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Add You - The Motivated Workplace: Hire Well and Beyond
It is said that “it’s not what you know, but who you know that counts”. I believe that “it is what you know that will give your head start, who you know that will get you going, who knows you (and your products or services) that will help you succeed, but what you do with your knowledge and relationships that will make you succeed.”So, stop thinking that you can do it all. You can’t. There are not enough hours in the day for you to do everything. Stop thinking that you are irreplaceable or that no one can do nearly as good a job as you. After all, we are all mortal. As an over-achieving, overly energetic, obsessive-compulsive, competitive, I gotta-do-it-all, supermom-sister-wife-daughter-cousin-friend-colleague…I learned the hard way that it’s time to stop the madness.Just like women do, I used to think that I have to do everything that has my name on it because it’s a reflection of me. Even in the process of being everyone’s “go-to-woman” I knew I was abusing my body, mind, heart, soul and family, but I still did not slow down. I set such high goals for myself, that while others admired my above-average status, I still fo
•Look for a cultural fit There absolutely must be a cultural fit in addition to the competency fit. Research has shown that most employees don’t last in a job due to lack of cultural fit as opposed to the ability to do the job. Managers must overlook the temptation to go for the competency and ignore the cultural aspects
I am sure at some point we have all been tempted by 'get rich quick' schemes. You have heard and seen it all before, the tempting schemes that we receive by email/post/newspaper advertisements etc. They promise we will be able to give up work and make ?1000's for just a few minutes work a day on the internet. They tempt you by promises of nice houses, cars and holidays and lots of ???'s.Here are some key points on how to establish whether a 'Business Opportunity' is likely to leave you broke rather than lead you to the promised pot of gold at the end of the rainbow.- DUE DILIGENCE. See what you can find out about the company. Check their details with the government website: CompaniesHouse.gov.uk. Their WebCheck service offers a searchable company names and address index which is free of charge and enables you to search for information on more than 1.8 million companies in the UK. You can also use WebCHeck to purchase a company's latest accounts and annual returns as well as a selection of company reports, all online. In addition to checking the company details you can run some simple checks such as search the address usi
•The company
•Polices and its administration
•The supervision people receive on the job
•Working conditions
•Interpersonal relations
•Salary
•Status
•Security
The theory is that the hygiene elements will not motivate an employee, but if they are not met there will be job dissatisfaction.
Herzberg thought the motivating factors were:
•Achievement
•Recognition
•Growth/advancement
•Interest in the job
There is no question that an employee understanding the pupose of what they do relates to the hygiene and the motivating factors. It is the manager’s role to make sure that employees are well informed and clear on the purpose of their work, the teams work and the company’s work. When employees know why they are doing the work, they are much more motivated and satisfied with their job. So how does a manager insure that this is happening?
Begin in the Beginning
In order to have a workplace that is energized and motivating we first must hire well. It is the foundation upon which a motivating foundation is built. As Lou Holtz once said, “Motivation is simple. You eliminate those who are not motivated.” If we consider the opposite of that-- it is adding people who are motivated. Hiring can be the most positive or the most destructive influence on the team’s motivation. Do not underestimate the impact on the rest of the team when a poor hire is made.
I have met managers from a variety of organizations who were not skilled in interviewing and hiring. An organization is only as good as the quality of the candidates and the quality of the hiring process. If an environment is going to be one where employees are motivated-- then the quality of the people hired is critical. Here are a few tips for making sure the “right” candidates get hired:
•Conduct multiple interviews the process of interviewing should consist of several interviews.
1) A screening interview over the phone
2) An initial interview
3) A second interview
4) A final interview.
The candidate should also be interviewed by several people in the organization as well. The idea behind multiple interviews is that you end up knowing the candidate better and finding out what they are really like as a person. Having several people interview them allows the manager to get different perspectives about the candidate.
•Look for a cultural fit There absolutely must be a cultural fit in addition to the competency fit. Research has shown that most employees don’t last in a job due to lack of cultural fit as opposed to the ability to do the job. Managers must overlook the temptation to go for the competency and ignore the cultural aspects.
