by Beth | Dec 19, 2013 | Employee Hiring, Employee Retention, Selecting Good Candidates, Uncategorized
The end of the year is always a time of reflection for me. I like to look back and see the difference I have made in the lives of others and plan for how I will continue to bring value in the coming year. 2014 should be an exciting year, as my plan to publish a book about interviewing in a new era has taken shape and well on its way to being realized. During this process of publishing a book, I was given the rare opportunity to interview my clients to learn more about how I have assisted them with better hiring practices. Below is one such testimonial I received that brought tears of joy to my eyes. I hope you enjoy reading it as much as I….
One of my clients, The Doss Heritage and Culture Center, hired me 2 years ago to find them an Executive Director. “Our Board had a very poor hiring record,” said James May, the Board President at the time of the hire. ”We floundered for a number of years. We would hire folks because they were local, and we’d sit down with them for a chat. This is not the best way to do business.”
“The whole experience with A-list Interviews was so different for us, in that we sat back and observed, and let the expert keep us on track. We made decisions very quickly. We now have a successful operation that runs seamlessly, and we are reaching goals that we never dreamed possible. “
Heather Castagna, the Executive Director, said “How has A-list changed our organization? I now have a cohesive team of people, and our budget has increased by $300,000 in the two years since I got here. Our attendance has doubled, our events have doubled. I now understand the importance of looking past experience and skills- I need to find the right fit and develop them. It has worked out fabulously!”
What a great way to end 2013!
Happy Holidays to all of our clients and here’s to a prosperous 2014!
Yours in success,
Beth
by Beth | Dec 2, 2013 | Adventures in Interviewing, Employee Hiring, Employee Retention, Selecting Good Candidates, Uncategorized
For the past few blogs I have been telling you about my swimming experience. Recently, I had a setback. One day, I began to experience hip pain. The diagnosis is a herniated disc in my back. Much to my dismay, I have had to quit swimming and go into rehabilitation mode to become healthy again. I was at a crossroads and needed to make a decision about my swim lessons. I really did not want to quit working with my coach but swimming was no longer an option with my back issues. So, I decided to meet him for coffee one morning to deliver the bad news. He immediately suggested that a treatment option could be trigger point massage work, and lo and behold, he is a certified myotherapist. He was right. The trigger point along with chiropractic is doing the trick. Our relationship has changed dramatically from when we started working together, and I could never have predicted this amazing outcome.
The job that I originally hired my swim coach for has changed. As a business grows, the positions that you will have within the company will also grow and change. The right hire will grow and change with you and your business. If you can remain flexible, you might be surprised at what other skills your great employee can bring to the table.
The lesson here is that none of us can predict the future. We do not know how our businesses will change, but when you hire the right person, you can travel that journey together.
by Beth | Jul 11, 2013 | Employee Retention
Last week, I sat on the beach with sand in my toes, wind in my hair, the ocean roaring in my ears, and a margarita in my hand. I spent a 10 day vacation with my family, my cousins and my friends hanging out, playing cards, walking on the beach and generally relaxing. For those of you that know me, relaxing is not my area of expertise. In fact, I rarely take vacations. After I flew back to town, I realized that my synapses were firing on all cylinders. I have a renewed interest in interviewing and was completely excited to be interviewing all week for multiple clients!
The fact remains that people need time away from work, even when you own the company, like me. Some of my clients get really excited when a candidate will tell us in an interview that they NEVER take vacations. I actually think that this is a negative. Inspiration rarely comes to someone sitting in their office answering emails. Inspiration comes from experiences and usually those come after office hours.
As a nation, we are not good at taking vacation anyway. We feel that we can’t get away, we can’t unplug or we might miss something. I think we actually miss things when we DON’T take time off.
So, when your employees want to take vacation time, praise them for it. Say thank you. Then ask them what you can do to help facilitate their vacation time so they are not performing work while away. Not only will they think that you are the greatest boss ever, but they will come back recharged, renewed and inspired. Your business will benefit, and therefore, so will you. Maybe then you can take some time off too.
I am back in the saddle doing the work that I love because I had a fabulous vacation. I am inspired and working on new ways to teach you how to interview better. And in addition to that, I have a killer tan!
by Beth | Sep 12, 2012 | Employee Retention
I recently I overheard a man complaining to his business partner about his administrative assistant.
