by Beth | Dec 26, 2019 | Attitude, Employee Hiring, Firing Employees
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 | Oct 16, 2019 | Employee Hiring, Hiring Managers, Interview Process, Interview Techniques, Interviewing Questions
I have a client who asks candidates this question: “If you were a type of cheese, which would it be?” The question makes people laugh and we have had some pretty clever responses. “Pepper Jack: I’m spicy!” and “Any one of them except blue cheese, because that one stinks!” are among a few of the responses I’ve heard so far.
For a cheese maker, a chef and perhaps a dairy farmer, this question might be appropriate. Perhaps even a marketing position could warrant this question as you might be measuring a person’s creativity.
However for most industries and positions, the information you are getting by asking that question is like just like Swiss cheese – full of holes. How does a description of cheese really evaluate the candidate’s qualities, passion for their work and integrity? Would you eliminate them from your candidate pool if they described themselves as Velveeta?
Focus on asking measurable questions in your interview and truly listen to your candidates. It is really the best way to get the relevant information that you need. Anything else is, well… cheesy!
by Beth | Sep 11, 2019 | Employee Hiring, Leadership, Selecting Good Candidates, Uncategorized
One of the most common problems that my clients have when they are interviewing people for a job is that they “feel sorry” for the candidates. “I just want to offer the job to all of them!”
I often ask, “Do you know why you want to offer the job to all the people?”
Most people have no idea why they struggle, but the answer is simple: we are biologically wired to include others. We are biologically wired for connection. So, when someone comes in for an interview, and they are nervous, anxious, worried and scared, we want to make it better. We want to help them feel better, and help them succeed in the interview
Here is the disconnect. When you have 300 applicants and 1 job, you will reject at least 299 of your candidates. You may reject all 300, re-post the ad, and keep going. And it is difficult, because we aren’t wired to reject people. You have to be exclusionary when you are hiring, which goes against our humanity and our most basic instincts as humans.
So next time that you are hiring someone, remind yourself of this: instead of “rejecting” someone, you are releasing them into the universe so that they can find their dream job and you can find your dream candidate. It’s a win/win.
Everyone deserves to be happy, especially you. Don’t forget that next time you endeavor to hire someone.
by Beth | Aug 28, 2019 | Employee Hiring, Selecting Good Candidates
Last week I had a client call me in a panic. He was about to lose a large government contract, because he hadn’t hired a much-needed engineer. We were in the process of filling the position, but we weren’t moving fast enough for the government. Now I have heard it all!
If you know me and my hiring philosophy at ALL, you know that I am not an advocate for fast hires. I believe very strongly that hiring fast means you will hire wrong. It is so easy to make mistakes when you move too quickly, and as Robert Plotkin states in his book Preventing Internal Theft, “It’s better to operate short-staffed for a period of time and rely on your existing staff than hiring someone unqualified or inappropriate for the establishment.”
However, no rule is correct or applicable 100% of the time. When you are in the situation my client found himself in, and you are faced with losing a few million dollars in government contracts, you need to hire fast. My advice for this situation was hire someone quickly, get the position filled, AND continue to look for the right fit. If the quick-hire person works out, (and it does about 1/3 of the time) then wonderful. Everyone is happy. If they don’t work out, remember this was a short-term solution, and be grateful for that.
Hire fast when absolutely necessary. Hire right for long-term success.
by Beth | Jul 24, 2019 | Employee Hiring, Hiring Managers, Selecting Good Candidates
Recently, I was chosen as a speaker for Vistage, an executive coaching organization that helps CEOs and executives of all levels become better leaders. All speakers receive ratings based on content, delivery and real-world applicability. I was honored and humbled to receive 5 out of 5 for content and real world applicability, and it definitely reaffirmed something that I find in my business each day – hiring good people for any size organization continues to be relevant, challenging and the defining cornerstone of any organization.
If you are continuing to find this challenge, remember that I’m here to help your organization personally, or to continue to spread the word through speaking engagements. This challenge is here to stay, and I’m here to help alleviate some of the stress of hiring.
by Beth | Jul 10, 2019 | Employee Hiring, Selecting Good Candidates
Let’s talk about the heavy bag…the bane of my existence. I am learning how to box, and last week, I had a particularly bad workout with the bleeping heavy bag. I was coming off a week with lots of physical activity, and I hadn’t slept well the night before. All in all, the stars aligned for a bad workout, and frustration took over. When things weren’t going the way I wanted, I broke down in tears over the $#%@! heavy bag.
My trainer, who is an accomplished boxer himself, pulled me aside and said “Everyone needs a Corner Man. Someone who is in your corner, pushing you when you need it, giving you water and a towel at the bell, and cheering you on in your hard moments.” These words really resonated with me, because I think everyone needs this reminder from time to time – both in business and in life.
I have often seen that level of frustration happen in hiring. A candidate that you thought would be amazing backs out at the last minute. The one applicant that you wanted to hire blows an interview. You have eight interviews scheduled in a day, and no one makes the cut. What most people do in this moment is give up and “just hire someone already’, when this is the time to keep pushing forward. After all, dealing with people is always unpredictable, and situations arise that you don’t expect. A Corner Man knows just when to step in and remind you that the time to stay strong is now, because to give up will only lead to more frustration and eventual regret that you gave up.
If you find yourself completely frustrated with the hiring process, and are ready to throw in the towel, I can help. I would be honored to be your Corner Man, to cheer you on and remind you that the right person is out there for you if you just keep pushing forward.
In the meantime, I am back on the (damn) heavy bag with my trainer in my corner.
Happy Hiring!
