by Beth | Feb 14, 2018 | Interview Process
I ate lunch with a client at an adorable café in Denver, CO. They had listed on the menu a kale and quinoa salad that included “Market Finds”.
I asked the kind server, “What is a Market Find?”
She smiled widely and replied, “We go to the market every day to buy our ingredients. A market find is whatever we find that looks good at the market that day.” That day the market find was golden beets. YUM!
Her statement suddenly struck me as relevant to interviewing for employees. I teach my clients about the importance of an ideal candidate description, and yet, this server reminded me that we can sometimes be too rigid with our expectations.
When we are hiring for a new employee, we can make the requirements so strict that we miss what is amazing about a person and their potential contributions to our teams. Common examples that I hear for firm requirements often relate to experience levels and skill sets. There are some jobs where specific certifications, education and/or skill level are required, but often employers get hung up on a candidate having a skill set that can be easily taught.
Yes, I am an advocate for having a base line to measure for a great candidate. Be sure to also leave room for “Market Finds” which opens the door to out-of-the-box candidates. These hidden treasures can often be what life is all about, and you can’t “beet” that.
by Beth | Feb 1, 2018 | Uncategorized
Right before the holidays, I had a potential client call me frustrated with an employee. “I just gave out bonuses, and she wants more money…I don’t know what to do!”
Having seemingly entitled employees is a hot topic of conversation these days. Here are my thoughts:
An entitled employee is in the wrong job.
Think about it.
When an employee is in a job that they love, they are happy. They think about the work that they “get to do”, not what they “have to do”. They may ask for a raise or for more vacation time, but rarely are these on the forefront of their minds. They are excited to work every day because they are passionate about their objectives. They feel confident and are thriving.
But when they are not happy in their jobs? They will do anything to keep themselves engaged. They think that money will make them happy. They think that more time off will make them happy. Or free movie tickets, a gift certificate for a massage or getting to work from home. But in the end, if they are not enjoying their jobs anymore, have a conversation with these employees about doing something else or let them go.
Nothing can make up for doing work that they do not enjoy, and I do mean nothing!
So, when you have an entitled employee, don’t talk about more money, benefits, working from home, etc. It won’t help and only increases frustration for both you and your employee. Instead, talk about the job duties, and ask if this is really the work they love. If it’s not? Either move them to a position that is right for them, or help them transition out gracefully.
And remember: you as the employer are entitled to an employee who wants to do the job you are offering.
by Beth | Jan 17, 2018 | Company Culture
Jeremy is a designer for Calvin Klein. He has worked for his boss, Suzanne, for many years in multiple positions and capacities. They have a fantastic working relationship and have for a long time.
Earlier this year, Jeremy’ sister was diagnosed with a rare form of liver cancer and was given 6 months to a year to live. Jeremy and his sister have always been very close so this was devastating news. For the next several months, Jeremy traveled as often as possible from New York to Texas to spend as much time with his sister as possible, then flying back to go work.
As his sister got worse, death was imminent. In October, Suzanne called Jeremy into her office and said “I want you to buy a one-way ticket to Texas. Don’t come back until this is over. You need to be with your family right now.”
Jeremy got to spend several weeks with his sister before she passed away. He said, “[Suzanne] gave me a gift that I can never re-pay.”
I wanted to highlight a story that shows bosses and employees can be loyal and supportive of each other. We can treat each other as human beings and love each other through the hardest times of our lives. It is called the human experience. This story exemplifies when the work environment and culture are at their finest.
For all the great bosses and employees out there, keep up the good work. And for Suzanne? You are the epitome of the greatest boss ever. Nice work!
by Beth | Dec 4, 2017 | Adventures in Interviewing, Employee Hiring
Most of my clients would probably tell you that I have seen everything there is to see when it comes to interviewing candidates. I will tell you this just isn’t true. People in general continue to surprise me, even more so during the interview process. This past week, I encountered a “first” when interviewing a candidate. While conducting a phone interview with an applicant for a high-level position, his dog barked consistently in the background. To attempt to keep the dog quiet, the gentleman used a squeaky toy to try to distract the dog, which of course, only excited the dog more. Squeak! Squeak! Bark! Bark! “I am definitely the best fit for this role!” he yelled over the barking dog.
I am all about having dogs. I love them and support companies that allow employees to bring their dogs to work. Studies have shown that dogs help de-stress their owners and I am always an advocate for a less stressful workplace. I also believe in taking excellent care of our beloved pets by providing all the squeaky toys that they can handle.
Do I believe that dogs belong in an interview for employment? No, I do not.
An interview is a first impression. We are evaluating a candidates’ ability to focus, to think on their feet, and to listen to the questions asked. If they are busy playing with their dog during an interview, they are telling their potential employer that they are less concerned about you and more concerned with their four-legged friend. It may also be a sign they will become distracted easily. If this occurs during one of your interviews for an A-list employee, I recommend a hard pass.
Woof!
by Beth | Sep 28, 2017 | Company Culture
There are plenty of great words that start with the letter F that you might use to describe the people you work with and the culture within your organization. Words come to mind such as Fun, Fantastic, Fabulous, Fulfilling, Fast, Fundamental, Fantabulous, Functioning, Fitting, Fashionable, Friendly, Fortunate, Famous, Fortuitous… just to name a few. But there is one F-word that you should NEVER use to describe your work environment:
Family
That’s right. Never EVER use the word “family” to describe the people you work with.
A family is a group of people closely related by blood, and you can’t do anything about that. You can’t fire your cousin from being your cousin if he or she constantly makes poor choices and avoidable mistakes, but you can (and should) fire any person who works for you who does that. I hear it all the time:
“He told me that we were family, and then he fired me!”
“Family doesn’t fire you.”
“She lied. We weren’t family. If we were, I wouldn’t have gotten fired.”
If you are searching for a word that describes your company culture, try some of these: Tribe, Troupe, Village, Community, Group, Team… But don’t confuse your employees by using the term “family”.
Replace that family tree with an organizational chart.
