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The average 32 year old has worked for nine different companies
Tips
85 Hiring Strategies
99 Managing Tactics
95 Techniques to Retaining your Employees
85 HIRING STRATEGIES
- Develop a reputation as a great company to work for
- Identify the exact number of employees needed
- Determine the skill set needed for each job classification
- Identify what personality type will fit the position
- Identify what personality type will fit into the current employee structure
- Identify what personality type will progress the business
- Determine the salary range for the position
- Place persuasive classified ads detailing all the benefits you’re offering
- Ask for referrals from current employees
- Seek employees from local colleges
- Make want ads simple but inviting
- When running a classified ad more than once, change the look of the ad so it doesn’t appear that you’re having a difficult time filling the position
- Establish a job description for position so you can properly match prospective employees qualifications with each position
- Phone interview to determine if qualifications and salary needs fit before you bring in for interview
- Advertise a set time and place you may want to hold open interviews in order to conduct massive interviews, see the applicants and save time on initial contact
- Interview only the people that match the qualifications you’re looking for
- Plan time in your day to properly interview
- Stay focused on the task during the interview
- Develop a series of questions to ask all prospective applicants on initial call to screen who you’re bringing in to the interview to save you time
- Invest the time to properly hire the right person or you’ll waste more time and money replacing them
- Promote from within. You already know what you have
- Is the applicant over qualified for the job. If so, they may not stay
- Is the applicant qualified for the job and trainable
- Do the previous jobs compare with the strengths needed for the current position
- They need to have a good attitude coming in. They’re not going to develop it once they get here
- Look at appearance for neatness or sloppiness. That’s how their work will be
- Did the applicant dress appropriately for the interview
- If late on interview. Will be late for work
- Develop a series of interview questions to bring out the key issues you’re looking for in the individual to fill the position
- Ask what their strengths and weaknesses are to determine areas needed for improvement
- Find out what a typical day consisted of in their previous job and if they liked it to determine if they’ll fit
- Ask them to describe a previous work situation in which they handled a problem co-worker, resolved a crisis, juggled multiple tasks, etc to determine behavior
- Ask how many work days they missed last year. People with good attendance know exactly how many days they missed
- Make eye contact to evaluate if answers are genuine
- Is the applicant interested in the company goals or vision
- If applicant asks about time off in initial interview, know that they’ll always be interested in time off
- Evaluate listening skills on initial interview
- If job application isn’t properly filled out, that’s how their work will be – incomplete
- Look for deliberate avoidance of critical questions such as drug testing, criminal background, why they left their former employer, etc
- If they forgot to sign the job application, they’re either not confident of their employment history, not comfortable with the terms of the job or they’re lying
- Provide a job description on initial application to define job accountabilities and assess interest in the position
- Evaluate if their body language is reflective of what they’re speaking
- Be sure to have applicant hand write the application to assess neatness if hiring for that task
- Ask yourself if they’re the right person for the position – don’t lie to yourself
- Test employees on the interview. Typing, personality, accounting tests, etc.
- If they bad mouth their previous employer, they’ll bad mouth you
- If they had attendance issues before, they will again
- Ask yourself if you would like to work next to them every day
- You can’t afford negative people on your roster. Look for upbeat and positive people
- Ask open-ended questions to get applicant talking to properly evaluate them
- Make applicant feel comfortable on the interview so they’ll like you and tell you the truth
- Look for discrepancies between the application and the interview for honesty
- Do they need and want to work or are they just bored. This will be how they’ll approach the job
- How long do they stay at a job and does that fit your need
- Determine why they left their previous jobs to evaluate if they’ll leave yours
- Learn what they liked and disliked about previous jobs to determine if they can work for your management staff
- Ask their opinion of their previous boss to determine if they can work for your management staff
- Match applicants qualifications with current job description
- Determine if personality will fit the requirements of the job. You can’t change their personality or train them to be different
- It costs more to hire the wrong person than it does to work without them
- Look for friendly people for customer service
- Look for detailed people for detailed work
- Don’t hire an over-qualified person. The job will be beneath them
- Smart people are trainable. Hire smart people
- Always do criminal and background checks
- Have candidate sign a release in order to get background check from previous employers
- Check all references thoroughly. Look for discrepancies
- Determine from prior employer if they would hire them back or not
- Validate with previous employer the reason for leaving employment
- Confirm dates of employment are correct
- Develop a list of reference questions to validate the applicants work history and get prior job work ethics
- Investigate how they got along with fellow employees
- Determine from previous employer if applicant had a tardiness problem
- Ask previous employer if applicant was trustworthy
- Ask prior employer if applicant was dependable and number of days missed
- If applicant wants to hold onto their prior job while working for you, they’re just trying the job out and will not work through initial issues
