Elaine


When to Call a Roof Plumber

Posted by Elaine on
News

One of the most common questions that homeowners have is when to call a roof plumber. After all, calling a professional to come out and give you some advice on what to do with your roof might seem like a waste of time and money. However, calling a professional roofing contractor to come out and give you some roof repair advice will actually save you time and money. After all, when you have a leak or other problem with your roof, you want to make sure that you get it fixed as soon as possible. This is the reason why you should call a professional contractor to fix any problems with your roof.

When you are wondering when to call a plumber, you might want to take a look at your homeowner’s insurance policy. You can often find one of these insurance policies listed under “insurance for property damage and maintenance.” In fact, many insurance policies have this section. This means that if you have a leaking roof, you can simply report that to your home owner’s insurance company, and they will pay to repair your roof.

Another way to find out when to call a roof plumber is to check your home phone book. Usually, you will see a listing for a plumber near your home or office. Of course, you don’t need to actually call them until you need to hire one. If there isn’t a listing in your phone book, you will need to start looking online.

Online, there are hundreds of websites that can help you with your question when to call a roof plumber. For example, if you want to learn when to call a roof repair specialist, you will likely find numerous websites that have articles that tell you how to decide which expert to hire. The same is true if you are wondering when to call a roofing contractor. Often, the best place to start when you have a leaking roof is online. As long as you take some time to search for information, you should be able to find a few websites that will tell you when to call a roof repair expert.

The best way to determine when to call a plumber is to determine whether your leaking roof needs maintenance or repair. You can determine this by reading through the owner’s manual for your home. Sometimes, this is included as part of the purchase agreement. However, if it isn’t, you can easily find out what needs to be done. In most cases, a simple maintenance job will take care of any problems.

When you are determining when to call Melbourne roof plumbers, another factor you will want to consider is whether or not the leak is dangerous. If so, you should ensure that the damage is fixed immediately. If you attempt to fix the problem yourself, you could cause further damage. Additionally, calling a professional roof repair company in time for the repair to be done may prevent further damage. For example, if the water seeps into the ceiling, roof shingles, or insulation, a qualified professional can quickly and efficiently repair the problem.

You should also keep in mind that calling a plumber is not necessarily a bad thing. For example, a professional roofer can help you save money on unnecessary home repairs. Moreover, a skilled plumber knows how to access every nook and cranny in your home so that the work does not require you to make any further adjustments or modifications to your home. This can help you avoid additional costs as well.

Once you have determined when to call a roof plumber, it is important to find a qualified professional. The last thing you want is to waste time calling several roofing companies and receiving the same results. If possible, try to choose a reputable roofing contractor that has received good feedback from previous customers. When you finally choose one, ask for some references and referrals. By contacting several contractors, you will be able to compare their services and make an informed decision when to call a roof plumber.

Finding the Best Talent

Posted by Elaine on
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Finding the Best Talent

Sometimes, hiring can feel like a game of “Where’s Waldo”. You will need to go through a lot of resumes. Conducting phone screenings. Interviews for top candidates, only to discover that they have either taken another job or are not available for the interview. You believe you have found the perfect match, but they disappear too soon.

Remember that the job market has undergone a dramatic shift. The way people look for and evaluate job opportunities has been fundamentally altered by the pandemic. Many job seekers now accept working remotely as an alternative to telecommuting. Many jobs cannot be done remotely effectively, and there are many factors that make it difficult to find qualified talent.How can you adapt and what changes in the hiring process should you make?

Three things you should know about the current job market to make it easier to manage.

https://www.macslist.org/for-employers/3-things-everyone-should-know-about-the-changing-workforce

  • Demographics have changed.
    Currently, millennials account for 35% of the U.S. workforce. They will account for 75 percent of the workforce by 2030. Remember that the youngest members of this generation, b. The youngest members of this generation (born in 1996) are 23, and most are already working. The changing demographics is less about the number Millennials entering work, but more about the retirements of Baby Boomers or Gen X workers.
  • It is a market for candidates.
    Companies will have to do better at highlighting the company’s benefits and the positions they are looking for to attract and keep top employees. It is important to focus on the company’s culture, total pay, and how they develop their employees.
  • No longer are traditional career expectations relevant.
    Only 19% of companies have the traditional career ladder. The career path is no longer about steady upward mobility but about learning skills that can be used to open up new opportunities. Companies that want to retain employees should invest in their development through lateral moves and continuing education. Rehiring alumni is another option.

These are some tips to ensure you attract the best talent.

