Nutcache http://www.nutcache.com Wed, 26 Apr 2017 11:38:38 +0000 en-US hourly 1 https://wordpress.org/?v=4.7.4 10 Ways to Build Trust with Your Project Teams http://www.nutcache.com/blog/10-ways-to-build-trust-with-your-project-teams/ http://www.nutcache.com/blog/10-ways-to-build-trust-with-your-project-teams/#respond Wed, 26 Apr 2017 11:00:49 +0000 http://www.nutcache.com/?p=41340/ In this article, we dive straight into the direct method for getting results and building trust with your project teams. This article assumes you are an experienced project manager who is looking to understand WHY something works, rather than looking for WHAT works. After all, you already know what works, which is why you agree [...]

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In this article, we dive straight into the direct method for getting results and building trust with your project teams. This article assumes you are an experienced project manager who is looking to understand WHY something works, rather than looking for WHAT works. After all, you already know what works, which is why you agree with all the headers you have skim read in this article. This article explains WHY these ideas work so that you may better harness their benefits.

 

A Strong And Confident Command With Planned Approach

Confidence and strength is not a virtue if it isn’t the result of careful and tactful planning. The captain of the Titanic was confident and strong, but his lack of planning led to what could have been an easily-avoided disaster.

A planned process, a planned routine, and a planned week will give you the confidence required to remain strong in the face of adversity, and this rubs off on your team.

 

Lead By Example And Be Prepared To Do Whatever You Ask Others To Do

We all know this works, but why does it work? The truth is that you can build trust between yourself and your team, and between the members of your team without ever doing the things you ask others to do. The only real reason why this technique may work is two-fold.

It gives your team members one less reason to dislike you. It also gives them an example of the sort of diligence, positivity and enthusiasm that is expected from them. If you approach a tough task with gusto and positivity, they get a feel for what is expected of them.

 

Actually Do What You Say You Will And Do It With Expedience

Nobody likes a person who says they will do something and then never does it. People seriously dislike and distrust a person who doesn’t keep his or her word. Do what you say you will, and keep to your word.

More importantly, do it quickly. Take ultra-human steps if you have to, but make things happen when you say they will. Let your team see that when they push the button, you react and get the job done. On the same note, do not make promises you cannot keep, and don’t say you will do things if you cannot get them done quickly and correctly (that is common sense).

 

Accountability Means Responsibility, It Doesn’t Mean Blame 

Remember back to the times when you were the one being pressured for results by a shortsighted boss. Why embrace accountability if it simply gives your boss an easy excuse to blame you? Why not pass the buck to other team members and screw them over if you are only going to be blamed for doing your job and not hitting targets? Accountability means that your team’s personal pride is affected when they fail, not their raise or their self-esteem.

 

Don’t Pressure Needlessly, Instead, Find Out What Your Team Needs To Succeed 

Poor quality managers apply pressure without adding support. The more pressure you add, the more funding your team should get, the more team members they should receive, the more resources they should get.

Adding pressure is pointless if you do not add further methods by which your team can succeed. Your team may not realize this fact at first. Some people only ever have poor-quality managers, so they think that the application of pressure to get results is a standard way of managing. However, when your team members figure out that your constant pressure is a mask for your lack of leadership skill, they lose all faith in you and your ability to manage them. If you want a builder to build a higher wall, don’t give him a time limit and deadline penalties. Give him more bricks, higher ladders, more time, more concrete and more laborers.

 

Make Sure Your Team Members Each Feel Needed 

The best way to create a successful team is to make each and every team member feel needed. Make sure each knows how important he or she is to the process. Saying it is not enough, they need to see proof. They need to know they are part of the process, and that their input is vital to the success of each project. If they are not vital to its success–why did you hire them? Napoleon Hill’s book called “Think and grow rich” proved that people will go to extraordinary lengths when they know they are needed.

 

Allow Your Team To See The Results Of Their Efforts 

Results-orientated goals are more helpful than lists of routine tasks. Let your team members know what goals need to be achieved, and let them set their own daily routines and tasks. Monitor their progress, and give them methods by which they may monitor their progress. Let them see the results of their efforts, and they reap the reward of their own hard work. Deny them this pleasure, and they may start to see you as the enemy. The University Of Aberdeen proved this during an experiment. They proved that results-orientated goals are more helpful than lists of routine tasks.

 

Don’t Insult Your Team With Team-Building Exercises 

If you have ever read the highly-syndicated comic called “Dilbert,” you will see plenty of examples that Scott Adams gives about the futility of team-building exercises. Put yourself in your team member’s shoes. You are thrown together with a team and are then told you are not enough of a team, so you have to go and be a team by getting a tennis ball out of a circle by using bits of string.

Set the correct tone, build a positive atmosphere, and you can have the team build themselves. If your team doesn’t feel comfortable enough in your work environment, then they will not feel comfortable enough to meld as a team.

 

 Emphasis Professionalism Over Making Everybody Happy 

Some team members will not get along. Don’t try to make them get along. Emphasize professionalism over all else. Their duty is not to like each other, their duty is to be professional and do their jobs.

Remind them that interpersonal relationships are secondary. Do not allow small irritants to become issues in the office. Remind your team that a lion doesn’t hunt mice; it doesn’t chase a mouse that skips across its paw. A kitty chases mice, a lion has better things to do. You may even email them Aesop’s story of the Lion and the mouse if you wish to continue using mice and lion examples with matters of ego and so forth.

 

Teach Your Team To Lower Their Level Of Arrogance So They Are Rarely Personally Insulted 

Some people are so arrogant that they believe what happens at work is personal enough to affect their feelings. Each team member woke up that morning and chose to come to work, and each member chooses to be professional. Arrogantly believing that events at work constitute a personal insult is damaging to the team. It is also a serious personality flaw that makes a team member intolerable after repeated/extended exposure.

 

There is nothing worse than watching a person break down or become angry because

  • another human being dared to criticize him/her,
  • another human talked down to him/her,
  • another person didn’t treat him/her like the royalty he/she believes he or she is.

 

Teach them humility and lead by example. Your team will learn to trust you and each other. After all, if you know you are great, why would it bother you if a sadistic co-worker insists you are not? It would be like telling a tall man he is short, or a powerful woman she is weak.

