In my book, The Five Firsts: A Simple System to Onboard, Engage & Retain Top Talent, I recommend you have a chat with every new employee at the end of their first week. Here are some additional suggestions as to the kinds of questions you might ask: Which co-worker has been most helpful to you? Have […]\nThe post At the End of Their First Week appeared first on Humetrics.
Some more useful info from www.DavisDelany.com… Way back in 1978, Ellen Langer, Professor of Psychology at Harvard, published a research study about the power of one particular word. In this study, Langer had people ask to break into a line of people waiting to use a busy copy machine on a college campus. The researchers […]\nThe post How to Get Them to Do What You Want appeared first on Humetrics.
Make a list of not only what a great employee will do, but how they will do it. Make a list of the reasons a great employee would want to come to work for your firm. Don’t go after people who looking for a job; go after those that are looking for a better job/career. […]\nThe post Top 10 Secrets to Hiring and Retaining Top Talent appeared first on Humetrics.
How would you answer the following three questions about the last employee you hired? Do you admire this person? Does this person raise the average level of effectiveness of their group? Along what dimension is this person a superstar? For the complete cnbc.com article, click here. \nThe post Jeff Bezos’ Interview Questions appeared first on Humetrics.
The following is a great post from Leigh Davis of Davis+Delaney (shared with permission): The biggest mistake most owners and managers make with their Employee Bonus Plan actually happens before they even start to create the plan. Before they ever put a pen to paper or a fingertip to calculator. I’m talking about the motivation […]\nThe post The Surprising Problem with Your BONUS Plan appeared first on Humetrics.
Even if you are fully staffed, it’s imperative that you block out 60 – 90 minutes a week to interview. It’s the only way to build the bench strength needed to be able to replace departing, mediocre employees with A-players. Happy Hiring! Mel Kleiman Need a great speaker for your next meeting? Give me a […]\nThe post You’ll Never “Find” the Time; You Have to “Make” It appeared first on Humetrics.
Want to keep your top talent happily engaged and on board for the long term? Want to inspire all your employees to reach their full potential? It’s easy! All you have to do is show ’em that you care. The above is another simple question you can ask several of your employees this week. You’ll […]\nThe post Question of the Week: “Tell me how you feel about your total compensation package (pay & benefits) in light of your job responsibilities.” appeared first on Humetrics.
The Three Keys to Success Are: Place: A convenient, clean, safe, inviting place to do business. Product: Find a need and fill it and never stop improving/expanding your offerings. People: They don’t come with manuals and it takes continual effort to maximize your return on investment. But those that have figured it out have great […]\nThe post The Best Way to Spell “Success” Is with Three P’s appeared first on Humetrics.
Want to keep your top talent happily engaged and on board for the long term? Want to inspire all your employees to reach their full potential? It’s easy! All you have to do is show ’em that you care. The above is another simple question you can ask several of your employees this week. You’ll […]\nThe post Question of the Week: “What are your least favorite and most favorite things about working here?” appeared first on Humetrics.
Delineate the guidelines or hallmarks of what distinguishes high potential employees (HiPos) so you can identify these traits in your team members. Signs of high potential may include a cooperative nature, strategic vision, and motivational capability. Make a list of these criteria so you can systematically identify and groom them for leadership positions. Need a […]\nThe post Do You Know Who Your High Potential Employees Are? appeared first on Humetrics.
Here are some of the companies we have been proud to be able to help:
Uncommon Common Sense
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