Our challenge as the business owner/sales person answering the telephone, is to build rapport with the caller, quickly and easily.In most cases, the caller has been told something about you and your product or service. It is your job to find out exactly what they are calling about without asking that question directly. Most businesses have a number of products or services that they offer. Talking about all of your products and services to the caller may be a waste of time, if they have only one particular interest they are inquiring about. How can you find out why they are specifically calling?Here is a question you can ask that will give you a clear indication of what product a caller is interested in, or what problem a caller wants you to solve with your service."What was it about the brochure (or business card, ad, promotional material, etc.) that attracted your attention?" or "What was it that Betty (the person who referred you to the caller) said that made you decide to call?"The person's answer to this question will reveal what their problem or need is. Your job here is to listen. Listen 80% of the time
Herzberg thought the motivating factors were:
•Achievement
•Recognition
•Growth/advancement
•Interest in the job
There is no question that an employee understanding the pupose of what they do relates to the hygiene and the motivating factors. It is the manager’s role to make sure that employees are well informed and clear on the purpose of their work, the teams work and the company’s work. When employees know why they are doing the work, they are much more motivated and satisfied with their job. So how does a manager insure that this is happening?
Begin in the Beginning
In order to have a workplace that is energized and motivating we first must hire well. It is the foundation upon which a motivating foundation is built. As Lou Holtz once said, “Motivation is simple. You eliminate those who are not motivated.” If we consider the opposite of that-- it is adding people who are motivated. Hiring can be the most positive or the most destructive influence on the team’s motivation. Do not underestimate the impact on the rest of the team when a poor hire is made.
I have met managers from a variety of organizations who were not skilled in interviewing and hiring. An organization is only as good as the quality of the candidates and the quality of the hiring process. If an environment is going to be one where employees are motivated-- then the quality of the people hired is critical. Here are a few tips for making sure the “right” candidates get hired:
•Conduct multiple interviews the process of interviewing should consist of several interviews.
1) A screening interview over the phone
2) An initial interview
3) A second interview
4) A final interview.
The candidate should also be interviewed by several people in the organization as well. The idea behind multiple interviews is that you end up knowing the candidate better and finding out what they are really like as a person. Having several people interview them allows the manager to get different perspectives about the candidate.
•Look for a cultural fit There absolutely must be a cultural fit in addition to the competency fit. Research has shown that most employees don’t last in a job due to lack of cultural fit as opposed to the ability to do the job. Managers must overlook the temptation to go for the competency and ignore the cultural aspects
Colors are always considered as an important aspect of our day-to-day life. Colors referred as a conceptual language are always used for communication purpose. Like way in order to create your own brand to be a recognizable image of a company or product, you need a logo. A good logo design made with efficacious colors can help you to create an eminent brands that helps in meeting the outlook of buyers which invigorates customer allegiance.Identifying the primary logo color is a bit difficult task. Once identified your job is half done. It needs to look good with your first color and also must appear the same way on the web that it does printed. Don't pick a color that does not compliment the primary. You want the secondary color to accent the first color. Your logo must appear the same way on the web that it does printed. A lot of additive colors are impossible to print. You need to select a color that is printable. You can pick a third color that might come handy later.In general, there are two different types of color, which are known as additive and subtractive. Additive color is where you mix light to get another color
Begin in the Beginning
In order to have a workplace that is energized and motivating we first must hire well. It is the foundation upon which a motivating foundation is built. As Lou Holtz once said, “Motivation is simple. You eliminate those who are not motivated.” If we consider the opposite of that-- it is adding people who are motivated. Hiring can be the most positive or the most destructive influence on the team’s motivation. Do not underestimate the impact on the rest of the team when a poor hire is made.
I have met managers from a variety of organizations who were not skilled in interviewing and hiring. An organization is only as good as the quality of the candidates and the quality of the hiring process. If an environment is going to be one where employees are motivated-- then the quality of the people hired is critical. Here are a few tips for making sure the “right” candidates get hired:
•Conduct multiple interviews the process of interviewing should consist of several interviews.
1) A screening interview over the phone
2) An initial interview
3) A second interview
4) A final interview.
The candidate should also be interviewed by several people in the organization as well. The idea behind multiple interviews is that you end up knowing the candidate better and finding out what they are really like as a person. Having several people interview them allows the manager to get different perspectives about the candidate.
