Browsing Category: "Loud Mouth"

Top Tips For Attending Your First Trade Show

May 23rd, 2018 | Posted in Loud Mouth, Uncategorized

If you are looking at marketing your business to new investors, attending a trade show should be your first thought. Or, if your business is fresh on the market you need to get it noticed by the right people as soon as possible. A trade show is your way of doing this, and it doesn’t necessarily have to cost you a lot of money. While we give you the tips on all you need to know about your first trade show, we’re also going to show you how to save some cash. Are you ready to the enter the business world as your own boss?

Tip 1: Book In Advance

If you’re attending a tradeshow, you need to book your spot, approximately one year in advance. The first point to think about here is that this will decrease the cost substantially. The second is that if you do this you are probably going to be booking a trade show before your company is open for business. But, that’s okay, especially if you have a fresh idea that you are preparing to introduce to the industry. Remember, it doesn’t matter if you are only just getting started. With the right idea, you can get the attention of the investors who can get your company to hit the ground running.

Tip 2: Lay Out A Clear Plan

You need to demonstrate to investors that your business is either already a successful venture or that with their help it can be. To do this, it’s important you have a clear plan to show the direction of your company and how their funding could help improve it. You also need to convince them of how investing in their company could be beneficial to them, not just to you. Talk to your colleagues and formulate a plan of attack. Don’t forget there are going to be a lot of start-up companies vying for the same investors as you.

 

Tip 3: Create A Stylish Booth

How much money and investment you put into your stall will depend on the funding you have available. But, if you don’t have a lot of spare funds, you can still have an eye-catching display. Though, it is important that your booth design looks professional. Make sure you pick your exhibit design carefully and choose a style that suits your company.

Tip 4: Personalised Merch

It’s quite easy to order personalised merchandise through an e commerce company online. If you have a logo, you can put it on pens, stress balls or even sweat bands. You can give these out to potential investors for free. It will make a big impression, showing you are already thinking in terms of success. It’s also a great little advertising technique and gives the investors something to hold on to as they consider the value of your pitch..

Tip 5: Take Action

Lastly, soon after the trade show you might get a call from an investor, willing to take the chance on your company. Don’t hesitate and accept the offer as soon as you can. Otherwise, they might move on to a more willing business. Good luck will all your future endeavours.

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Why You Should Use Gorgeous Models to Promote Your New Products

May 5th, 2018 | Posted in Loud Mouth, Uncategorized

We all know that marketing is the cornerstone of any successful business. And we’ve all heard of the common marketing techniques. Things like blogs and social media marketing are popular and effective. But, these are commonplace methods that almost all businesses are going to make use of.

The idea for you is to try to come up with less common methods of marketing. These will give you an extra edge, and help set you apart from your rivals. One of the best suggestions would be to use gorgeous promo models to promote and advertise your products. If you’re looking for reasons why you should do this then read on.

Visual Association

It’s important in business to have visual association. People like to be able to put a name to a face. And with business this is essential when you promote. It’s important to have an actual person to relate to rather than an advert. And this is why it works so well when you have models. People will see them promoting your brand, and this gives you more legitimacy. It’s a fact that human interaction is important. And seeing someone promote something in the flesh always works better than watching an advert.

Sex Sells

The bottom line is that sex sells. If you look at successful marketing campaigns through the years, the majority will have sexual connotations. As a society we like sex, and it’s important in our lives. And what better way to promote your products than using sexy models. Look at the success Lynx have had taking this approach. By having somebody attractive endorsing your products you’re going to attract interest. Psychologically people are more likely to choose something if it’s advertised by someone gorgeous.

Opportunity for More Live Events

By bringing in models, you improve the opportunity for more live events. It’s important to make the most of these because they are an essential part of marketing. Live events create a great atmosphere for customer interaction. And by using models you can improve attendance and the effectiveness of your live events. Check out Marquee Image promotional models and figure out who’d best be suited to your brand. You really need to embrace the live events arena, as this can really benefit you as a company.

You Can Work on Other Things

Another huge advantage of hiring promotional models is that it frees you up. Promoting and advertising take up a lot of time. And you already have a great deal on your plate running your own business. So, by using models you and your staff can focus on getting other things done. And you’ll still have the perfect people to market your products. This is a great form of outsourcing, and helps keep the business running as it should be.

When it comes time to market your business it’s important to think outside the box. There are so many different marketing strategies you’re able to use. And something you might not have thought of before is making use of promo models. As you can see from this post, that is an excellent idea, and one that should be used more.

 

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5 Important Things Every Home Office Needs!

