Paying Fairly: Treating Them Right!

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #EWDecisions

Do you know paying fairly goes beyond salary. Yes? YES, its does go beyond salary.

To pay fairly also include REWARD not necessarily in terms of money but also in Praise.

Let’s do a quick check this morning!

How do you reward employees e.g your PA who goes the extra mile to ensure your activities are well organised but sometimes get it wrong. Criticism or Praise?

Tough and demanding of your employees best but compliment their work before correcting their errors Yes/No?

Criticise your employees/ Team in public. Yes/No?

Humiliate or demean your employees/ Team. Yes/No?

Your honest answers to these questions, should give you an idea of how fairly you paying them.

Truth is, paying fairly is beyond just wages/salary. Its also involve the way our workforce are treated and how we relate with them.

Next time you think of paying fairly, remember to factor in how they’d be treated.

Compliment and Praise them when they do well/ thrive to and correct them in an honouring manner when you think they are below performance.

YES, You can be Firm and Fair.

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Have a Restful Weekend. Good morning!

They Will Always Be There!

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #EWDecisions

Regardless of what happened or happening treat your employees/ Teams well. Treat them fair; Treat them fairly.

You’d know the essence and its invaluable worth when the chips are down.

You see, you cannot swipe Excellent, loyal committed employees just because you think you can access younger and aggressive employees at lower cost.

There will always be a place for those older excellent, committed employees. Sound, value delivering, committed and loyal employees are not easy to come by.

They have served you with their all, in good times and bad times. DON’T Trade such for anything! DON’T leave them now at the moment of their need.
Be Inspired by Proverbs 3:1-4 Advisory:

“… forget not my law or teaching, but let your heart keep my commandments; 2  For length of days and years of a life [worth living] and tranquility [inward and outward and continuing through old age till death], these shall they add to you. 3  Let not mercy and kindness [shutting out all hatred and selfishness] and truth [shutting out all deliberate hypocrisy or falsehood] forsake you; bind them about your neck, write them upon the tablet of your heart. 4  So shall you find favor, good understanding, and high esteem in the sight [or judgment] of God and man.”

In TIMELESS BUSINESS: Kindness and justice play important role.
DON’T be caught in the web of dumping long-term employees. It’s called “Use and Dump” Syndrome.
I’m sure you KNOW that neither kind or just!

I’d see you tomorrow.

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Good morning!

This is What It Means…

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #EWDecisions

Talking about fairness in pay. How do we determine what the minimum need of a person?

Knowing that people’s need varies from each other. It’s important to ask and determine what that is for each employee.

What is key is that, as TIMELESS EMPLOYERS we put ourselves in the employees position and with all honesty and sincerity ask yourself if they are being paid fairly.

Now again, nothing in THE TIMELESS PRINCIPLES says fairness is when the employer and its employees or everyone earn the same pay.
What is key is that our employees are not cheated in anyway.

Checking in at Jeremiah 22:13 Advisory, puts it aptly:

“Doom to him who builds palaces but bullies people, who makes a fine house but destroys lives, Who cheats his workers and won’t pay them for their work, Who says, ‘I’ll build me an elaborate mansion with spacious rooms and fancy windows. I’ll bring in rare and expensive woods and the latest in interior decor.’ “

Pay them fairly and don’t deny them of it!

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Good morning!

Paying Them Fairly!

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #EWDecisions

Owners of TIMELESS Business are responsible for meeting the minimum needs of their workforce.
Fairness is also required in paying them.

That said, not everyone can be paid the same amount. A proposition of who does a better work should be paid more.

Mathew 25:29 puts it aptly:

“‘Take the thousand and give it to the one who risked the most. And get rid of this “play-it-safe”

I’d see you tomorrow.

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People… Insurance… Sustainable Value

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Good morning!

What are They Worth?

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #EWDecisions

How much are your Teams/ workforce worth?

Are they fairly paid?

How do you reward them?

We are talking decisions on employees’ wages this season and I’d see you tomorrow.

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People… Insurance… Sustainable Value

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Have a Productive Week. Good morning!

HDI- Higher Definition Intelligence!

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #ManagementSelectionDecisions

Today ends our #ManagementSelectionDecisionsSeries

In your Management Selection Decisions: Talents/Competence is required and important but without CHARACTER, is a crisis waiting to Explode.

It is easy to profile competence with lot of available HRM tools but to know the true character of a manager/ long-term suitability and strategic relevance of a manager(s) from a bigger picture, NO HRM or Forensic tools can detect that.

LISTEN: that require a HDI – Higher Definition Intelligence ONLY accessible through THE CHIEF STRATEGIST.

Engage THE CHIEF STRATEGIST in the Boardroom/ Marketplace. Engaging HIS advisory function will cost you nothing other than adhering to HIS Terms of Reference.

Now, you want to know my take on this? I’d say GO For IT! Because that the most effective Lean Strategy that will ever be.

Here is the proposition: It will solve your High Operating Expenses; position your company and brand globally; give you an unbeatable Competitive and Comparative Advantage; You are GUARANTEED of staying ahead of competition and ultimately GUARANTEED Bottomline without Bleeding.

ALL at absolutely NO COST: you only need to follow THE TIMELESS PRINCIPLES.

Checking in at Psalm 94:8-11 Directory, THE CHIEF STRATEGIST presentation shows how constraint our resources are to truly detect the best fit in our Selection process.

“… how long before you get smart? Do you think Ear-Maker doesn’t hear, Eye-Shaper doesn’t see? Do you think the trainer of nations doesn’t correct, the teacher of Adam doesn’t know? GOD knows, all right— knows your stupidity, sees your shallowness “

NOW… To the Extend to which you require an hassle and drama free Management… LEVERAGE!

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Have a Reassuring Weekend. Good morning!

How BLANK Are You?

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #ManagementSelectionDecisions

—————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————–
YES, sometimes we can be blank. It’s Okay: It shows that we are human and reaffirms that ONLY THE CHIEF STRATEGIST gives Direction and Inspiration inside-Out.

What are you blank about: The figures are not adding up? In a dilemma on the manager(s) to hire or let go off? The decision on Teams’ Promotion Mix? Your MPR? So many strategic issues you are blank about?

Again, its OKAY. I was TOTALLY BLANK this morning myself on today’s content until I leveraged on THE CHIEF STRATEGIST who says to tell and ask You: ” How BLANK ARE YOU? LET’s Talk About IT “

THE CHIEF STRATEGIST’s solution pitch to that blank state is Jeremiah 33:3 Repository:

” Call to ME [THE CHIEF STRATEGIST] and I will answer you and show you great and mighty things, fenced in and hidden, which you do not know (do not distinguish and recognize, have knowledge of and understand).”

LEVERAGE!… It’s guaranteed.

I’d see you tomorrow BHG. Have a Productive Day!

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Good morning!

Women In Management?

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #ManagementSelectionDecisions

The question was, do you hire women as managers/ appoint them into management positions?

Well, from TIMELESS perspective there is nothing limiting a woman/women to function in their respective areas of strength and capabilities, and that includes functioning at management level.

Speaking with THE CHIEF STRATEGIST this morning at the Breakfast meeting, HE made reference to the following CHARTER in 2Timothy 1:6 Code that says:

“…God doesn’t want us to be shy with his gifts, but bold and loving and sensible.”