“She just does not do the things that she is supposed to do! And then, I find her leaving early. I swear that I have told her 100 times to put our marketing packets together, and they are still not finished,” he said frustrated. “What do I do?”
His business partner said “Well, we need to set up a plan for her. We need to say to her that she needs to complete 3 packets a day every day next week.”
“While I am writing this plan for her, I might as well write down everything that she is not doing,” he sighed. “I have never thought of myself as a micro manager.”
For the next hour, these two gentlemen wrote down a schedule for the administrator. It included a lunch break and goals for exactly what they wanted her to do… basically a plan for how he would continue to micro manage her.
Why do we become micro managers? Rarely do I meet managers who LOVE to micro manage; in fact, most of them hate it. However, they do find it necessary at times to keep people on track.
If you find yourself micro managing your employees, examine why this change has occurred. Here are a few reasons:
- The job changed: it could be that the job responsibilities have changed and no one has communicated this to the employee. If that is the case, get out your job description and review it with your employee. Begin the conversation with “I have noticed that we have some duties that are falling through the cracks. Do you have thoughts about that?” Give them the opportunity to give input.
- Your job changed: Managers sometimes fail to realize that if your job changed, probably the admin’s responsibilities have changed too and usually with no warning. Your admin may be frustrated that they are expected to do something that they do not know how to do. You need to make sure that they have the training and skills to be successful in the position.
- Your admin changed: Sometimes people need to move on to another position, and it is your job as their manager to help them leave gracefully. You might begin the conversation with “You know you just do not seem that happy in your current role. Can you tell me about that?”
- The wrong person: And last but not least, you might not have the right person in that role. If your admin does not love their job, you can either find another job for them or find another admin.
In any case, your job is to have a conversation with the employee and create an environment of accountability, not micro management. Make sure that the tasks and duties are agreed upon and written down. Realize that micro management is a short term solution to a long term problem. Use it wisely and sparingly.
by Beth | Feb 14, 2012 | Employee Retention
Your superstar employee is out pregnant. An amazing employee’s father is dying of cancer. Your right hand man injured himself in a Rugby game. For these employees, you will do whatever it takes to help them get back up and running. You will bend over backwards to accomplish whatever is needed to help them because you know that the effort is appreciated and will be reciprocated.
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.
by Beth | Dec 27, 2011 | Employee Retention
Like most consultants that I know, my office is in various coffee shops along the Front Range of Colorado. As a result, I hear lots of different conversations. Last week, I was sitting next to two women in one of my favorite office locations. They were having a heated discussion about Woman #1’s abrupt departure from Woman #2’s company. The conversation went something like this:
Boss: “I can’t believe that you left!”
Employee: “I told you why I was frustrated!”
Boss: “But I thought we fixed the scheduling problem. You didn’t tell me about the other issues. I can’t fix it if I don’t know about it!”
Employee: “How can you not know about it? You are the boss!”
The “boss” is ultimately responsible for everything that happens within her company. One important responsibility is to ensure a healthy work environment for her employees. In this scenario, or any scenario for that matter, blaming her employee for lack of communication does not resolve the issue. I find most often that employees attempt to discuss problems in a very subtle way. They often feel hesitant to make complaints because they are really unsure of how receptive said boss will be. To help you spark the conversation with your employees, look for the signs that an employee is thinking about leaving:
- Your top performer is now underperforming. If you begin to have performance problems with someone that you’ve never had an issue with, it is time to ask them what’s going on.
- Your employee asks about another opportunity in your company. This means they are not feeling challenged, grown bored with their current position and may be considering a change.
- Your employee mentions that another company is trying to recruiting them. This is a very subtle way of an employee letting you know that they are exploring options.
If you don’t want to be caught unaware, then listen and pay attention to your staff. They will tell you when they are becoming unsatisfied.
The end of the year is always a time of reflection for me. I like to look back and see the difference I have made in the lives of others and plan for how I will continue to bring value in the coming year. 2014 should be an exciting year, as my plan to publish a book about interviewing in a new era has taken shape and well on its way to being realized. During this process of publishing a book, I was given the rare opportunity to interview my clients to learn more about how I have assisted them with better hiring practices. Below is one such testimonial I received that brought tears of joy to my eyes. I hope you enjoy reading it as much as I….
