This week on the CBT Nuggets blog, we tackled the biggest budgeting issues your team could be facing, from keeping everyone happy with your budget, to spurring innovation within a budget, to budgeting for a level of success you aren’t necessarily anticipating. Read this week’s content to get up to speed on how putting numbers behind ideas makes them work.
When it comes to attracting top-level talent, you need to consider salary, benefits, and perks. However, when it comes to keeping top-level talent around, you’ve got to carve out ways for them to keep their skills current, learn about their specific interests, and enable them to excel further than they could have when you first hired them on.
Employee value is often measured in salary. Human value, however, is not an easy measurement to enumerate. People are more than their salaries, and provide more value to their team and company than usually meets the eye. Here’s how good managers measure their employees’ value.
Every manager wants their team (and company) to be successful. After all, no one sets out to fail, but every company stumbles along the way. Projects can go awry. Products fall flat. These are normal and educational. Interestingly, success can be just as detrimental — especially sudden, stratospheric growth.
When you’re creating a mission, an ideology, or a goal that’s groundbreaking for your org, you’re allowed, maybe even encouraged, to get excited. When you’re brought back to reality by a budget, you have guidelines and structure — but with that, you may have to adjust some of your expectations.
Developing a budget and sticking to it is one of the most challenging aspects of being a decision-maker. If your budget is too low, your service suffers, making it difficult for your team to be productive. Too high and it gets rejected by executives. These tactics will help make the process smoother and keep everyone on your team happy.