Tip #280: Dealing With A Disgruntled Employee

No matter what type of organization you work for or own, there is a good chance you know of at least one negative employee on the payroll. You know the type: Quick to complain about anything and everything, brings the rest of the team's morale down, always manages to find the flaws in a new initiative but never the benefits, etc.

A Negative Employee Is Not Necessarily A Bad Employee.

Trouble is, these same employees are often still hard workers who get the job done and even excel enough to climb the corporate ladder. Despite a good work ethic, however, their attitudes can still affect those around them and in turn the company. Naturally, this demands a leaders attention.

5 Ways To Handle A Negative Employee:

1. First, Observe And Document Their Behavior - Without any proof of an employee's bad behavior/negative attitudes, they will simply refute your claims. Also, keep in mind that one observed or documented case of negative behavior is not indicative of a negative employee. Do not approach someone unless their negative behavior has been persistent, and keep a log of their behavior for later reference.

2. Set Your Expectations On How Someone Will React - Very few people can handle being called out on something. And in the case of negative employees, most are unaware of their own cynicism/negative outlook. Your goal should be to bring their attitude to their attention, to make them aware of the concern, not fess up to it.

3. Extend A Helping Hand - Trying to understand an employee's negative behavior is the best way to break them out of it. Once made aware of their behavior, an employee may offer insight as to the cause. Others may prefer to speak with an employee assistance counselor, if available. Just remember that you cannot, and should not, force assistance upon the employee.

4. Include Non-Subjective Content In Their Performance Reviews - One way to help a negative employee is to include non-subjective information in their performance reviews. We also suggest gathering feedback by asking employees about the employee's attitude, and then presenting your findings to the employee. Be sure to keep a positive tone when you do.

5. Avoid Throwing Gas On The Fire - In other words, "fighting fire with fire" does not apply to dealing with negative employees. Being harsh or critical towards them will only exacerbate their own negativity. Every employee wants their manager to believe in them, even when being disciplined. To send that message, remain positive and thoughtful when you address your concerns over an employee's negativity.

Summary: Employees who display negative attitudes and behavior at the work place are common in the business community. Every company has at least one person like this on staff. But instead of taking their approach and griping about the negativity take a more proactive approach and attempt to root out the cause of the employee's negativity. Doing so will invariably boost morale and foster a more pleasant work environment.

Tip #279: Being A Team Player In The Business World

Being A Team Player In

The Business World

• Most jobs require teamwork.
• Most careers depend on teamwork.
• Most companies insist on teamwork.

If you were selecting a group of people to start a new division at your company who would you select? Would it be someone you get along with but does not contribute to the overall good? Or someone who is great at what they do but does not get along with most people? How about the person who gets along with mostly everyone, has above average skills and is willing to put the extra effort into not only getting things done, but also done right?

In today's business world leaders not only grade their employees (or keep you on their payroll) based on how well they communicate effectively, but also on how they get along with other team members and improve a team's performance. If you want to become better at being a team player, you might find this e-tip timely.

10 Qualities An Effective Team Player:

1. Is Consistently Reliable - Good team players not only get their work done on time, but also are willing to get things done when deadlines are looming.

2. Communicates Positively - Business leaders want people who can motivate others around them by clearly articulating what needs to be done.

3. Has Good Listening Skills - Team players should not only understand and consider new ideas, but also new points of view from other people without arguing every point. They also know how to listen first so they can fully understand each angle before giving an opinion or trying to solve a problem.

4. Is An Active Participant - Good team players play an active role and are willing to become engaged in solving any type of problem.

5. Shares Key Information Openly And Willingly - Good team players are willing to share key files and documents to help the overall good of the team, from research data to sales history and everything in between.

6. They Get Their Work Done - An effective team is comprised of team players who work well together and get their work done. They respond openly to requests for assistance and take initiative to assist others in solving their problems.

7. They Are Flexible - The business world is always changing, from new government regulations to new products or services. Great team players not only accept these changes but embrace them, too.

8. Is Committed To The Overall Good Of The Team - Strong team players know when not to put their personal goals ahead of the team goals. They know the business is better off if they consider the overall good of the team, not themselves.

9. Helps Proactively To Solve Problems - Face it, problems happen everyday in business. And often times we see people dwelling on who caused the problem instead of fixing the root cause and thus the problem itself. Good team players put the problem on the table and then work out cost-effective solutions.