February 26th, 2018 | Posted in Loud Mouth

If you work from home, then you’ll need to set up a home office. Find out the five most important things every home office needs:

1.   Computer

You need a computer to help run your business. In this day and age, computers are essential for the running of any business. But, you’ll need to purchase a computer that has good work performance. A great work computer can perform at high speeds and have multiple programs open without any fuss. You should also get one with plenty of storage as you’ll more than likely be keeping a lot of files on there. Also, I’d recommend that the monitor for your computer comes equipped with a webcam. Webcams can come in handy if you want to Skype clients or carry out meetings online.

2. Desk

You’re going to need somewhere to conduct all your work from home, so purchase a desk. Don’t just buy any old desk, you need to get one that’s good for working on. It has to be a suitable height and have enough room for your computer and other stuff like your business cards and stationery. There should be enough space for you to conduct all your work without any problems. Get something with storage too, like draws or a small cupboard. That way you can store things in there and minimize desk clutter.

3. Chair

Don’t forget about buying a chair when you’re setting up a home office. Seeing as you could be sitting for long periods, acquire a chair that’s high in comfort. Hard chairs, like wood, metal or plastic can be very uncomfortable when sat on for a long time. Buy something that has enough cushion and doesn’t hurt your back. Back problems are common among people who work at desks all day, but you can help prevent this with a comfy chair. The last thing you want to do is develop chronic back pain.

4. Printer

I think I can safely say that here will come a time in your working life where you’ll need to print something off. Logically speaking, if you want to print stuff off your computer, you’ll need a printer. If I were to recommend any printer, it would be one that is incredibly versatile. An ‘all in one’ printer delivers much more than your typical printing services. It can also be used as a scanner and a photocopier. Chances are you’ll need to scan and photocopy documents as well, so this saves you lots of money! Buying a printer that does all three stops you from having to buy the other two separately. Make sure the printer you purchase prints at a high speed and can hold large ink cartridges. You don’t want a slow printer that runs out of ink every two weeks.

5. Shredder

Anyone who’s done any office work will tell you that there will be lots of waste paper lying around. Getting a shredder is a convenient way to get rid of any scrap paper and make it easier to recycle. Pick a shredder that’s big enough to handle multiple sheets of paper at once, so you save time when shredding.

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New study shows that the ‘Zero Day’ on Facebook is closer to being a reality

January 19th, 2018 | Posted in Loud Mouth, Uncategorized

Changes in the algorithm that regulates what is seen on the Facebook news feed have made ​​what at first was a theory and a fear of the brands that use the social network to reach consumers is increasingly becoming a unquestionable reality.The Zero Day on Facebook or Faceboocalypse, as have been baptized some other analysts, is increasingly at the door.Brands fear the time when updates are no longer actually visible in their publications reach less likely to feed their followers and which therefore face the feared situation to be preaching in the wilderness (unless you spend per box to position their post).

A recent study has shown that the Zero Day is closer to being a reality of staying in only a fear of brands.An analysis of NewsWhip, you just compare the data of the media in English (usually on the other hand the starring elements and most viral stories) in January and February this year, has shown that its contents were shared much less in the second month in the first: the reason for this decline is that fewer consumers have seen their links in your news feed and, therefore, they have shared (or comparative) less.

What he has discovered the study?The truth is that the decline has been widespread and therefore can not be attributed to contextual elements.As pointed out in the analysis of Newswhip, weekends volume falls shared by netizens on Facebook items, although this decrease in activity is usually temporary and marked by the calendar quickly recomposed once again begins the week.For the month of February, however, there was a fall earlier this month and never recovered.The activity graph of the top ten online media in English on Facebook was maintained throughout the month of February in discrete levels.

In fact, the situation can quickly translate into numbers.According to data NewsWhip, the 100 most shared stories in January 2015 moved 16.4 million shares in Facebook.The 100 who managed to position itself at the same level in February only succeeded, however, 10.2 million shares.

Facebook has come out of these data indicated that the situation was actually due to a bug.”We have experienced a problem with logging in Page Insights in February that affected how they had correct some organic powerful way, “they said in statements submitted to the US media, noting that although the ratio range of publications was not did affected other counts of the same (ie, the contents were far beyond those shares that have been counted). Explanations of Facebook, even giving a key to understanding what happened, not silenced, however, existing widespread fears that the pages lose their organic visibility in the near future.

In the list of affected (considering what the test measures the impact of the news media more viral in English) is very popular headers, and often taken into Facebook a great ally for dissemination, such as BuzzFeed,The New York Times orThe Huffington Post.The study points out, though, that these media continue to have high shares of engagement and have recovered some positions during the first days of March.However, the survey results are used to thinking a lot about how Facebook is affecting the communication of brands and consumers.

A warning to mariners?

The results also can be understood in two ways.The first is the interpretation that has always given this type of analysis: the marks are, to some extent, slaves to the Facebook algorithm changes that make updates more or less visible and have an impact that goes far beyond what they can control.