 

The Atmosphere You Generate And Allow Will Carry Your Team 

If you allow your team to moan, complain and fester in a negative environment, then it will become the workplace standard. Help your team understand that their outward affectations, emotions and attitudes will rub off on the rest of the team. Each member has a moral duty to “appear” as happy and comfortable as possible. If your team members cannot handle the responsibility of remaining positive, confident, and happy at work, then maybe that team member should be replaced by one of the thousands of people who would crawl over broken glass for a position in your company (or a job).

 

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How to Make Your Employees Feel Empowered http://www.nutcache.com/blog/make-employees-feel-empowered/ http://www.nutcache.com/blog/make-employees-feel-empowered/#respond Tue, 18 Apr 2017 14:49:32 +0000 http://www.nutcache.com/?p=41345/ No living creature wants to feel that they are being overpowered by an employer, or anyone else for that matter. There is a distinct difference between feeling that there is an effective leader on site and the feeling of being oppressed. Empowered Employees Are Engaged Employees Empowering employees is a simple process that begins with [...]

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No living creature wants to feel that they are being overpowered by an employer, or anyone else for that matter. There is a distinct difference between feeling that there is an effective leader on site and the feeling of being oppressed.

Empowered Employees Are Engaged Employees

Empowering employees is a simple process that begins with the mindset of the management. The first rule in empowering the staff of which you have been chosen to lead is by looking at the responsibility as a privilege. Understanding that no human being is in charge of another human being is key. Your responsibility is to get a certain work goal achieved with the help of some other staffers. Those staffers should be useful in the process. “Underlings” are never useful, they are burdens.

Staffers who may hold a subordinate position at work are ultimately equal. Having a leader with the right mind set doesn’t make the people in subordinate positions feel overpowered. Having an effective leader makes the staffers feel confident that the work goal will be achieved if all work together. Naturally, someone must be a responsible leader to avoid anarchy and chaos.

Here are three ways to empower your workforce. When things work in harmony, it creates a much more productive and enjoyable work environment.

Let the Staff in on the “Big Secret”

Having a clear understanding of how all of the different roles at the company interplay to achieve a certain work goal is a great idea to make your staff feel empowered. Many supervisors make the mistake of doling out orders without explaining to the staff why they are completing a task, or what others in the company are doing in relation to one another. Consider that your employees are intelligent and capable people who can handle the idea of the bigger picture. Be transparent so that they can understand how to become a leader as well.

Let Them Manage Their Own Work and Time

Being overpowering doesn’t necessarily mean being too dominating or assertive, it can also be when you don’t give your employees any independence. You will find your employees will become much more productive when they’re able to manage their own time, as opposed to being told when they must work.  A great way to accomplish this is to make use of time and attendance software which your staff can use to allocate their time to tasks, as well as clock-in their hours.

Such software is also beneficial to management, as it provides reporting data which gives accurate insights into employee progress. Because it’s system based, managers do not have to worry about independently observing staff. They can still manage the entire workforce without coming across as overpowering.

Innovation in Practice

Having a clear defined sense of yourself will lead to becoming a great leader. Terrible and overpowering bosses are born out of intimidation and insecurity. Consider using a “suggestions box“. Staffers can make their ideas anonymous if they choose or let everyone know their suggestions. If the employee wants to try a different approach to a work problem, try implementing it for a period of time! Can you imagine the empowerment benefits of this effort? It will make the employee feel like he or she is contributing to the company in a major way. If the new idea is useful, incorporate it into the structure of the company.

Resist the notion of taking credit for the idea yourself or the idea of competition in the work place. As an effective leader, you will get credit for having the audacity to try the idea. Only healthy competition is allowed on your team. Encourage the other staffers to come up with a more innovative approach.

Stimulated brain cells can exist in any work place. Having genuine relationships with the staff about what the work goal is keeps every one focused on what needs to be achieved. This empowerment approach works from the largest corporation in the world to the burger joint on the corner. People are employed at a certain venue for a period of time. Even what could be considered a dead-end job can be done well with empowered employees who are on their way to something bigger and better. Encouraging leadership potential in a concrete and realistic fashion will stay with the employee for a lifetime. The right attitude is the key.

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How to Engage Employees – A Complete Guide for Managers http://www.nutcache.com/blog/how-to-engage-employees/ http://www.nutcache.com/blog/how-to-engage-employees/#respond Mon, 10 Apr 2017 11:00:40 +0000 http://www.nutcache.com/?p=41105/ One of the key factors to running a successful business is knowing how to engage employees. If the leaders of a business or organization understand the level of passion their workforce has for the job, they are a step ahead of the competition. As a manager, you want your employees to have pride in [...]

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One of the key factors to running a successful business is knowing how to engage employees. If the leaders of a business or organization understand the level of passion their workforce has for the job, they are a step ahead of the competition.

As a manager, you want your employees to have pride in what they do and in the company they work for. Those who work with purpose put forth their best efforts; a practice that can only benefit the goal of your organization. It’s important to look at every aspect of why people do the work they do and what drives them to do it.

If you are operating in a managerial position, getting to know your employees will be a key part to a successful evaluation of how engaged your staff is. From their backgrounds to their hobbies, skill sets, family life, all the aspects of your employees will end up becoming part of your workplace environment. Arming yourself with the knowledge on how to blend that into a productive, positive environment is an important skill to have as a manager.

Ask yourself, just how much do my employees genuinely care what happens to the company’s future? Are they dedicated to helping it expand and be successful? If you aren’t sure of the answers yet, it’s okay. There are ways to determine the level of employee engagement among your staff, as well as learn how to engage employees.

What Is Employee Engagement?

Employee engagement is more than just knowing whether someone likes their job or not. Measuring employee engagement lets you know how committed they are to the business and its success. It tells you how motivated they are and how emotionally invested they are in the work they are doing.

For an employee to be engaged, they are motivated to work hard towards a common goal that is in line with the company’s vision. They will be committed to the values their organization represents. Engaged employees will have a clear view and understanding of the objectives of the work they are doing.

Understanding the level of engagement is the first step in utilizing this knowledge to your benefit. The next step is working on improving employee engagement within the organization or business. As a manager, creating a workforce that is not just happy, but engaged and motivated to produce, will clear one hurdle on the path to success.

Going beyond the basic employee engagement definition, managers should know that there are two primary focuses of this practice. Not only should you understand their level of engagement with the company, but also with the managers. The latter is a look at how these employees feel about their direct superiors and whether they feel they are treated fairly.

Employees with higher levels of engagement with their managers tend to feel they are getting direction on the work they do, and feedback on their performance. These employees will have a mutual feeling of respect with their managers, which also lends to the sense of being a valued part of the company.

