Hiring the right employees for your business can be a challenge. Most of my clients were adamant that they have excellent recruiting processes. The people they hired went through rigorous interviews, had great backgrounds, and should be performing at expected levels. However, the key performance indicators where telling a different story.
Key Questions to Ask Yourself
Dismissing the usual answer – “the employee must have lied during their interview” – we dug deeper and asked these key questions:
Are expectations clear?
Are expectations realistic?
Is management sending mixed messages?
Does the person have the tools to do their job well?
Is the organization creating any barriers preventing them from doing their job well?
Hiring the Right People But For the Wrong Jobs
After asking all the key questions, management realized they were hiring the right employees, but for the wrong jobs. The people they hired were a good fit for their core values and were well-credentialed. They just were not what these companies needed in order to produce the required outcomes for the jobs at
Networking in all areas of your target industry can be a great idea. There are strategies you can use to build a solid network and establish good professional relationships. Find out more about the field you are interested in. Attend conferences, read blogs, and do everything in your power to become more knowledgeable. Networking allows you to absorb information from multiple sources and with a variety of perspectives.
Networking with friends is a great way to find a job. Ask them if they are aware of any place that is hiring, and see if they would introduce you to them. Recommendations are one of the best ways for you to land a job.
Treat the world as your classroom. You might need more skill in order to get a job. It is important for you to take the opportunity to learn as much as you can so you can get a better job. The Internet has several options for virtually anyone.
Go back to school to improve your education. Job hunting often
What’s Your Purpose?
Happiness is that state of consciousness which proceeds from the achievement of one’s values.”
— Ayn Rand
“If you want to get somewhere you have to know where you want to go and how to get there. Then never, never, never give up.”
— Norman Vincent Peale
“One can never consent to creep when one feels the impulse to soar.”
— Helen Keller
“People are not lazy. They simply have impotent goals, that is goals that do not inspire them.”
— Anthony Robbins
What’s Your Purpose?
Every successful business leader has a clear answer to this vital question: Why are you building this company? Who does it serve and what’s your greater purpose? Answering these questions costs you very little, and it can pay huge dividends.
For some entrepreneurs, the primary purpose is simply to create a business that can be sold. They have a talent for seeing a need and designing systems to meet the need while making a profit, and they love starting new businesses.
Spa employee reviews can be tense and dreaded but they don’t have to be! Every spa business should hold employee reviews annually around the date of when the employee began. There are many different reasons to perform employee reviews and they are beneficial to both the spa employee and the spa owner/spa manager.
A good employee review will accomplish the following:
Improvement in quality of work
Discussion of advancement opportunities
Increased job satisfaction
Eliminate the stress of a spa employee review by following these five simple steps:
1. Be Consistent
It’s vital to keep spa employee reviews consistent. You want to set the pace and build expectation within the business. Communicate clearly when and where the review will take place every year. Set the appointment at least ten days in advance and makes sure you give your employee plenty of time to prepare. Keep in mind that whether you’re conducting a review with a spa manager or spa front desk worker, the reviews should be handled the same. Pick a place to hold the spa employee review that’s private and where there will be no
Whether you are an individual employee, contractor, department or a stock owned company at some point you need to answer the question – How Much Are You Worth? The challenge isn’t necessarily to get the number correct, as it is to living up to the expectations.
Someone that is applying for a job usually will need to negotiate their salary at some point unless it is a fixed entry level position. Knowing what the market rate is and how qualified for the position the employee is determines a wide range to negotiate within. In some cases the proposal process for a contractor is very similar except the budget is a bigger part of how the proposal is formed.
Departments and companies are assessing their worth on how well they meet goals and reach their potential. Companies will often close departments that don’t perform up to expectations just like stock holders will sell their stock in companies that fail to meet earnings potential.
Some Human Resources and Training functions like to skate along believing that their role is so vital and indispensable that no matter how well or poorly they perform their world will remain untouched.
Winning the respect, trust and confidence of line managers and making a difference
Ask many line managers what they think of HR managers and you will get a variety of views from the positive to the most damning.
– “Excellent. Very professional.”
– “Very responsive, supportive and helpful”
– “Great if I can ever get hold of them”
– “Talk their own language. Not really in touch with the needs of the business. A bit flakey”
– “You mean the dead hand of HR!”
As the issue of effective HR management has grown in importance over the years so has the need for HR managers to be both responsive and proactive in meeting the needs of their developing organisations.
Clearly it’s important that an organisation’s employees are paid on time, they are able to access the benefits they are entitled to and can receive straightforward help and advice from HR when needed.
This operational piece of the HR management responsibility needs to be reliable and responsive in every respect. Getting the basics right is all important.
So is partnering with line managers in recruitment activities,
Difficult employees come in all shapes, sizes, and degrees of difficulty. They range from mildly annoying to vindictive, with some employees chronically showing up for work ten minutes late, and others actively working to have you fired.
Workplace behavior may vary from one difficult employee to the next, but they share many of the same tendencies. They may be manipulative, chronically dissatisfied, or passive-aggressive. Instead of taking responsibility for their behavior, they blame everyone around them — including you — for their problems. Their negative behavior often spills over into the general work environment, causing disruption among other, better-performing employees.
What Difficult Employees Have in Common
• Difficult people create problems with you and your employees. Their behavior is divisive and disruptive. They deliver further negativity by seeking allies, which lead to factions and a divided workplace.
• Difficult people know how to get attention. They value negative attention as much as praise, and have likely already been deemed “difficult” by other managers.
• Difficult people may cultivate powerful friends in the company and use these allies to go over your head. Effective at building close relationships with upper management and human resources,
For most of us running the HR function today, it is not the same world when we entered the workforce. In fact we are dealing with recruitment, training and retention issues that have never presented themselves in prior generations. With no personal experience to draw from, we have to find out what motivates today’s entry level employee and what it would take them to consider a career in banking.
While we have always been a safe haven for the college student to work part-time while getting a degree in their chosen profession, we could easily be developing all of our younger staff for life-time careers in banking. And while it is a good thing to know what motivates each individual, it is more important that the bank recognizes that many young people want careers and not just a job.
Yet let’s begin with a simple benefit of working in banking that even for the job only seeker is attractive over other part-time jobs. Banking is not a seasonal job, and when it comes to scheduling hours can be a very stable environment. Most retail and service jobs that attract the younger worker have revolving doors because
Finding a career can be a difficult and frustrating task. Maybe you only need a job on a temporary basis while you’re in between careers or transitioning from one stage of life and the next. Keeping your resume or CV up to date, writing cover letters, and pounding the pavement can be time-consuming. Why not let someone else do the arduous work for you? Businesses understand that everyone has different needs when looking for a place to work, and employers have different needs when looking for workers. However, they are always seeking to hire skilled workers who are efficient at their jobs. A business is only as strong as its employees, and for that reason, some companies use an employment agency to find potential staff.
A dedicated team can be what you need to place you in the proper field. Looking for a job is a job in and of itself. It makes sense to get as much help as you can. Why not sign on with someone whose career it is to find you a position? You need a devoted staff to help you find the right fit. That’s where a staffing agency comes in. When
People skills in the workplace are important skills many people do not have, unfortunately. Workers are often thrown together with people who have alternative personality types, world views, intelligence levels, refinement levels and the like. These people are thrown together in a small building, oftentimes in one room, where they will spend an average of eight hours a day together. Many interesting and detrimental things can happen when someone lacks workplace people skills. Just a few of the mishaps that can occur are:
- Verbal Arguments
- Physical Altercations
- Lingering Animosity
- Code of Conduct Violations
- Trust Breaches
- Job Loss
- Customer Loss
- Reputation Tarnishing
Lack of workplace people skills can hurt the workers, the management staff and the business. However, workers and businesses can do the following to help ensure that they improve workplace people skills:
Take a Course
One thing that an employer can offer is a special course before new employees start. People can try to find courses on their own before they start a new job, as well. Many companies and websites offer people skills seminars, classes and courses.
Employees do not have to be in the dark when it comes to getting along with other people. People skills are
High on the list of what most people dread is the meeting that is an utter waste of time.
It may have started with an agenda, but it got derailed. Half the people don’t even know why they were asked to attend, because they can’t see any relevance for them.
So they sit there, dutifully listening to the drone of voices, trying to stay awake and wishing the coffee was better. They make grocery lists on the side of their important looking file folder. Even people with excellent listening skills are challenged to stay focused.
When it ends and they return to see the work still piled high on their desks, they are even more disgruntled, and they question the management skills of their bosses.
Meetings that don’t make the grade promote employee disengagement and do nothing to help companies meet their challenges.
If you need to have meetings, and you do if you are to strategize and get everyone on board for key projects, you need to ensure that they have a clear intent.
That intent must be identified not just by the person organizing the meeting, but also by those
To discuss something face to face is the most common reason to have a meeting. It could be a new opportunity, a new idea, a problem, to reach a decision about something, or to brainstorm something. But it all boils down to a discussion as well as to face-to-face interaction.
Although communication can be done in various ways nowadays because of the different tech advancement including via email, phone, post or newsletters, communicating in person still can’t be replaced. This form of communication will allow you not just to hear what is being said to you but also having access to clues hidden in the speaker’s tone of voice. Be reminded that observing the body language and facial muscles is very crucial as this will allow you to read the reaction of the person to what you are saying. Experts emphasized that only 7% of communication is spoken. The other 93% is composed of 55% body language and 38% tone.
Meetings comes in all sizes and shapes, from weekly meetings to annual conferences to impromptu chats. Meetings have important roles in the life of your business; hence, much attention must be given to the planning, execution
One Idiot Boss.
One and all, who’s ever had a boss might agree to it. Let’s first discuss the Symptoms:
- He irrationally rejects your ideas and discourages you personally.
- Whenever he is around you feel depressed or cynical.
- You wait for him to leave, so that you could resume your job search.
- He talks stories and discusses people and not figures.
