Company culture can be created in so many different ways, and it doesn’t have to cost a lot or take up much time. These staff members not only enjoyed their bacon, but they were able to talk about work in a casual way. They created friendships and deeper relationships over those amazing pancakes, all while they were passing the syrup. Ask any of the employees and they will tell you that those brunches are not only fun, but they are also productive.

If your company is lagging behind, or employee morale is low, it might be time to introduce some fun into the game.

Making bacon together really can help you bring home the bacon!

I would love to hear from you if you or your employees introduced a morale boosting activity that has become part of your company culture? 

Then, you have that one employee who always spends their accrued vacation hours before they have really earned them. When they call in sick, you grit your teeth and seethe. Life happens, yet you are bothered.

The question is why do some situations bother you with some employees and not with others?

The big difference is that your rockstar employee will have a contingency plan in place so that work gets done in spite of life interruptions. They will work from home when their child is sick, or they will make plans to cover their job if they need to suddenly leave town. It isn’t their job to do that, but they do it anyway as a way to contribute to the team and the core values of the company. That extra little something that they do to make your life easier is why you will work hard to make them happy. Those who don’t aren’t really team members.

I followed up with another client of mine recently. I have helped them hire many people for a variety of different positions. When asked how everyone was doing and the response was “All of our people are great. Thanks for your help!” 

So why is the interview process so hard? The largest reason I have seen in my experience is that the interview team is not prepared. A lot of work that must happen long before posting that job ad. Keep in mind:

1. You can’t get what you want, unless you know what it is.
2. Your team has to be prepared, understanding who is responsible for the variety of tasks & roles necessary in the interview process.
3. An interview is an interaction unlike any other in our culture. You can’t just wing it and expect it to work.

So, put in the time upfront to really examine what your ideal candidate looks like and to prepare your team. It will be well worth it in the end. And, when I follow up with you after your next interview process, you too can say “Beth, our people are amazing!”

As employers, we can be swayed by a person’s technical skills, where they went to school, who they have worked for, but if they can’t get their own name right? No thank you. 

The impact of an unengaged employee on your business can be catastrophic. Decreased productivity, lowered company morale, and miserable working environments have been common complaints by my clients as they come to the decision to relieve an employee. I say start the new year fresh!

For example, a past client had an employee who consistently gave the employer ultimatums. The threats were often “If you don’t do this, then I will quit.” First who wants to work with an individual who is constantly threatening? The team was struggling to work with the individual, the employer was unhappy with the performance of the individual, yet the concept of firing and replacing this person seemed daunting and ill-timed. When my client finally became fed up, they did indeed fire the employee. I won’t sugar coat the transition. It was hard, uncomfortable and came at a terrible time, but my client knew that this was the right decision for the company.

My client will begin 2012 with a new employee who is excited about the company, the job and the new opportunity. The work environment will improve, productivity will rebound and team morale is already recovering.  Start your new year with fresh perspective and make a resolution to find fresh team members if you happen to have an employee who is not a perfect fit. And don’t let this resolution go to the wayside by Jan 5. 

If you respond to your applicants in a timely and courteous manner, they will remember. I have received hundreds of thank you notes for rejection letters. Because of the vulnerability of the candidates, you WILL make an impression on them. They may never want to frequent your business again because they felt they were treated poorly. They will also never forget how great you were because you kept them in the loop.

Somehow, we have gotten away from responding to our potential employees as potential customers. We have decided that we don’t have to respond to them, they don’t deserve a response or we don’t have the time or money to do it. The next wave of successful companies is those who invite people to apply and who respond to them along every step.  Be Bold, Be Different and Respond!