- If they’re concerned with time off on the interview, it will not change once hired
- Look for eye contact on the interview. The eyes are the window to what’s going on inside
- Look at posture on the interview. This will show how they’ll carry themselves in your employment
- Notice how they enter and exit a room. Do they have the energy for the position
- Did they come prepared for the interview. If not, they’ll not be prepared for the job
- Have current key employees interview the candidate also. They’ll be more interested in having them succeed
- Hire qualified people quickly before someone else grabs them
- Pay the better qualified candidate better to hire the right person
- Past history repeats itself. Pay close attention to their employment history
For more information on Hiring Employees click on:
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99 MANAGING TACTICS
- Treat your employees with respect
- Appreciate good behavior
- Publicly recognize good performance so others will rise to the standard set
- Motivate daily
- Communicate for understanding
- Create a vision so employees are part of the bigger picture
- Be friendly. Not a friend
- Be positive with a can-do attitude
- Lead by example
- Make employee policies fair
- Be compassionate but hold to policies
- Show excitement with your job
- Create daily and weekly goals to accomplish
- Sincerely thank them for a job well done
- Reward superior performance
- Can listen but don’t advice on personal matters
- Invite employees to discuss things with you
- Create a team environment
- Create a sense of belonging
- Be flexible in dealing with issues as long as their within policies. Everyone is different
- Change and update policies as workforce changes
- Keep structure in workplace
- Hold employees accountable to standards
- Keep a calm structured atmosphere
- Eliminate gossip
- No negative talking
- Start day on positive note
- Make your employees feel special
- Correct behavior immediately before becomes larger problem
- Don’t ignore problems. They won’t go away
- Address problems positively and privately
- Let employees after reprimand leave with their pride and desire for correction
- Talk on their level. Never patronize them
- Correct early in the day so they have the rest of day to adjust their attitude
- Set time aside to talk uninterrupted with each employee on what motivates them
- Align employee goals with company goals in order to succeed
- Challenge employees to obtain goals
- Understand your employee’s needs
- Know that family comes before the job
- They work to make their life better not yours
- Employees need to know you care
- Conduct evaluations to let employees know that they’re accomplishing goals
- Conduct evaluations to let employees know what you expect of them
- Keep employees refreshed on policies and procedures to keep them on track
- Monitor performance but don’t hover over them
- Give employee freedom to perform
- Enable employees to give feedback on what’s working and what’s not
- Let star performers rise to the top
- Elevate employee self-worth and confidence
- Don’t let employees get stuck in a rut. Keep them moving
- Ask questions. Don’t interrogate
- Get rid of bad seeds immediately
- Don’t reward bad behavior by giving into what they want
- Create titles for all positions
- Don’t hold anyone back or they’ll go elsewhere
- It takes individual talent to make a team
- Teach employees to tolerate and respect each other
- Know each employee will perform at different levels
- Find solutions. Not problems
- Use open door policy for problems
- Issues are not problems. They ‘re opportunities
- Employees will rise to whatever standard you set for them. Set it high
- What ‘s important to the manger will be important to the employees
- Know what you want to come out of a meeting with your employee before you enter into it
- When an employee works late, always thank them immediately with a note or a card
- Buy the whole staff lunch when a goal is achieved
- Provide donuts or bagels to start their day on a good note
- Provide pizza to staff when they work late
- Send flowers to an employee who has gone above and beyond
- Send home dinner for their whole family when an employee works late
- Send a thank you to the spouse when your employee sacrifices family time for work
- Praise immediately when they do a great job
- Send a congratulations card after promoting an employee
- Send out cards or notes just to let them know you appreciate everything they do. Be sure to rotate the cards so that you include all employees within a few months period of time
- Greet everyone individually in the morning with a warm hello
- Smile and make eye contact with everyone individually
- Take time to meet with everyone on an individual basis to create a sense of belonging
- Show interest in your employee’s lives without interfering or meddling
- Ask employee how their spouse, children, pets etc are doing
- Offer compassion and support when someone is having a bad day
- Lend a hand or an ear when your staff is getting stressed out. Share the burden
- Sincerely thank them for specific things accomplished each day
- Memorize the names of your employee’s spouse, children and pets. They will be happily surprised that you care enough to do this
- Write a brief note such as “have a good day” or “You’re the best” and put it on their work station for them to discover throughout the day
- Check on them throughout the day to ask they how they’re doing. This will show them you care
- Challenge your staff to handle the work-load
- Always display a can-do attitude. Your employees will follow your lead
- Look for solutions. Not problems
- Don’t permit gossip
- Don’t permit anyone with a bad attitude to work that day
- Remove a complaining person from the other staff members and discuss with them what the problem is. Complaining to people who cant fix the problem only makes the problem grow
- Insist that everyone be on time
- Provide the proper tools to complete the job
- Keep work stations neat and clean for good quality work
- Permit employees to leave early when possible to give them a break. This can cut down on labor expense also
- A manager must make them selves available to their employees. You cant be busy when they need you
- Look for changes in their body language or behavior to know when something’s wrong. Get the person to talk about it so that it wont get any larger
- Sundown rule: Never let an employee go home with something bad on their mind. Agree to work on a solution before they leave so they’re not thinking negative thoughts all night or all weekend
- When a star employee is having attendance issues, it might be good to offer them a reduction to part-time in order to get them through the rough patch and retain a good worker
For more information on Managing Employees click on:
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95 TECHNIQUES TO RETAINING YOUR EMPLOYEES
- Golden rule: Do unto other as you’d want them to do unto you
- Always respect your employees
- Remember most employees are trying to do a good job. Everyone makes mistakes
- Never correct the employee. Correct the bad behavior
- Never let them see you sweat the problems
- Make all employees feel welcome
- Make all employees feel like they’re your best worker
- Don’t set one employee up against another. Never have them compete for a goal. Use a team concept instead
- Greet new employees with open arms
- Never forget to reinforce appreciation for long-term employees
- Greet all employees on a daily basis to show you’re happy to be working with them
- Properly train and groom new employees so they establish in their mind from the start what you expect from them
- Cross-train them on all positions so they have a sense of progression
- Promote from within before hiring from outside
- Set goals and time-frames for employees to have a sense of progression so not to become stagnant
- Evaluate employees to let them know where they stand with you
- Always correct actions in a positive manner to permit growth instead negative reactions
- Have a company ladder they can climb so star employees can progress
- Evaluate for pay increases on a regular basis
- Don’t micro-manage your employees
- Have a system for merit increases
- Be responsive to employee concerns
- Make employees feel like they’re part of the bigger picture
- Truly appreciate the job they do
- Be specific with praise
- Reward them for a job well done
- Have rewards for goals accomplished. Individual and team
- Send a card or note for a job well done
- Reward them when they least expect it. This will lift their morale
- Recognize outstanding performance in front of others
- Recognize poor performance behind closed doors
- Challenge employees to perform
- Be open to suggestions for employees
- Make everyone feel special
- Never speak down to an employee. Elevate them instead
- Empower your employees to do the job
- Know that you can’t run your business without them. Appreciate them before its too late
- Power of the birthday: Treat each employee like royalty on their birthday. Give them a card, sing happy birthday, bring them a cake. They will never forget your kind gesture
- Birthday celebrations: Once you do it for one employee, you must do it for all of them, otherwise, you’ll make enemies of the ones you forget
- Acknowledge job anniversaries. Send a card to their home with a gift card to a local restaurant which when used will be a second appreciation. The day of their anniversary, put their name on the board so that everyone can recognize the day
- Provide a friendly place to work
- Provide a safe place to work
- Permit employees time to socialize to form bonds with each other
- Know what motivates each of your employees
- People spend on average 1/3 of their day at work. They must like the people they work with
- Employees must believe that their job is needed and secure
- Suggest car-pooling to help employees with car troubles
- Pay a good wage to make it a harder decision to leave
- Hire the right person for the work hours needed. If they hate their shift or schedule, they wont stay
- Be fair with the work load
- Don’t punish a good worker by giving them a poor performers work load
- Be fair and consistent with all employees
- Policies must permit employees time off to handle family emergencies
- Permit employees to balance work and home life
- Know that commitments at home are as important as commitments at work
- Keep the lines of communication open
- Designate time to talk with your employees
- Communicate face-to-face as often a s possible
- Keep employees informed of company vision to keep them motivated
- Have a grievance procedure that provides a comfortable way to communicate any problems to management
- Go where your employees work to meet them on their territory
- Sit down and talk to your employees one on one. Keep the lines of communication open
- Always be truthful
- Be interested in what’s important to them
- Don’t show favoritism with good assignments
- Don’t bend the rules for some
- Hold everyone accountable to the same rules
- Don’t let anyone feel left out
- Create a team environment
- Keep workloads fair and manageable
- Employees want a clean work environment
- Provide the necessary equipment and supplies to perform the job
- Keep equipment running efficiently
- Maintain an organized workplace
- Stay calm in all storms
- Offer a competitive benefit package
- Provide opportunities for employees to spread their knowledge by using them to train others or give presentations at meetings
- Use employee ideas and recognize them for it
- Always thank an employee for expressing an idea even if you’re not going to use it
- Involve employees in decisions whenever possible to make them their own
- Hire enough staff so that workloads are reasonable and overload is minimal
- Managers must be trustworthy
- Managers must be a good leader
- Employees like to know what’s expected of them on a daily basis and be prepared for the day
- Hold scheduled meetings to keep employees informed
- Praise employees more than you criticize them
- Bad moods go home
- Poor attendance affects all. Don’t permit excessive attendance issues
- Tardiness is a disruption to everyone. Expect employees to be on time
- Encourage employees to give praise reports on fellow team members
- Promote a positive attitude
- Encourage team members to help each other with tasks and skills
- Have company socials such as picnics and luncheons
- Complaining is like a cancer. Don’t let it take root
- Take care of problems immediately. Don’t let the sun go down
For more information on Retaining Your Employees click on:
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