10. Is Supportive Of Others - Quite simply, great team players deal with people in a professional manner and are willing to support an ally even when they have nothing to gain.

Summary: Team players look beyond their world and their personal stakes to focus on what it takes so the team wins. Team players are the ones who step up and take charge to ensure things get done in a timely and cost-effective fashion. Most importantly, team players always leave the channels of communication open to help facilitate the company's success.

For more information please visit our website!

Tip #278: 6 Communication Tips For Leaders During Turbulent Times

Communication in the workforce is a crucial element to the success of any business - especially when a company is facing tough economic times. What many owners and executives seem to forget is whether news is good or bad, what matters most is how they deliver that news.

Effective Communication Can Mean The Difference Between Good And Bad Team Morale.

When it comes to the morale of a company, bad news delivered ineffectively can dismantle a team's unity. However, that same bad news delivered effectively can drive a team towards success. The key to making this happen are the leaders who deliver it.

6 Communication Tips For Leaders During Turbulent Times.

1. Mean What You Say - Do not just be a communicative conduit; make what you are communicating personal. Have just as much of an investment in what you are saying as the listener does. Believe what you say. Mean what you say. Being a good communicator means constantly working to maintain and improve the communication process, whether it is written, oral, contextual or intuitive.

2. Rely On Information Channels - Waiting for news to reach you is unwise. Chances are when it finally does fall on your lap the news will already have reached critical mass. Stay ahead by actively gathering information using various information channels - both formal and informal. Use any open doors you have in the company to paint a complete picture for yourself.

3. Talk More, Not Less (and keep your office door physically open) - We live in a world where communication has taken over and is readily available in a multitude of ways. There is no excuse for anyone to be kept in the dark, and attempts to keep anyone in the dark are mostly futile. We communicate so frequently that employees will quickly forgive mistakes, but will not forgive the absence of communication. Not communicating at all will result in irreparable loss of trust.

4. Strike Up Proactive Conversations - There is almost no downside to talking to people, especially face-to-face. In times of uncertainty and change, displaying a willingness to field questions, listen carefully and respond to concerns is a surefire way to build and establish trust, honesty and dependability.

5. Be An Investigative Reporter At Your Business- As mentioned earlier, passively gathering information is not enough. Great leaders get out of the chair and into the field, like an investigative reporter. They actively seek to learn what is being said around the office and they give others the chance to be listened to. Maybe you don't have all the answers, but showing that you are willing to listen and learn will go a long way.

6. Promote The Flow Of Positive Things - You want to create an atmosphere of effective communication, not manipulated information. Worry less about keeping the lid on any news and more about facilitating the flow of information. Better something come from you, the leader, than build mass as a rumor. More importantly, when bad news is delivered candidly it minimizes demoralization.

Summary: Just because these tips are geared towards "turbulent times" does not mean they are not useful all the time. It is said that in real estate "location, location, location" is what sells properties. If that is the case, in business "communication, communication, communication" is what sells management initiatives and keeps a team banded together.

For more information please visit our website!

Tip #277: 5 Tips For Better Public Speaking And Presentation Skills

Since technology has taken over our business and personal lives, effective public speaking and communication skills have been on the decline. Sadly, growing up in this digital age has made younger workers poor public speakers and communicators. We are even seeing veterans of the workforce letting their public speaking skills get rusty. What many forget, or never learned, is that there is more to public speaking than simply getting up in front of a crowd and talking. It is both a science and an art. And like any learned skill, there are some basics to be aware of.

The Four Basic Components To Public Speaking:

1. The Preparation
2. The Purpose or Objective
3. The Message Used
4. The Delivery

The Five "W's" And The One "H" To Public Speaking.

When preparing to speak publicly, address each of the four basic components of public speaking by asking the five W's and the one H: Who, what, where, when, why and how. Exploring these six questions will help you sculpt your speech or presentation into cohesion and guarantee that your audience follows every word and does not miss a beat.

• Who? Who are you speaking or presenting to?

• What? What do you wish to communicate?

• Where? Where will you be speaking?

• When? As far as timing and delivery goes, how should you frame your speech or presentation?

• Why? Why should the audience be listening to you?

• How? How can you best convey your message?