So really, women functioning in place of authority in the marketplace is TIMELESS PRINCIPLES compliant.
Women’s Authority in the marketplace should NOT be confuse with Men’s authority as husbands within Marriage Context.

So Yes, a woman can lead in the market place with men under her authority.

Proverbs 31:15 Corporation again points out women taking on leadership positioning in business/ marketplace.

“… First thing in the morning, she dresses for work, rolls up her sleeves, eager to get started. She senses the worth of her work, is in no hurry to call it quits for the day.”

Women in Management Team are valuable assets.

That said, there is a place for balance without limiting their potentials/ putting a glass ceiling on women.
This has to do with un bias discretion in ensuring assigning responsibilities to them which has the capacity of not interfering with their Homes/Marriages.

Truth is: Women are LIMITLESS!

PS: I recommend that you check on Proverbs 31:10-31 Corporation to get an interesting and strategic information on women and how you can leverage on their amazing unique strengths and value they bring to the Marketplace.

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Good morning!

Communicate Clearly The Policies!

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #ManagementSelectionDecisions

Now that you have made selections of your managers. It’s important that you clearly Communicate your policies in writing for clear and easy understanding.

Next, evaluate each manager’s performance against these written standards. Should any of the manager not meet these standards, it’s important that you communicate your dissatisfaction clearly ( No suppress Emotions) and establish review period during which you evaluate compliance.

After all these, if a manager won’t still comply, then you’d have to deal with it head-on by issuing written reprimands. And if that again fail, then it probably time to leverage reshuffling or dismissal.

PS: I’m aware of yesterday’s technical hitch,our apologies; below is the link to closure on #LifestyleCodes For Managers http://bit.ly/1xDLyNx

Interesting… Do you hire Women as Managers? Good Question!

I’d see you tomorrow.

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Good morning!

#LSC Yet Again!

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #ManagementSelectionDecisions
What is the advantage of a talented or competent manager with transactional based mindset?

#LSC 4: Hospitality

You need a manager who can build and maintain a long lasting professional relationship with stakeholders.

Yes, mindful of short-term but with long-term thinking and approach.
Truth is, that will impact positively on performance and bottomline on the long-run.

All that said on #LifestyleCodesForManagers, it’s important that you establish basic policies for your managers in a written format, identifying the minimum expected of them.

The whole idea is that you have good rules and enforce them.

Thought it prudent to let you know that these #LifestyleCodes idea for managers is found in TIMELESS PRINCIPLES

1Timothy 3: 1-3 Advisory services shows the codes when it says:

“ 1. THE SAYING is true and irrefutable: If any man [eagerly] seeks the office of [Manager] bishop (superintendent, overseer) , he desires an excellent task (work). 2  Now a [Manager] bishop (superintendent, overseer) must give no grounds for accusation but must be above reproach, the husband of one wife, circumspect and temperate and self-controlled; [he must be] sensible and well behaved and dignified and lead an orderly (disciplined) life; [he must be] hospitable [showing love for and being a friend to the believers, especially strangers or foreigners, and be] a capable and qualified teacher, 3  Not given to wine, not combative but gentle and considerate, not quarrelsome but forbearing and peaceable, and not a lover of money [insatiable for wealth and ready to obtain it by questionable means].”

*[Manager]*-Emphasis Mine.

Bottomline is that, It’s VERY IMPORTANT that you know the character of a manager(s). One awful manager will have a direct reflect on all the management.

Ever heard about this saying: When a Team is bad, check the leadership? That’s the more reason, you have got to do your due dilligence beyond a would-be manager’s talents or competence. CHARACTER Matter too a great deal.

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Have a Great Week. Good morning!

#LSC 3: Reputable

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #ManagementSelectionDecisions

What is the advantage of a talented or competent manager without dignity?

You also want to consider this Lifestyle Code for a manager

#LSC 3: Reputable

Who enjoys working with managers who are not straightforward; drunkards; with vice- e.g promiscuous and the list are endless.

Truth is, such managers are not respected by the people they manage/lead. Your workforce will only tolerate such managers to get by. They obey their instructions not because they respect them but because they have no choice.

Now you are probably thinking- but “…Ope’ that the whole idea, they obey his instruction and the work get done”

Yes, the work ONLY get done (without depth) and there it ends. Here is the flip side to the coin. 99.9% of their team members are likely not to confide in them; Seek their advice neither will they offer helpful input- They just will do the basics because they do not respect them neither do they respect their judgment.

Can you imagine the impact that will have on processes and productivity; brand reputation and invariably your bottomline?

Let strip it bare here: How do you cope with the embarrassment of a manager who sexually abuse colleagues and people they are accountable for? How do you cope with a manager who make advances on your clients and customers? How will you cope with a manager who gets drunk and sign offs company funds/ assets. How do You pull it through with a manager that lack self-control and self-respect?

LISTEN, managers with such lifestyle will ruin your brand, make you vulnerable to competition, secure you lawsuit of different dimension.
You CAN’T afford IT, It’s too risky and Expensive!

You need Respectable and Reputable managers.

Remember, you run/ want to run a TIMELESS BUSINESS on TIMELESS PRINCIPLES.

That what TIMELESS Business will do. They will First, Count the Cost.

Again, Talents is NEVER Enough.

I’d see you Next week putting a closure to #LifestyleCodes for managers.

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Have a Restful Weekend. Good morning!

#LSC 2: Prudence

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #ManagementSelectionDecisions

What is the essence of a talented or competent manager without Wisdom?

Another Lifestyle code to look for in a manager is:

#LSC 2: Prudence

Prudence is not a skill, it is a Virtue. Prudence is not a talent, it is a Resource. Prudence is Wisdom.

You need a managers who possess such trait.

Prudence is what makes a manager honor right ethics; act in integrity and not compromise.

Prudence is what will make a manager make sound decisions; take and drive initiatives that will impact positively on the people and the organisation.

You see, Prudence is what makes a person know a pen ink can only propel signing a cheque but won’t suffice to power photocopier cartridge.

You need Managers of prudent lifestyle. Anything less than that can cost you more on the long-run.

Proverbs 27:12 Nugget puts it clearly:

” A prudent person sees trouble coming and ducks; a simpleton walks in blindly and is clobbered”

Think about it: How passionately do you need a manager(s) who will trigger your liability policies?

I’d see you tomorrow.

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Good morning!

#LSC 1: Emotional Balance

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #ManagementSelectionDecisions

Personal Lifestyle of anyone being considered for a management position should be taken seriously.
It’s part of Due Diligence.

Think about it: What value is a talented or competent manager without character?

Here is one of the key lifestyle codes to look for in a manager:

#LSC 1 : Emotional Balance

Look for people with well balance emotions.
Ever seen before a person characterized with wide emotional swings? It causes disruption to company’s activity flow. And trust me, no one enjoys being around a manager who is unpredictable.

A manager with unstable emotion will stifle Morale out of your workforce and invariably reduce their capacity to produce, particularly the ones with supportive personality.

By the way: behind an emotionally imbalance person is an/ some unresolved issues within.