Organizations that implement an employee engagement strategy can most likely say that their workforce has faith in their leadership and they believe the company acts in a fair and respectful manner. When high levels of employee engagement with the business itself are partnered with observant and caring managers, all facets of your business increase. It allows for an increase in production, elevated customer satisfaction, and worker competency to be at an all-time high.

What Do Employees Need to Feel Engaged?

A few factors to consider in this area are the company and its leadership. You can’t expect your staff to become engaged if there is no clear and decisive message for them to embrace. Before you can start to measure their level of engagement ask yourself the following:

  • Are your company’s goals and visions clear and concise?
  • Do the employees understand these goals?
  • Is there a clear link between the employee’s work and the company’s goals?
  • Can the employees see how their work ultimately contributes to the success of the business?
  • Is the leadership of the organization present and able to motivate the workforce?
  • Are the managers equipped with the skills needed to lead a team to success?

When all these components are in place, you can begin to look closer at how well engaged your employees are. Taking a close look at the business and its leadership first can also help you further develop employee engagement strategies and practices.

employee engagement

Why Is Employee Engagement Important?

The idea of just having satisfied employees may be enough for some managers, but maintaining high levels of employee engagement is important for many reasons. When your employees are engaged, the workplace environment becomes a place of positive attitudes.

When employees are engaged, the office atmosphere improves, their actions are dependable and internal disputes are minimal, if not non-existent. Workers who are engaged feel like part of the team and in turn, work together to help lead your business to successful outcomes.

Several research studies have data that proves employee engagement is more than just liking a job and wanting to do well. These studies provide a more intricate look at why employee engagement is a vital part of your business model. They show the importance of this practice and how its results go beyond just increased productivity. For example:

  • Per the Conference Board study of 2006, engaged employees have been known to outperform disengaged employees by nearly 28%.
  • A Towers Watson survey in 2009 showed that companies with a higher level of employee engagement had a 9% higher shareholder return.
  • A report from the Center for Creative Leadership conducted in 2009 shows that 80% of employees with a higher level of trust in their management are more committed to the business, compared to the 25% who have a lower degree of trust in management.
  • The Gallup poll conducted in Germany in 2011 reported that, on average, people more engaged with their job are absent 3.5 fewer days than those who are disengaged.
  • A study performed in a psychological paper written by J.K. Harter and colleagues show that companies with more engaged employees have a 51% higher productivity rate when compared to those with a lower number of engaged employees.

The numbers are in, and they clearly point to the benefits of implementing engagement practices among employees. However, if you need a little more information on why employee engagement is critical, let’s take a closer look at what’s accomplished when employees are doing work they feel good doing for a company they enjoy working for.

Engaged Employees Are Likely To:

The idea behind maintaining or improving the number of engaged employees is based on research and studies that have been created to show just how beneficial it can be. Before discussing how you can achieve these results, look at some of the benefits.

Engaged employees are likely to help increase profit revenues every year. A study by the Workplace Research Foundation has found that by investing in your employee engagement by merely 10%, profits can increase by more than $2000 per employee. The same study also found that employees who are highly engaged are more likely to increase their productivity, often as much as almost 40%.

The benefits of engaged employees have a trickle-down effect throughout the entire company. Those who are showing up with feelings of pride and motivation to work provide a higher quality service to your customers. When customer satisfaction is high, profits tend to rise. In turn, shareholders received a better return on their investments.

Fostering a workplace environment where the employees feel supported and conduct their responsibilities within a team-focused atmosphere is good for the entire company. A business that has employee engagement strategies tends to have less sick days to account for. Companies with engaged employees can expect to see a reduction in the number of days of work missed by an average of four days per employee per year.

Those who come to work every day, do so because they believe in what they are doing. They feel as though they have the backing of the company they are doing it for and want to show up and work hard. They don’t arrive every day just to collect a paycheck. They have an emotional commitment to the work, which drives them to help the company reach its goals.

employee engagement

How Does One Go About Measuring Employee Engagement?

This concept measures engagement through an employee survey that works a lot like a personality assessment in that they both rely on benchmark data to interpret scores. Questions or statements such as, “I feel my needs are a priority in this company” or “my workplace is safe” will be rated by the employee on a scale of 1-5 on how strongly they agree or disagree with the statement. When the answers are received, they are compared to the benchmark data.

If you are unsure exactly how to measure employee engagement, start with a survey backed with benchmark data to receive an accurate assessment. An extensive style questionnaire with around 50-80 questions will allow you to have a well-rounded understand of many different areas related to employee engagement.

Now you have your survey and the results, what do you do with them? Interpreting the results is another matter entirely. Results will come to you in raw scores and T-Scores. The raw scores will give you the average of all the responses to the survey. Unfortunately, these results don’t allow you to draw any conclusions or tell you if employees are engaged or not. In times like this, having the benchmark data comes in handy.

If you can compare your data to that of other companies who have completed the same survey, it gives you a better determination whether the scores are low or high. T-Scores are one method of representing benchmark scores and tell you how your scores compare to other places. Upon evaluation of the survey and results using the above methods, employers can find out which percentile their employees fall when considering the different areas where engagement is measured.

How to Engage Employees

Now that you have completed your survey and interpreted your data, you need to know how to increase employee engagement. Once you have determined the areas that need reinforcement, there are many strategies you can implement to help drive your team to success.