5 Tips For Better Public Speaking And Presentation Skills.

1. Never Forget What Your Body Language is Saying - Your goal is to capture your audience's attention, so standing motionless in one place is not a good idea. Be natural, move around, use hand gestures and be expressive, even if you are behind a podium.

2. Speak With Conviction - If you want your audience to believe what you are saying, then you had better believe it yourself. Do not approach and deliver a presentation as if it is a high school project. Put some "oomph" into your delivery. Be articulate, and never apologize if you stumble over any words.

3. Incorporate Stories From The Audience - The best way to keep an audience's attention is to engage them, and the best way to engage them is to include them. The most successful speakers are the ones who seamlessly integrate a story from an audience member into their presentation. To do this, get to know your audience ahead of time. Talk with them about the subject you are speaking about.

4. NEVER Read Your Notes Or The Slides Verbatim - Unless you are a famous essayist performing a public reading, you should never read from your notes verbatim. Keep your notes concise - bulleted reminders about what you wish to touch upon. Everything else should be committed to memory. Otherwise, your delivery will sound bereft of any sincerity.

5. Make Eye Contact With The People In The Room - There are no tricks to avoid making eye contact. If you want your speech to land like a boxer's blow, then you need to look your audience in the eye. Then you need to hold that eye contact for at least 2-4 seconds. Make sweeping glances across the audience, but also lock eyes with individual audience members.

Summary: As with most things in life, effective public speaking hinges on the amount of preparation you put in prior to delivering your speech or presentation. Rehearsing might feel strange, but it is invaluable. When the time for you to speak publicly does come, remember to use body language, talk slowly and articulately (including pauses) and use a variety of tones. Do not hesitate to study your favorite public speaker and observe the range of tactics they employ to make their delivery stand out.

For more information please visit our website

E-Tip #276 - 8 Effective Employee Training Tips

In an ideal world, every employee you hire would arrive with all the skills and knowledge necessary to be the ideal employee you want. But this is the real world, and in the real world, your employees need to be trained on an ongoing basis.

The Value Of Well-Trained Employees Is Immeasurable.

The great thing about training is the message it sends to an employee. It shows that you are interested in them as a vital aspect of your success and that they will play a part in the company's future. Very few motivators are as positive as sending someone to training. To kick-start an effective employee training program, follow these 8 tips:

8 Employee Training Tips To Strengthen Your Team & Your Company's Morale.

1. Look At Training As An Investment, Not An Expense - True, good training will cost you some money, but you cannot put a price on the long-term investment in the growth and development of your workforce.

2. Focus On Your ROI - We all know that training is invaluable; however, you need to determine who would benefit the most from it.

3. Promote An Environment Of Continuous Learning - Business is faster-paced than ever before with people doing more work with fewer resources. And the way to leverage a person in today's challenging workforce is through continuous learning. That said, look for ways to improve your staff through the necessary training resources.

4. Test Run A Particular Training Program - Before rolling out a customized training program at your business, try it out on a small group, gather feedback and then retool the appropriate areas so that it meets the needs of your organization.

5. Focus On Quality Instructors And Material - Like a parent who wants the best education for their child, you should want the optimum education for your employees.
   And one of the best ways to get the most out of the training program is to ensure that the instructors have the right personality for your employees and the supporting documentation is not only easy to follow, but does not overwhelm your staff.

6. Where Will Training Be Conducted - Choosing an environment that is conducive to learning is identical to buying real estate: Location, location, location. Preferably, you want it to be free of distractions, noise, and interruptions.

7. Know Your Objective BEFORE The Training Starts - Another step in getting the most out of your training program is making sure they understand its objective and come to training with the right mindset.

8. Even Your Most Seasoned Employees Need Training -Training is not just for new employees; research has proven that everyone can benefit from further training - no matter how seasoned of an employee. As any best in class company knows, training programs are the catalyst for keeping employees engaged. And companies with engaged employees outperform their competition as much as 202% according to a study by Towers Perrin.

Summary: No matter who you are, where you come from and what you do, there is always room for improvement. In fact, training your staff will have a direct and positive impact that will increase one's job satisfaction, morale and motivation. You can also see efficiencies in processes, the ability to adopt new technologies and methods as well as innovation in strategies and product design.

for more information, visit our website!

Tip #275: 5 Helpful Hints For After You Get That New Job

2009 was a rough year for a lot of people; many jobs were lost, and as a result, people looked to 2010 as a year of rebirth. Fortunately, for many of these people, 2010 has already been a better a year. We have heard quite a few success stories about new job opportunities - and it is only February.
We Are Dedicating This Week's Tip To Brand New Employees.