- He compares you with a random chap from a different department.
- Your skills and talents are no concerns to him.
- He is not decisive and has wavered minds.
- No matter what, you just crave to call him ‘A Pothead’ on his face.
Did that ring a bell? A name, far or near, you have ever met until now?
This mammal might not be so exotic at first glance; however, time heals everything!
At times wonder if anything could be worse than working for a stupid boss. I have read articles related to topics similar to – how to avoid politics at work place, reasons why employees are not promoted, etc. and may be, I would want to receive guidance on how to deal with an immediate manager who is stupid!
It’s not only with reference to enough qualification,
The digital age has always echoed for a more streamlined way to work in order to gain momentum. There is no second thought that this Internet-reliant workforce is transforming intricacies into convenience. But, is this modernization making any change in the sick mentality of Hypocrites? A recent study reveals that corporate world is accompanied by more than 60% of Hypocrites who act as a roadblock to overall company success.
Companies that are successful or on an edge of winning wheel prefer to strengthen their bottom line by leveraging right technologies followed by well-designed strategies and informed decision making. It goes without saying that those sticking to British rule (1858-1947) remain mid-sized or underprivileged setups. To put it directly, they cannot derive full value out of their investment; neither can they make their employees happy.
A study by behavioral economics reveals – some of the corporate strategists who take critical decisions consciously are on the account of cognitive biases, which deviates them from making rational calculations. Despite growing awareness of behavioral economics and efforts made by erudite professionals, most of the employees have a justifiable difficult time when encountered with the same. It’s no
A Simple Trick to Let Go of Interpersonal Tension at the Office
Ever felt unfairly passed over for a promotion? Snubbed by a co-worker? Let down in a group project? While the office is full of opportunities to get ahead, personality conflicts with difficult co-workers can hold you back, draining your energy and distracting you from your goals.
Do yourself a favor and bury the hatchet on old grudges at the office. These conflicts only add stress and anxiety to your life, and they’re not worth wasting a precious moment of your energy on.
Of course, if someone is genuinely harassing you or keeping you from doing your job, then you should take other steps, like escalating the issue to HR or finding ways to work around them. But if it’s really just a personality conflict or residual tension from past incidents, then do yourself a favor and learn to let go.
How do you get out of the old rut of irritation, you ask? Try this trick, which many of my clients have found success with:
3 Steps to Let Go of Interpersonal Tension at the Office
1. Jot down a
Love is an interesting business subject. I’ve written about loving your job, being in love with a co-worker or working with a spouse you love. But what if you are working with someone who is totally self-involved, in love with him or herself… a narcissist?
We may toss the term around, but narcissism is a real psychological condition in which one has an excessive interest in oneself-far beyond what is normal. While positive self-esteem is important, there’s a big difference between having a positive self-image and believing in one’s superiority to others.
The term comes from a Greek myth about the beautiful Narcissus. Upon seeing his own reflection in a pool he fell in love with it. He didn’t know it was his own image and fell in the water and drowned because he was unable to stop looking at himself.
A narcissist, while often entertaining, puts strain on relationships. It becomes especially difficult in a professional environment where people’s financial futures are on the line. Having a boss or co-worker who feels that he or she is the “smartest” or “most accomplished,” can manifest itself in a refusal to listen to other’s ideas or
The feedback received regarding job training programs for adults on the autism spectrum has been unilateral, for the most part. That is, we have heard from organizations dedicated to providing essential tools and skills to participants on the spectrum seeking employment. Training ranges from improving interviewing techniques to enhancing pre-employment tests performance, with the outcome making a positive impact within the market place. Further, there have been comments directly from individuals on the autism spectrum, as it relates to the benefits received from job coaches and training programs. It should be noted that companies providing these services for adults on the autism spectrum are doing exceptional work and are making a difference in the lives of their clients. Moreover, the level of commitment and compassion involved must not be overlooked as efforts are focused towards the amazing goal of transforming lives.
With that in mind, we are witnessing more of these young adults entering the job market with enviable pre-employment skills. However, despite focused preparation, the employment numbers remain dismal for autistic adults. There are several reasons worthy of exploration that provide valuable insight to the problem of job retention for workers on the spectrum. First, we
For those of you who left their organizations thinking you’d finally escaped the predatory clutches of your blood-sucking, despicable, horrendous boss who was responsible for your delayed marriage, shirking social-circle, unforthcoming future kids, never leaving backaches and larger than life headaches. For those who had a longer after party after the farewell of your boss in case he left for better prospects. Imagine for a second, I know it’s just a possibility but none the less still a possibility that you find yourself face to face with him. No I’m not talking of his avatar or replica but him in flesh and blood. I’m not talking about unfortunately bumping into him in a supermarket or outside a movie theater but him as your next boss in the next organization or worst still he joins back the same old organization he left for better prospects. Wooo!! Scary I know. Don’t shun the idea already, after all anything’s possible!
Now, now I know you must be going through all the karma theories which you have been subjected to over a long period by various babas and devis whom you might or might not readily admit to worshipping. Despite the