  1. Get to know them. Sounds simple, and it is! Spending time with your employees and getting to know them is an easy and effective way to engage employees. Learning about their families, backgrounds and personal goals enables you as a manager to develop a stronger rapport with them. Find time in the day to say hello, ask them how their families are doing or inquire about their hobbies. This is a quick and straightforward practice that can make your employee feel like their presence is known and that you care about them as an individual. Research shows that employees who feel valued tend to be much more engaged in their work and performance.
  2. Provide them with the tools for success. As a manager, you not only have to oversee different facets of business, but you should be sure your employees understand what they are doing. Training within their specific job descriptions can offer them more confidence in what they’re doing. When one of your team members is unsure of what to do, or how to handle a situation, productivity can come to a grinding halt while they try to troubleshoot the situation. If it becomes too overwhelming, there is a possibility of a small hitch becoming a much larger problem. Even if additional coaching or training is needed, providing your employees with a strong foundation for the tasks ahead is a good step towards raising their level of engagement.
  3. Let them know how the company is doing. They are the backbone of the enterprise, and many times its success or failure will depend on them. For them to have a vested interest in the whether the business does well, they should be made aware of its successes, concerns, and struggles. Provide employees with a briefing of not only the company’s fruitful ventures but also the ones that didn’t work out so well. Allowing your team to know what works and what doesn’t grants them the opportunity to develop new ideas for the weaker areas, and continue to be proactive in the sectors that are working.
  4. Allow them to grow. You sat down with them for an interview and saw potential in their abilities to help your business grow. The team you’ve assembled was chosen for a reason. Now, as their manager, you need to give them the opportunity to show off their skills and ability to do their assigned task. Give them the room to branch out to do their jobs the best way they know how. Hovering and micromanaging is only going to result in added stress, and that’s a condition that no one can work well under. If an employee comes to you with a pitch or an idea that may not be what you are looking for, choose to respond in a way that won’t discourage them from continuing to try and develop other concepts. Offering encouragement and appreciation for their work is important, even more so when you may reject their first pitch.
  5. Support them and the authority you’ve granted. Many companies have various levels of management, all of which requires everyone to answer to someone. One of the important employee engagement practices to remember is supporting employees when faced with a tough situation. Regardless of your business type, employees will face adversity from your customers, as well as other employees. As a manager, you may be required to step in to rectify a situation, and sometimes it may mean choosing a side. A task that isn’t always easy, but supporting your employee and enforcing any authority they’ve laid out is important to the hierarchy of leadership within the company. As well as to their ability to feel supported in the work they are trying to accomplish.
  6. Recognize your team and their hard work. A manager recognizing and acknowledging a job well done is an essential motivator when developing employee engagement best practices. To be a successful manager, it’s good to understand what form of recognition works best for your staff. Words of encouragement can go a long way in this regard. A ‘good job’ or ‘thank you’ in regards to a task may be just what that employee needed to push forward, or to continue do just as well on the next project. Taking it a step further, consider holding an employee recognition day, or, if the company can, try offering a monetary bonus to those who truly go above and beyond. Recognition helps to foster positive attitudes and healthy behavior in the workplace which is a key factor to elevating the levels of employee engagement.
  7. Encourage teamwork among employees. There is a reason that people flock to team sports. When a group of people pulls together to win the big game, it often comes an infectious feeling that engulfs everyone around them—from teammates to the fans—the sense of camaraderie and success spreads to the masses. The same can be said for the workplace environment. When a large account or significant client needs your services, developing a strong team of employees gives them a sense of greater purpose. Pulling them together to work towards a big company goal can be incredibly satisfying, and allows them to bounce ideas off each other to ultimately meet the needs of your client. It adds a sense of cooperation, consideration, and confidence in not only each other but in the company, itself.
  8. Find employees that care about the customer. Research shows that engaged employees are likely to provide exceptional customer service. In today’s world where nearly everything is digital or online, customer service can end up being a secondary concern. However, if you look at the most successful companies, their employees maintain an excellent rate of high service to their customers. Occasionally surveying your client base and to find out what areas need improvement is a good way to keep your motivating your staff to improve their communication skills. If your employees care about the concerns of the customers, they are more willing to go above and beyond to help solve customer issues.
  9. Listen to and act on employee feedback. Listening to what your customers have to say is important, but so is listening to your employees. Having regular meetings to determine what areas of your workplace environment need improvement is an important part of keeping the employees engaged with the company. By using a company survey, or even a monthly meeting, giving your staff a voice is vital in making them feel like part of the company. If there is a situation within the internal workings of the company that goes unnoticed or unaddressed by management, it sends an unfavorable message to your staff. If they know that management cares, and hears their concerns, they will continue to maintain a high level of engagement instead of becoming despondent and disengaged.
  10. Create a workplace environment free of fear. So many business and companies tend to operate in a performance-based environment. This sort of atmosphere is a favorable environment for fear and uncertainty to grow in, so keeping employee engagement steady is especially important. Allowing your employees to make choices without having to run everything up to the chain of command, allows them great moments within their career. Coincidentally, these performance-based environments can also lead to the fear of getting reprimanded if their decision falls flat. Managing a business where employees are punished for mistakes or a wrong choice is a sure-fire strategy for staff to become disengaged and unwilling to take the risks sometimes necessary for success. This is another opportunity to choose a kinder, more positive approach with your staff that can still be effective, without diminishing their levels of engagement.
  11. Motivate, inspire and coach your employees. Not only should your employees understand the scope of their work, but as their manager, so should you. Creating a positive workplace environment starts with happy employees, but doesn’t end there. The tone is set by the managerial staff from the beginning, and a good way to achieve a positive tone is to be more than their boss; be the best coach they could have. If you see an employee struggling with a task, approach them to see if you can help in any way. Whether it is a pat on the back and words of encouragement urging them to keep trying or offering guidance on policy and procedure, they will see your willingness to help as a concern for their state of mind, as well as the company’s success. Many individuals throughout history who’ve been praised for outstanding accomplishments have had a good coach or mentor standing behind them. Be that coach for your employees.
  12. Let them show you how well they can lead. At some point, everyone takes off their training wheels and just goes for it. As a manager, there will be times when you are going to have to let your team take the lead and drive home the presentation on their own. For your employees to feel passionate about their work and strive for only the best outcomes, they need to know that the company has faith in them. A good way to show them that is by allowing them to display their leadership and skills without any interference from managers or owners in the company. If they don’t feel confidence, help guide and encourage them until they do. Even if the result isn’t what was desired, show them their effort, and hard work didn’t go unnoticed while providing constructive critique to help them grow.
  13. Encourage their personal development. Many times, the people who work for any given business only do so out of the necessity of a paycheck. Companies who retain employees with specific skill sets aren’t likely to face this issue. However, it still could ring true to some individuals on the staff. As you get to know your employees, you may learn about their personal hobbies and interests, even as far as learning what it is they eventually want to do with their lives. Think about the company and the different areas it may specialize in. Is there a better place for this employee to apply these additional skills? Does one of the secretaries have a love of graphic design? Maybe a warehouse worker desires to do more by upgrading his education to better serve the company as a distribution manager. Helping these employees reach a place within the company not only helps to encourage their development but allows you to retain them on staff in a capacity in which they could elevate their levels of engagement

“I’ve always believed that actively listening to employee feedback can be as important as delegating tasks and leading teams. When employees feel engaged and their opinions are given serious consideration, your organization is open to growing in a more organic and positive fashion. At 10x Management, we have a weekly call with all of our employees where we discuss weekly wins and learns: things we learned through experiences in the past week and how we can do better. We all take part in this call and it’s a great way to generate new ideas. What I love about startup culture today is that rebels are rewarded, not reviled. New companies do things completely differently. The old rules of how to innovate have been thrown out with the fax machines.”

