What are good approaches for setting up a performance based bonuses for employees?

There is likely a lot of background to this question, so it's difficult to answer online with one specific solution. To begin, "control freak" and "abuse of power" can be quite subjective terms. Objectively, in what ways do you feel he is overstepping his authority? Is this a recent event, or an ongoing concern? Has he been formally spoken to or reprimanded by senior management in the past about this behaviour? Hopefully your organization has policies in place to address behaviour like this. Setting clear expectations around what is and isn't acceptable, and turning to progressive discipline if necessary, often help the employee to understand the outcomes (possible suspension, demotion, termination etc), should they continue down this path. It's important however to first understand and deal with the root cause of this behaviour, not just the symptoms. Speak with the individual candidly and honestly, and ask them if they feel it's appropriate to behave like this, and try to reveal WHY it's happening. Perhaps they're having difficulties in their personal life, or they're stressed at work. Be respectful, and work with them as best you can. If you would like additional help, please arrange a call with me. I would be very happy to help you get through this in a way that is best for the employee, and your company.

That is an interesting situation and I am sure many others share a similar concern. I would recommend trying out Podio (free), it lets you create all sorts of templates to capture and work with information (text fields, categories, dates, etc). You can set it to receive e-mail for you and it will automatically insert the appropriate information into the fields (including attachments). You can decide if your staff only sees the name of the student and the attachment if you wish. You can also create a workflow that informs you when your staff members finish the corrections and are ready to be sent back. You can even use it to keep track of all pending essays, their progress and due dates so you are always on time. Let me know if you have any questions!

In order to even attempt to answer your question and a person would need a deep understanding of your business, the services/products offered, your business model, and maybe most importantly your market. And in my opinion discovering a powerful and effective USP can be one of the most valuable assets a business can have... No offense intended - But hoping to get the answer from people who don't have the required relevant information AND getting it for free is a bit of a stretch. I'd highly recommend you find an expert here on Clarity (there are several that are more than qualified) and invest some money and time working with them to help you with this. That call could be the best investment you make this year. Best of luck!

As the owner of your business, you should never feel threatened by the loss of an employee. Have a straightforward conversation with the employees to let them know that you are willing to take action if necessary. Work on assertive communication techniques that will help you hold the space. In my experience, some of the most challenging staff I have managed, have thrived after I have reset the expectations. As far as the threat of losing his, keep your feelers out for a possible replacement and start building the systems and processes you will need in place to train the replacement in the shortest amount of time. I work with entrepreneurs to build their businesses, address risk and strategy and work on leadership. I'd love to discuss this more with you and answer any questions you may have. Feel free to set up a call with me.

Bill for the project and set clear expectations of the number of revisions, etc. Extra changes are charged at a pre-determined rate (hourly, per change, etc). The idea is to keep the objective of the project in the forefront. Rather than "designing a website", you are improving the website the meet the goal of the client (perhaps to improve their conversion rate, for example). It gets very muddy when a client who doesn't know what they want starts getting involved in the design; "what if we change this from black to blue? Can we add a little more space between these lines? I like that picture, but can it have more pop?" These types of changes dilute the primary reason the client chose you -- for your design abilities. That is a main reason you charge for the project: a website that (we can all assume it will be fully functional, attractive, and in line with best industry practices) meets their goal of conversion. If you have done your due diligence, you will produce something that captures the "voice" of the client brand and the back and forth design changes will be avoided (in truth, they don't add or take away from the primary function or objective). This approach *only* works with clear communication and expectations upfront. Have wireframes approved early. Have mock-ups/colors/photos/text approved early. Explain that, once approved, any changes fall outside the scope and will be charged at XYZ rate. We don't go to auto manufacturers and ask that they change the size of the radio dial nobs or change the pitch of the seats. We are buying a product. Custom work can be spec'd out accordingly, with the appropriate price figure. Clients should not expect budget prices and unlimited revisions. Let me know if you have other questions -- happy to help.