  • Promote your company
    Place ads on traditional platforms and as social media posts Advertise on social media and traditional platforms. Notify your network contacts about your job openings and let them know.
  • Your EVP should be defined.
    A Employee Value Proposition is a way for candidates to pinpoint the main benefits and advantages that come with working for your company.
  • Make sure your core values are represented.
    Incorporate your core values and culture points into your hiring process and show them at each stage of the hiring or onboarding process.
  • Don’t draw out The process
    It is important to. Do not overcomplicate your hiring process or drag out the screening process. You could lose great candidates to companies that are moving quicker.
  • Demonstrate your appreciation for employees
    You can demonstrate the importance of human capital by investing in ongoing training and education, offering flexible benefits and allowing access to technology to improve work efficiency and effectiveness.

Remember that potential applicants who contact you through an application process are likely to be doing research on your company. Make sure that your website and social media profiles have the most up-to-date information. Live interviews can be conducted if you have access to Google My Business Page or Yelp pages. These are great sources for directions candidates might look at before going into the interview. Every interaction with a candidate is an opportunity to increase awareness and leave a lasting impression, even if they don’t get hired.

It is expensive and time-consuming to hire the right candidate. Do not cut corners. Do your due diligence on references. You should conduct background checks and perform other evaluations to make sure you’re choosing the right person for your company. If you have a high turnover of employees and a low level of tenure, it is time to review not only your hiring process but also the work environment you create. Either you continue looking for that striped sweater, or you can be more proactive in your hiring process.

We have a very specific process for hiring. From the creation of the job advert to the interview stages and onboarding practices

This ensures that only the most qualified candidates are found in your search results. Learn more about the hiring process with thousands of small-business owners each year. Connect with a certified coach in your area to learn more. We guarantee results and offer a complimentary coaching session. Get in touch with us today.

Our proven systems for growing your business into a more efficient, profitable, and dynamic company are now available to you.

Teaching Teams New Tricks

Posted by Elaine on
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Teaching Teams New Tricks

It struck me as I watched the U.S. Olympic trials that how much effort each athlete must invest in their discipline to achieve the Olympic level of success. The skills, knowledge, and experience required to succeed in any given sport, or team endeavor, can feel overwhelming.

A team may have to work together on projects of Olympic size in order to achieve their goals. These teams, whether they are an established or new unit, must not only learn their roles but also understand the desired outcome. To reach their ‘podium,’ they must interact with other members.

There are three essential elements that must be present in each member of a team before you can teach them something new.

  • Willingness and openness to learning
  • Essential skills to execute the project
  • A basic knowledge of the tasks required to reach the goals

Each member of a team will have different levels of expertise in each area. Your job is to manage the team and fill in any knowledge or skill gaps.

However, there is one area that must be present in all members of the team. Willingness and willingness to learn. Every member of the team must show that they are willing to accept a challenge, even if it is difficult. If the team is to succeed, they will need to be willing to fail and to take some risks. Skills can, in most cases, be learned. You can share or learn knowledge over time. Each member of the team must be open to receiving new information and receive coaching. It is impossible to create an individual spark or fire.

Once you have an accurate picture of each member’s position in these areas, you can then move on to coaching or teaching the team. Understanding the three learning styles is essential in order to impart knowledge.

Your team members may be kinesthetic, auditory or visual learners. Your dominant learning style will influence the way you communicate information and teach new skills. Are your team members doers? Are they able to do the work? Do your team members need to hear information in different formats? Are your team members visual learners? Are they visual learners or do they need visual cues and tools to stimulate learning?

Training, coaching, and education must be tailored to each individual’s learning style. Remember that not all team members learn at the same speed and may require additional support.

Team success will ultimately come down to shared goals and timeframes. Each team member should work towards the same goal. This will increase their chances of success. It is important that you allow your team to set boundaries and consequences for each other. Also, a clear accountability plan should be established.

When preparing your team to achieve greater goals, personality styles will also be an issue. It doesn’t matter if you use Meyers Briggs(r), or DISC(r), it is important that each member of your team understands the other’s style in order to maximize output.

External factors and internal politics can further complicate team learning dynamics. You won’t be able to adjust your strategy if you don’t keep an eye on the external forces that can cause problems for your team. As team members compete for recognition and promotions, internal politics can also be a hindrance. Pay attention to the motivational forces within your team.

It is time to recognize the team members who have demonstrated mastery or achieved the desired outcome. Each member of the team may be motivated differently. Group rewards are rarely the best. Always remember that each member of the team is an individual. Consider the impact of group rewards on all members of your team.

Training for the Olympic Team is not for everyone. That is why only a few athletes achieve that goal. Although your teams can be great, it is up to the manager to help them develop, challenge, and motivate their team to achieve even greater results.

Building Trust In Your Team

Posted by Elaine on
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Building Trust In Your Team

Trust is the key to building a productive and effective team. This trust must be built from the top. Hidden agendas and secretive environments are not acceptable in today’s business climate.

Trust is fragile. Without consistent leadership, it is difficult to build trust within an organization.

