Bin Youssef Blog Articles & Social Media Post

Most of the time, startups and small business with limited means and budgets find it very challenging to recruit experienced talent. Instead they choose to invest in ambitious fresh graduates or junior employees with little experience to grow hand in hand, only to find themselves facing another dilemma; struggling to guide the future of these employees.

However, there is always hope for such businesses to grow and retain their employees while developing their strengths. Several proven methods can be applied to help small companies identify top talent amongst their junior employees, in order for the latter to be given bigger responsibilities.

Starting with a handful of employees, each handling different tasks, might mean that each employee will evolve to become the head of a certain department if the business is to grow. That is why for each department there should be a set of standards, characteristic and behaviors required of each employee. This makes it easier to measure performance.

After identifying the type of talent required for each segment, we can then set specific standards and goals for each employee to achieve. These goals however should be Specific, Measurable, Achievable, Realistic and Time-Bound. After the allocated time elapses, the metrics set for these goals can serve as performance indicators for each employee, measuring their current performance as well as potential.

In this stage, employees are assessed based on their strengths and weaknesses. We should also look for any potential opportunities for growth and better performance in each employee and objectively take into consideration the contrary as well, whether or not they might pose as a threat to the company’s progress.

This assessment should also be performed on the company as a whole. After conducting it the right way, we can then categorize our employees to form a better idea on who are the ones adding value to the business and how by defining the competencies of each one of them.

Assessing employees can also be achieved by accumulating feedback from as many sources as possible. Sources might be other employees or clients. This type of information can help form a better idea on the behavior of each employee. The feedback should be 360-degree feedback in order to be fair. This is important because sometimes certain employees might be very skilled at what they do but their behavior would still pose a threat to the company’s progress. Reliability and trustworthiness always outweigh skills and experience.

This method will definitely support employee growth and strengthen their weaknesses in different areas. Although it isn’t expected of employees to excel in every area, this gives employees the chance to prove themselves in different sectors and might lead to great results.

However, top priority should be given to training programs that focus on the strengths of employees that show competency in certain specific areas.

Last but not least, keeping employees motivated plays an essential role in business development to achieve better performance. Different types of motivation range from verbal support and gestures of recognition to financial rewards and bonuses.

Achieving high targets should never go unnoticed by employers that want to breed new generations of high achievers for their business. After all, the human resource is the basic factor behind the success of any business.

2- Real Estate Product Description

Edificio Lujuso: A Lavish Palatial Wonder in San Isidru

With an intricate stone carved façade, the colossal Edificio Lujuso distinctively stands at the heart of San Isidru, Lima, in close proximity to the district’s finest dining restaurants, world class hotels, luxury shopping centers and other main attractions.

Overlooking the lush greenery of the Lima Golf Club, the eight story baroque-inspired architectural masterpiece encompasses 200 spacious apartments, an elegant lobby, and a vast underground parking lot.

As you travel all the way up in any of its four elevators, you will arrive at a classy rooftop pool bar – a hidden retreat for its residents to relax and unwind. Overall, the building represents a modern revival of the aristocratic lavish lifestyle, designed by the famous Mario Bellini.

Each apartment is ornately designed to resemble the artistic history of the district and is a luxurious cozy nest on its own. The high ceiling apartments contain various high-end amenities including a spacious dining room with a fireplace, two master bedrooms, a fully equipped kitchen area and a cozy sitting room with antique lounges and a beautiful private balcony.

Hashtags: #salarynegotiation #jobinterview #knowyourwoth #employment #careeradvice

Caption: The topic of asking for a higher salary might feel intimidating to many. But on the long run, being underpaid feels far worse. It is definitely demotivating and can negatively affect your overall job performance.

Whether you are applying to a new job or are already employed, here are a few tips that will help you negotiate with ease.

Before getting into a negotiation, you should always know what you are bringing to the table. Politely articulate your skills, previous accomplishments, as well as what you can offer or are already offering the company in terms of profit, performance and time saving.

This will also help you be more confident while negotiating.

Try to get an idea on what other companies are paying people that offer similar services in the country you are in.

There are a few factors to consider as this can depend on your years of experience, amount of work load handled, and the size or budget of the company you are applying to.

Most applicants feel nervous when asked about their salary expectations and end up giving a range instead of an exact amount. This will almost always make your employer go for the lowest number you have given.

Instead, you can determine what salary you are willing to settle for and ask for a bit more.

If you are applying to a new job and are also expecting other job offers from other companies, it is in your favor to mention this to your employer.

This can enhance their scarcity mentality and make them reconsider the offer if they really think you are fit for the role.

Don’t be the one bringing up the compensation topic if you are a new applicant. Wait for your employer to get to this part instead.

If you are already employed and would like to bring up such a topic, let it be at the end of the year or the probation period at least.