Posts filed under ‘Employee Retention’
I have had the pleasure of having 4 interns work for me this summer. The experience has been overwhelming. Now that their internship is coming to an end, I have come up with 5 reasons if I should make a permanent job offer.
1. Intern engagement
Intern engagement in your purpose, mission statement or business goals is ultimately the first step into making a job offer. How enthusiastic were they with your processes? Did they seem engaged? Engagement can be judged by how often they asked question, and were they meaningful, or were they just speaking to speak?
2. Right Person, Right Place, Right Time
Do you see them fitting in with your team? What will they bring to the company? Business growth is dependent on having the right people in the right position at the right time. If they don’t fit with your company, don’t hire them.
3. Willingness to learn
How teachable are they? Are they resilient for the ever-changing world for business? Can they adapt to your organization? Did they fit the roles of the position desired? A student is more adaptable and willing to learn new things. This is crucial on one hand, on the other, can they make a decision without being told the answers?
4. Graduation dates
Believe it or not, having an open position is key to filling a position. With payroll being a company’s biggest expense, you need to have a succession plan of what positions will be open and when. When the intern graduates helps fill the gaps.
5. Are they interested?
If you extend them a job offer will they accept? Hopefully, you have been giving them feedback during their internship. This is key to their success with your company. Can they take feedback, and what do they do with it? IF they have initiated conversations about wanting to stay on with the company, this makes the transition easy. If not, ask probing questions about what they liked and didn’t.
I had a great success this summer with my interns. We had weekly feedback sessions, and I was able to watch them develop into great leaders. It starts with recruiting the right candidates, teaching them, giving them feedback, and allowing them to make mistakes.
Add comment August 20, 2011
Does your company complete mid-year reviews? Do you know what you are getting on your end of year review, or is it a surprise? Maybe, how we think we are doing, management thinks otherwise. Do we go through the entire year thinking we are doing great, with nothing to improve on, we are just steady-eddy.
If we do not have monthly, or at least quarterly feedback, how are we to improve? So it’s the beginning of August , time to sit down with your boss and have a conversation. Here is a list of 4 topics to ask at a mid-year review.
1. What’s going well?
This is the time to ask what you are doing right. This is where all your wins are listed. These are the successes you have had, the projects or tasks you’ve completed, any measurements or results exceeded, and your team’s wins as well.
2. What needs work?
This is where your opportunities are discussed. Hopefully, you understand your opportunities and needs for improvement. Don’t just come in with a list of weaknesses, come in with an action plan on things you are doing to improve We will always have opportunities, but how you work to strengthen them is good for your development.
3. What are your peers and others saying about you?
A great way to react to feedback, is to ask for it up front from your peers and other managers, besides your current supervisor. This gives you a different perspective, and will help you to become more well-rounded.
4. What do you need from your boss?
A time to give your boss feedback. What they are doing well, and what they could improve on for your development. Be professional and thoughtful, this is a chance for your boss to grow as well
Mid-year review tie is a time to reconnect with your boss, yourself, and to keep ou on track for that “Outstanding” review,
Add comment August 9, 2011
The third part of our well-being discussion encompasses financial well-being. When we are financially secure, not millionaires or billionaires, but secure and content with what we have, we are more productive and happy. Our lives are more enriched, and we are more susceptible to change
Finance, ugh! Who wants to even talk about that with the way the economy is? But think about our teams, if we, as executives, are struggling, what about our hourly entry-level employees? How can we help them?
Raises are far and few between, but what else can we do? What other perks can we offer? Does your company offer a 401K? Do all your employees take advantage of it? Maybe those that don’t need to be educated on the 401K and what your company match is. Some don’t even know how to use the 401K, the investments are daunting. Do you offer a service to help the employees to understand the benefits? There are so many teaching, connecting moments here.
My company has offered budget workshops, where we have experts come in and speak with employees about budgeting and investing, saving for college and for retirement. There are many services available. It’s still about connecting to your teams to make them feel valued and ease the stress of their financial issues.
Discussing finances in hard economic times is challenging, but this is the time that your team needs you. This is where they can benefit and stay connected to their employer and feel secure about their finances.
Add comment August 7, 2011
The second aspect of well-being is community. How well does your company support your community? Do they give back significantly? What about events that the employees can participate in? Do they sponsor good will events?
