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!

As you know, employee referrals are one of the least expensive, most efficient ways to recruit job applicants. Better than that, referrals who are hired are more likely to be above-average performers and stay on board longer because they already have a friend or acquaintance on your staff.

Here’s a few tips to make referrals from your employees even more effective:

1. 1. Shrink the circle of people you ask about. For, example, rather than asking: Do you know anyone who might want to work with us? Ask: Is there anyone in your [church, neighborhood, school, last job] you think would be a good fit working here with us?
   2. Make sure your people know that if a referral or recommendation doesn’t work out, it is not their fault and will never be held against them.
   3. Teach them how to talk to the people they might refer; what’s good and not so good about the organization and the job and who to get in touch with to apply.
   4. Remind them no one ever felt bad about getting a job offer; the people whose names they share will likely be flattered even if they’re not interested.

The competition for employees is frenzied, so how can you make your recruitment ads stand out from the crowd and attract the types of people you want? Here are some suggestions:

1. Make sure your headline grabs attention. (“Looking for Our Next Superstar,” “Life’s Too Short Not to Work Somewhere Awesome,” “Come Grow with Us”)
2. Tell them what’s in it for them. What can you tout? (Family-friendly, flexible hours? Great, collaborative coworkers? Growth opportunities? Training and/or education?)
3. Describe the ideal applicant in the second person rather than listing what you need. (“You are highly responsible and a proven problem solver who thrives on a fast-paced environment” instead of “We need a responsible, problem-solver for our fast-paced customer service center.)
4. Make sure your ads look good on a mobile phone as well as via a web browser.
5. If possible, include links not only to your website, but to anything that will give readers an idea of your culture (LinkedIn profiles, community awards, press releases, etc.).

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!

Performance reviews are a universally dreaded exercise. However, regular feedback is required to build an engaged and committed team.

Here’s a way to skip the forms and awkward conversations and simplify the process. Begin by asking yourself this one simple question: “Would I hire this person again?”

If the answer is “yes,” write down why. Are they dependable, and self-controlled? Are they focused at work? How can they improve? Share your answers with the employee. They’ll appreciate the feedback and be motivated to earn more positive reviews.

If the answer is “no,” ask yourself, why? Did you make a hiring mistake? If it was a poor hiring decision, you’ll first need to have an honest discussion with the employee about their future with you. Then, improve your hiring systems to avoid future mistaken hiring decisions.

If it wasn’t a hiring mistake, ask yourself, did I do everything possible to help this person succeed? Did they have the training, tools, and equipment needed to do their job? Did I provide the culture and leadership needed to motivate and inspire? If you didn’t provide them with what they needed, now you know what you need to do. Share what you’ve learned with the person and what you’re planning to do (like provide additional training). They’ll see that you want them to succeed and be more likely to improve.

How questions are all well and good if you’d like to find out about a person’s training and experience. For instance, “How did you learn to do that?” or “How would you go about doing this?”
However, if you’d like to learn more about how the applicant thinks and, therefore, whether or not the person is a good fit for the job, ask: “Why did you learn to do that?” and “Why would you do it that way?”

If your organization requires uniforms for its workforce, during the hiring process, it’s a good idea to ask: “Do you have any objections to wearing the required uniform?” and to then explain some of the benefits uniforms provide for the organization and its employees. For instance:

• Easy identification for customers and makes them feel they’re being helped by someone who knows what they’re doing
• Creates an image of a staff that is accountable and organized
• Differentiates you from your competitors
• Conveys to your customers that your employees are part of a team
• Helps employees take pride in their jobs and feel responsible to perform well

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!

“A great deal of talent is lost to the world for want of a little courage.” ~Sydney Smith

A courageous boss tells his people:

1. Where they stand.
2. What they’re doing right AND what they’re doing wrong and how to fix it.
3. What they need to do or learn to get to where they want to be.

Do you have the courage to tell it like it is? It’s the only way you can build a team whose performance consistently excels.

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!