Archive for December 2016

One-On-Ones Should Be About The Direct Report

December 16, 2016

Certain times of the year can be stressful for direct reports (i.e. holidays, back to school). Direct reports may have family members coming to visit, or they may be traveling out of town. College students may be re-entering the home.  Parties may be hosted, homes decorated, and baking prepared.

The very things that may bring one direct report happiness and excitement may bring another stress or depression.  One-on-ones are designed to be about the employee and their success.  Leaders simply asking about what the direct report has planned for the weekend may give them an idea if their direct reports are anticipating the time with trepidation or excitement.  That knowledge may play heavily into their delegation plans, milestones on projects, or resources deployed for projects at hand.

Leaders should empower their employees by delegating and supporting their workload based on all of their commitments.

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Google Candidates As Part Of The Selection Process

December 9, 2016

Several years ago there was a report of a highly recruited law school graduate who was offered and accepted a job with a prestigious law firm.  Prior to bringing the new hire onboard, the law firm searched the Internet on the new hire and found several compromising photos from her recent spring break.  The law firm rescinded their job offer claiming the photos if/when viewed by their clients would compromise the firm and damage their reputation.

The fact is in today’s internet world, most people are researched online by their associates, customers, and prospects.  It is common practice to view someone’s LinkedIn profile and Facebook page before meeting them and managers should expect their customers are doing the same with their team.  Selection screeners must review the online profiles of candidates with the same scrutiny as a resume to prevent an embarrassing situation after the hire. 

Leaders who empower their team to add an online screen to the selection process have more successful hires.

Talent Processes Are Important For Employee Retention

December 2, 2016

In a poll conducted by human resources consultant Right Management of workers in a challenged industry, 60% of workers said they intended to leave their jobs when the market got better.

Leaders need to constantly ask themselves what they are doing to retain their superstars.  What talent processes are in place to ensure they don’t lose 60% of their team? Based on The 7 Hidden Reasons Employees Leave by Leigh Branham, employees leave because:

1.    Job is not as expected

2.    Job doesn’t fit talents and interests

3.    Little or no feedback/coaching

4.    No hope for career growth

5.    Feel devalued and unrecognized

6.    Feel overworked and stressed out

7.    Lack of trust or confidence in leaders

Talent processes improve the chances of retaining superstars as valuable contributors to the organization.  A comprehensive selection process addresses job expectations (#1), job fit (#2), and organization fit (#4).  A robust performance process addresses feedback (#3), recognition (#5), workload (#6) and trust (#7).

Implementing effective selection and performance processes empower leaders to successfully hold on to their superstars.