One event that a previous employer implemented was a “loving fund”. This was an employee based fund that only the employees contributed to. It was run by a small committee of employees, and as employees had certain situations, life-changing situations, we would use the funds to buy them things out of the fund, such as groceries, gas, transportation, medication, school supplies, there was no limit. We would have different drives to help raise funds, bake sales, car washes, candy-grams, and other creative events.
My company has participated in Food Drives, Coat Drives, Blood Banks, Cancer Walks, Disaster Relief funds, Education Funds, and many other community events. The great thing about this is that none of the events are run by leadership. The employees gather the team for the events and participate. They are enthusiastic about representing our company and supporting our community.
Even during hard economic times, people are still giving. Individual giving rose 22% in 2010. Corporate giving, which is tied to corporate profits, rose an estimated 10.6 percent to $15.29 billion, according to the American Association of Fundraising Counsel.
You may never know when in your life that you may need assistance, so be a cheerful giver!
Add comment August 5, 2011
Should companies care about their employee’s well-being? Not just if they are happy, but their total well-being. A full circle encompassed of career, community, finance, and health? What would the benefits be for a company? And what recourses could companies use to educate their teams? I will take a look at career for our first text.
1. Career seems to be easy because companies have career paths to help the development of their teams. There are probably several positions within the company that not all employees are aware of. What about internships, international opportunities, sales, planning, buying etc? Educating your employees on internal possibilities and promotions will keep them connected to the company and they will be interested in long-term growth.
How about the career paths of the current employees from the CEO to the project manager? How did they get to where they are at? Having a career day at your place of employment could just be the ticket for long-term developmental goals. For the company, it is a great tool for succession planning. All Companies should have some plan of who will replace who when the position opens up. Don’t be stuck with an open position for three months while you are busy sourcing, interviewing, and hiring. We should all have back-up plans. Remember, we are all replaceable including you and me!
My career path starts with my parents owning several business. They’ve had a pool supply and service company, sporting goods store, roller rink(yes I was the cotton candy girl), a fishing and cross-country ski lodge, a hotel, and now a gift shop. I’ve seen them struggle, so owning my own business has never been appealing to me. I look forward to my biweekly pay check. What I did learn was that I liked people, customer service, leading teams, and getting results.
Career paths are cool and keep you connected with each other and find commonality with others. Educating teams and connecting with teams about careers is part of the total well-being of individuals.
Add comment August 4, 2011
How far would you go to have fun at work and engage your team to feel valued? With the every day mundane tasks that accompany some entry-level positions, how can companies keep retention low and employees happy? I have a policy at work, and that is to work hard and play harder.
For an HR executive, team engagement is a top priority for building team culture within your organization. Each level of employee has a different motivational factor that will keep them engaged. I had some company priorities that I had to share with my leaders, so in turn they could convey the priorities to the rest of the team. How can I make this fun, and have a learning experience as well? Sometimes we play to play. But most of the time, there is a learning experience behind it.
So, I wanted to get my semi-annual priorities out to the team, and I wanted to tie in some recognition and fun in the day. Why not take a day to play? So we had a circus theme day at work where all the executives dressed up in different costumes. We had superman, Bert from Bert and Ernie and of course the clown, amongst others. We had a teaching moment where we had to get our company priorities out. We divided our leadership team into groups, and presented them with props to put on a skit for the rest of the employees. It was sort of like “Chopped” on food network, where you have a basket of stuff and you have to make something out of it. (see my about me page – I love food network!) It was hilarious! We of course had food and carnival games-ring toss, balloon toss etc. The point is that the boss was not afraid to play. She had fun with the team and we got to laugh and learn a lesson as well. Wow- if every day could be a play day!
Add comment August 2, 2011
Companies spend thousands of dollars annually on surveys to determine how happy their employees are. They are anonymous, and ask a variety of questions, such as how satisfied are you with your rate of pay. Is anyone ever satisfied? Don’t we always want more?
The survey will break down specific questions into categories like team engagement, plans to stay, how effective is leadership, company mission statements, communication within your company, recognition, growth opportunities, and are you being treated fairly. They will even go into asking questions about diversity.
*Very Good *Good *Neutral *Dissatisfied *Very Dissatisfied
The key to the survey is what companies do with all the data that they uncover. The smart ones will talk about the results with the employees. They will dig deeper into the root cause of why they are dissatisfied. They will come up with action plans to make a cultural shift. For example, If recognition is an opportunity for your firm, the company would need to ask the employees what type of recognition do they like, is it meaningful, where do you like to be recognized(in public, or one-on-one), and how do you like to be recognized(verbally or written). After they receive the feedback, they would need to implement steps in order to change behavior of the leaders.
