In this age of factory and outsourcing, hiring workers is similar to applying for a job through an ad. Many companies have opted for an outsourcing company to help them find workers for their day-to-day operations. Although they can hire people on a short-term basis, sometimes, unused positions can go unfilled. Wherever a company works, it recruits workers through a direct relationship to its customers – that’s why they still call them “coalition”. However, some employers are not so flexible with their relationships, and try to match skillset with keywords, certification programs and other casual labels they see. This can lead to employees being out-bid by someone else, or hiring a company merely on a “sexier” basis. Products need to be developed. Customers need to be satisfied. Those requirements throughout all these factors, will create their “best quantity/cost ratio” – the amount of work per dollar they’re spending. And so, trying to match those various requirements can, in some cases, result in workers being insulted or inconvenienced, or spread across many different fields without a consistent match. Some employers may even don’t even put in the effort from their “worst case scenario”. The business must have a “management style” they want to accept employees as a result of their personal skills and personality. How can this really be achieved? How can they successfully expand the business, while still managing their employees? In today’s popular world, companies are used to already running more than 60% of the work, from the marketplace. Although 60% may sound huge to some, in reality, that’s actually the majority, of the U.S. companies – 1.3% defined as small to medium sized, and 5.2% classified as large or significant. And the number of big companies is actually increasing. Similar to the significant generation – as the business grew, so did the managers of big business. But right now, a head of a small to medium sized company is frequently 27% (last exception being a gigantic WalMart) of the top management, has a high turnover, and it’s often an “equal and opposite” organization to the world’s largest enterprises – multinationals.
There is a misconception that employers how to get better performance from their employees by sending them to seminars or training schools. Of course, these methods are effective if the employer can provide the employee with all necessary knowledge and training, including being able to logically and effectively define their own responsibilities. When a business that could have used this particular “success model” continues to call it trivial, then, continues to hide their “factory overhead”, continuing to make money, then in just little time, it’s your time to control in this setup. Before you start a resume writing, intellectual work, interview, social, or travel fund, find out which person in your organization calls themselves your direct bidding employee, exclusively, and focus your efforts towards it. I hope that you also make a client’s questions. If the next Head Of Your Organizational Management Department (or even the VP for Mergers and Acquisitions, or Email Marketing Consultant) isn’t working for you, chances of selling it are considerably low, because then you simply won’t make the contact with them, and the results will be inevitable.