Environment by Reducing VOC’s

There is no getting around the fact that a certain level of Volatile Organic Compounds (VOC’s) are used in the manufacture of office furniture. These VOC’s are released into the office environment in the form of gasses over the life of the furniture. By far the largest amount of VOC gasses are released in the first couple of years of the furniture’s life and rapidly decrease as the furniture ages. By using redistributed furniture, you are putting furniture into the work environment that has a much lower VOC profile and thus is much friendlier to your employees.

4. Office Furniture Is Built To Have a Long Lifespan

Most office furniture is built to have a long lifespan, 20-30 years on average. Just because companies decide to make changes in a year or two does not mean office furniture is needlessly predestined to being discarded at the dump.

5. Contribute LEED points

Repurposed office furniture can receive LEED points towards certification in the areas of waste management (diverted from landfills), materials and resource reuse, and recycled content. Credit can also be earned through improved environmental quality resulting from the use of low-emitting materials. The use of repurposed office furniture can potentially influence up to 15 LEED certification points in the categories of Materials and Resources, Indoor Environmental Quality, and Innovation and Design Process.

Repurposed office furniture will help you save money and save the environment at the same time. Take a close look at the requirements of your project, and consider incorporating repurposed furniture in your design – it’s the smart move.

Jim Van Horn is Senior Vice President at Restyle Furniture – they put together large commercial and multiproperty furniture projects at 1/2 the cost of new, in 1/3 of the time, using a strategy that combines repurposed, remanufactured, and new sources.


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Getting the Value From Your Umbrella Company


Let’s face it, no-one likes dealing with the Inland Revenue. It’s especially the case for  contractors and freelancers, who are also subject to the dreaded IR35 tax rules. You could always run your own limited company in order to get around it, but that’s a lot of hard work. Fortunately, there is actually a way around this, and it comes in the form of umbrella companies. You can sign up with an umbrella company and they will act as an intermediary, which means you still get your money but you’re no longer subject to IR35.

How it works

You sign up as an employee of the umbrella company, and they sign a contract on your behalf with the end client – after you’ve agreed to the terms of the contract. You then submit your expenses and time sheets to the umbrella company, who invoice the client. They’ll even sort out your tax and national insurance contributions. You pay only when you’re working and you can end the contract at any time with one week’s notice. When your contract with the end client ends, you can either continue with the umbrella company for free or they’ll send you your P45.


As well as sorting out all your tax headaches, umbrella companies come with other benefits as well – in fact, most of the benefits of being someone else’s employee, while still working for yourself. They’ll do health insurance, income insurance, mortgages and even pensions. They’ll also cover various liabilities – which they won’t charge you for. Fantastic! I hear you cry. But what if I fall ill?

Sickness and holiday pay

Umbrella companies will retain a small percentage of your monthly pay to create a fund for holiday and sickness pay. And, if you don’t claim any of it, they’ll pay you the whole fund as a lump sum at the end of your contract.


Ah, but what are the start-up fees? Well, depending on the service you chose, there might not be any. Okay, you ask, but what about the umbrella company’s fees? Of course they have to make their money somehow. Does 3% sound good? I can still hear you hesitating. Fine. How about if the company capped their costs to you at £25 per payroll? Oh, and they have two payrolls a week, so if you miss one you can catch the other.

More reasons

Okay, you can submit all your expenses online, you get a Personal Account Manager to help with your queries, and they will answer all emails within four hours if sent between business hours. All invoices are sent to the end client by email to avoid delays. They will even provide reference letters for financial institutions for you.

Contracting in the UK is supposed to be about having the freedom to work for yourself, so why spend hours on tax that you could be spending working (or relaxing, for that matter…)? Why would you subject yourself to IR35 when you don’t have to? If you pick the right umbrella company, you can kill two birds with one stone and get a whole load of benefits to boot.

I don’t know why you’re still reading.

David webster is a trainee accountant who has been interested since he was bought some shares as a kid. He now follows all things financial and trades forex for fun.



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Should Graduation Ceremonies Still Be Held With Silly Gowns?


For every person that loves the pomp and circumstance of graduation day, the quirky cap and the big baronial gown, there is a person that feels like the whole cap and gown thing is a justifiable reason to give the entire graduation ceremony a miss. So where does it all come from, and is it at all necessary in modern society?

The academic raiment that people wear when they graduate is a throwback from medieval times. The gown that people wear was actually how everyone dressed back then. It must have been great for the winter but somewhat stifling in the summer. They also present somewhat of a trip/slip/fall hazard, and so universities from back then would have been subject to considerable public liability insurance premiums.

So what about the hats? Mortarboards were originally reserved exclusively for people who’d managed to obtain a master’s degree, but are now used by both undergraduates and bachelors also. They have also been used by many as inadvertent weapons throughout the years. Many a graduate has flung their ‘Bishop Andrewes’ in excitement, perhaps a bit too far in the air and a bit too inaccurately, only to see it drop via one of its points onto the head of a fellow graduate. In 2011, no fewer than 72 graduates received hospital treatment as a consequence of an academic cap injury.

So as well as being from the past, and dangerous, they are also perceived by many to be outdated and unnecessary. As time moves on and the world of education subscribes to modernity in a million different ways it becomes more and more difficult to justify the reactionary regalia that for many a stickler, underpins what university is all about.