I think that surveys are a great way to get an overall view of how people are feeling within your company. Yes, some surveys can be skewed. But the true connection is in the verbal discussions leaders and employees have together, the engagement that the employee feels after knowing that their opinion matters, and that management listens. There is no greater way to drive employee retention.
Add comment July 29, 2011
Knowing your core strengths and opportunities, and using them, will bring job satisfaction. Every day that you can connect with your peers, subordinates, or your boss using your core strengths, will improve your confidence. This will enable to elevate you in front of others, allowing them to see your strengths in action. Once others see your individual strengths, they will connect you with it, and perhaps use you for a task or project in the future. It’s like networking within your core group.
One of my strengths is innovating ideas for events that engage our team. I think out of the box, using company directives and new information to connect with the team and implement a culture shift or new idea. I always integrate fun in the events. Having your boss be able to count on you for creating ideas, executing projects, or leading teams, will keep you connected with your employer and your team. When using your skills and strengths, you will feel more part of the team, connected to your company, and overall increase your job satisfaction.
Discussing your strengths with your boss and with your peers will allow you to determine if you are on the right track, or if maybe they see something else. Seeking feedback is essential for growth in all levels of positions in a company. We may not always like what we hear, but if examples are given, we can act upon the information. These discussions can also connect you with your employer and make you feel more engaged with them.
Keeping yourself engaged and motivated at work, will help with your personal development and job growth. After all, we are the only one’s who care about our personal development, and are in charge of our own destiny. Make every day count!
Add comment July 27, 2011
Hi, I’m Tessa Duckett. I am very passionate about my team, my company, and my career. I would like to share some exchanges of ideas, influences, and results of keeping our employees happy at work, and wanting to come to work inspired every day. I have had some tried and true events that went good, and not so good, but each time I learn and grow and build relationships with people- both employees and customers. We all need a lift, a light bulb to go off, an idea to keep us being successful. Here’s my reasons why we need to connect and discuss the ever-changing environment of company culture.
1. I have over 15 years of LEADERSHIP experience. I have managed 70 employees for a major department store. Through this experience, I have learned how valuable people are, and that what makes them motivated only increases productivity, and the bottom line- gets results.
2. I am currently a HUMAN RESOURCE representative for a retail establishment with over 140 employees. My goal is to retain and develop employees to encourage them to want to stay and be productive, from entry-level employees to entry-level management.
3. I am known for keeping a fun TEAM CULTURE with a friendly connected team. Leading a team with different career goals can be challenging at times, but knowing how to motivate them will keep them focused and engaged.
4. I foster a CULTURE of caring about my employee’s overall well-being, including their career goals, their financial goals, their health goals, and their community goals.
5. Building relationships is the only way to keep your team connected to their work, and the company. What you know about them can create a sence of belonging and value to the team.
Follow me as we exchange information, ideas and opinions about keeping engaged employees happy and productive.
Add comment July 22, 2011
For me, being passionate about people and how you are treated at work, which is where you spend more time than with your family, is a personal journey. It started for me when I got my first assistant manager position. I was so happy and proud. As I promoted through the company, how well I did depended on how well I was being treated. The more recognition I received, the more promotions I received. But then, after ten years, something happened, something shifted. I was no longer getting praised and recognized. I had become stagnant and complacent. I had the best job ever, what was happening to me?
Part of it was the work-life-balance between family and career, just trying to please everyone, and be everything. The other was that my employer was not fueling me with the things that I needed. Again, I loved my job. I worked in a fabulous industry about pretty things with pretty people, but that didn’t seem to be enough. I liked the position I had. I wasn’t chasing a promotion. I just needed to be treated a little bit differently- challenged within my current position, Engaged in what I was doing, excited to go to work, wanting to do the best job in the current position that I had. I was at a cross roads, and I jumped ship. I left the glamorous position, I was looking for something different.
And I found a company that values me, and engages me everyday. My job now is to give back this new-found excitement and ensure my team is getting the best that they need for where they are at, right now, in their career.
http://www.jobdig.com/articles/724/7_Steps_to_Creating_Renewed_Job_Commitment.html, A great article titled “7 Steps to Creating Renewed Job Commitment”By Janine Moon. From Jobdig- because everyone should dig their job. ( I love that!)
I should’ve had that 5 years ago! Please share your thoughts.
Add comment July 22, 2011