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Key talent issues in the SMB 02/23/2012

Posted by chris.hipple in Introduction.
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Most of the SMBs we work with have two main objectives: Financial stability and growth.  And like any organization, the collective, coordinated efforts of its employees are the key factor in achieving them.

We often talk about talent management as an organizational process designed to attract, manage, develop, motivate and retain key people in order to create a high-performance, sustainable organization that meets its business targets.  At Avilar, we think this is too important to be left to the big guys.  In fact based on our experiences, we’re guessing that your talent needs are quite similar to those of larger  organizations.

  • You need to find and hire the right people in the first place.  Finding the right fit is often a challenge for untrained managers who base hiring decisions on “gut feel.”
  • You need to manage the performance of employees so their efforts are aligned with your mission, strategy and goals, and so that you can move or remove the people who aren’t pulling their weight.
  • You need to train and develop your people so their skills remain up-to-date.
  • You need to keep people engaged and committed so that you retain the best.
  • You need ways to make sure your business is sustainable through change and growth.

In the coming weeks, we’ll explore each of these talent areas in a bit more detail.

Meanwhile, what talent issues are keeping you up at night?

Welcome to Big Talent, Small Business 02/16/2012

Posted by chris.hipple in Introduction.
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At Avilar, we work with all kinds of people and organizations – entrepreneurs, hospitals, banks, nonprofits, government and military agencies. While their needs are diverse and our products and services are tailored for each one, our focus is the same across the board. We help leaders understand how to maximize what we call “talent” – the knowledge, skills and discipline demonstrated by the people in their workforce – so they can get results.

Many of our most satisfying business relationships are with  small and mid-sized growing businesses – often called SMBs. Here are the top three reasons why:

  1. Everyone’s close to the customer.  Each employee can connect to the mission and can feel a direct responsibility for the success of the company.
  2. Time, money and energy are critical resources and there’s little room for any waste.
  3. Each person matters.  Employees typically need a wide range of skills on the job, and even small improvements in individual skill and performance can make a large impact on revenue.

So that’s why we decided to start a blog focused on the talent needs of the SMB, hence Big Talent, Small Business. We’ve been in the industry for over 15 years and have lots of ideas and experience to share. But we certainly don’t have all the answers. We’d love to hear from you, the small business professional, so please, feel free to comment on  any post. Let’s make this an ongoing conversation! What are the top 3 reasons you like working in a small business?


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