“Managers don’t often realize they are responsible for their own leadership problems,” (Ryan 2018, 2018)

Trust is not something that is automatically given. It is often withheld until leaders create a culture of trust. Trust must be built organically by the leaders of the company.

Ryan in her Forbes articleTen ways to build trust on your team” Says

These changes may require you and your co-managers to step outside your comfort zone. It may be necessary to get out of your comfort zone to propose these changes.

  1. Talk
    Your daily rituals should include open dialogue and frequent communication. Daily huddles are a way for your team to stay informed about the company’s progress and allow them to make contributions.
  2. Stop Shaming
    Accept mistakes as learning opportunities. Make mistakes and learn from them to create a new path. Innovation often comes from failure.
  3. Make it clear
    It is important to keep your Handbook and Policies current and shared regularly. These policies must be applied consistently and equally at all levels of the organization.
  4. Be visible
    Leaders must be accessible and visible to their team. Being accessible to your team can help you overcome any obstacles faster.
  5. People who value people
    Show that you are a real person with real problems that impact your team members at work. When dealing with your team, show empathy and humanity.
  6. Model Behavior
    Leaders must walk the talk and walk the walk. This is not about a ‘Do the same thing as I say’ mentality. You must show trustworthiness if you want to gain their trust.
  7. Make Mistakes
    Trust is earned by admitting your mistakes, no matter how small. It is better to be open with your team and admit your mistakes or company’s errors than to try to hide them.
  8. Adopt a human voice
     Communicate with your team directly and personally. Avoid jargon, lecturing and quoting policies. Instead, listen and communicate in a natural and professional manner. Conversations don’t need to be formalized and passionate.
  9. Register
    Have regular check-ins with your team and conduct ‘temperature checks’. Ask your team how they are doing. Also, what you can do to improve the environment. Your team deserves to be heard without judgment or retribution.
  10. Be Honest
    Listen to your employees and give them feedback. If you want employees to trust and respect you, it is important that you demonstrate integrity.

It’s not easy to build trust and it can be difficult to maintain the foundation you have built. It can be difficult to find new employees. You must ensure that your company’s culture is strong and visible.

At every stage of the hiring process, reinforce your trust culture. Your key culture points should be communicated to all candidates. Your clients and customers will benefit from this transparent culture.

Team Isn’t a 4-Letter Word

Posted by Elaine on
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Team Isn’t a 4-Letter Word

Many of us are embarrassed to hear that there will be a teambuilding, morale improving, employee engagement, team productivity workshop, or even if we have to go. We are so offended. Why is it that team dynamics can be so challenging? Why is it that teambuilding can be so negative?

Many people believe team building is a waste of time and money. Activities that encourage teamwork and team building don’t yield a tangible return. To achieve organizational goals, it is crucial that employees work together. But how do you get them to work in unison?

Team building often fails because the basics don’t get addressed. Organizations don’t pay enough attention to individual motivation factors and personality styles. They also lack standard operating procedures that can help foster organic team dynamics. You can leave huge gaps in your team building framework if you don’t understand where each employee is at all and what their contribution to the organization.

Teamwork is more than just group work. It’s a deeper concept than that.

ActionCOACH focuses on six key elements to building a winning team. The foundation of the process focuses upon individual contributors and their importance to team productivity. These six key ingredients are essential to building a winning team:

  1. Strong Leadership
  2. Common Goals
  3. The Rules of the Game
  4. Action Plans
  5. Support Risk Taking
  6. 100% Involvement & Inclusion

Leadership is key
Leadership must be transparent and demonstrate high integrity. Leaders who are strong in their leadership role model good behavior and are clear about what they expect. Leaders who are strong understand the importance of building up their team members.

Common Goals
Allow team members to determine what is most important and how they fit within the organizational framework. Clear vision and mission, core values, and culture points all help to clarify goals.

The Rules of the Game
These are standard operating procedures that provide clear guidance on how things should be done. These rules set clear expectations for the behavior and actions of the team. Because they are specific and clearly outlined, there is little room for interpretation. They relate to the company’s desired outcomes.

Action Plans
These plans are designed to help team members achieve their goals and provide a clear roadmap. These plans provide clear direction and set expectations for team members.

Support Risk Taking
Innovation can be ignited within an organization and motivated team members to make new contributions. To help teams succeed, it is crucial to learn from mistakes. Create a culture that does not punish mistakes made by team members but offers opportunities to learn and improve.

100% participation and inclusion
It is crucial to create an environment that encourages participation. Everyone in the organization must have a voice.

True teamwork is more than just the sum of its parts.

Clear communication, transparency, timely feedback, and clear roles and responsibilities all help to create a team dynamic. If a team member is motivated and understands their role and how it affects the whole, they will be able to function and act in a way that benefits them and their personal goals.

TEAM does not have to be a four letter word. It needs to be transformed into a rallying cry.