Like any new venture, being hired is both exciting and difficult. With this in mind, we prepared the following five tips for any new employee:

5 Helpful Hints For Any New Employee.

1. Make Sure You Remember Names - One of the best ways to make a great impression during your first week is to commit as many names to memory as you can. This is something salespeople have right. Part of getting up to speed your first week is synchronizing with the team you will be working with, and there is no better way to do this than by learning their names.
2. Do Not Be Overly Aggressive - While showing initiative can be a great way to be noticed, for many new employees it is better to spend more time listening than giving advice, especially during staff meetings. If asked for your opinion, do not hesitate to give it. Like anything new, it is better to lay low and soak up as much information as you can before being too vocal.
3. Learn The Landscape Of How Business Is Done - One of the fastest ways to get off on the wrong foot is to step on any toes your first week. If you can, get a copy of the company's organizational chart and commit it to memory. This will help you learn where and who to report to for your various needs. The faster you integrate yourself into a company the sooner you secure your new employment.
4. Strive To Be Likable - This sounds easy - and for some it is - but for others, striking the right balance between being likable and coming off as too aggressive can be difficult. Do shoot a friendly hello to everyone you pass by. Do not engage in conversation as though you have known the other employees your entire life. Exercise some reservation. People need time to get to know you, to build a rapport, before diving into deeper discussion.
5. Offer To Help Out Where You Can - Offering help is a great way to follow through on several of the tips above at once. If your particular skills can be leveraged to aid a coworker, go for it. This is the perfect opportunity to meet someone and learn their name, reveal yourself as likable and learn about your workplace's landscape.
   

One Last Thing....
I can tell you from personal experience how hard it is to get into rhythm at a new work place. On the one hand, there is the desire for many to excel at their performance. But if you want to get into rhythm, you need to learn the rhythm. And that requires listening and being observant when you are just starting off.

Summary: While most of this advice is common sense, new employees all too often disregard these guidelines and get carried away trying to impress or dazzle their coworkers and new employers. Approach new employment with that classic writer's warning, "show, don't tell." In other words, let your actions as an employee speak for themselves. If you act like a great employee, you will be acknowledged and treated as one.

For more information please visit our website!

E-Tip 275- 5 Helpful Hints For After You Get That New Job

We Are Dedicating This Week's Tip To Brand New Employees.

Like any new venture, being hired is both exciting and difficult. With this in mind, we prepared the following five tips for any new employee:

5 Helpful Hints For Any New Employee.

1. Make Sure You Remember Names - One of the best ways to make a great impression during your first week is to commit as many names to memory as you can. This is something salespeople have right. Part of getting up to speed your first week is synchronizing with the team you will be working with, and there is no better way to do this than by learning their names.
2. Do Not Be Overly Aggressive - While showing initiative can be a great way to be noticed, for many new employees it is better to spend more time listening than giving advice, especially during staff meetings. If asked for your opinion, do not hesitate to give it. Like anything new, it is better to lay low and soak up as much information as you can before being too vocal.
3. Learn The Landscape Of How Business Is Done - One of the fastest ways to get off on the wrong foot is to step on any toes your first week. If you can, get a copy of the company's organizational chart and commit it to memory. This will help you learn where and who to report to for your various needs. The faster you integrate yourself into a company the sooner you secure your new employment.
4. Strive To Be Likable - This sounds easy - and for some it is - but for others, striking the right balance between being likable and coming off as too aggressive can be difficult. Do shoot a friendly hello to everyone you pass by. Do not engage in conversation as though you have known the other employees your entire life. Exercise some reservation. People need time to get to know you, to build a rapport, before diving into deeper discussion.
5. Offer To Help Out Where You Can - Offering help is a great way to follow through on several of the tips above at once. If your particular skills can be leveraged to aid a coworker, go for it. This is the perfect opportunity to meet someone and learn their name, reveal yourself as likable and learn about your workplace's landscape.

One Last Thing...

I can tell you from personal experience how hard it is to get into rhythm at a new work place. On the one hand, there is the desire for many to excel at their performance. But if you want to get into rhythm, you need to learn the rhythm. And that requires listening and being observant when you are just starting off.

