Monday December 21, 2009
You know my mantra: hire the smartest people you can find; don't make rules that stifle their empowerment, agility, and creativity; make sure they know what you expect of them.
Provide feedback and recognition frequently; have an overall plan they understand and feel part of; provide a magnificent customer experience together; and make your work environment employee-oriented, family friendly, and fun.
In a client company, we are discussing ways to determine and identify the characteristics we want to seek overall in the employees the company hires. These include such characteristics and values as integrity and honesty, team orientation, being customer-focused, exhibiting positive work ethics, willingness to make decisions with incomplete information, talent in their field of expertise, proactive habits, good communication skills, personal courage to participate in positive conflict over ideas, and commitment to the company.
If an applicant exhibits these characteristics, and has the required skills and experience to perform the job, you'll want to hire him or her. The job interview is a good place to ensure that the candidate exhibits these characteristics. You saw evidence of them in the resume and cover letter and may also have experienced a positive connection during the phone screen. For the candidate to get in your door for an interview, evidence was strong. Use these interview questions to complete your good match dance.
Favorite Quotes - More Quotes
"Be daring, be different, be impractical, be anything that will assert integrity of purpose and imaginative vision against the play-it-safers, the creatures of the commonplace, the slaves of the ordinary." -- Cecil Beaton
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Sunday December 20, 2009
At a client company, a supervisor recently sought a new job. Everyone in the company knew she was looking and no one was interested in creating an offer that would make her stay. Why?
She didn't play well with others. After two years of asking for a more important title so she could tell people what to do, she had clearly not developed the influencing skills necessary to promote her agenda. Nor, has she demonstrated the respect for others that will earn her respect in return.
No career will progress unless you develop the influencing skills necessary to accomplish work. Adults don't take kindly to being told what to do, even when the agenda is worthy. So, accomplishing work is largely about the relationships you develop. Without successful, supportive relationships, your work will never be as successful as it could be.
When your lack of relationship savvy, has minimized your contribution and impact, and you announce you are moving on to a new job, no tears will be shed. No counter offers will come. And, the ad for your replacement will say, "Must play well with others."
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Developing Successful Work Relationships
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Friday December 18, 2009
A simple thank you letter, that recognizes specific employee contributions, goes a long way in helping employees feel recognized and rewarded at this time of the year - or any time of the year.
For companies that are able to give bonus checks or holiday gifts this year, keep in mind that you can double or triple the impact of your thanks and recognition. An employee recognition letter, that accompanies a bonus check or a gift, magnifies the recognition an employee experiences.
If your company process works too quickly for you to write notes, follow up the check with an individualized recognition letter to each staff. Make sure they are sincere; as an example, in a profit sharing system, you don't want to send effusive thanks to your lower performing employees. Here are sample employee recognition letters.
Some employees experience such gratification that they post the thank you and recognition letter in their cubicle, office, or workstation for years. Find out how to write an effective employee recognition letter. See Thank You Letters Speak Powerfully.
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Thursday December 17, 2009
Performance evaluation is relevant at this time of the year. Interested in why organizations do employee performance evaluation? Employee performance evaluation is both an evaluative process and a communication tool.
Done traditionally, employee performance evaluation is universally disliked by supervisors and employees. I actually support organizations pursuing formal systems of employee goal setting and feedback. But, the devil is in the details. I am not a fan of traditional employee performance evaluation.
Organizations pursue this path, with modifications, for good reasons and bad. I recommend a different approach. Consider performance management, an honorable mention in my top ten HR trends of the decade. Learn more in my Powerful Performance Management email class.
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