by Beth | Sep 23, 2020 | Uncategorized
For the past few years, every time I went into my bathroom, I would think to myself, I need a new toilet seat. I never did anything about it, because who wants to buy a new toilet seat? I can think of SO many other things to spend my money and time on, so I just made do. And, my cheap plastic toilet seat would wobble, and I would grumble. My stupid toilet seat made noise, and I would sigh. I would stare at it in disgust, because it basically stunk.
Until one day, it broke completely, and I was forced to buy a new one.
I bought the most expensive toilet seat I could find: it is wood, with a lid that slowly closes. It is solid, and it doesn’t creak! I installed it myself, and I am inordinately proud of my new toilet seat! Maybe seems a bit silly, but it really does make a difference in the quality of my daily life, so it feels like a huge accomplishment!
Does your recruiting strategy make you grumble? Is your process in the crapper?
Urine luck! (wink wink)
I find my clients are often in the same boat when it comes to recruiting new employees. It, like the toilet seat, seems like it doesn’t really make that much difference to the overall company and your daily work life. A lot of companies ignore it, even though it stinks, until it breaks so badly that they don’t have a choice but to address it.
Updating your recruiting efforts is a great way to improve your candidate pool and your ability to hire great people. Will this make a huge difference in your daily life as a result? You better believe it!
by Beth | Jun 3, 2020 | Uncategorized
Today when this email hits your inbox, my 19-year old daughter, Katy, will be in surgery getting her hip replaced. Because of an infection 12 years ago, she has developed arthritis and has very little cartilage left to cushion the joint. This new titanium hip will restore her body to its youth and allow her pain-free movement once again.
When we first received the news that a hip replacement would be the doctor’s recommended course of treatment, I bawled my eyes out. But not Katy. My daughter beamed from ear to ear! When I later asked her why she was so happy, she replied by saying “The worst-case scenario would be if they told me there was nothing that they could do to help me. They have a plan to fix me.” Katy was able to look at the situation she was given and find the bright side. She was grateful for the opportunity to be treated and looked at the surgery as a way to better empathize with and relate to her future patients once she’s a nurse.
I think there is a lesson here for all of us to learn. Developing an infection at age 7 and needing a hip replacement at age 19 were circumstances no one could have predicted for my daughter. Instead of dwelling on the odds or the cards dealt, she has chosen to look at what she can learn and be grateful to have found a fix and an amazing surgeon to help her.
We can’t control what happens to us, but we can control how we react to it. With many bumps along the road, the most powerful thing we can do is choose to enjoy the journey with our loved ones.
I am really inspired by my daughter’s positive outlook on this whole ordeal, and I carry that forward with me as I navigate COVID-19 and it’s eventual effects.
I hope that you can too.
by Beth | Jan 2, 2020 | Company Culture, Firing Employees, Uncategorized
As we begin each New Year, many of us take the opportunity to re-group and redefine goals for our businesses. This time is often filled with renewed energy to get our lives and work in order. As a part of your New Year’s goals, it might also be time to fire that one employee that is not contributing to your company’s vision.
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, especially when an estimated 50% of employees will change jobs in 2020! I say start the New Year fresh!
A past client of mine had an employee who consistently gave her ultimatums. The threats were often “If you don’t do this, then I will quit.” Who wants to work with an individual who is constantly threatening you? The team was struggling to work with the individual, my client 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.
In addition, the busiest day of the year for applicants looking for a job is the second Tuesday in January. Think about this: the people who are fed up with their work environments are also looking to make a change. So, if you want to start the New Year with someone who REALLY wants to work for you, get going! Now is the time.
Happy New Year!
by Beth | Oct 30, 2019 | Company Culture, Good Management, Uncategorized
Do you walk into your office and see Zombies disguised as employees? Those lifeless bodies that wander around thoughtlessly in packs? Have you ever thought about how they got that way?
New employees are so always excited to start their new job. I have heard many new hires talk about their first day on the job just like they talk about their first day of school… with excitement and a lot of awe. So how is it that years or even months into their employment with a company, they lose their passion for the job?
Because we suck the life out of them with too many constraints and not enough direction. We make it hard for them to do their jobs with petty rules. We don’t spend enough time training our new people, and we really don’t take the time to explain our expectations to them. All of the sudden, we have a lifeless body of the previously excited employee.
If you look around and see zombies on your staff, it is time to take stock in your interviewing process, your training program and your employee handbook. If you are dictating when someone can go to the bathroom, you are running a daycare, not a professional office. It is time for a re-do.
And if that doesn’t work, try chocolate.
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 | Jun 20, 2019 | Uncategorized
A friend of mine was hired recently to work for a large corporation. Upon being hired, he was informed that if he arrived to work on time for his first 2 straight weeks, he would receive an $800 bonus. Further, if he arrived on time for the following 2 straight weeks, he would receive another $800 bonus. Lastly, if he was on time for work for 4 straight weeks, he would receive an additional $2000. Thus, the motivation of the company is a guarantee that this new employee would be on time for work for his first 8 weeks, in turn setting good habits for on-time work arrival.
As I have recounted this story to those in my network, the reactions have been varied and intense. Comments such as:
“You have got to be kidding me! They are paying someone a bonus to show up for work?”
“Is this what we have come to as to implement company culture?”
“I thought that being on time for work is what a salary is for.”
“What happened to the work ethic?”
It is interesting to me the visceral reactions to using monetary bonuses to reinforce desired behavior in an employee. It is also very interesting to me as to why the company feels compelled to offer money to an employee to ensure they will be on time.
The real fact is that being late is a sign of lack of commitment. If your new employees are not automatically arriving to work at the agreed upon time, they should not have been hired. Ask more questions during your interviews about timeliness to avoid having to incentivize punctuality. After all, your time is too valuable to invest in a bad hire.