-Michael Solomon, 10x Management Co-Founder

 

Employee Engagement Strategies

Now that you know why employee engagement is so important to your business, you can begin to look at the strategies to increase these levels. Let’s say you have conducted your survey, gathered the results, and discovered what areas need modification.

Maybe you’ve made a checklist on how to improve employee engagement, but now you’re not sure how to go about implementing these changes. A common mistake those in managerial positions tend to make is believing that these decisions need to come from the highest position of the hierarchy. The best way to carry on these strategies is starting with the employees, right up to the chain of command, to the bosses themselves.

Use and share the information from the employee engagement survey with all the department managers, empower them so they can take that knowledge back to their individual teams. When the employees are made aware of the results, you can then talk to them about their ideas for improvement. When they are part of the solution, they are less likely to be the cause of the problems.

As a manager, it is your responsibility to help lead the employees to be a successful, cohesive team. That starts with the collaboration of ideas to help rectify any issues that crop up through the survey.

Conclusion

Why is employee engagement important? The simple answer: because it motivates your employees to be productive and call in sick less often. A more detailed explanation is that a strong foundation to every business lies within the goals and values of that organization. From the founder of the company, down to the individuals who answer the phones, every single employee wants to feel heard, valued and trusted. They want to believe that the work they are doing has a purpose and that their time is appreciated.

Making your employees feel as though they are part of a team and that their presence in the workplace is necessary is a key factor in maintaining higher levels of engagement. Engaged employees mean productivity will increase, profit and shareholder margins increase and the results in customer satisfaction can skyrocket, leaving your company with a reputation that some only dream of having.

Finding a survey with aptly worded employee engagement questions, that is also backed up with benchmark data will be of utmost importance to begin answering the question of how engaged your employees truly are. If you understand how to measure employee engagement and find a solution to maintain the levels, your business can grow and rise to the top of the list among the competition.

By listening to your employees and hearing their questions and concerns, engaging them in personal conversations, and mentoring and coaching them to put forth their best efforts, you will be helping engagement levels rise. When the company can mirror the best efforts and reliability of their employees, it culminates in a successful business model where everyone is successful, passionate and engaged. In other words, employee engagement is a necessary part of the blueprints that will produce a workplace free of fear, one flush with ideas and a sense of camaraderie among everyone within its walls.

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Business Writing Skills For Project Managers http://www.nutcache.com/blog/business-writing-skills-for-project-managers/ http://www.nutcache.com/blog/business-writing-skills-for-project-managers/#respond Mon, 03 Apr 2017 11:00:11 +0000 http://www.nutcache.com/?p=41260/ Most of your communication at work is going to be through the written word. This is why it’s so important that your writing skills are up to the task. If they’re not, confusion can arise. As a project manager that’s the last thing you want. Here’s some of the skills you need to adopt and [...]

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Most of your communication at work is going to be through the written word. This is why it’s so important that your writing skills are up to the task. If they’re not, confusion can arise. As a project manager that’s the last thing you want. Here’s some of the skills you need to adopt and improve to get the most out of your work

Use simple language 

You’re likely going to be working with several different teams at once, which means each team is using their own vocabulary. If you use one team’s vocabulary in communications, the others will be confused or even irritated by your approach. Instead, try using simple language, free of the jargon of any team. That way everyone can easily understand what is needed from them.

Show the bigger picture 

It’s easy to get bogged down in the details when you’re working on something important. The graphic designer may be stressed about what the engineer is doing, or the copywriters may be worrying about deadlines. Rather than letting things get bogged down, show them the bigger picture. If you focus on your shared goals, it’s easier to work on your part without getting worried about everyone else’s.

Proofread thoroughly 

You probably think nothing of dashing of an email and sending it, without even reading it back. In fact, everything you write should be proofread before it’s sent. A simple grammatical error can give entirely the wrong impression, meaning you have to do some work by explaining what you actually meant. Proofread beforehand, and you avoid this slip up.

Keep it to the point 

Do you read emails that are too wordy and don’t get to the point? Of course not, so your team won’t either. A good tactic is to put the main point in the first sentence of your email, and use the body of the text to elaborate on it. Still, keep it as short as you can though. As you know, everyone’s time is precious.

Each communication should serve a purpose 

Before you send anything, be sure that your communication serves a clear purpose. Be obvious in what the goal of the communication is, and don’t include other unrelated requests at the same time. It makes things easier for everyone when they know what’s expected of them.

Useful writing tools 

When you need help with your writing, give these tools a try. They’re all proven to make the writing process easier:

Easy Word Count: This tool will give you a quick and accurate word count of your text. Perfect for making sure your writing isn’t getting too long winded.

Essay Writing Service: This proofreading service is one you should bring in when you have important copy to publish. They’ll proofread and edit it before it goes live.

Cite It In: If you’re using other sources in your work, use this tool to make sure they’ll all cited correctly.

Assignment Help: When you have important emails or announcements to write, bring in these writers. They’re the experts in putting together essential communications.

Paper Fellows: If grammar is your weak point, this is the place to go. You can consult with experts to get your skills up to scratch.

Custom Essay: The editors at this service can get any piece of writing polished up and ready for publication in no time at all.

Everyone needs to work on some aspect of their writing, so identify where your weaknesses lie in this list. Just by making a few adjustments, you can get the most out of all your communications.

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Project managers it’s time to rejoice! http://www.nutcache.com/blog/project-managers-time-rejoice/ http://www.nutcache.com/blog/project-managers-time-rejoice/#respond Wed, 29 Mar 2017 11:49:14 +0000 http://www.nutcache.com/?p=41170/ Nutcache’s latest update brings new features and improvements that will make it much easier to follow your projects’ progress, thus ensuring better planning and a more effective allocation of your available resources.   Beefed up board cards Nutcache users who manage their projects through collaborative boards will be pleased to hear that the board cards [...]

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Nutcache’s latest update brings new features and improvements that will make it much easier to follow your projects’ progress, thus ensuring better planning and a more effective allocation of your available resources.

