Why You Want to Train People for Your Job
Why You Want to Encourage All Employees to Train for Their Next Job
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:
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 used that particular word in one series of tests and didn’t use the word in the other series. They found that using the word got up to 94% compliance. So, what is that powerful word?
The researchers had the study participants use three different, carefully worded requests to try to break into the head of the line:
1. “Excuse me, I have five pages. May I use the Xerox machine?”
2. “Excuse me, I have five pages. May I use the Xerox machine because I have to make copies?”
3. “Excuse me, I have five pages. May I use the Xerox machine because I’m in a rush?”
The results: #1 got 60% compliance; #2 got 93% and #3 got 94% compliance!
Using the word “because” and then giving a reason resulted in significantly more compliance. This was true even when the reason was not very compelling (“because I have to make copies”).
So what’s the moral of this story?
When you’re giving direction, needing compliance, or just need to get more done, remember to include “because” and then the reason.
Use this technique next time you make any request of your employees BECAUSE you’ll get more done with less hassle.
Need a great speaker for your next meeting? Give me a call; let’s talk!
Mel Kleiman, Founder & President
How would you answer the following three questions about the last employee you hired?
For the complete cnbc.com article, click here.
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 to create an Employee Bonus Plan. You see, most of us typically create such a plan with the wrong motives.
It’s not a tool to stop employees from quitting. It’s not a tool to pit one employee against another (with the hope of making all employees better).
Here’s the secret: An Employee Bonus Plan should only ever have one clear directive…to reward great work!
It’s that simple. If your plan is designed to make your employees stop doing something detrimental it will not be well-received. Employees are smart and they’ll find a way to game the system. You always get more flies with honey than vinegar.
When your bonus plan rewards great work and performance, all the pieces fall into place. Good work means greater profits. Greater profits means more free cash to give raises or bonuses — which means happier employees who stay with your company.
If you need help creating an Employee Bonus Plan that rewards employees who do the right thing, I can help (www.DavisDelany.com).
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.
If you can get those three P’s right, you get to enjoy the 4th and 5th: Profits and Prosperity!