Summary: While most of this advice is common sense, new employees all too often disregard these guidelines and get carried away trying to impress or dazzle their coworkers and new employers. Approach new employment with that classic writer's warning, "show, don't tell." In other words, let your actions as an employee speak for themselves. If you act like a great employee, you will be acknowledged and treated as one.

for more information, visit our website!

E-Tip 274 - How to Hire the Right Employee (Part 2 of 2)

Last week, we walked you through five steps for preparing to hire the right employee. We discussed the importance of research when it comes to a potential candidate - of acquiring as much relevant information as you can in order to draw a more complete, three-dimensional picture of your candidate. Once that is done, all that is left is the interview, itself.

As we stated last week, the interviewing process should involve more than just sitting across a table and asking the candidate a battery of questions. The process should be an ebb and flow of shared information, not a one-sided conversation. In order to achieve a natural flow during the interview, we have listed below a number of tips and suggestions.

For The Actual Interview.

For employers who are looking to hire, it is easy to fall into a rhythm of asking questions. Nevertheless, if you really want to get to know the candidate, you need the interview to be a mutually comfortable conversation. Here are a few ways to shape an interview into a conversation:

• Provide the candidates with opportunities to ask their own questions, without prompting them.
• Ask open-ended questions that force the candidate to open up, instead of delivering pre-prepared responses.
• Ask hypothetical situation questions for the candidate to respond to.

While keeping a candidate on their toes by throwing a few curveballs is always smart, you do not want to overpopulate the interview with these types of questions. There is still room for the standard line of questioning, such as:

• Tell me about yourself and the things you enjoy.
• What are your greatest strengths?
• Are there areas in which you feel you need more experience or training?
• What do you consider your greatest achievement to date?
• Tell me about a project or a sale you feel you could have handled better; what did you learn from it?
• Where do you see yourself in five years?
• What are your salary expectations?

Other tactics to utilize during the interviewing process include changing up interviewers, changing up interview locations, and changing up interview styles - one-on-one interviews, group interviews, etc.

After The Interview Is Over.

Just because the interview is over does not mean your work is done. We highly suggest checking references as well as conducting background checks and drug tests. As we all know, the person who is giving the reference is going to be positive. During that conversation, keep an ear-out for what a reference does not say or chooses to avoid answering.

Summary:Do not dominate the interview; engage your potential employee in a push-pull conversation. Remember, you are looking to add a new player to your team. Your new hire will need to play well with others, and complement your operation in their own unique way. Look beyond who a person is on paper and see who they might be in your employ. And remember, 35% - 50% of the résumés you receive will contain discrepancies about work experience or education history, so take advantage of references.

For more information, visit our website!

E-Tip 273 - How to Hire the Right Employee (Part 1 of 2)

One of the biggest challenges businesses today face is recruiting top talent. Sure, finding someone who is interested in working for you may be easy, but finding the right employee for your company is easier said than done. To help facilitate the hiring process, many companies employ a number of tactics such as personality tests, competence tests and a variety of interviewing techniques. We would like to share some of these tactics with you.

Look At The Interview Process From Different Angles.

Approaching an interview from several different angles is the key to finding your ideal candidate - a step often overlooked by the busy employer. Interviewing is a two-way street. Just as you are exploring how well a potential candidate will fit into your company, they are exploring whether they wish to be working for you. If you are looking to bring your A-game to the interview process, then prepare by following the five steps below:

5 Steps For Preparing To Hire The Right Employee.

1. Organize Yourself - You expect your candidates to prepare extensively for their interviews, right? So why shouldn't you? If you truly want the best candidate to work for you, you need to put aside time to create a checklist of the qualities and skills you hope to find in such an employee.

2. Speak With The Recruiting Firm - If you are using a recruiting firm to find someone, you need to ask the recruiter why they are recommending a particular candidate. Presumably, the recruiter has interviewed the candidate themselves, so interview the interviewer. Ask the recruiter about the candidate's strengths and weaknesses. If your recruiter is unable to provide satisfactory answers, you may want to reconsider using them in the hiring process.

3. Use Multiple People To Interview The Candidate - Interviewers bring with them unique perspectives shaped by personal experiences; and this is why we recommended the use of different people (who would be affected by this person's hiring) to interview the candidates. Plus, having someone else interview this person will give you several different perspectives, which are invaluable in the hiring process.