But on the other hand, the new situation may be a kind of notice to mariners that things have to change, or that the media have to find new levers to reach readers.Some people seek alternatives to Facebook tracks and some are using Facebook in a different way.Buzzfeed, recall from NewsWhip is publishing and content directly on Facebook (see, for example, the video of Barack Obama doing things that everybody does in everyday) life and getting high success rates.Given that Facebook is leveraging content created or published directly to the network, such as the case of video, the situation can also be an early warning of a change in trend and a new gaming environment.Do not forget that the rumor mill (solvent) notes that Facebook wants to publish content directly.

A Brief History of Zero Day

Be the situation of something marked by a failure of an accountant, it is certain that the fears of Facebook Zero Day go far beyond this measurement and have a much longer history means.The alarmist forecasts of analysts have appeared in recent years, noting that high dependence on Facebook as an element to position it to be shown could be a double-edged sword.Facebook could change the rules of the game and what he was seeing and reaching consumers stop.

That is what has been happening over 2014. Facebook has been tweaking its algorithm throughout the year and has been changing playing conditions, making it harder for brands to get positioned to form organic.There are those who already speaks the twilight of the I like and the need to invest in new ways to achieve consumer engagement.An analyst at Forrester noted even that brands should forget about Facebook as a tool to reach their customers.And a study pointed out that the marks come really only2% of his followers on the social network.

The changes have been accumulating throughout the year.First detected loss of range after Facebook said it would make advertising pages were dispenser scope, later than would prevail now and then to penalize the click-baiting.At the same time, Facebook has been promoting other content, such as videos, which are becoming the kings of the organic range.The rules have therefore changed and so have massively.

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Work motivation techniques

January 9th, 2018 | Posted in Loud Mouth, Uncategorized

Work motivation techniques are methods, tactics and procedures used to motivate workers in an enterprise, and thus make them more productive, more efficient, more creative, have a greater commitment to the company, and are more willing to provide good customer care.

The following is a compilation of ten effective motivation techniques that you can apply now to motivate your employees or subordinates.

Give greater autonomy

Give greater autonomy is to give workers greater flexibility and empowered to do their jobs.

To apply this technique could, for example, give the worker the ability to decide how to perform a task, the power to make small expenses or spending a certain budget as it sees fit, the confidence to decide when to always work as you meet their responsibilities and obtain the expected results, etc.

Give greater autonomy is an effective motivational technique because it satisfies the need for humans to take control of their destiny; but such requirements is necessary to give autonomy only competent workers, give these sufficient information and feedback to enable them to make good decisions, and create an environment of trust where not fear mistakes.

Offer incentives

Another technique motivation is to offer workers incentives such as cash rewards, bonuses and prizes, in exchange for certain results.

To apply this technique we could, for example, offer the employee an annual bonus if you get to meet your goals, a cash reward if you have a good performance, or a prize if he can get more sales than their peers.

Offering incentives is another effective technique, but for best results it is advisable to offer incentives to non-controlling manner; for example, instead of saying simply that if the worker achieves a goal we will reward, saying that we would like to reward the effort and dedication you put towards the target.

Recognize

Give recognition is to recognize the good performance of workers as well as the good results or achievements to earn.

To apply this technique could, for example, make a recognition ceremony where we reward the best team of the company, financially reward the worker who has had the best performance in the year, or you let a worker who has done a good job and I congratulate him.

Give recognition is a technique that works because it satisfies the need for humans to feel valued; but such requirement is necessary that the surveys are genuine and sincere, ie they are given them a worker who really deserves and not simply intended to motivate.

Foster relationships

Foster relationships is to provide opportunities for workers who can relate, interact and bond with their peers.

To apply this technique could, for example, create groups or teams (which also enable interact with other workers gives them a sense of identity and belonging), organize corporate events, activities or meetings do outside of work, etc.

Foster relationships is a great motivational technique and satisfying the innate need of the human being to relate to other people, but we must bear in mind that this need is often present in people extroverted than introverted.

Show interest

Another technique is to show interest or concern about the actions, achievements and problems facing the workers.

To apply this technique could, for example, ask the employee why is having a poor performance and what would motivate (which also helps us to identify other ways to motivate), advise about personal problems, support your personal goals, give time and permission to pursue studies and even fund some of these, etc.

Show interest is a technique that works well because it satisfies other innate need in humans related to the need to interact with others, which is to feel loved, appreciated and heard.

Make them feel useful and considered

Another technique motivation is to make them feel useful and considered workers.

To apply this technique could, for example, ask the worker proposals or suggestions to enhance productivity and improve processes (which also allows us to obtain valuable proposals or suggestions for the company), allow to express their ideas or opinions, ask how it would solve a given problem, etc.

This technique works already satisfying other needs in humans related to the need to interact with others, which is to feel useful, considered important and taken into account.

Give variety

Another technique is to give workers variety or innovation in their work.

