Comments for Humetrics

Comment on Blog by Hiring Wisdom: Simple Things You Can Do to Engage & Motivate Employees

Hiring Wisdom: Simple Things You Can Do to Engage & Motivate Employees — Mon, 14 May 2012 13:29:57 +0000

[...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

Comment on Humetrics’ Store by Hiring Wisdom: How to Become a Better Interviewer

Hiring Wisdom: How to Become a Better Interviewer — Mon, 07 May 2012 13:28:09 +0000

[...] If you’re unable to invite an observer, at least use the above to evaluate yourself. (For all the specifics of why these criteria are important, get a copy of Hire Tough, Manage Easy online.) [...]

Comment on Blog by When It Comes to Interviewing, Are You as Smart as a Kindergartner?

When It Comes to Interviewing, Are You as Smart as a Kindergartner? — Fri, 27 Apr 2012 14:50:23 +0000

[...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

Comment on Blog by Hiring Wisdom: 6 Short-and-Sweet Ways to Retain Top Talent

Hiring Wisdom: 6 Short-and-Sweet Ways to Retain Top Talent — Mon, 23 Apr 2012 13:32:48 +0000

[...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

Comment on Blog by Hiring Wisdom: The Most Important Interview Question You Need to Ask

Hiring Wisdom: The Most Important Interview Question You Need to Ask — Mon, 26 Mar 2012 13:32:41 +0000

[...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

Comment on Blog by Hiring Wisdom: Do You Help People Get Where They Want to Go?

Hiring Wisdom: Do You Help People Get Where They Want to Go? — Mon, 19 Mar 2012 13:32:43 +0000

[...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

Comment on Who wouldn’t want to be managed this way? by Andrew

Andrew — Mon, 05 Mar 2012 18:54:34 +0000

I totally agree!
I thing one of the best points was “Explain the ‘why’ behind the ‘what’” In my current company there is little talk about the why’s. I think part of the reason people don’t give out the why’s is because they want to hide or keep information from the employee. I believe that the more power you give to the employee the more power you give to the cause or the company.

Comment on Blog by Hiring Wisdom: Twenty Ways to Get Job Applicants to Tell You More

Hiring Wisdom: Twenty Ways to Get Job Applicants to Tell You More — Mon, 27 Feb 2012 14:35:25 +0000

[...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

Comment on Problem Employees by Mel Kleiman

Mel Kleiman — Wed, 22 Feb 2012 15:51:10 +0000

Kevin I agree with your comments accept that you are in most case not talking about discipline you are talking more about coaching someone to be better. If we need to discipline someone they need to be in violation of some policy or rule. Making a mistake is going to be expected are doing something wrong if you have not been taught to do it correctly is a training problem. Play video games at work is an action that should not be tolerated.

Comment on Problem Employees by Kevin

Kevin — Wed, 22 Feb 2012 15:14:49 +0000

I agree – ish. I suppose it comes down to the definition of “problem employee”. I believe everyone is entitled to a reasonable mistake or two – which may result in discipline of some sort. Mistakes happen. Often they become priceless learning opportunities. When they do occur, I don’t believe that it necessarily means we have the wrong people in place; although it may certainly be a sign that we might (unless we’re talking about an individual who makes an egregious behavioral gaffe which must be swiftly and aggressively be dealt with). Similar to your example with children, we discipline employees for their own good – as well as ours.

People, regardless of maturity, skills, experience, motivation etc. can lose focus and make an error that would or should result in discipline of some sort. As we all very well know, good people remain increasingly hard to find. We by no means need to babysit, hold hands, or tolerate underperformance, but employees need to know that making one mistake won’t (necessarily) result in a loss of their job or get them labeled as a problem employee. What a culture that would create! But when you say “problem employees”, if you’re referring to (and I think you are) those employees who either don’t share the company’s values, or are bullies, or negative, or attempt to undermine their manager, or do other things which harm the team or organization then I agree whole heartedly.

Further, I believe that when you’ve given individuals the training, coaching, resources, feedback, time, expectations, etc. that it takes to be successful in their role, the need for REPEATED discipline is simply a bright spotlight shown on an individual who lacks our commitment to excellence – which shouldn’t be tolerated either. The cost associated is too staggering.

It’s important to know and recognize the balance between having the mindset to never give up on an employee…but also knowing when it’s time to.