•Look for a cultural fit There absolutely must be a cultural fit in addition to the competency fit. Research has shown that most employees don’t last in a job due to lack of cultural fit as opposed to the ability to do the job. Managers must overlook the temptation to go for the competency and ignore the cultural aspects
We all have to earn money in order to buy the things that we want and need, right? There will always be the Rockefellers of the world, who are fortunately blessed from birth. As for the rest of us mere mortals, an income of some sort is imperative. Of course it would be sweet if we could all just have what ever we want, when we want them. Then we'd have tons of time to travel the world and kick back our heels. However, it is still truly important to find something that you enjoy doing. Because you will likely be doing it for 30 or 40 years. Fortunately the opportunity spectrum is not quite so limited these days. Take the current business earn money online opportunity. It has become a trend amongst many today, to take the unknown route forward.Typically I mingle with other parents while waiting for my daughter after school. They often ask me if I work second or third shift. I snicker and tell them I work from home. Apparently the business earn money online opportunity is not so prominent of a concept in my neck of the woods. I would be willing to bet they wouldn't even ask me this if I were a woman.Regardless of this stand
•Conduct multiple interviews the process of interviewing should consist of several interviews.
1) A screening interview over the phone
2) An initial interview
3) A second interview
4) A final interview.
The candidate should also be interviewed by several people in the organization as well. The idea behind multiple interviews is that you end up knowing the candidate better and finding out what they are really like as a person. Having several people interview them allows the manager to get different perspectives about the candidate.
•Look for a cultural fit There absolutely must be a cultural fit in addition to the competency fit. Research has shown that most employees don’t last in a job due to lack of cultural fit as opposed to the ability to do the job. Managers must overlook the temptation to go for the competency and ignore the cultural aspects
How do you choose the right people who will support and nourish an innovation initiative? This article will attempt to provide you with a set of important roles together with some attributes of the people who should fill those roles. Here we are less concerned with titles or hierarchies and more concerned with getting the people who can help drive each critical role or task.In reality, you will find people in your organization that will fit multiple roles; your goal is not to find an individual person for each role listed below, but rather to make sure your team covers each of the areas identified. Many times people can play multiple roles, especially in smaller organizations.Connector Connectors have the ability to connect departments, organisations, and industries that normally would not be connected. Although they may be an expert in their own field, Connectors are generally people you'd describe as a mile wide and an inch deep. They know things about a variety of fields and industries and can connect them.Collector The Collector holds the key position of collec
•Look for a cultural fit There absolutely must be a cultural fit in addition to the competency fit. Research has shown that most employees don’t last in a job due to lack of cultural fit as opposed to the ability to do the job. Managers must overlook the temptation to go for the competency and ignore the cultural aspects. An IT expert who is a technical genius but treats people with disrespect is not a good tradeoff.
•Get Human Resources involvement It is important to have Human Resources involvement, but they should not be the ones who make the final decision. The final decision should be up to the hiring manager. I have worked with organizations in the past where HR did the interviewing and the hiring, and managers were then “stuck” with a candidate that didn’t fit there needs. Managers should insist on having the final say in the process.
•Always recruit Managers should always network and should always be on the lookout for viable candidates both inside and outside the organization. The best approach is to get viable candidates before they are needed. When the need arises the manger then contacts the people in the file that are viable.
•Know it they are the best they will be When candidates are being interviewed they are at their very best. They are the best they will ever be dressed, the best they will ever present themselves. The mistake that is made by hiring managers is that they think they can change the negative characteristics of a candidate after they are hired. This is as absurd as changing someone after they become our spouse.
•Have knockout questions It is advisable to have knockout questions. These are questions that would eliminate the candidate if they answered the question as a “no”. I was the hiring manager for a corporate university and one of my knockout questions was about continuous learning. I felt very strongly that we shouldn’t hire a candidate as a training manager if they weren’t willing to learn themselves. I would ask a few questions about reading, training, classes etc. This gave me the ability to determine if they were a learner or not. Managers must decide on the qualities that are absolutely not negotiable and turn them in to knockout questions. These questions should be woven into the interview. The candidate should never know that it is a knockout question. Knowing the nature of the question could influence their answers.
In order to assist with finding candidates who are a good fit in terms of enthusiasm, here are some good open ended interview questions that can be used:
•So tell me about yourself…
•What is the best job you have ever had and why?
•What is important to you in the workplace?
•Who has had an influence on your career? Why?
•Do you do any reading? What do you read?
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