To give variety we could, for example, rotate the worker put temporarily swap it places with another worker, enrich their job with new functions, tasks or activities, put new challenges or goals, encourage him to propose new ways of doing things, etc.

Give variety is a technique that gives good results because the variety is a common motivator in people; but also prevents workers from falling into the routine of always perform the same functions or tasks, which is often a source of boredom and discouragement.

Provide opportunities for self-realization

Provide opportunities for self-realization is to give workers opportunities for achievement, growth, professional and personal development.

To apply this technique could, for example, give the worker more autonomy, greater accountability, greater powers, new features, new tasks, new challenges, new goals, opportunities for advancement, to express their creativity, to learn new skills, etc. .

Provide opportunities for self-realization is an effective technique because it allows us to give the worker the opportunity to meet one of the most important needs in humans, which is to feel fulfilled.

Provide opportunities to transcend

Provide opportunities to transcend is to give workers opportunities to leave a legacy, to feel that their lives have meaning, to help others.

To apply this technique could, for example, give the worker the opportunity to conduct outreach activities, explain how through their work improves the quality of life of people, help you find meaning in their work, etc.

Provide opportunities to transcend is a technique that works because it allows us to give the worker the opportunity to meet another major needs in humans, which is to transcend life.

Setting goals

Setting goals is to put the worker to meet goals or objectives.

To apply this technique could, for example, workers put the goal of increasing sales, get more customers, improve productivity, reduce turnover, etc.

Setting goals is a technique of effective motivation and the goals they mean to people challenging and allow them to focus; but such requirements is necessary that the goals are clear, specific, challenging but achievable, and that the worker agrees with them and accepts or, in any event, that are imposed on them by someone you trust.

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The process of recruitment and selection of staff

January 1st, 2018 | Posted in Loud Mouth, Uncategorized

The process of recruitment and selection of staff is a set of stages or steps that aim to recruit and select the best staff for a job in a company.

It begins with the definition of the candidate profile, and continues the search, recruitment or call for applicants, their evaluation, selection and hiring the most suitable, and the induction and training of it.

Let’s look at each of the steps in the recruitment and selection of staff:

1. Definition of Applicant Profile

The process of recruitment and selection starts with the definition of the candidate profile, ie the definition of skills or characteristics that a person must meet so that you can apply for the post we are offering.

For example, we must determine what knowledge, experience, skills, values ​​(eg, honesty, perseverance, etc.) and attitudes (eg, capacity for teamwork, tolerance to pressure, etc.) we held.

And for that, we must consider the position to which postulates the person; for example, to a position involving public attention, besides experience, we may require ability to relate to others with words, friendliness, etc.

But in addition to the post vacancy must also take into account our business in general, and so, for example, the profile of the applicant could also include the ability to adapt to the environment or culture of the company.

2. Search, recruitment or call

The next step is to search, recruitment or call for applicants who meet the qualifications or characteristics that we defined in the previous step (without having to meet all of them).

The following are some of the main sources, forms and methods through which we can find, recruit applicants or call:

  • announcements or notices : the most common way to search or call applicants is through the publication of notices or announcements, whether in newspapers, Internet, posters, murals tanks, walls or windows of our local, etc. The advantage of this method is that we can reach a lot of people, while the disadvantage is that it involves more time and cost than other methods; why it is recommended that in drafting the ads, be as precise and specific as possible as to the requirements.
  • Recommendations : another common way to get candidates is through recommendations we make contacts, friends, acquaintances, employees of our company, customers, tanks, etc. The advantage is that it is the fastest and least expensive way to get applicants, while the disadvantage is that they could recommending applicants who are not really qualified, except for those recommended by our own employees, who know that their reputation is at stake, could recommend a good applicants.
  • Employment Agencies : companies where we provide applicants with certain skills and characteristics as defined by them.
  • competition : competitors, of which we can get trained and experienced applicants.
  • human resources consulting : Companies specializing in search candidates, but at a very high cost.
  • practice : it consists in taking as candidates practitioners who are already working with us temporarily.
  • files or databases : it consists in taking as applicants who have already evaluated or who have left us their CV above (for past calls).

This stage also includes asked applicants to send us your resume or fill out a request form empelo (which must be designed in a way that allows us to collect as much information as possible).

3. Evaluation

The third step of the recruitment and selection of staff is evaluating applicants who have recruited or summoned to choose among them the most suitable (or most appropriate) for the position you are offering.

This stage can start with a pre-selection (eg, through revision of curricula) that allows us to screen out applicants who do not meet the requirements requested, or allows us to have a reasonable number of applicants which to assess.

And once we have a reasonable number of applicants, we turn to evaluate and cite them through the following process:

  • preliminary interview : take the applicant is a first interview informally in which you do open questions to see if it really meets the requirements we have requested.
  • knowledge test : the applicant is to take an oral test and type in order to determine whether it meets the necessary skills for the job.
  • psychological test : is to take a psychological test to determine their emotional balance, for which we could hire the services of a psychologist to help us with it.
  • final interview : is to take her interview more formal and strict than the first, where do you open questions in order to know in depth, which could be taken by the head of the area to which postulates.

You may obviate some of these steps in order to save time and reduce costs, however, while more formal and strict is this evaluation process, the more likely we hire the right person.

During this evaluation process is important to corroborate the information and references provided by the applicant are true, for example, communicating with their former employers and asking whether the information provided to us is correct.

It is equally important to assess how was the performance of the candidate in their old jobs, for which we could also choose to communicate with his former bosses, peers and subordinates, and consult them on their performance.

4. Selection and recruitment

Once we have evaluated all applicants or candidates, we select the best performance has been in testing and interviews, ie, we select the most suitable candidate to fill the vacancy.

And once we have chosen the most suitable candidate, had to hire, ie to sign with him a contract point out where the office performed the functions performed, his remuneration, time to work with us, and other aspects that might be necessary to agree.

Even before hiring, we might decide to test for a short time, in order to directly assess their performance in his new role, besides their ability to relate to his new bosses, peers and subordinates.

5. Induction and training

Finally, once we have selected and hired new staff, we must ensure that suits as soon as possible to the company, and train so that you can perform properly in your new post.

To do this, we could start with him know the facilities and areas of the company, tell you where you can find the tools you might need for your work, and introduce you to their immediate supervisors and peers.

Then we could point out your work schedule, tell you where to store your belongings, give his uniform if any, tell you how to keep it in good condition, tell you what to do in an emergency, etc.

And then inform about the processes, policies and business rules, and assign a tutor to be responsible to train them on the functions, tasks, responsibilities, obligations and other particulars of his new position.

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New study shows that the ‘Zero Day’ on Facebook is closer to being a reality

December 19th, 2016 | Posted in Loud Mouth

Changes in the algorithm that regulates what is seen on the Facebook news feed have made ​​what at first was a theory and a fear of the brands that use the social network to reach consumers is increasingly becoming a unquestionable reality.The Zero Day on Facebook or Faceboocalypse, as have been baptized some other analysts, is increasingly at the door.Brands fear the time when updates are no longer actually visible in their publications reach less likely to feed their followers and which therefore face the feared situation to be preaching in the wilderness (unless you spend per box to position their post).

A recent study has shown that the Zero Day is closer to being a reality of staying in only a fear of brands.An analysis of NewsWhip, you just compare the data of the media in English (usually on the other hand the starring elements and most viral stories) in January and February this year, has shown that its contents were shared much less in the second month in the first: the reason for this decline is that fewer consumers have seen their links in your news feed and, therefore, they have shared (or comparative) less.

What he has discovered the study?The truth is that the decline has been widespread and therefore can not be attributed to contextual elements.As pointed out in the analysis of Newswhip, weekends volume falls shared by netizens on Facebook items, although this decrease in activity is usually temporary and marked by the calendar quickly recomposed once again begins the week.For the month of February, however, there was a fall earlier this month and never recovered.The activity graph of the top ten online media in English on Facebook was maintained throughout the month of February in discrete levels.

In fact, the situation can quickly translate into numbers.According to data NewsWhip, the 100 most shared stories in January 2015 moved 16.4 million shares in Facebook.The 100 who managed to position itself at the same level in February only succeeded, however, 10.2 million shares.

Facebook has come out of these data indicated that the situation was actually due to a bug.”We have experienced a problem with logging in Page Insights in February that affected how they had correct some organic powerful way, “they said in statements submitted to the US media, noting that although the ratio range of publications was not did affected other counts of the same (ie, the contents were far beyond those shares that have been counted). Explanations of Facebook, even giving a key to understanding what happened, not silenced, however, existing widespread fears that the pages lose their organic visibility in the near future.

In the list of affected (considering what the test measures the impact of the news media more viral in English) is very popular headers, and often taken into Facebook a great ally for dissemination, such as BuzzFeed,The New York Times orThe Huffington Post.The study points out, though, that these media continue to have high shares of engagement and have recovered some positions during the first days of March.However, the survey results are used to thinking a lot about how Facebook is affecting the communication of brands and consumers.

A warning to mariners?

The results also can be understood in two ways.The first is the interpretation that has always given this type of analysis: the marks are, to some extent, slaves to the Facebook algorithm changes that make updates more or less visible and have an impact that goes far beyond what they can control.

But on the other hand, the new situation may be a kind of notice to mariners that things have to change, or that the media have to find new levers to reach readers.Some people seek alternatives to Facebook tracks and some are using Facebook in a different way.Buzzfeed, recall from NewsWhip is publishing and content directly on Facebook (see, for example, the video of Barack Obama doing things that everybody does in everyday) life and getting high success rates.Given that Facebook is leveraging content created or published directly to the network, such as the case of video, the situation can also be an early warning of a change in trend and a new gaming environment.Do not forget that the rumor mill (solvent) notes that Facebook wants to publish content directly.

A Brief History of Zero Day

Be the situation of something marked by a failure of an accountant, it is certain that the fears of Facebook Zero Day go far beyond this measurement and have a much longer history means.The alarmist forecasts of analysts have appeared in recent years, noting that high dependence on Facebook as an element to position it to be shown could be a double-edged sword.Facebook could change the rules of the game and what he was seeing and reaching consumers stop.

That is what has been happening over 2014. Facebook has been tweaking its algorithm throughout the year and has been changing playing conditions, making it harder for brands to get positioned to form organic.There are those who already speaks the twilight of the I like and the need to invest in new ways to achieve consumer engagement.An analyst at Forrester noted even that brands should forget about Facebook as a tool to reach their customers.And a study pointed out that the marks come really only2% of his followers on the social network.

The changes have been accumulating throughout the year.First detected loss of range after Facebook said it would make advertising pages were dispenser scope, later than would prevail now and then to penalize the click-baiting.At the same time, Facebook has been promoting other content, such as videos, which are becoming the kings of the organic range.The rules have therefore changed and so have massively.

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Work motivation techniques

December 9th, 2016 | Posted in Loud Mouth

Work motivation techniques are methods, tactics and procedures used to motivate workers in an enterprise, and thus make them more productive, more efficient, more creative, have a greater commitment to the company, and are more willing to provide good customer care.

The following is a compilation of ten effective motivation techniques that you can apply now to motivate your employees or subordinates.

Give greater autonomy

Give greater autonomy is to give workers greater flexibility and empowered to do their jobs.

To apply this technique could, for example, give the worker the ability to decide how to perform a task, the power to make small expenses or spending a certain budget as it sees fit, the confidence to decide when to always work as you meet their responsibilities and obtain the expected results, etc.

Give greater autonomy is an effective motivational technique because it satisfies the need for humans to take control of their destiny; but such requirements is necessary to give autonomy only competent workers, give these sufficient information and feedback to enable them to make good decisions, and create an environment of trust where not fear mistakes.

Offer incentives

Another technique motivation is to offer workers incentives such as cash rewards, bonuses and prizes, in exchange for certain results.

To apply this technique we could, for example, offer the employee an annual bonus if you get to meet your goals, a cash reward if you have a good performance, or a prize if he can get more sales than their peers.

Offering incentives is another effective technique, but for best results it is advisable to offer incentives to non-controlling manner; for example, instead of saying simply that if the worker achieves a goal we will reward, saying that we would like to reward the effort and dedication you put towards the target.

Recognize

Give recognition is to recognize the good performance of workers as well as the good results or achievements to earn.

To apply this technique could, for example, make a recognition ceremony where we reward the best team of the company, financially reward the worker who has had the best performance in the year, or you let a worker who has done a good job and I congratulate him.

Give recognition is a technique that works because it satisfies the need for humans to feel valued; but such requirement is necessary that the surveys are genuine and sincere, ie they are given them a worker who really deserves and not simply intended to motivate.

Foster relationships

Foster relationships is to provide opportunities for workers who can relate, interact and bond with their peers.

To apply this technique could, for example, create groups or teams (which also enable interact with other workers gives them a sense of identity and belonging), organize corporate events, activities or meetings do outside of work, etc.

Foster relationships is a great motivational technique and satisfying the innate need of the human being to relate to other people, but we must bear in mind that this need is often present in people extroverted than introverted.

Show interest

Another technique is to show interest or concern about the actions, achievements and problems facing the workers.

To apply this technique could, for example, ask the employee why is having a poor performance and what would motivate (which also helps us to identify other ways to motivate), advise about personal problems, support your personal goals, give time and permission to pursue studies and even fund some of these, etc.

Show interest is a technique that works well because it satisfies other innate need in humans related to the need to interact with others, which is to feel loved, appreciated and heard.

Make them feel useful and considered

Another technique motivation is to make them feel useful and considered workers.

To apply this technique could, for example, ask the worker proposals or suggestions to enhance productivity and improve processes (which also allows us to obtain valuable proposals or suggestions for the company), allow to express their ideas or opinions, ask how it would solve a given problem, etc.

This technique works already satisfying other needs in humans related to the need to interact with others, which is to feel useful, considered important and taken into account.

Give variety

Another technique is to give workers variety or innovation in their work.

To give variety we could, for example, rotate the worker put temporarily swap it places with another worker, enrich their job with new functions, tasks or activities, put new challenges or goals, encourage him to propose new ways of doing things, etc.

Give variety is a technique that gives good results because the variety is a common motivator in people; but also prevents workers from falling into the routine of always perform the same functions or tasks, which is often a source of boredom and discouragement.

Provide opportunities for self-realization

Provide opportunities for self-realization is to give workers opportunities for achievement, growth, professional and personal development.

To apply this technique could, for example, give the worker more autonomy, greater accountability, greater powers, new features, new tasks, new challenges, new goals, opportunities for advancement, to express their creativity, to learn new skills, etc. .

Provide opportunities for self-realization is an effective technique because it allows us to give the worker the opportunity to meet one of the most important needs in humans, which is to feel fulfilled.

Provide opportunities to transcend

Provide opportunities to transcend is to give workers opportunities to leave a legacy, to feel that their lives have meaning, to help others.

To apply this technique could, for example, give the worker the opportunity to conduct outreach activities, explain how through their work improves the quality of life of people, help you find meaning in their work, etc.

Provide opportunities to transcend is a technique that works because it allows us to give the worker the opportunity to meet another major needs in humans, which is to transcend life.

Setting goals

Setting goals is to put the worker to meet goals or objectives.

To apply this technique could, for example, workers put the goal of increasing sales, get more customers, improve productivity, reduce turnover, etc.

Setting goals is a technique of effective motivation and the goals they mean to people challenging and allow them to focus; but such requirements is necessary that the goals are clear, specific, challenging but achievable, and that the worker agrees with them and accepts or, in any event, that are imposed on them by someone you trust.

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The process of recruitment and selection of staff

December 1st, 2016 | Posted in Loud Mouth

The process of recruitment and selection of staff is a set of stages or steps that aim to recruit and select the best staff for a job in a company.

It begins with the definition of the candidate profile, and continues the search, recruitment or call for applicants, their evaluation, selection and hiring the most suitable, and the induction and training of it.

Let’s look at each of the steps in the recruitment and selection of staff:

1. Definition of Applicant Profile

The process of recruitment and selection starts with the definition of the candidate profile, ie the definition of skills or characteristics that a person must meet so that you can apply for the post we are offering.

For example, we must determine what knowledge, experience, skills, values ​​(eg, honesty, perseverance, etc.) and attitudes (eg, capacity for teamwork, tolerance to pressure, etc.) we held.

And for that, we must consider the position to which postulates the person; for example, to a position involving public attention, besides experience, we may require ability to relate to others with words, friendliness, etc.

But in addition to the post vacancy must also take into account our business in general, and so, for example, the profile of the applicant could also include the ability to adapt to the environment or culture of the company.

2. Search, recruitment or call

The next step is to search, recruitment or call for applicants who meet the qualifications or characteristics that we defined in the previous step (without having to meet all of them).

The following are some of the main sources, forms and methods through which we can find, recruit applicants or call:

  • announcements or notices : the most common way to search or call applicants is through the publication of notices or announcements, whether in newspapers, Internet, posters, murals tanks, walls or windows of our local, etc. The advantage of this method is that we can reach a lot of people, while the disadvantage is that it involves more time and cost than other methods; why it is recommended that in drafting the ads, be as precise and specific as possible as to the requirements.
  • Recommendations : another common way to get candidates is through recommendations we make contacts, friends, acquaintances, employees of our company, customers, tanks, etc. The advantage is that it is the fastest and least expensive way to get applicants, while the disadvantage is that they could recommending applicants who are not really qualified, except for those recommended by our own employees, who know that their reputation is at stake, could recommend a good applicants.
  • Employment Agencies : companies where we provide applicants with certain skills and characteristics as defined by them.
  • competition : competitors, of which we can get trained and experienced applicants.
  • human resources consulting : Companies specializing in search candidates, but at a very high cost.
  • practice : it consists in taking as candidates practitioners who are already working with us temporarily.
  • files or databases : it consists in taking as applicants who have already evaluated or who have left us their CV above (for past calls).

This stage also includes asked applicants to send us your resume or fill out a request form empelo (which must be designed in a way that allows us to collect as much information as possible).

3. Evaluation

The third step of the recruitment and selection of staff is evaluating applicants who have recruited or summoned to choose among them the most suitable (or most appropriate) for the position you are offering.

This stage can start with a pre-selection (eg, through revision of curricula) that allows us to screen out applicants who do not meet the requirements requested, or allows us to have a reasonable number of applicants which to assess.

And once we have a reasonable number of applicants, we turn to evaluate and cite them through the following process:

  • preliminary interview : take the applicant is a first interview informally in which you do open questions to see if it really meets the requirements we have requested.
  • knowledge test : the applicant is to take an oral test and type in order to determine whether it meets the necessary skills for the job.
  • psychological test : is to take a psychological test to determine their emotional balance, for which we could hire the services of a psychologist to help us with it.
  • final interview : is to take her interview more formal and strict than the first, where do you open questions in order to know in depth, which could be taken by the head of the area to which postulates.

You may obviate some of these steps in order to save time and reduce costs, however, while more formal and strict is this evaluation process, the more likely we hire the right person.