You can’t afford to position an emotionally imbalance person to manage balance people. It will cause crisis within the system.

Talent isn’t enough. You need all round balance managers!

I’d see you tomorrow still on #LifestyleCode for Managers!

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Good morning!

The Making of Management Selection Decisions!

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #ManagementSelectionDecisions

Aside managers having compatible set of core values with your Organisation. There are also criteria that will ensure that your managers will be of moral substance that is key to building a TIMELESS Business.

The operating rule is that you have a CLEAR, WRITTEN Criteria for managers and apply them equally to everyone without fair or favour.

When you create an environment that supports TIMELESS PRINCIPLES within your business/ organisation. What you’d experience is that: people who are opposed to high ethical standards will exit.

Now, Wouldn’t that in itself save you and your organisation from “Corporate Drama”? Absolutely!

I’d see you tomorrow sharing #LifestyleCode For Managers.

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Good morning!

They Have The Execution Key

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #ManagementSelectionDecisions

In applying TIMELESS PRINCIPLES to your business, one of the most important decision you will make is in the selection of your managers.

In any business the owner/ CEO establishes the basic policies, but the managers execute these policies. That is how pivotal these managers are. So, you see, good Managers will support and enhance your TIMELESS Policies while bad managers will undermine and subvert them.

The deep calls unto the deep, Psalm 42:7 Screening Matrix puts it aptly.

So when next you making those selection decisions… Remember that, likes will produce after its kind!

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Have a Productive Week. Good morning!

Synergy in Harmony!

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #YourBusinessAndYourSpouse

Today puts a closure to #YourBusinessAndYourSpouse Series.

There is enormous advantage in being in sync with your spouse.
Yes, we talking Business and Career but behind those professional walls and the seemingly strict formal demeanor to work. The truth is, we can truly succeed to the extend to which our Marriage and Family is in harmony.

Always, remember that You and Spouse are Team and NOT in Competition.

Let’s commit to Honoring; Supporting; Inspiring; Encouraging and Propelling each other on that Purposeful and common VISION.

So, for the synergy that there is to Power of Two in Unity LEVERAGE! That’s how the BOTTOMLINE you desire is guaranteed and much more.

Thank You for following through on this series. I’m in agreement with THE CHIEF STRATEGIST that your marriage is and will continue to be true hub of encouragement to you for hassle free achievement in the marketplace.

I’d see you next week BHG on #DecisionsSeries

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Have a Fantastic Weekend. Good morning!

It’s Q4, 2014…What’s The LIMIT?

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #YourBusiness&YourSpouse

What is the major thing stopping you from walking/working in harmony with your spouse?

What are your fears?

What are those things that have limited you for so long. Is it mindset; someone who you respected so much or your boss have rejected you or communicated to you how of a failure you are; The comparative advantage you don’t have; the awful performance; the bankruptcy issue; the foreclosure; the loss records; the war in the board; the betrayal in the workplace; the law suit against your company; the fine slam by the regulators; the product recall; your failing health; failed project; the succession plan failure; the debts; the project slacks…?

Again, I ask you what is L-I-M-I-T-I-N-G You?

LISTEN: As your colleague in the marketplace, I was in a meeting this morning with THE CHIEF STRATEGIST and here is what HE says to tell you:

” Can you stop right where you are, that crossroad where you are and schedule a meeting with ME, I want to hand over to you the Strategy that works. You are not going down. I KNOW the Answer to the fix you are in and want to hand you the Masterplan.

I want to connect you to the right Venture Partners; The Investors you need; The IP Lawyer you need to pitch your case in that court room; everything that you need Right Now, I’d give to You.

Would you for once let ME be your CHIEF CONSULTANT and I WILL Deliver Right on Time, No slacks, No Loss, No Pain, No Bleeding “

The CHIEF STRATEGIST put its accurately aptly in the Executive Summary Page of Mathew 11:28-30 doc:

” “Are you tired? Worn out? Burned out on religion? Come to me. Get away with me and you’ll recover your life. I’ll show you how to take a real rest. Walk with me and work with me—watch how I do it. Learn the unforced rhythms of grace. I won’t lay anything heavy or ill-fitting on you. Keep company with me and you’ll learn to live freely and lightly.”

I’d See You tomorrow BHG!

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Good morning!

Working Together

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #YourBusinessAndYourSpouse

When you and your spouse work together in the business, it is very important that you commence by honestly discussing the relationship.

Quite a number of couples running business together are not able to maintain perfect professional balance between official and personal matters.

Truth is, there can only be one leader steering the ship any other attempt will Frustrate the Teams’/ employees and result in friction between spouse.

Here is the way out: Embrace clearly defined roles and ensure adequate communication is maintained.

Where you both cannot work together in the same office or business/ company; it best that you confront the issue honestly from the word go. No law says you must physically run the business together rather Unity of Purpose, Commitment and Support to the VISION is what key.

Paul CEO of 1Corinthians 3:6 Structuring Services Limited during his presentation, drives the point home:

” I planted the seed, Apollos watered the plants, but God made you grow. It’s not the one who plants or the one who waters who is at the center of this process but God, who makes things grow.”

If you both must be involved in the daily operation of the business ensure to clearly define Roles.

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Good morning!

Letter To Strategic Partners II

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #YourBusinessAndYourSpouse

Dear Strategic Partner- Wife,

Thank you for the support, We Celebrate you!

I see that you are there as a committed Strategic Partner but unconscious you usurp his authority in business decisions; causing dissension and frictions.

I perceive the need for you to stay calm because your perfectionist nature seem to be getting in the way. Please ensure to use your perfectionist personality to balance things not to cause him losses on the frontline.

Ephesians 4:2-3 Services puts it aptly:

” Living as becomes you] with complete lowliness of mind (humility) and meekness (unselfishness, gentleness, mildness), with patience, bearing with one another and making allowances because you love one another. Be eager and strive earnestly to guard and keep the harmony and oneness of [and produced by] the Spirit in the binding power of peace.”

Thank you once again for being such a Committed and Trusted Partner to your spouse.

I Celebrate Your Loyalty & Resilience.

THE CHIEF STRATEGIST will have me tell you to get on couple of strategic trainings with HIM to achieve that balance.
HE also said to tell you, that your REWARD is SURE!

See you tomorrow BHG.

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Good morning!

Dear Single Ladies!

Dear Single Ladies,

I’m burden tonight and need to have a wee word with you. You see it lot easier to get to speak and trash out these things before you crossover to Married Status ( At that point it get outrightily complicated, should you get it wrong)

Frankly speaking… Why do you want/ keep funding a man’s irresponsibility and laziness?

• Who sold you that lies that being a “Project Sponsor” at the lightest opportunity is what being Caring and Supportive is?

• How is that you take lead role in a relationship and jump to perform a leader role in a relationship. And in your mind, you thinking that being Hardworking and being there? Who sold you those lies?
Can’t you see that you are setting a precedence of role switching from being a Helper to Provider.
Can’t you see that you are outrightily encouraging laziness and complacency in that man of yours?

Can I be frank you… There is NO basis to proof any point. It is not in displaying Super Woman/ Superted drama that shows that you are all that.

Just maybe you don’t know/ are not concious of this ” The Girl Is Good” trait. My granny of beautiful late memories had say ” The girl is good, the girl is good, Apah lo jé bé” ( I’m sorry, I don’t know how to translate that in English)

Now DON’T get me wrong: There’s a place to encourage and support a man but most often than not it should be that you are propelling them in the right direction and in some instance may require that you physically support with fund ( that’s comes rarely, if you see what I mean) but when it becomes a lifestyle…Hey darling, you have become a Provider not a Helper and can I tell you, it is NOT sustainable. You have switch role and that can pass for “witchcraft”. You might find it cool right now as a single but I tell if you continue like that and get married. You’d face the music of having to live with the puppet you created out of your husband.

And you know what? reverse role in Marriage isn’t even scriptural. The Man is the Head/Provider and you are the Help Meet. Both roles come with their respective graces. And I bet you want to stay right within your domain of Grace.

So, my dear, could you please STOP these Macho/ Over Zealous / Distorted View of what Being There is.

Don’t feed/ encourage laziness/ Lay-back/ Irresponsibility of some young men in this Generation.

Next time you see one, please hook them up fast with Older men/ Contemporaries who understand what Responsibility and Hardwork means to learn from them. STOP encouraging such, this generation is already full of such don’t help breed more of such.

Got so much to say: Guys with No self-control; lack respect for Chastity; Beat Up ladies etc.

And I’m thinking ladies… How do you put up with all these as singles?

Valuable Single Ladies, You are so More than these… Self Respect, Dignity, Self Confidence rooted in GOD is Key!

I pray that your eyes of understanding is enlightened. That you begin to see who you truly are in CHRIST In Jesus Name!

I pray for as many as lack self-confidence and believe in themselves. That CHRIST as become your Boldnes and that from hence forth you begin to see who truly you are in HIM.

I come against every spirit of haste. The bible says, the righteous shall not make haste. I pray for the grace to stay and walk through your process of becoming in Jesus Name!

GOD’s Manifold Blessings Always!

Good night!

Letter To Strategic Partners!

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #YourBusinessAndYourSpouse

Dear Strategic Partner – Wife,

I’m prompted to write to you this morning!

I see that you enjoy the glamour, the success, the comfort, the attention and the upsides that comes with your spouse’s achievements.

Yes, your spouse is achieved some level of success in his business/ career life / on a journey to achieving it.

I perceive you are so focused on running your own Agenda / children that you are not even sensitive to your Partner’s need for support- Time, Attention, Counsel, Encouragement, Assurance that You are his No 1 Strategic & Committed Partner of All Time. No 1 Cheerleader in and out of Season!

I see that you are so carried away by your partner’s Business/Career success that you are now the Lead Resource “Depleter” putting him under so much and unnecessary pressure that you have become his Major distraction – making him go into alliances that were not meant to be in the first instance.

How Did you get there?: How did you get so focused on yourself and all that you can get and grab that you now so irrelevant in the VISION to which you are a major Stakeholder?

Who sold you that idea of entitlement mentality that everything should and revolves round you?

Can I be FRANK with you? Your disinterest in what your spouse does/ doing; your lack of honor and disrespect for his authority/leadership has / is creating Voids.

You NEED to get in shape and in line: Be a Companion and a Partner Indeed! Your spouse need your irrevocable support and commitment in his Business /Career/Life pursuits.

DON’T be a partner who is interested only in Upside but couldn’t be bothered committing to the process.

Romans 12: 9-10 Services puts it aptly:

” [Let your] love be sincere (a real thing); hate what is evil [loathe all ungodliness, turn in horror from wickedness], but hold fast to that which is good. 10  Love one another with brotherly affection [as members of one family], giving precedence and showing honor to one “

Galatians 5:13-15 Advisory again explains it further:

”  It is absolutely clear that God has called you to a free life. Just make sure that you don’t use this freedom as an excuse to do whatever you want to do and destroy your freedom. Rather, use your freedom to serve one another in love; that’s how freedom grows. For everything we know about God’s Word is summed up in a single sentence: Love others as you love yourself. That’s an act of true freedom. If you bite and ravage each other, watch out—in no time at all you will be annihilating each other, and where will your precious freedom be then? ”

Be that PURPOSEFUL, VALUE-ADDING, STABLE & TRUSTED Partner. That’s how True Bottomline is Guaranteed!

Alright, but you saying ” I don’t fall into those strata of cases above.

RIGHT! I’d see you tomorrow BHG!

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Have a Great Week. Good morning!

Communication, Communication And Yet Again, COMMUNICATION!

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #YourBusinessAndYourSpouse

You do not have the ability to accurately evaluate all situations. That’s one of the reasons the input of your spouse is important.

Accountability to your spouse require a deep commitment to each other. This will require that you let of ego, discard former mindset/ position of what you use to think is to what REALLY IS- TIMELESS PRINCIPLES.

That said, this is How to be accountable to your spouse:
Accountability thrives on Communication! Communication! And yet again Communication!

So:

• Get on planning your family budget together. This will break the ice and spur the communication process necessary for a good accountable marriage, particularly if you are walking the accountability journey with her for the first time as it were.

• Set aside some time regularly to discuss important business decisions.

• Again, establish regular time to discuss Long-term goals for example: Business growth; Retirement, sale of a business etc. Don’t let your children stand in the way- I’d say get them engage by a care giver so you can concentrate; No phones; No distraction.

If Bottomline is truly important to you: You have got to be Deliberate about these things.

Matthew 6:21 Advisory puts the record straight. LISTEN to what it says:

” The place where your treasure is, is the place you will most want to be, and end up being.”

Give it a goal over the weekend and let’s see how it all play out.

Truly, Healthy Marriage is a Bottomline driver and strategic to Business success.

Cheers to Beginning of Uninterrupted Bottomline!

I’d see you Next Week with a wrap -up on this series.

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Have an Engaging Weekend. Good morning!

ACCOUNTABILITY?

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ACCOUNTABILITY!

Accountability either in business, career or life generally is very important.

Most often than not, people who find it difficult being accountable to their spouses, are also not accountable to anyone else.

Contrary to societal opinion that any man who regards his wife’s counsel as important is not a REAL Man.
Can I confirm this to you this morning? It’s the cheapest lie the enemy have pitch to you, to Strategically cheat you out of True Bottomline.

You see, your unwillingness to be accountable to your spouse will make you vulnerable to your weaknesses.

Business owners/ promoters playing by TIMELESS PRINCIPLES know that too well.

The CHIEF STRATEGIST puts it aptly in 1 Peter.3:7 Repository where it says:

” In the same way you married men should live considerately with [your wives], with an intelligent recognition [of the marriage relation], honoring the woman as [physically] the weaker, but [realizing that you] are joint heirs of the grace (God’s unmerited favor) of life, in order that your prayers may not be hindered and cut off. [Otherwise you cannot pray effectively.] “

But I’m not use to this: How do I start involving my spouse in decision making. You’d ask.

Let’s Do It! I’d see you tomorrow BHG on HOW.

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Good morning!

Her Discerning Ability is A Resource

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So you are saying, but I excluded my spouse in my business because:

She is / feels inadequate to help make major business decisions; She has no training in business; She has No experience in running a company; She/he couldn’t be bothered.

How is she then suppose to play a vital role in decision making? You’d ask.

Answer: Given that your reasons are valid but still she is got strong Intuitive/ Discerning ability. That in itself is a POWERFUL resource she possess. LEVERAGE on that!

Now, back to reason for spouse exclusion:
Well, as good of a reason/excuse that sounds. You can’t afford it. It will cost you MORE on the long-run. And after you are gone and she is left to make decisions or represent you, she is incapacitated to make a meaningful impact in the business neither can she successfully deliver it to next generation of successor for continuity.

You See why those advice by the myopic associates will NEVER and Should NEVER get your vote. Neither would you allow your Independent nature get in the way.

I know you are focused on Bottomline (Profit); but seriously, within the context of your personal/internal space this is the Real Bottomline (The Intrinsic Value) your spouse bring on board. They are integral elements that will drive the bottomline (Profit)

PS: By the way: How did you get to that point where your spouse can’t hold forth for you in business?

Look deeply, there just might be something you not doing right.

INVEST in her, MENTOR her and on the long-run, you’d see it pay off!

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Good morning!

ACCOUNTABILITY With Your Spouse!

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As a TIMELESS Businessman, you want to honestly answer this question:

What role does your wife play in your business?
As a TIMELESS Businesswoman what role does your husband play in your business?

Right, at the start-up phase they were involved but soon as that phase is over they play little or no role again.

Yes, you have associates who tells you: You tell/discuss too much of your business with your wife/husband; you can’t trust women/men of this generation; that shows you are weak, you need to proof you “The Man”; you let her know too much of what going on; She is “interfering” too much in your business; Why do you have to discuss with her your intention/decision to use the family home as collateral for the facility with the finance house; There are “Strategic” Information you can’t afford to let her know”
And the advice from the “fantastic” advisers are endless.

LISTEN: You can’t go with such advice. You cannot exclude your spouse from your business life. ACCOUNTABILITY is Key, and your spouse is the No 1 person you’d be accountable to after THE CHIEF STRATEGIST.

Truth is: Our relationship with our spouse is unique and is critical to Good Decision Making!

What you need is: Commitment to Effective Communication with each other to make better decision.

Eccelesiates 4:9 Advisory puts it aptly:

” It’s better to have a partner than go it alone. Share the work, share the wealth. And if one falls down, the other helps..”

Your Spouse is there to even out each other’s extremes… LEVERAGE!

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Good morning!

Your Business And Your Spouse

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You are probably thinking, Ope’: What bearing has my spouse got to do with bottomline? “We talking B-U-S-I-N-E-S-S here” you’d say.
I hear you loud and clear and I’d say EVERYTHING!

Think about these:

How many times have you been in financial loss because you never sort your spouse’s input before making decision?

How many times have you experienced negative outcomes because you did not regard your spouse’s input, even after you sort for it?

How many times have your spouse told you about her instinct on a matter but you never considered it because in your opinion it wasn’t logical or can’t be proven with facts and figures? Where did it get you eventually?

I’m sure you have more instances, you can relate with.

Truth is: your spouse count and matter in your business decisions and highly impact on your Bottomline.

We talking: Your Business & Your Spouse… I’d see you tomorrow!

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Have a Productive Week. Good morning!

LET’S Do This!

#SucceedingWithoutBleedingSeries #WorkplaceSurvival #HiringFiringDecisions

Yesterday ended our #HFD (Hiring And Firing Decision).

Remember: No one is irrelevant, you only need to consciously discover their areas of natural gifting and mutually leverage.

We’d appreciate your feedbacks, comments, suggestion or questions.

In the meantime, what areas/issues would you like that we discuss within this last quarter? Here are some areas:

• The Ace of Counsel

• Decisions – Employee Reward

• Your Business and Your Spouse

• Decisions- Management Selection

• Decisions- Borrowing

We want to hear from you!

To contact us, please email : contactopeosiyemi@gmail.com

Thank you for the Gift of Access into your Social Space.

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Have a Restful Weekend. Good morning!

That is Unusual!

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#FRB 4: External Factors

Understand that people go through various pressure, particularly externally induced ones: Under an extremely intense external pressure, people may react totally different from usual. Give them the benefit of doubt if such behavior is totally unusual of them.

Nobody fires the owner as it were but what happens to: an employee whose productivity/performance plummet for no logical reason?; A middle aged manager who hardly misses work but now does, even after various sick leave and vacation can not still hold it all together?
The default reaction is to Fire/ Dismiss such person (in some cases, that may be necessary). However, it is important that you first make effort to understand the external situation such person is going through.

You know what?… That high Performance Manager of yours whose productivity have suddenly plummet, is likely going through a mid-life crisis.

As an Employer: Ask questions; REACH OUT to Them, they need you NOW but not by FIRING Them.

Proverbs 17:17 Advisory puts it aptly:

”  Friends love through all kinds of weather, and families stick together in all kinds of trouble. “

That what a TIMELESS BUSINESS will Do!

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Good morning!

…When You KNOW The Purpose!

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#FRB 3: The Employee Is “Rough Edges Polish”

Here is another reason you can abort a dismissal: Where THE CHIEF STRATEGIST is using that employee as a ” Refining Tool” in your life /company to make you a better person/ position you to be “better equipped”

If you recognize this, don’t dismiss that person. If you do, THE CHIEF STRATEGIST will yet bring another person just like that into your life to polish off those rough edges.

DON’T Fight or Postpone the process. Accept it.

So, I’d say: Understanding THE CHIEF STRATEGIST’s purpose for the people on your team is KEY. It helps in choosing our battles from a TIMELESS PRINCIPLE point of view.

2 Samuel 16:11- 12 Leadership Centre explains it better:

“…David then said to Abishai and all his officials, “My son, my own flesh and blood, is trying to kill me. How much more, then, this Benjamite! Leave him alone; let him curse, for the LORD has told him to. It may be that the LORD will look upon my misery and restore to me his covenant blessing instead of his curse today.”

I recommend that you check in @ 2 Samuel 16 Leadership Centre to get the full Highlights. You’d find more business lessons and strategy in there!

Be CAREFUL of Wrong Counsel and Strategies.

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Good morning!

If They Show Pertinent Attitude

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#FRB 2: The Employee Shows a Penitent Attitude

TIMELESS BUSINESS surpasses expectation. They go beyond the requirement of the law or what the society expects.

THE CHIEF STRATEGIST explaining this during the Q&A session of Matthew 18:21-22 Multinational Corporation, management training, set the record straight aptly:

“… Then Peter came up to HIM and said, Lord, how many times may my brother sin against me and I forgive him and let it go? [As many as] up to seven times? JESUS answered him, I tell you, not up to seven times, but seventy times seven! “

Therefore, if a person violates a company policy that qualifies for firing but demonstrates a repentant spirit, such dismissal should be set aside.

There is a place for FORGIVENESS in TIMELESS BUSINESS.

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Good morning!

A Firing Decision Can Be Aborted!

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There will be need sometimes to abort a firing action. You see as TIMELESS Business, there is a place for grace. Some firing decisions might be aborted on “Ex -gratia”

Here are some basis on which a firing/ dismissal decisions can be reversed:

#FRB 1: When Conditions of Trial Period Are Met.