 

Beefed up board cards

Nutcache users who manage their projects through collaborative boards will be pleased to hear that the board cards have been improved as they now record more information to better track the progress of the work to be performed. From now on, the cards will let you set the planned start date of a card vs. the actual start date, the estimated time vs. the actual time and even link the card to an existing project task. The concept of card complexity is also introduced as an alternative mean to properly evaluate the required work, aside from the time estimate.

board cards

 

Know where your projects stand with the project dashboard

All this new data collected on the board cards will be processed and converted into indicators added to the project screen, providing users of the PRO and Enterprise editions with a valuable dashboard to monitor the progress of a project either globally by summing the data from all related collaborative boards or one board at a time.

project dashboard

 

The data grid under the project performance indicators displays the progress of the project-related cards broke down by task:

task status

 

 

Assign multiple project managers to a project 

Good news for companies who run projects with more than one project managers. Nutcache now lets you assign multiple project managers to a project. However, be aware that all project managers benefit from the same set of permissions.

multiple project managers

 

Speed up project creation by adding tasks automatically 

A new option has been added to the task type maintenance screen making it easy and quick to automatically add a task of the specified task type to all new projects.

project task

 

 

Project invoicing made easier and quicker 

Invoicing a project, or a client, has been made easier and less frustrating. From now on, you will no longer lose the project list configuration when creating an invoice for a project or a client. Billing a client or a project will open the invoice in a new tab, leaving the project list intact, thereby accelerating the overall billing process.

invoice project

 

Among the other improvements introduced with this update is the sign up process overhaul redesigned to better guide users toward the most appropriate edition of Nutcache.

Let us know below what you think about this latest update. We’d love to hear your feedback!

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Why Time Management Matters http://www.nutcache.com/blog/why-time-management-matters/ http://www.nutcache.com/blog/why-time-management-matters/#respond Thu, 23 Mar 2017 11:00:02 +0000 http://www.nutcache.com/?p=41095/ Time is money. There’s no time to lose. Time waits for no one. It’s only a matter of time. We’re in a race against time. There’s a reason that so many expressions in the English language revolve around time. It is our most important non-renewable resource. Time runs our lives in a lot of ways [...]

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Time is money. There’s no time to lose. Time waits for no one. It’s only a matter of time. We’re in a race against time.

There’s a reason that so many expressions in the English language revolve around time. It is our most important non-renewable resource. Time runs our lives in a lot of ways – it forms intangible boundaries of what we can achieve. We only have so many hours in the day to accomplish our goals, and that is why time management is one of, if not the most important skill that people can learn if they want to be productive. It’s surprising because so many people, yours truly included, have trouble with time management. I know I always seem to take as much time as I possibly have to accomplish something. There’s a name for this, it’s called Parkinson’s Law, and it states that “work expands so as to fill the time available for its completion.” In other words, the amount of time it takes to complete a task is the amount of time you have for the task. But for those of us who would rather live ahead of the curve, not constantly be scrambling to fulfill a deadline, there are a number of steps you can take and tools you can use to better manage time.

As the founder of a thriving tech talent agency, 10x Management, and as the co-founder and administrator of 2 non-profit organizations (not to mention being an active husband and father of two), I have learned the positive value that effective time management has on one’s life. Keeping a calendar, setting realistic goals, and respecting other people’s time are all very helpful in managing time, but living up to your own expectations might be the most important accomplishment you can achieve. No one wants to be late, or wait until the last minute to do something. But we are all guilty of it at one time or another. Here are some helpful ways I have learned to take control of time:

  1. MAKE LISTS and know what you want: I cannot overstate the importance of making lists for yourself. Everything becomes tangible with a list, and it becomes easy to track tasks and check things off when you accomplish them. Whether this is on your smartphone or on paper, a list of goals is absolutely paramount to time management and organization. After all, if you don’t know your destination or the aim of your goals, you might not be reaching towards anything concrete. When I have an end goal in mind, it becomes easier to be disciplined around that goal.
  2. Use technology to your advantage: You have a supercomputer in your pocket that will alert you, remind you, guilt you, and reschedule for you if you use it. Here are a number of apps that help with time management and time tracking that you can install on your smartphone. 
  3. THE CALENDAR KNOWS ALL: Use a calendar. I know it sounds simple, but a calendar is your best friend in the world, and it will also keep your actual best friends happy because you know when and where you’re supposed to be somewhere, and you’re not letting anyone down.  
  4. Set specific deadlines in meetings: Start calls and meetings by telling people you have a hard stop at x time. Warn them 10 minutes before. You will know when that is because you will get a calendar reminder for your next activity. You might think this is rude but it is actually the opposite: you are respecting their time as well as yours while giving them the opportunity to get anything else important done. You can also always schedule a time for follow up.
  5. Downtime can be useful: Use your travel and waiting time to knock out tasks like email. I can usually clear my inbox of most items on my way back from a meeting while traveling (including walking) simply by using the dictation capabilities on my phone. It does take a moment to get used to dictating punctuation but the ability to take care of those things on the go, in waiting rooms or in any other idol moment, frees me up to do more important things when I get back to being stationary. By clearing myself of the reactive things which require my attention while I am on the go, I can focus on being proactive when I get where I am going or tackling longer term tasks that can’t be done while in motion.
  6. Look at the day ahead: Each night, take a look at what is on task for the upcoming day. This allows you to be prepared, choose your wardrobe for the day ahead, and notice conflicts that may have arisen ahead of time so things can be canceled or adjusted ahead of time. Google Calendar allows you to set a reminder to get a day’s event by email which is another way to do this.
  7. Look at the week ahead: On Sunday nights, it is helpful to do a look forward at the week. This gets your mind ready for what is to come and is also an opportunity to schedule any goals you have.

These are simple tips. I know, writing things down, keeping a calendar, and making lists sound like mundane tasks that won’t actually make a difference. But you’d be surprised at what a difference they will make in your life. Having constant reminders of what needs to get done is actually the most effective way to make sure that things get done. So start organizing your life, and managing time will take care of itself.

 

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Project Management Tips for Beginners http://www.nutcache.com/blog/project-management-tips-beginners/ http://www.nutcache.com/blog/project-management-tips-beginners/#respond Thu, 16 Mar 2017 12:37:12 +0000 http://www.nutcache.com/?p=40929/ Congratulations, you are contemplating the first steps in your very own startup project. We all have different endeavors in life that we choose to pursue. While making the decision to contribute to your passion on your own innovative terms, you can expect to conduct a lot of planning before seeing your project in full-swing. Maybe [...]

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Congratulations, you are contemplating the first steps in your very own startup project. We all have different endeavors in life that we choose to pursue. While making the decision to contribute to your passion on your own innovative terms, you can expect to conduct a lot of planning before seeing your project in full-swing.

Maybe you are an experienced entrepreneur or just a creative mind with your own individual aspirations and some good ideas. Regardless of your level of experience, all you need to oversee successful project management is the ability to establish and commit to plans and an understanding of basic project management tips.

Utilizing these principles applies universally and will time and time again- no matter what your academic or professional credentials are, these principles will help give your project management skills the shot in the arm you are looking for. Regardless of the direction you decide to take in the startup world, an understanding of basic project management theories and an understanding of your passion are your most useful tools.

Project Management Tips for Beginners

Laying a solid foundation is key, so let’s start at the beginning. Resourcefulness and adequate planning are essential components in implementing these project management tips. If you find that you don’t succeed initially, just remember that this is perfectly normal; some of my most well-thought-out projects have failed to see the light of day.

When this happens, find ways that you can either expand upon your idea or more practical ways to make it come to fruition. Sometimes, the second option is not always as simple as it sounds, if not impossible at times. If after exhausting all potential resources and ideas, you may just want to move onto something else.

This isn’t to say that you had a bad idea or that the most basic management techniques can’t be applied to your scenario. Sometimes, we lack a certain area of knowledge or necessary funds to make a particular idea a reality.

One important element to consider is accepting inevitable failure at some point or another. While this may sound a bit dramatic, no plans can be created without overcoming certain obstacles. Sometimes, we might simply not be able to overcome those obstacles. If you reach this point, it’s useful to reanalyze your approach or even your original idea.

If you find that your idea is feasible by using whatever and whoever may be of significant use to your project, it is time to put pen to paper. To see this through, you will want to set goals regarding the costs, scope of time, potential stakeholders, and professionals outside your area of knowledge. Naturally, you will want to make sure that such people possess the skills you need to fulfill your agenda.

These are just a few of the many basic theories that deal with project management. Even after you have developed your plan, it is wise to consider how you are going to maintain your project once it is successful. You will also want to consider further heights that you can take your project to. Think ahead of where you want to take it in the next 1, 3, 5, and even ten years.

Even though you might be establishing this project as a novice, you will want to consider just how far you can take your ideas or if you want to pass the responsibility off to someone else eventually. It is never too early to begin thinking of goals that you can set for the future, especially if you see that your idea was at least relatively successful.

One of the most humbling realizations for any new project manager is that they are most likely incapable of overseeing all aspects that make the project successful. One of the most important tips for project management entails reaching out to others.

This becomes a reality with the utilization of the most basic project management tips and tricks. Just having a useful idea for a project and creativity are not enough to oversee projects in their entirety, much less make them a reality.

If you are looking to generate a significant profit by maintaining a stable distribution of goods or services, you will likely need someone to help manage business accounts. You may also need attorneys to help draft necessary legal documents or patents, webmasters who will enhance the SEO and overall quality of your website, or any other specialist who is willing to contribute to your cause.

Your company will likely need help from many different professionals to oversee the project and may rely on attorneys, programmers, and people to manage their finances to keep the business sustainable. Still, these are minor components to consider in the grand scheme of the project’s objectives.

The principles that are universally applied to manageable projects are simple enough in nature. After all, that is why this guide was directed towards beginning project managers. If you have the proper resourcefulness and planning skills, working out the small details will most likely be the easiest and most enjoyable part of the project’s development.

Above all else, realize that you are not in this alone and that you will not be successful 100 percent of the time. You can reach out to other professionals that have knowledge in areas that can help your project. More importantly, use mistakes as an opportunity to overcome challenges that you might have. Repeated failures are best prevented when they have already been experienced.

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Time Management – A Prerequisite for Great Project Managers [Infographic] http://www.nutcache.com/blog/time-management-prerequisite-great-project-managers-infographic/ http://www.nutcache.com/blog/time-management-prerequisite-great-project-managers-infographic/#respond Thu, 09 Mar 2017 11:00:10 +0000 http://www.nutcache.com/?p=41038/ All great project managers understand and apply the techniques of effective time management; it’s a prerequisite to survive in this very dynamic field. An efficient and productive organization is one where employees have perfected the skill of time management seeing as there are quite a number of activities (personal and official) that demand your time [...]

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All great project managers understand and apply the techniques of effective time management; it’s a prerequisite to survive in this very dynamic field. An efficient and productive organization is one where employees have perfected the skill of time management seeing as there are quite a number of activities (personal and official) that demand your time during the day. Back to the project manager – It’s common knowledge that one of the constraints every project faces is time. Time cannot be stopped, paused or bought, this is why every good manager strives to maximize the use of time.

To successfully complete a project on schedule, the project manager would need to equip himself with the necessary skills for dealing with time-wasting tasks on a daily basis. A project that is not delivered on schedule will not only affect the budget that’s been designated for it, it will negatively affect the project’s resources and weigh on the morale of project team members.

Hassled, stressed out managers are a common sight in the project management industry and a common cause is that they spend so much time monitoring various activities and personnel that they forget to keep track of the time they spend on all these activities.  It is understandable that for a project manager striving to deliver good results at the end of the day, the temptation to micro-manage everyone is one that constantly hovers around.

However, history has taught us that prioritization, delegation and the ability to recognize time wasters for what they are, remain the bedrock of effective time management. Below are a few tips to help you make the best use of your time as a project manager.

time management tips

Should you wish to share this infographic on your site, please include attribution to nutcache.com with this graphic.

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What is Critical Path in Project Management and How Can it Help Me? http://www.nutcache.com/blog/what-is-critical-path-in-project-management-and-how-can-it-help-me/ http://www.nutcache.com/blog/what-is-critical-path-in-project-management-and-how-can-it-help-me/#respond Mon, 27 Feb 2017 11:00:12 +0000 http://www.nutcache.com/?p=40908/ The critical path method compresses complex projects into simplified lists, determining which activities are essential to keeping a project on schedule. Typically used in complicated bureaucratic agencies, the critical path method has found its way to the business sector, underlining the value of effective collaboration and time management. Critical Path of a Project Software can [...]

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The critical path method compresses complex projects into simplified lists, determining which activities are essential to keeping a project on schedule. Typically used in complicated bureaucratic agencies, the critical path method has found its way to the business sector, underlining the value of effective collaboration and time management.

Critical Path of a Project

Software can help with identifying and calculating the project’s critical path, which may be necessary for intricate projects. There are situations where the critical point can be identified without the use of secondary programs.

The basis of the critical path method is using the Work Breakdown Structure – or WBS. WBS resolves the project into actionable steps and manageable sections.

Start with the earliest task, and determine which following activities cannot be completed until this task is finished. The longest, more time-consuming task is the next step in the critical path. This process of picking a job and their dependencies is the basis of the critical path method.

What Is the Critical Path in Project Management?

Other projects can contain thousands of separate activities that cannot be executed without the input of dozens of employees and supervisors. For example, the onboarding process of a new project for a construction company may require prepared blueprints, foundation assessments, and building frameworks before the interior of a building can begin. Many of these activities occur at the same time, but most will require that previous steps are completed first.

As mentioned, software can interpret the process, but conservative assumptions are required, with project managers listing all necessary activities beforehand. Being conscious of how long an activity will take is important, keeping operations from becoming mundane or neglected.

Not only does the critical path in project management help a project to move along efficiently, but it reiterates what is expected from employees. Employees who don’t know what exactly is expected from them are largely disengaged, with a Gallup poll of professionals finding that only half of staff have a clear understanding of what is needed of them, with only 32 percent of employees noting that their managers help them set and meet performance goals.

What Happens When Critical Activities and Their Dependencies Aren’t Identified?

  • There is a waste of time. Staff work best and more efficiently when they are informed of the critical path and the amount of time and resources that each dependency requires. Without clear goals, there will be a waste of effort, time, and money due to a lack of priorities.
  • Secondary tasks will be prioritized. Unnecessary work will disrupt the flow of work in a project’s critical path. An epidemic, a percentage of employees utilize half of work hours on non-work-related activities, translating to failed arrangements and liabilities.

Duration of Projects When Using the Critical Path Method

Coupled with fixed activities and calendar deadlines, all subsequent activities before the initiation of a new task is given an estimated due date. Software modeling will show how long an action will typically take to be completed, as well as accommodate when an activity must be extended. This careful monitoring will help a project be efficient, even if there are unexpected delays.

A secondary aspect of the critical path in project management is emphasizing the role of employees and contractors. Each activity needs to have a designated resource, organization, or person that will be held accountable. Duration, delays, and costs are quantified in the form of a percentage. To help conceptualize the value of a task’s duration and value, I think it’s best to use an example.

In a hypothetical situation where the critical path method is applied, a contractor or a department is designated to complete a distinct task. Reports are showing that more resources are needed when available, with a contractor required for only 50 percent of their allotted time.

Percentages help shift resources accordingly to prevent under or over utilization. Resources in the form of capital and contractor time are used judiciously to make sure that a project is completed as cost and time efficient as possible.

Costs are estimated in the CPM report. Dependent and independent activities will have their costs and time requirements approximated, evaluating any additional costs for extended due dates.

Project Management Critical Path Tips

  • Using media to identify the critical path. Blueprints, pictures, and Excel spreadsheets are the hallmarks of the critical path method. Diagrams and an architectural plan are detailed as a point of reference to help distinguish dependencies and restraints.
  • Carefully review and monitor critical paths and their required tasks. It’s important to understand that even though time constraints are used in the critical path design, it is an accommodating methodology with an end-goal that can change from task to task as a project progresses.
  • Any tasks that take precedent to the following activity needs to be monitored to ensure that they fully developed. This method of project management can be considerate, but tasks cannot be ignored and needs to be factored in to make sure that a finish date stays consistent. Any slipped tasks will extend the due date, which in itself isn’t a problem – the issue is when an overlooked task isn’t noticed, and the due date is forced to be extended under rigid circumstances.
  • Dealing with multiple critical paths. Large projects can be broken down even further into sub-phases with independent critical paths. For large projects that will take many months or years to complete, it is important that tasks are departmentalized. Using this method, you can launch several projects with correlated sub-phases.

When used correctly, the critical path and project management systems will help you control the sequence of events. The critical path analysis has helped me classify tasks that have no float time, helping me break down and conceptualize the impact of aggregated activities and how it affects the finish date.

I – and surely, other professionals – have moments where I am engrossed with the fine print of a project, forgetting how peripheral activities influence a due date. Critical path analysis has influenced the culture of time management and will help your department stay on task while mitigating risk factors.

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We are off to a strong start in the new year! http://www.nutcache.com/blog/we-are-off-to-a-strong-start-in-the-new-year/ http://www.nutcache.com/blog/we-are-off-to-a-strong-start-in-the-new-year/#respond Tue, 07 Feb 2017 14:52:13 +0000 http://www.nutcache.com/?p=40664/ We hope you all had a successful start to 2017. Here at Nutcache we sure did as the update we’ve been working on for the past few weeks is finally released. We added some exciting and impactful changes to Nutcache to enhance your overall experience. Here’s what we released in the update: Project board templates [...]

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We hope you all had a successful start to 2017. Here at Nutcache we sure did as the update we’ve been working on for the past few weeks is finally released. We added some exciting and impactful changes to Nutcache to enhance your overall experience. Here’s what we released in the update:

Project board templates

Setting up a project board workflow to reflect your business reality can take time. So, in consideration of this, Nutcache now offers 4 project board templates to speed up workflow setup. You can now choose to create your own board and organize it the way you want or base your project workflow on a Kanban, Scrum, Weekday or Team members approach.

project board templates

 

Custom expense categories

PRO and Enterprise users will now have the ability to create additional expense categories to organize and track various expense types within their organizations.

custom expense categories

 

‘Duplicate’ feature in Projects

Because your work processes can be fixed, there’s no point setting up same projects with tasks, members and budget again and again. So Nutcache came up with the new “Duplicate project” feature, which lets you duplicate an existing project –with all of its content: tasks, members, budget, milestones—and use it as a template for your next projects.

duplicate project

 

Project specific tasks

Some changes have been made to the way tasks are managed in Nutcache. The task maintenance screen is now used to create more generic task types such as Analysis, Development, Tests, etc., while more precise and specific tasks can now be created and added right from the project.

add tasks to project

 

 

Improved search function

We made Nutcache even easier-to-use by making some significant improvement to the search by date function within lists. Searching within lists is now much faster and more intuitive since you can limit your search to a predefined date range or create your own date range.

search records by date range

 

Whatever the time of year, the Nutcache team is always working hard to enrich and improve your preferred management application, and it’s all yours to enjoy!

 

Boost your productivity today! Log in to Nutcache.

 

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