During this evaluation process is important to corroborate the information and references provided by the applicant are true, for example, communicating with their former employers and asking whether the information provided to us is correct.

It is equally important to assess how was the performance of the candidate in their old jobs, for which we could also choose to communicate with his former bosses, peers and subordinates, and consult them on their performance.

4. Selection and recruitment

Once we have evaluated all applicants or candidates, we select the best performance has been in testing and interviews, ie, we select the most suitable candidate to fill the vacancy.

And once we have chosen the most suitable candidate, had to hire, ie to sign with him a contract point out where the office performed the functions performed, his remuneration, time to work with us, and other aspects that might be necessary to agree.

Even before hiring, we might decide to test for a short time, in order to directly assess their performance in his new role, besides their ability to relate to his new bosses, peers and subordinates.

5. Induction and training

Finally, once we have selected and hired new staff, we must ensure that suits as soon as possible to the company, and train so that you can perform properly in your new post.

To do this, we could start with him know the facilities and areas of the company, tell you where you can find the tools you might need for your work, and introduce you to their immediate supervisors and peers.

Then we could point out your work schedule, tell you where to store your belongings, give his uniform if any, tell you how to keep it in good condition, tell you what to do in an emergency, etc.

And then inform about the processes, policies and business rules, and assign a tutor to be responsible to train them on the functions, tasks, responsibilities, obligations and other particulars of his new position.

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Annual Leave Preparation Tips

November 25th, 2016 | Posted in Loud Mouth

In order to keep your batteries charged, and your mind in a good place, you’re going to need to take a break from time to time. It’s hard to pull away – especially when you’re in a competitive, engaging or hectic career – but you’ve got to try and do it when you can. It’s been shown that you are more productive and healthy when you take a regular vacation.

Having an annual leave will give you exactly the time you need to spend with your family, friends or loved ones – whether it’s out on the beach, camping in the woods, or exploring a new city. Just take time to catch your breath and recharge your batteries for when you get back to reality and back to the deadlines and hectic pace.

But before you head out the door for your annual leave, there are some things you need to do to prepare that will benefit not only yourself but your colleagues as well.

Figure out who will cover for you
If you are smack dab in the middle of a project, or actively working with a client on a deadline, then you need to be sure that there’s some transition there and that your leave doesn’t cause a huge fuss in the workplace. Trying to find a colleague or project partner that is suited to what you are currently working on, that will be able to fill that role, is essential.

Finish what you started
Are you about to finish up a couple of final touches on a project? Working on the last few pages of a report? If you have outstanding projects you can realistically finish before taking your annual leave, then do so. It makes your absence a lot more manageable for your colleagues, and you can also relax easier, knowing there’s not a huge pile of working waiting for you on your desk for when you get back.

Determine what can wait
While you should make an effort to finish all of your work before you leave, sometimes that’s just not plausible. If you’re working on a long term project or deliverable, then it really may not be necessary to finish it up before your annual leave. Make sure that whatever work you do delegate can be managed, and if something can wait – then let it.

Prep your team or colleagues
If there’s a big presentation or event coming up that you’re going to miss, then you need to brief your teammates or colleagues and make sure that they are prepared and aware. Always try your best to anticipate things that may come up, so that no one is blindsided when you are going to be out of town, or you’ll end up with a string of panicked phone calls.

You need to communicate
You’d be surprised how many workers will just take off on leave, and then don’t give their colleagues the details. So when something needs to be done and they go to you for your piece, it clogs up the work pipeline. You have to ensure that everyone in the office knows you’re going on leave, when you will be back and what the plan is for while you’re gone, as well as how they can reach you.

Talk with your clients
Nothing is more frustrating for a client than trying to reach out to the company they’re getting services from, only to find that their go-to contact is out of town. If you are planning to be out of town, as a courtesy you should contact your clients and let them know when you’re going to be gone – and for how long. Another nice touch is setting up an email auto response that states that you’re out of town, when you will be back, and who the appropriate contact is in your absence. This shows the clients you’re committed to them and that you care.

Be prepared for when you get back
After a long trip or absence, it’s completely natural to want to be relaxed. But it’s important that when you get back from your leave that you are fully ready to get back to work. You’re probably going to have at least a little backlog at work from when you were away, so having that commitment and focus to clear through that work and get everything back on track is going to be important for you. This is especially important if you’re in management or a higher level employee that has people working underneath you that rely on you in your workplace.

If you are looking for more ideas on what you can do to prepare for annual leave, then you can refer other incredible sources for annual leave preparation.

So go out and make sure that you have a blast on your annual leave, but also be a responsible employee and make sure that everything will go as smoothly as possible during your absence. This helps you to stand out as a good employee – and a good colleague – and you will be able to breathe easy knowing that a lot of these things are handled while you’re on your trip.

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