HortiTrends.com - HortiTrends Weekly Comment & News Digest June 21st

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HortiTrends Weekly Comment & News Digest June 21st

: 22 June 2012

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The news as usual speaks for itself this week if you have the time to read it, that is. Probably too busy and maybe relying on your trade associations to keep you updated and also to be making the right representations on your behalf to the powers that be.

Apart from poetry in The Silence of the Snails by Rónán Ó Snodaigh today's news is solely about horticulture politics and what decisions are being made for the horticulture trade on our behalf by the politicians. Horticulture related 'Dail Questions' gives you an insight in to who is asking and about what? We will be keeping you updated now and into the future. Behind the questions and politicians you would like to think that there are widely representative groups lobbying for the wider good. Probably not so. He who shouts loudest is usually the order of the day and it can often be the case that smaller interest groups are boxing over their weight.

Join your trade association or create a new one if you are not happy with your horticulture lot. Get active to make sure that the long term interests of your sector are being served and you are getting your 'piece of the horticulture political pie' so that decisions being made on behalf of your business are good for your business.

As we promised here is the next installment of the article that will teach you nothing that you don't know already. Just remind yourself. Dangerous Assumptions to Make for Your Business. Last week we brought you the first two assumptions and today we bring you three and four.

3. Staff are easy to come by these days.

We speak in equal parts to employers and job-seekers. Employers never cease to be disappointed with the response to job advetisements. They are all looking at the headline figure of over 400,000 unemployed. The very fact that someone is unemployed means that they are probably in reciept of housing support, medical support and possibley are being dealt with by the banks as someone in the unemployed file. The fear for them apart from possibly not being any better or even worse off is that to take a job, they risk losing the important medical and housing supports and that the bank is going to treat them very differently when they are in employment . Yes, the system is wrong so fix it politicians but give some sort of supports that gives workers a guarantee of a roof over their head and medical benefits for a period of time as they move back into employment!

BUSINESS CHANGE 3.

Put yourself in a potential employees shoes. Yes, its not your problem but be realistic about just how difficult it for them. Lobby government to make 'work' worthwhile. Let potential employees know that there is a long-term future for the right people.

4. Our staff are contented and are here for the long term.

Good staff are still like gold regardless of a Celtic boom or bust. The cost to your business and it's ongoing development when you lose a key member cannot be quantified. Taking for granted someone who you know is exceptional and not rewarding them will eventually lead to discontent. Sometimes its the simple things that break an employer/employee relationship. True Example: Busy Sunday period in garden centre and non-smoking staff member takes break to get a 'keep them going coffee'. Employer says no as "we're too busy". Staff member points out that staff who are smokers are going every hour on the hour for nicotine fix. Employer knows this but also knows that smokers will get cranky if they don't get fix. Tells exceptional employee that they cannot take coffee break. Employee obeys order. Hands in notice next day.

BUSINESS CHANGE 4.

Be fair, be nice and don't underestimate the drug that is called caffeine!

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