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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 get some great information and your people will feel respected and valued. Win-win!
If you’ve seen any of my hourly employee recruiting, selection, retention presentations, you might remember I urged you to create a list of the Top 10 Reasons Someone Should Want to Work for Your Organization. It is a wonderful focusing tool that can help you recruit, interview, and retain talented folks at every level. (Besides, if you don’t know why someone should want to work for you, how can anyone else possibly know?)
You can also reverse engineer this concept to get The Top Reasons Someone Should NOT Work for Your Organization and use it as a screening tool. What if, every time you made a job offer, you also gave the person a list something like the following?
Top Five Reasons Not to Work Here
Just as in: “The more you teach, the more you learn,” when you take the time to mentor a promising employee, you not only learn a lot, but you most likely make them a valued supporter and ally who could someday benefit your career as well.
P.S. Besides asking your employees, challenge yourself to think how you would answer this question.
Although impolite, rude, and bullying social media behavior grab the headlines, ours is still a basically polite society. That’s why most of us rely on our pre-employment paperwork to ask job applicants the tough questions about drugs and honesty. Then we compound that mistake by thinking we’ll find out about dependability and safety when we do our reference checks. (If we, in fact, take the time to do them at all.)
However, it’s by far harder to lie or deceive in person than on paper. So, if you really want to make the best possible hiring decisions, brace yourself and ask during the interview:
I’ve also found that the applicants who ask me the hardest questions turn out to be the best employees because we’ve both dug deep enough to get the most important information and come to a mutually good decision. These questions include:
“What do you see as the biggest challenge you face in taking your career to the next level? What steps are you taking or going to take to overcome these challenges?”
P.S. Hire tough, manage easy!
Normally, there is a 70 percent increase in online job applications on the first Wednesday after New Year’s Day, but with business confidence at a 12 year high and unemployment at one of the lowest levels ever, the start of 2018 will result in a higher than average New Year/New Job employee churn.
To keep valued team members from jumping ship, use the New Year as a reason to start holding Stay Conversations. For detailed pointers about how it’s done, text STAYINTERVIEW to 44222.
P.S. Hire Tough; Manage Easy!
Negligent on-boarding is the #1 cause of costly, short-term employee turnover. In essence, negligent on-boarding is wasting the time and money spent to recruit, screen, and hire a new employee by not giving them the guidance, tools, training, time and attention they need to quickly become productive, committed, engaged members of the team.
If your organization is guilty of negligent on-boarding, check out The Five Firsts: A Simple System to On-board, Engage, and Retain Top Talent.
Which co-workers do you find to be most helpful?
Most of the time, it’s better to ask “What happened?” rather than “Why?” That’s because “why” places blame. So, the next time you’re trying to figure out what went wrong so it doesn’t happen again, instead of asking: “Why did you…?” Ask: “What happened (or what caused you to)?
To get a good read on a job applicant’s attitude toward taking responsibility, ask: “What do you think accounts for your success so far?” After the person answers, ask the more important, follow up question: “What’s kept you from being even more successful?” The person will either take personal responsibility or blame some circumstance or person.
On a scale of 1-10, how likely are you to encourage a friend to
apply for a job with us? What could we do to make that number higher?
“Just get ‘er done,” may have its place, but it’s not during training. When you train for speed (whether it’s waiting tables or making sales calls), you hinder understanding and quality. Always train for process (not only the hows, but the whys) and the speed will follow.
A new survey finds just over half of the respondents have not gotten a bump in salary over the past 12 months, despite a tight labor market that’s making it harder for employers to find workers. On the other hand, employees with more education and higher incomes are more likely to have received a raise, the Bankrate.com survey shows. According to the phone survey of 1,009 employees conducted Nov. 1-5, 52 percent of those polled didn’t see their paychecks increase the past year. Thirty percent got a raise at their current job; 10% landed a better paying job; and 8% scored both within the 12-month period. Thus, a total 48% of those surveyed saw their wages rise either at their current workplace or by switching jobs.
Even though the sample is small:
What’s the biggest gripe you hear around here?
“What makes you feel appreciated?”
If this leaves you wondering how to ramp up engagement, I have two suggestions: