Questions to ask yourself before you hire your first employee

a man in suit and tie

You’re ready to take the plunge and hire your first employee. Congratulations! This is a big step for the future of your business.

But before you go ahead and post that job ad, there are a few questions you need to ask yourself. What kind of company culture do you want to create? How will this person contribute to the growth of your business? What are the specific skills and qualifications you’re looking for in your ideal candidate?

Allow us to help you answer these questions and more, so that you can find the perfect fit for your team.

What is your budget for this role?

You need to be realistic about what you can afford, and it’s crucial to know what the salary range should be for the position you’re filling.

Various factors go into determining an appropriate salary range, such as the skills required for the job, the location, and more. But a good rule of thumb is to make sure that the salary you’re offering is in line with what other companies are paying for similar positions.

If you’re not sure where to start, there are a lot of great online resources that can help you come up with a fair salary range for your position. So take some time to do your research before putting together a job offer that will attract the best candidates.

What are the key performance indicators for this role?

What are the specific tasks and responsibilities that this person will be responsible for? To get a better idea of what you’re looking for, start by making a list of the essential skills and qualities that are required for the position.

Think about the specific goals you have for your business and how this new employee can help you achieve them. Define what success looks like in terms of their performance, and measure it against these key performance indicators.

What qualities are essential for the role you’re hiring for?
a woman in a meeting with her colleague

Image Credits: unsplash.com

Start by thinking about the qualities that are essential for the role you’re hiring for. For example, if you’re hiring a salesperson, you will probably want someone outgoing and aggressive. If you’re hiring a copywriter, you will want someone knowledgeable in writing persuasive content.

Once you have a good idea of what qualities are essential for the role you’re hiring for, start thinking about candidates who fit that description. Narrow it down to five or six candidates and then do some more research on them. Check their references and see if they would be a good cultural fit for your team. Only when you’re sure that you’ve found the perfect candidate should you extend an offer.

What kind of training and development will this employee need?

Will they require on-the-job training, or will they need to be signed up for extra courses? Will they need to be certified in a certain area? And don’t forget about ongoing development.

You will want to create a plan for both initial and ongoing training and development. This will help keep your new employee up-to-date on the latest trends and developments in their field, and it will also help them grow and develop as a professional.

How will you know if the person is a good fit for your company culture?

After all, you want to make sure that the person is a good fit for both the job and the team. You don’t want someone who is going to be a disruptive force or who is going to clash with the rest of the team.

So how do you go about assessing company culture fit? First, take a look at your core values and see if they match up with those of the candidate. Second, ask how the candidate has handled conflicts in the past. And finally, take a look at the references they provide and see what others have had to say about them.

As we close, what is the role you’re looking to fill? What are the qualifications for the position? How much will this employee be paid? How much work are you willing to put into training this individual? Do you have a solid onboarding process in place? These are just a few of the questions you will need to answer before bringing someone on board. By taking the time to ask yourself these questions, you will set yourself up for success and avoid many common hiring pitfalls.

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Can’t agree with your spouse’s spending habits? Here’s what to do

a woman with shopping bags

You and your spouse can’t seem to agree on anything when it comes to spending money. You want to save for the future, but your spouse wants to enjoy life now. What do you do?

There’s no straightforward answer, but it’s crucial to take some time to figure out what’s important to you both. Maybe you can compromise by saving a little bit each month, or by scaling back on other expenses so you can put more money towards your savings.

Whatever you do, don’t ignore the issue. It will only get worse over time. Talk to your spouse and try to find a solution that works for both of you.

Have a conversation about their spending habits

You need to have a conversation with your spouse about their spending habits. You can’t just keep silent and hope that things will change. Be honest with each other and open about the family’s financial situation.

Come up with a plan together that will help you both stay within your budget. If needed, you can also seek the help of a financial advisor to get both of you guys on track. Start being transparent with each other and take small steps to fix the problem.

Set a budget that you both can agree on

You both agree that you need to set a budget, but you can’t seem to agree on how much money you should be spending each month. You want to be frugal, while your spouse wants to live a little more extravagantly.

How can you compromise? Well, one way to compromise is by setting a budget that’s somewhere in the middle. This way, you’re both getting what you want, and you won’t be fighting unnecessarily about money anymore. Win-win!

Understand their spending triggers
a toy cart with miniature shopping bags and boxes

Image Credits: africa.businessinsider.com

If you can’t seem to agree with your spouse’s spending habits, it’s necessary to take a step back and understand what’s driving that behavior. For example, is your spouse constantly spending money because they’re stressed? Or are they trying to compensate for something they feel insecure about?

Once you understand what’s triggering the spending, you can start working on solutions together. Maybe that means finding different ways to deal with stress or communicating more openly about money. But it’s going to take some effort from both of you to get on the same page. So don’t be afraid to have more conversations—it could be the key to a more financially secure future for both of you.

Manage your expectations

This means that you can’t constantly be nagging them about the money they’re spending—that’s only going to put more stress on the relationship. Instead, try to discuss it. 

Agree on how much money each of you is allowed to spend without asking the other for permission. And try not to get too hung up on the small stuff. At the end of the day, you’re going to have to learn to live with your spouse’s spending habits—or, at the very least, learn to endure the situation.

Build up your savings

Ultimately, if you and your spouse can’t seem to agree on how to handle your finances, it’s time to start building up your savings. That way, you will have a cushion to fall back on if things get tough. Start by setting a budget and sticking to it. Track where every penny goes, so you have a clear understanding of where your money is being spent.

When you and your spouse can’t agree on spending habits, it’s wise to sit down and talk about it. Come up with a budget that works for both of you, and stick to it. If you’re feeling overwhelmed, take it one step at a time. Tackle the biggest expenses first, and work your way down. There will be times when you will have to make tough decisions, but remember that it’s good to compromise and put yourselves in each other’s shoes. With a little bit of effort, you can create a healthy financial future for yourself and your family.

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MOE Teachers and Allied Educators to Get up to 10% Salary Increase from October 1

Over 37,000 Ministry of Education (MOE) teachers, allied educators, and kindergarten teachers will get a 5 to 10 percent increase in their monthly salary from October 1, according to MOE. In a press release last August 16, MOE said that 35,000 education officers, 1,600 allied educators, and 800 preschool teachers in MOE-run kindergartens will receive the pay bumps.

The salaries for teachers and allied educators were previously reviewed in 2015, while the scheme for preschool teachers in MOE-run kindergartens was last introduced in 2019. MOE’s current move will ensure that the educators’ overall salary packages remain competitive, so that it can continue to attract and retain good educators.

Aside from this, the 30-year retention plan for teachers will also be enhanced. Moreover, teachers who do not hold key personnel appointments could also be eligible for a higher salary ceiling from next year, with the introduction of a general education officer (GEO) 5A substantive grade.

ENHANCED RETENTION PLAN

MOE’s 30-year retention plan for education officers, also known as the CONNECT Plan, will also be enhanced by about 20% from next year. Currently, a flat rate quantum between $3,200 and $8,320 is set aside for officers each year. The amount depends on their length of service. Payouts comprising a portion of the money accumulated are given every 3 to 5 years of their career.

From 2023, MOE said that the annual deposit quantum and payout ratio will be increased to better support the education officers in the earlier years of their career.

NEW SALARY GRADE

To better recognize the contributions of well-performing teachers who do not hold key personnel appointments (e.g., subject head or senior teacher), MOE will also establish a new general education officer (GEO) 5A substantive grade from 2023.

Image Credits: pixabay.com

MOE highlights that “teachers are the core of our education system”, which is why the Ministry will continue to provide opportunities for educators to learn and develop themselves throughout their careers.

“This includes providing in-service courses to help teachers deepen their content mastery and pedagogy, as well as exposing teachers to diverse experiences outside the classroom through external work attachments,” said the Ministry.

Sources: 1 & 2

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How to handle unfriendly rivalry between employees

eggs with expressions

So you have an employee who just can’t seem to get along with anyone else on the team?

They always seem to be caught up in some kind of power struggle, and it’s affecting their productivity and the morale of the rest of the staff. What can you do?

In this article, we will give you a few tips on how to handle unfriendly rivalry between employees. It’s not always easy, but with a bit of patience and some clear boundaries, you can hopefully nip the problem in the bud.

Acknowledge the problem

You’ve probably heard the saying “there’s no room for two tigers in the same jungle.” Well, the same thing applies to the workplace.

If you have two employees who are constantly butting heads, it’s going to create an unpleasant environment for everyone. The first step is acknowledging that there is a problem. Don’t try to sweep it under the rug, because it will only get worse if you do. Address the issue head-on, and be clear about what you expect from both employees.

Talk to each employee separately first

When you have employees who are unfriendly with each other, the best thing to do is talk to them separately first. This will help you get a better understanding of what’s going on and why they’re acting this way.

It’s also a good way to find out if there’s any truth to the rumors you’ve been hearing. By having a one-on-one conversation, you’re showing your employees that you’re interested in resolving the situation. And this sends a message that you don’t tolerate any type of hostility in the workplace.

Of course, it’s not always comfortable to have such conversations. They may feel like it’s a personal attack, but remember that you’re just trying to get to the bottom of things. Stay calm, be professional, and take notes so you can reference them later on.

Facilitate a meeting between the involved parties
colleagues in a meeting

Image Credits: unsplash.com

You should facilitate a meeting between the involved parties. This will give them a chance to air their grievances and explain their side of the story. It will also allow you to get an overall understanding of the situation.

By mediating the meeting, you can ensure that it stays productive and doesn’t turn into a shouting match. You may need to play referee from time to time, but that’s okay. It’s your responsibility to make sure that the meeting stays on track.

The employees may not be happy with each other, but at least they will have an opportunity to resolve their differences under your watchful eye.

Set clear expectations and encourage positive competition

So what can you do as a boss to encourage positive competition among your employees?

First, set clear expectations. Make it apparent that you want them to support each other, not compete against each other. And let them know that you will be keeping an eye on the situation. Second, praise them when they work well together. This will help motivate them to continue working positively together.

Finally, be sure to address any negative behavior immediately. If any backstabbing or bullying is going on, it needs to stop right away. It will only create further tension and conflict in the workplace, and nobody wants that.

When you’re the boss, it can be tough to know how to handle unfriendly rivalry between employees. On one hand, you don’t want to seem like you’re taking sides. On the other hand, you want to make sure that everyone is getting along and working towards the same goal. Make it obvious that you don’t tolerate any kind of bullying or harassment and encourage employees to communicate with each other if they have any problems.

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How to Start Your Fitness Journey at Home

For many Singaporeans, 2022 is the year of health and wellness. It takes a second to decide that you are worthy of change. Start by completing a ten-minute workout and feel the difference after a couple of weeks.

#1: EXAMINE YOUR FITNESS LEVEL

How fit are you? Testing and recording your baseline fitness scores can give you benchmarks to measure your progress. Evaluate your flexibility, body composition, aerobic fitness, and muscular fitness by recording the following:

a. Body Mass Index,
b. Pulse rate before and after walking two kilometers,
c. Time it takes you to walk or run two kilometers,
d. Amount of standard or modified pushups you can do at a time,
e. Waist circumference, and
f. How far you can reach forward while seated on the floor.

#2: KNOW HOW MUCH EXERCISE IS RECOMMENDED

The general weekly exercise recommendation is at least 150 minutes of moderate cardio or 75 minutes of intense cardio and two days of strength training. Increase the health benefits of your exercise routine by increasing the minutes of cardio per week.

#3: RESEARCH ON THE TYPES OF EXERCISE

The common types of exercise include cardio, strength training, flexibility training, and HIIT (high-intensity interval training). Cardio exercises raise your heart rate and make your breathing faster. It refers to activities that are aimed at improving your endurance and stamina such as jogging and swimming.

Strength training refers to any type of activity that uses resistance to build muscular strength. Next, flexibility training refers to exercises that help maintain and improve passive range of motion. Lastly, HIIT consists of intense bursts of exercise followed by rest intervals. Choose a blend of exercises that suits you.

#4: CREATE YOUR OWN FITNESS PROGRAM

You need to have a concrete plan if you wish to exercise daily. Consider your fitness goals when designing your fitness program. Having clear goals can help you measure your progress and stay motivated.

As beginners, you can start cautiously and progress slowly. People who have injuries or medical conditions can consult their doctors or therapists first. These professionals will help design a fitness program that gradually improves their strength, endurance, and range of motion.

#5: ASSEMBLE YOUR EQUIPMENT

Start by choosing athletic shoes that support the activity you have in mind. For instance, running shoes are lighter in weight than cross-training shoes. The lightness of running shoes will help you dash when you run a lap.

If you are planning to invest in exercise equipment, choose items that are practical and user-friendly. You can also download fitness apps to track your distance, track calories burned, and monitor your heart rate.

Image Credits: pixabay.com

What are you waiting for? Get started on your fitness journey now!

Sources: 1 & 2

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