It’s mid-year review time! We’re half the way through the year, so stop for a moment to take stock of how your team are doing. Hopefully you set them SMART goals earlier in the year. And hopefully you’ve provided feedback and guidance to your team along the way. But now is an excellent time to have a semi-formal review with your team to make sure they are on track to achieve their goals. If their goals align with your business goals, their success is your success.Read more →
Use job descriptions to develop a clear, mutual agreement between you and your employee about what you expect them to do for a given job. Use them to communicate to candidates and/or recruitment agencies what you’re looking for when you’re hiring.
They are the common ground you can refer to when talking about performance. This is particularly useful if you and your employee disagree about what they should (or shouldn’t) be doing. Use them as the framework for the performance-related goals you set.Read more →
Most of what we learn we learn through on the job development. Managers often get complaints from their staff that they are not being developed, and that they never get to attend training classes. As an individual, have you ever complained that you don’t get enough training and development?
If I got you to write down everything you’ve learned this past year, and asked you to tell me how you learned it, I expect that most of what you learned you learned by doing your job.Read more →
The Behavioural Interview is a great way to find out if someone has the attributes you are looking for. The best way to find out if a candidate has the attributes you are looking for is to ask, but there are different ways to ask a question.
You want to ask questions that result in open honest answers that will help you decide if this candidate will be the right fit for your company. Well-structured, behavioural interview questions will enable you to get real-life, past examples of job-related decisions, actions and results that demonstrate whether a candidate has the attribute you are looking for or not.Read more →
Filter when you recruit so you only spend your valuable time and energy interviewing the best candidates, not every candidate. This article looks at an experience that a client of mine, Michelle, learnt from. When Michelle was recruiting for an Office Administrator, she put a job advert out locally in various places. She figured that the job didn’t need huge amounts of experience and she could train the person to do most of what she needed. She thought it was more important that they were relatively local so they could get to and from work easily, and that they fit in the team well.
Her job advertisement was very generic and listed a number of things the person would be required to do, but not all of them. It put a lot of emphasis on covering the phone answering service that her business provides as one of its services.Read more →
Avoid new hire failure – when your new hire quits after a few weeks or months. Hire the right person and put them through a solid induction process. If you hire the right person – someone who fits with your company and the rest of your team, they’re more likely to stay. It will also make your life much easier as a manager.
But hiring the ‘right’ person is only part of the challenge. Once you hire someone act quickly to harness their motivation and enthusiasm for starting a new job. A well thought-out induction progress or program, which is ready to go before they start, is the way to achieve this. Get your new hire working effectively for you from day one. Don’t let them get bored.Read more →
Difficult conversations are never easy. Any time you face having a difficult conversation with a team member, prepare for it in advance. This will allow you to be mentally ready, and will also allow you to organise your thoughts and double check your facts before you begin.
Mentally rehearsing a variety of scenarios that might come up in a difficult conversation can also be helpful. Rehearsing allows you to stay calm during the conversation because you are not dealing with surprises.Read more →
Review time! Many of us started the year well by setting some – hopefully SMART – goals. Hopefully you, like me, are now well on your way to achieving those goals.
Now we’re a few months into the year it’s a great time to review those goals (if you haven’t already) to see how we’re doing. Are we on track? Do we need to make adjustments to get back on track or to stay on track? Or are we doing well? If we’re doing well we should give ourselves a pat on the back and resolve to keep up the good work for the rest of the year. Read more →
An engaged employee is willing to go above and beyond for your company. It’s the extent to which employees feel passionate about their jobs, are committed to your company, and are willing to put that extra effort into their work. This can be critical if you run a small company, where you need everyone to play their part. A disengaged employee is the opposite.
You don’t want to have to spend your time and energy dealing with a disengaged employee. You will have to drag a disengaged employee along. They won’t adapt to change well and will impact the ability of your team to collaborate and innovate. You’ll spend a lot of time and energy ‘managing’ them. This article looks at the impact of having disengaged employees in your team.Read more →
Now is the time of year when many of us set goals. As a business owner, hopefully you have goals set for your business. Goals that align with your business plan and your longer term strategy. Do you also have goals in place for your team? Why should you do that? Is it really necessary? Isn’t it just one more thing to do? My answer to you is a couple of questions. Are you paying your team to do a job that will help your company be successful? Are your team doing their jobs to at least the minimum requirements that will help make your company successful?Read more →