4. Do Not Give Your Answer Away To The Interviewee - One of the most common mistakes made by interviewers is giving away too much information about what they want and need in a person. Typically, many employers start an interview with a brief overview of their company, its history, their operation, what the job opening entails and what they are looking for in an employee. Unfortunately, this provides the interviewee with clues as to how they should tailor their responses. Focus on learning all that you can in the first half of the interview and then answer his or her questions in the latter part of the interview.

5. Read The Candidate's Résumé In Detail - Prior to the interview, you need to read and reread a potential candidate's résumé and cover letter. Both can speak volumes of a person's skill sets and how well they communicate.

Summary: When looking to hire the right employee, first be sure you know exactly what skills and qualities the ideal candidate should have. Second, explore the final round of candidates from every angle available. Doing so will produce a more accurate portrait of who they are, not only as a worker but also as a person. Next week, we will discuss the interview, itself, in depth.

For more information, visit our website!

E-Tip 272 - 7 Steps to Do BEFORE an Employee Leaves

Whether an employee leaves your company amicably on their own terms or after being fired, there are a number of steps a business should take to ensure their security and, in the end, their prosperity. The departure of an employee is far more critical a moment than when they first join your team as new employees know nothing about your operation. Conversely, departing employees have cultivated and retained a great deal of knowledge about your business, your competitors, your financials and, most importantly, your client list.

Even If It Is An Amicable Separation, You Need To Read This . . .

Even if the departing employee has performed admirably and has shown no signs of hostility during their employment, there is no way of knowing for sure how they will react when it comes time to part ways. To help keep your company safe, we have consolidated seven key steps to take when an employee departs. Try not to look at these steps as measures to take for problematic employees, but rather a standard set of rules to follow regardless of who the employee is and what kind of employment record they had with your business.

The 7 Steps To Take BEFORE Any Employee Leaves Your Business:

1. Issue A Final Paycheck - Every departing employee must be issued a final paycheck, but when they must receive it depends on your state's laws. In some states, an employee's final paycheck must be issued on their last day of work. In other states, their paycheck may still follow the usual payroll cycle. There is also the matter of accrued unused vacation time that may need to be included in the final paycheck. After payroll has cut the employee's final paycheck, have the accounting clerk remove their name from payroll.

2. Collect Company Property - Do not let departing employees walk out the door for the last time while still in possession of a company car, keys, security cards, company credit cards, computers, cell phones, company manuals or any confidential material. While this may seem obvious, it is very easy to forget these items when you have trusting feelings toward certain employees.

3. Cancel Credit And Phone Cards - In addition to collecting company credit cards and phone cards, as mentioned above, you should also cancel them. An employee could have easily copied down the card's information for personal use. And since there is no way of knowing whether they did, the best course of action is to cancel those cards.

4. Deactivate Personal Passwords - The departing of an employee is always a matter of security, and one of the chief security concerns is access -- access to the building, access to your network, etc. Be sure to disable any personal passwords or entry codes to the building, especially if you use a biometric system. Remove any lingering profiles they may have on the network, and institute a company-wide password change to anything with a generic login.

5. Address Confidentiality Policies - This coincides with the collection of company property. Since you cannot collect something intangible like knowledge, it is pertinent that you debrief departing employees. Review any non-disclosure agreements and/or non-compete clauses you may have arranged with the employee. It is crucial that you make clear their obligations to adhere to those arrangements. We also suggest that you give them a copy of the agreement for future reference.

6. Decide Who Will Handle Projects - To make certain your employee's departure does not impact the company's day-to-day productivity, create a plan that distributes their responsibilities among other employees. Also, have the departing employee personally brief these employees, but be cautious about this; it can sometimes be caustic if the person is not leaving on good terms. Make sure you start this process early to give everyone involved enough time to get coordinated on picking up the extra work.

7. Assign A Point Of Contact - Even though an employee is leaving, they may still need to communicate with your company for several weeks, especially regarding references. Give them a point of contact within the company they can solicit needed information.

Executive Summary: Whether an employee departure is on their own terms or against their will, you need to remind yourself that this is strictly business; therefore, try to keep your emotions in check even though a good friend may be leaving the company. As a reminder, collect the company's property, deactivate all passwords, and debrief the departing employee. These steps will ensure that your business goes through a seamless transition when an employee leaves without any serious hiccups, significant loss or damage incurred.

for more information, visit our website!