Don’t dismiss them if you establish trial periods for the employees to conform to and they do.

As employers, sometimes we make mistake or discover there have been an error in judgment: in times like that, it is wisdom to admit our mistake and own up and ensure that no employee / no one is punished for what they are not guilty of/ know nothing about.

DO NOT let ego stand in the way.

Again, when we admit when we are wrong as leaders, contrary to popular thought: our employees/ teams’ do not think less of such authority. If anything: they admire such leaders and trust is deepened.

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Have a Fruitful Week. Good morning!

There Is Place for Firing Decision Reversal?

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Sometimes it might become necessary to reverse our decision to dismiss an employee.

There are many justifications why a firing/ dismissal action might be reversed. These reasons we’d discuss in the course of the week to come.

In the meantime, remember, an attribute of being a TIMELESS Employer is Compassion and Discipline. Therefore, all action should be done in spirit of love and concern for others involved; to always think carefully about our actions with great care and never to engage in anger or resentment towards an employee/ employees.

Truth is, the damage a vengeful and angry employer can do is sometimes almost impossible to remedy.

Here is advice from Proverbs 12:18 Reward Centre:

“Rash language cuts and maims, but there is healing in the words of the wise. “

See you next week BHG!

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Have an Amazing Weekend. Good morning!

Steps For Dismissal 3

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#SFD 3: Provide Job Referrals

Given that the dismissal did not result from a problem that would prevent a future job referral, the exit interview should include:

- Providing letter of recommendation

- Offering assistance in locating another job ( if necessary)

It is important that we remember that, the fact that someone did not work out for our companies/ businesses in a particular role/ position they held, does not invariably mean that they will not work out somewhere else.

Also, can we ensure that, we train and develop our workforce to be useful to themselves and dependants on a sustainable basis, even if they have to exit the job for whatever reason.

Here is what that will do:

When the chips are down or unavoidably have to lay-off people: The phase is lot seamless without having to deal with angry workforce who could be feeling used/ cheated; It reduces the pressure on the economy because they are able to transit into entrepreneurship by using their skills; It will positively impact on bottomline on the long-run.

You see, the fire brigade approach to handling sudden lay-off or job cuts issues is significantly eliminated.

Bottomline: Don’t just train your workforce to deliver on their jobs/ companies goals. Take a proactive steps to also sponsor courses / train them in areas that will be of benefit to them in achieving their own personal goals too.

Philippians 2:4 Mutual Benefit Limited puts it aptly:

” Let each of you esteem and look upon and be concerned for not [merely] his own interests, but also each for the interests of others.”

Long-term thinking / Mutual Benefit beyond Salary, it is called.

You’d be glad you did, particularly in the stormy days!

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Good morning!

Steps For Dismissal 2

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#SFD 2: Conduct an Exit Interview

Right, if after establishing a Trial Correction Period things do not work out, get the immediate manager to confront the employee with the necessity of dismissal.

Now, once the decision to dismiss have been confirmed, execute it promptly and remove employee from the business environment.

That said: ADEQUATE compensation should be provided in form of severance pay or extend pay for a predetermined period.

In all, treat them right even while they are being dismissed.

Philippians 4:5 Compensation Advisory Services puts it aptly:

” Let all men know and perceive and recognize your unselfishness (your considerateness, your forbearing spirit). The LORD is near [He is coming soon].”

Just for the record, THE CHIEF STRATEGIST is JESUS!

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Good morning!

Steps For Dismissal 1

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Having known some of the basis for dismissal. However, before firing or dismissing any employee, here are important steps to consider:

#SFD 1: Establish a Trial Correction Period

Once you know a penalizing action must be taken and firing is likely, it is important you give an employee firstly, an opportunity to change. Establish a trial correction period and let the employee know in clear terms the purpose for the trial: which is a pointer to more corrective action.

It is important that you detail the minimum requirement in writing and ensure meetings are all properly documented.

See you Next on more steps.

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Good morning!

NOT NEGOTIABLE… YES, It’s OUTRIGHT & INSTANT DISMISSAL!

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#HARASSMENT/ #PORNOGRAPHY

We’d strip it bare this morning.

Still talking basis for dismissal:

Harassment & Pornography related offense qualifies for an OUTRIGHT DISMISSAL. An Instant and double FIRING at that!

Harassment and Pornography in the workplace are serious issues and MUST be seen and addressed as such.

An employer/ Supervisor/ Manager sexually harass an employee(s) / colleague(s); an employee(s) harasses his employer/ Supervisor/Manager/ Colleagues ( Younger/ Senior).

Organisations’ leadership are involve in acts and actions that is capable of de valuing its brand and positions: you subject your employees to all sort of dangers. Male bosses harassing and patronizing female colleagues / prospective colleagues and vise-versa.

Pornography in the workplace; on company’s facilities and time is UNACCEPTABLE regardless of who you are or your position; Neither should an employer allow such prevail in their environment.

Listen Leaders: You are the ones who determine the atmosphere / Culture & Values that plays out in your organisation.

You see why they seem to be lot of round holes in Square pegs within your workforce?: Just maybe they were employed on compromise – Sexual Harassment etc. NOW, they ain’t performing on task neither delivering value on their job and you want them FIRED.

Just Maybe, why the projects are having so much slacks or failing after all resources and careful planning are because of these vices.

DON’T set wrong precedence. An Enduring/ Truly Trans-Generational businesses know that too well.

Here is the CHIEF STRATEGIST advice and stand points:

1Corinthians 10:8 Advisory Services

” We must not be sexually promiscuous—they paid for that, remember, with 23,000 deaths in one day! “

Malachi 3:5 Corporation says:

” Yes, I’m on my way to visit you with Judgment. I’ll present compelling evidence against sorcerers, adulterers, liars, those who exploit workers, those who take advantage of widows and orphans, those who are inhospitable to the homeless—anyone and everyone who doesn’t honor me.” A Message from God-of-the-Angel-Armies.”

YES, OUTRIGHT FIRING GUARANTEED for any employee guilty of such; And GREATER YES for people in authority guilty of same.

That ends the series for basis for dismissal. Remember this list is inexhaustible.

However, when in doubt about what to do, rely absolutely on THE CHIEF STRATEGIST’s Wisdom and show mercy.

Should an employee(s) be dismissed, dismissal should be done in an attitude of love and concern.

So, before you sign-off that dismissal letter(s) please make sure that employee(s) have been treated fairly!

See you next on Steps for Dismissal.

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Have a Purposeful Week. Good morning!

NOT Mismatched And Still Not Performing?… FIRING Beckon

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#INCOMPETENCE

When we allow people who clearly cannot perform on tasks assign to them remain on that job, DISSERVICE to both the employee(s) and the company is inevitable.

However, before we dismiss an incompetent person it is important to first determine if such employee is not misplaced/ experiencing a talent mismatch: If that happen to be the case, a change in job responsibility/function can solve the problem.

It is important that, we do not put fishes on land and expect them to swim. Neither is it fair to position Lions in Oceans and expect them to deliver.

Place employee(s) within their area of natural habitat; empower them and they’d SOAR – Efficiency, Productivity & Value Delivery.

When this option have been explored and there still no improvement.

O YES please, you can let them GO- FIRING GUARANTEED!

Still on basis for dismissal. See you next week BHG.

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Have a Restful Weekend. Good morning!

FIRING DECISIONS… LAZINESS NOT Acceptable!

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#LAZINESS

TIMELESS work ethics hang on 3 Basic Principles:

- Honoring Authority: Romans 13:1 puts it aptly:

” LET EVERY person be loyally subject to the governing (civil) authorities. For there is no authority except from God [by His permission, His sanction], and those that exist do so by God’s appointment.”

- Doing the Best Job Possible: Proverbs 22:29 Services Limited explains better:

” Observe people who are good at their work— skilled workers are always in demand and admired; they don’t take a backseat to anyone.”

- Putting Energy to Work: 1Peter 4:11 Advisory have this to say too:

” Whoever speaks, [let him do it as one who utters] oracles of God; whoever renders service, [let him do it] as with the strength which God furnishes abundantly, so that in all things God may be glorified through Jesus Christ (the Messiah). To Him be the glory and dominion forever and ever (through endless ages). Amen (so be it) “

Laziness is NOT acceptable: Mental laziness; physical laziness or whatever dimension of laziness. Regardless of the origin of these laziness, it is all the more important to evaluate, place employees and establish rules that promote efficiency.

You see, there is the need to discipline those who don’t perform up to their potential. However, all effort should be made to motivate and redirect lazy employees.

Here is how the FIRING should go:

If after a reasonable effort have been made and no change in sight, the only solution is to remove the problem Employee.

By the way, you know firing process gets lot easier when you take steps to attract the right people initially. Yes?

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Have a Remarkable Q4. Good morning!

On This Basis… FIRING Is GUARANTEED!

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#DISOBEDIENCE

You see, disobedience come in different shades and dimensions:

Open rebellion: is often than not simple to spot and you can deal with it quite easily- get the employee to either stop rebelling or ask them to leave the company.

I Samuel. 15:23 Advisory puts it aptly:

” For rebellion is as the sin of witchcraft, and stubbornness is as idolatry and teraphim (household good luck images)… “

On the other hand is Subtle disobedience: This is more difficult to figure out and much challenging to control. They cause confusion and unnecessary distortion and dissension within the system.

For instance, you have an employee who will always suggest to others how of a mess the office is today; how the Board of Directors/ Shareholders are bunch of irrelevance and how the CEO is better off kicking against their advice; how Supervisor A is such a jerk and tells junior colleague C, never listen to Supervisor A; don’t deliver on the project, he is just draining you out and on and on. And same employee switches over to being the sympathizer to everyone when thing goes wrong.

Rebellion is pride put into action, when not check will produce Disobedience.
Rebellious people go ahead to do what they want to, no matter what THE CHIEF STRATEGIST or anyone ( BOD, Supervisor, Team member etc ) says.

For such, here is how you’d deal with it. Always get them to present their argument before their victims.

What you’d see is that: they will resign themselves / make the FIRING decision easy. And Yes they are OUT!

»»»»»» »»»»» »»»»»» »»»»» »»»»»

Welcome to Q4, 2014. THE CHIEF STRATEGIST will have me tell You:

Psalm 126:5-6 Annual Report Expectation:

” …So those who planted their crops in despair will shout hurrahs at the harvest, So those who went off with heavy hearts will come home laughing, with armloads of blessing.”

»»»»» »»»»»» »»»»» »»»»»» »»»»» »»»

I BELIEVE in You NIGERIA:
Celebrating MY Country Today and ALWAYS… Nigeria @ 54. Happy Independence NIGERIA!

GO FORWARD»»»»» NIGERIA!

#ExtremelyNIGERIAN! #TrulyAFRICAN!

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Have a Profitable Q4. Good morning!

FIRING DECISIONS… DISHONESTY will Qualify…

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Talking about justifiable basis for dismissing an employee; here is one basis:

#DISHONESTY

When dishonesty is tolerated or overlooked, the wrong precedence is set. It is the responsibility of owners /management team to establish and maintain rules that reduces such temptation; and that includes firing employees/ teams who break these rules.

This is the correct procedure for dismissing a dishonest employee:

Ensure the standard for acceptable and unacceptable conduct is very clear to everyone.
When a dishonest employee is discovered, confront the issue in the open with anyone who is involved.

If the offense involves deliberate theft of fund/ fraud, it is important that the punishment fit the crime.

In a situation where dishonesty involve non-cash issues but misuse of company’s facility/ equipment; confronting the dishonesty may be all that is required. However, do such confrontation with a caring attitude- the main aim in this context is to: restore and salvage the individual.

»»»»»» »»»»»» »»»»» »»»»» »»»»»»

Q3 2014; Ends TODAY! Be Deliberate to give THE CHIEF STRATEGIST thanks.

I hear you say- ” I made no profits; experienced no break-even, on what basis should we then Thank HIM…” Well, dear colleague, at least you are not bankrupt neither is your company under receivership. And even if you are: You and your Teams’ are still alive and intact.

Can I tell you, STAND with THE CHIEF STRATEGIST, HE will take you through Q4 and give you GOOD SUCCESS.
HE does and will ALWAYS deliver on HIS Propositions!

GO ahead Thank HIM for Q1-Q3 and Honor HIM for Q4 2014

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Have a Remarkable Q4 Ahead. Good morning!

FIRING DECISION… Nip It In the BUD!

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Q3 rounding off in less than 48 hours (Depending on the part of the continent you are).

2015 planning is on, the more reason problems with employees need to be dealt with, without allowing it drag on because the truth is, people problems get more difficult to solve when left to linger.

See… when we leave a bully, slothful, dishonest, rebellious person to continue uncorrected; it will encourage others to follow his/her example.

The Team-lead in Galatians 5:9 Advisory puts it aptly:

“ It only takes a minute amount of yeast, you know, to permeate an entire loaf of bread. “

Nip it in the bud, address issues head-on before the own system is infiltrated.

Talking, TIMELESS Justifiable basis for dismissal of an employee; see you tomorrow!

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Have a Reassuring Week. Good morning!

FIRING DECISIONS… What Have You Communicated Prior?

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Talking TIMELESS PRINCIPLES for firing!

Before you consider firing or dismissal of an employee see if you have met these prerequisites:

• Have a clearly defined job description.

• Have a clearly defined set of job standards in terms of time, dress code, processes, conducts, expected output.

• Communicate your expectations clearly.

• Communicate your dissatisfaction clearly and promptly in Writing.

• Have a trial correction period.

Communicating clearly expectations and dissatisfactions are very important.

Communication is so central to fairness. The need to communicate to employees your expectations/dissatisfactions right from recruitment phase through to their active service phase and to the point you consider an employee qualified for a dismissal should be adhere to.

Don’t wait until issues become complicated or when you get to a point of frustration “Blow-out”

Here is what Act.4:20 Conglomerate Mantra says:

” … we can’t keep quiet about what we’ve seen and heard.”

The CHIEF STRATEGIST Himself communicated clearly with proper documentation.
See the reason for this in 2Timothy 3:16 instruction document content:

” … Every part of Scripture is GOD-breathed and useful one way or another—showing us truth, exposing our rebellion, correcting our mistakes, training us to live GOD’s way. Through the Word we are put together and shaped up for the tasks God has for us”

COMMUNICATION»»» Clear & Concise COMMUNICATION»»»» Proper DOCUMENTATION!

That what a TIMELESS Business will Do!

I’d see you next BHG, on handling dismissal.

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Have a Restful Weekend. Good morning!

FIRING DECISIONS… Before You Sign-Off!

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TIMELESS Business owners acts fairly and humanely towards its employees.

Employees should not be fired based on emotions but employees’ refusal to conform to the company’s rules may justify a dismissal.
However, it is important firing decision meet some pre-requisites before dismissal of an employee.

See you next on these pre-requisites

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Good morning!

FIRING Decisions… Dear Employee, You Are NOT Indispensable!

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Dear Employee(s),

I’m prompted to write you this morning.
Yes, you are talented, you are excellent at what you do or fall among the strata of the slothful ones. Hiding your incompetence through the competence of team members and taking credit for their efforts.

So, because you feel you have got some sort of competitive advantage, you can distort the system and work against the rules and TIMELESS values of your employer(s)?

You think, you can keep causing cracks in the system; victimise and intimidate other colleagues particularly, the junior colleagues; playing divide and rule games; devalue the brand you work for; hoard information and never transferring knowledge and making the succession effort of your employer(s) difficult?

Yes, your employer (s) have invested in your career growth, been on various strategic trainings and conferences, been exposed to the core of the business and its operations. And now think you can hold your employer(s) to ransom or think you are now indispensable.

Right! So you think quitting on your employer(s) without adequate prior notification and proper documentation and professionally handing-over is a great way of welding power of how a Star-worker you are?

How TIMELESS are these?… Think About it.

LISTEN, regardless of your talents, without the Platform, no one would have known how of a competent and excellent professional you are!

Honor your employer(s), Serve with sense of purpose and integrity of heart. They are faced with enormous external issues already, please DON’T add to their challenges.

Ephesians 6:5-8 Advisory Services puts it aptly:

“…be obedient to those who are your physical masters, having respect for them and eager concern to please them, in singleness of motive and with all your heart, as [service] to Christ [Himself] …Rendering service readily with goodwill, as to the Lord and not to men,..”

Again, Colossians 3:23 Welfare Services Limited reinforce this by saying:

” Whatever may be your task, work at it heartily (from the soul), as [something done] for the Lord and not for men”

ALWAYS, Remember, No employee is Indispensable. And YES, you CAN and WILL be FIRED on Valid grounds!

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Good morning!

FIRING Decisions… How Many Have You FIRED? II

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You ask employees/ Teams for their opinions: you are presented with honest and objective opinion, pretend to appreciate it and then fly off the handle because you think or feel they are being critical of you/ not supportive- if it not your way, it not supportive?

When the business is doing well/ experiencing boom you are excited, if otherwise the whole organisation is in panic? An employee makes a mistake and heads roll?

And in all, these earn your employee(s) marked in your “Black Book”/ Firing Book.

How TIMELESS is that?

James 1:7-8 Advisory Services captures aptly such an act and it outcome:

“ …For truly, let not such a person imagine that he will receive anything [he asks for] from the Lord, [For being as he is] a man of two minds (hesitating, dubious, irresolute), [he is] unstable and unreliable and uncertain about everything [he thinks, feels, decides].

Psalm 101:7-8 Services Limited presents the TIMELESS stand on this, look at this!

” He who works deceit shall not dwell in my house; he who tells lies shall not continue in my presence. Morning after morning I will root up all the wicked in the land, that I may eliminate all the evildoers from the city of the Lord”

Let us ALWAYS REMEMBER that People are more important than profits!

I’d see you tomorrow.

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Good morning!

FIRING Decisions… How Many Have You FIRED?

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There is time and season for everything.

Can I invite you this morning to take a look at these case of Myths and Extremes on firing.
Do you hold these myths as a TIMELESS Business Employer or working for one as an Employee (s):

That an employee should / could never be fired; that because you work for a TIMELESS BUSINESS is a ticket to guaranteed permanent employment, regardless of your performance or conduct.

Or are you an Employer who:

Neglect your employees/ Teams’ and treat them in a manner contrary to TIMELESS PRINICPLES: Fire people you don’t like, people that are up front with you; threaten people with firing action; trade older and high paid people for younger people at reduced pay; Having a ball firing people with casualness like a person changing shoes; People dropping dead / living in fear and all manner of confusion because of firing threats.

Quite interesting… How TIMELESS is that? Think about it!

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Have a Rewarding Week. Good morning!

Hiring Decision… Establish a Trial Period!

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#Step 5: Establish a Trial Period

Establish 3 months- 90-days trial period for new employees; during this period you are able to evaluate employees/teams for job performance and compatibility.

Now, I’m aware that some organizations have 6 months- 180-days probation period. But really, no one wants to leave one job and start another with the possibility of being terminated after trial period.
It is therefore advisable for company and employees to make early corrections where necessary.

Again, do bear in mind that, sometimes hiring errors might not be 100% eliminated. However endeavor to do the following:

• Take your time to ensure you know the type of person you really need and do due diligence before offering someone a job.

• Right! TIMELESS BUSINESS does not leave things to chances; Spend time in PRAYER with your key Team and ask THE CHIEF STRATEGIST to bring you the right people and assurance that they match the available jobs.

Finally, remember, that a well thought-out hiring process will save you many disappointments and position you to have the Teams’ you need to achieve your Vision.

I’d see you next week BHG on Firing Decisions

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Have a Pleasant Weekend. Good morning!

Hiring Decisions… Can Do the Job And Adhere to TIMELESS PRINCIPLES?

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#Step 4: Make Hiring Policy Decisions

In finding and hiring qualified employees/ teams, examine your attitude on some issues and make some necessary policy decisions ahead of time. These will be influenced essentially by government guidelines and the policy of your company- based on TIMELESS PRINCIPLES.

You probably are thinking about, how you’d handle controversial issues like gender, religion etc.

Well, in your hiring process the only standards that you should use are whether the person can do the job and adhere to rules established for all employees.

Here is what Paul, the CEO of 1 Corinthians 5: 9-10 Advisory Services has to say:

“  I wrote you in my earlier letter that you shouldn’t make yourselves at home among the sexually promiscuous. I didn’t mean that you should have nothing at all to do with outsiders of that sort. Or with crooks, whether blue or white-collar. Or with spiritual phonies, for that matter. You’d have to leave the world entirely to do that! “

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Good morning!

Hiring Decisions… Engage Effective Tools!

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#Step 3: Match the Person to the Job

Engage tools that will enable you hire your workforce properly e.g. use excellent evaluation tool to carry out personalities test.

The best employees are those whose jobs match their basic personalities.

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Good morning!

Hiring Decisions… The Best Person Gets It!

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#Step 2: Hire the Best Person for the Job

DON’T hire who is available; hire the best person for the job.

Proverbs 22:29 Resource puts it aptly:

“ Observe people who are good at their work— skilled workers are always in demand and admired; they don’t take a backseat to anyone.”

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Good morning!