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The Resource Center has all the info you'll need From content to user feedback, the resource center has the information you need for every level of the entrepreneurial process.
Terry Gold, a seasoned tech entrepreneur, tells you he is not an expert at hiring salespeople, but he has had some experience. Here's some advice on what to watch out for. First off? Hire people who will "sell stuff." Like Terry's advice? See the blog posts and articles Terry authored for the eVenturing site.
Raiding the competition for the perfect employee might sound smart, but it can be very foolish and costly. This brief but helpful article explains why.
Firing an employee isn't easy--at least, it shouldn't be. Well-known author and consultant Guy Kawasaki offers 11 considered guidelines to making the process productive for all concerned: the departing employee, fellow employees, and you, the entrepreneur.
This article justifies and explains a three-step hiring process that almost guarantees improvement in the typically low correlation between traditional interviewing techniques and predicting success on the job. With turnover costing 1.5 times the salary of the departing employee, can you afford not to read this story?
One in three workers thinks training is a waste of time. But, properly conducted, training can in fact be valuable. Making it work in your workplace is essential. This brief articles provides the basic guidelines for helping your employees make the most of their training time.
This article contains sound, straightforward advice and specific "how-to's" about performance documentation that any manager or leader of people needs to have and use. Entrepreneurs: Practice and preach!
Good advice is worth hearing twice. This article doesn't plow any new ground, but coming from a venture capital blog it should command the attention of growth-hungry entrepreneurs.
This article is thought-provoking and will help entrepreneurs build both philosophy and practice concerning performance. For example: Should reviews be more about improving the company's results or more about improving the individual's performance? The extensive commentary from individual managers is especially valuable.
Be sure to spend at least as much time orienting and training new employees as you did to hire them. And then continue to oversee their development. Why? New hires, especially, need focused guidance to make the most of their talents and do it effectively in your organization. Plus, you are grooming them (we hope) to run the business so you can grow the company.
While restricted stock may be considered a useful incentive in startups, that approach has different legal and tax implications than others. Read this blog for a clear discussion of a cloudy topic. Plus reader postings.
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