In an education system that no longer uses chalk boards, tinkers with the formal setting of the classroom and conducts itself in virtual environments, is there really a need for the cap and gown any longer? Whilst it would seem like somewhat of an anti-climax for everyone to turn up on graduation day wearing their jeans and t-shirts, is the cap and gown really all that necessary?

Would it not be equally as smart and fitting for each of the males to wear a nice suit, each of the females something equally as smart. Maybe that is something that the cap and gown does have going for it, though. It is epicene, creating a synchronic plateau whereby the boys and the girls are all uniform. If that is all that it has going for it then perhaps it’s doomed, because there are plenty of male graduates who doubtless feel slightly as though they are cross-dressing.

There are also the cost implications of the cap and gown. Even though people are not expected to buy them, they cost a fair amount just to hire, and for what? An elongated ceremony and a few pictures. For many, then, there’s the additional logistical nightmare of trying to offload it so that the all-important drinking binge can commence. It seems that the cap and gown is a tradition that’s clinging on for dear life.

This post was written on behalf of OCVC



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It’s Not All About the Money: How to Retain Great Employees

You have a terrific staff, a team that you feel can get your company to the next level. So how can you keep those employees within the fold?  You would think that money is enough to keep a staffer happy, but actually, money is just one of the issues employees consider when it comes to whether to leave a company. Here are some things you can do to keep your staff happy – and employed with your business:

Make staff feel empowered and important

People want to feel like they’re making a difference, and that what they have to say matters. If you never take your employees’ suggestions into account, if you micromanage them at every turn, if you force square pegs into round holes, your staff may leave as soon as they have a better opportunity. So whenever and wherever you think it makes sense, why not listen to what your staffers have to say, and empower them to make decisions?

Allow your staff to grow and learn

Back in the 1990s, many of the first people to lead their office into the internet age were not trained computer experts, but employees from all walks of life who had an interest in learning about the web, and helping their company move forward on the internet. These days , there surely are some things that your staff is interested in learning more about, and by doing so, they could move your company forward into the future. Encourage them to learn and grow, and your company could grow as well.

Keep the office on an even keel

You may be a great manager, but upper management may be making things seem mercurial and rocky. The more you can do to protect your staff from interference and office mood swings, the better. Stuff rolls downhill, but try to stop it from going any further downhill.

Offer better benefits

You should compensate your employees as much as you can, within reason, but money is just part of the equation. Things that can make your staff happy as well include health care, dental care, tuition reimbursement, and gym memberships. Of course, you may not be in a position to decide on compensation, but there are other things you can do to make employees happy. For example, when you get freebies from clients, like primo sporting events tickets, why not share them with your staff instead of hoarding them for yourself?  You want your staffers to feel that they have it good at your company.

Give your employees leave time and hours that work for them

Be flexible with work hours, including allowing flextime, work-at-home hours, and vacation time. Some companies are allowing unlimited vacation time, as long as the work is done. You don’t need to go that far, but working with your staff to make sure that you have great production, but they get to enjoy their personal lives as well, can help keep them happy.

Have an attitude of gratitude

If you let your valued staffers know that they are appreciated, and continually show your respect and approval for them, they may be much less likely to want to go elsewhere. But even if they do need to move on, still show how grateful you are to them. Who knows? They may come back one day.

Lisa Swan writes on a variety of coaching issues at


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What Not to Say When Firing Someone (Spoof)

If you were asked to think of a rubbish boss, you would probably name the character David Brent from The Office. This article looks at the stupid things he, and similarly hilariously bad bosses, might say when firing an employee.

Firing Facts

Firing an individual is never a nice thing to do. No matter what anyone says, if there is a person who enjoys doing it then they are not very good at their job. What’s more, they would probably say one of the following things while doing it.

Don’t get me wrong, it is okay to be compassionate, but the best way to show this trait is to deal with the situation professionally and with the utmost integrity.

Small Talk

It is okay to greet the person and ask how they are, as you normally would, but another small talk such as asking how their family is, where they are going on holiday this summer, and whether they have made plans for filling all of the spare time they are about to have should all be left well alone. Get to the point and get it done – plan it like a meeting, have bullet points to cover off and keep it short.

“I’m Sure This is a Big Shock”

If you are making larger scale redundancies, it should never be a shock. As the person in charge, if your team does not know this is coming then you have failed in your role. It is part of a leaders’ duty of care to tell their teams what is going on at all times, so they can prepare accordingly. Nasty surprises should never happen with an issue as serious as this, and you should have laid the ground accordingly.

Patronising Them

Seriously, if you are letting someone go, for whatever reason, they do not want to hear things like “I know how you must be feeling” or “I do this with regret.” If that is the case, why do it in the first place? At the same time, you do not need to be cold and emotionless, but find a place between the two.

If I Can Help In Any Way….

This is in a similar vein to the last one, however many managers do say this sincerely. At the same time, why on Earth would you be putting yourself in this position if you have had to let the person go in the first place. Of course you could help, by giving them their job back!

Obviously firing someone is not easy, however by dealing with the process professionally, the process will be a lot smoother for all parties involved.

Posterita retail software allows management of chain store and single store operations to be so much easier because of its web-based platform.


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