Month: September 2017

The first 90 days for employees are crucial to their future success within the company.

While they are nervous and a little green, management needs to swoop in to ensure their first impression is a positive one.

Managers should attempt to alleviate fears and make the new employee feel comfortable in their new position. If they pull this off, then the employee will stick around for the long haul which will help improve your bottom line and employee morale.

Engagement Is Essential

Brand new employees tend to be more engaged because they are trying to put their best foot forward and learn the ropes. They are (at this point) still excited about their new position and the company.

Statistics show that 82% of new hires are more engaged in the first year while other employee’s engagement is closer to 75%.

Managers have the ability to enhance their new hire’s experience as they learn their role. In fact, their effort has a direct correlation on the level of results and success the new hire will bring the company.

Management is able to help facilitate better retention of employees. Here are four strategies that will help increase your new hire retention.

Get Social

We live in a social world where people want to feel connected. New jobs are more enjoyable and less stressful if managers will include new hires in staff lunches and activities.

Be sure to introduce them to the entire team. “Sometimes you want to go, where everybody knows their name.” Get social and you’ll retain more team members.

Career Development

Chat with your new hire about their career goals. Help them envision their future with your company while validating and encouraging their desire to grow.

These conversations are critical and enable the employee to envision their growth potential. Further, managers should clearly outline when these goals will be revisited and discussed in order to track success.

Don’t Neglect Training

New hires will appreciate a well-designed training plan. Often, they are thrown into their position, with little training, and flounder about aimlessly. Talk about frustrating and a surefire way to lose them. If you train them, they will stay and make fewer mistakes in the long run.

Survey New Employees

Ask your new hire to complete a confidential survey within the first 12 months of employment. Find out how you are doing as a manager and company, as a whole, by simply going right to the source for the information.

Managers that engage their new hires are able to retain them and ensure their success for the company. Employees with proper training and encouragement will stay longer and be more equipped to achieve the results you want for your business.

Need help getting your new hires to continue to be top performers? Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

 

Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. All rights reserved worldwide.

High turnover is expensive, time-consuming, and frustrating.

Companies worldwide seek to avoid this issue because it hurts employee morale, job performance, and employee engagement. Most managers notice a decrease in staff productivity which negatively impacts business.

Since we know that turnover is detrimental to our business, hiring managers should make thoughtful decisions about recruitment. Grit is the one distinguishing factor to be considered when selecting your next new hire.

Grit is an HR term that’s best described as a candidate with the ability to channel their passion, energy and drive for the long haul in a sustainable way. During the recruitment phase, hiring managers must choose whether they want the brightest candidate or the one with the most enthusiasm.

Your best bet is to find a candidate that possesses both qualities. Employees with grit have real staying power with the ability to pull off outstanding results.

The following will explain why recruiters find gritty employees the best options for recruitment.

Failure Is Not an Option

Who doesn’t want their business to succeed?  Managers must recruit zealous candidates with the goal to push the limits in order to ensure success. These new hires will fear failure and not allow themselves to fall short of the goal. Their grit will make all the difference.

Get Staff Onboard

Gritty employees won’t settle for second best. They set goals and then achieve them. You’ll want to get them completely onboard with your mission and vision. Most HR managers see the value of getting new staff to believe in the company’s culture and goals. The first quarter is crucial to an employee building relationships and having buy-in to the company as a whole.

How to Identify Grit While Recruiting

During the recruitment process, you’ll want to look for the signs of a gritty candidate. Be sure to ask pertinent questions and figure out their approach to work.

Try the following:

• Provide scenarios and questions that will reveal their style in the workplace.
• Ask questions about how they would handle obstacles.
• Probe a bit to figure out their goals for the future.
• Request information on their past projects and experiences.
• Find out about their achievements and how they feel about accomplishments.
• Ask them to take a personality assessment test to learn more about them.

While recruiting, you can do your “homework” on your candidate to gauge how gritty they will be for the company. An employee with passion and drive for the long haul is an outstanding find. #

We would love to hear your comments. Please comment below or contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

 

Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. All rights reserved worldwide.

It’s time we take a look at the changing world around us.

Corporations are coming face to face with being in need of running their businesses differently. If you do not make the transformations needed, you will face difficult financial times.

It is best for you to understand that technology and the internet have opened doors for people that have never been opened before. These developments already have impacted your company and will continue to do so.

In order to be successful doing business in the future, you will need to make certain your staff is properly trained. Not only that they are trained but how you train your staff needs to be addressed. Corporate learning will take on a more important role. It is vital that your team have the training needed to keep up with the changes.

Focus on Building a Complete Learning Experience

Using the internet to your advantage will help you to build a complete learning experience for your team. It is important that you focus on creating a learning environment. Here are some things you should do to make this happen.

• Face to face learning– there is always a place for sit down learning time. Whether this is in the form of a speaker or one on one meetings, you should have an occasional face to face learning opportunities.
• Videos– many people are putting together educational and motivational videos that will teach your staff concepts you want them to have. These forms of learning will give your team the flexibility they need to schedule a time to watch the videos.
• Online courses– people that are just hitting the job market from college are accustomed to online courses. There is a convenience in this type of education as well as familiarity.
• Reliable blogs– there is a wealth of free reading material out there that you can point your employees to. Just be sure you are giving them websites that are written by those that are authorities in the field.
• Job rotations– to really understand a company and grow in skills, some companies are focusing on job rotations. They bring in untrained individuals and then train them from the ground up. After 6-8 months of working in one area, they are moved to another area of the company to learn that end of things. This makes for well-rounded employees. Not only that, it keeps them feeling fresh in the job.

The many different ways you can teach your staff will continue to grow. If you want to stay relevant to the workforce as well as your customers, you will need to focus on training your staff. #

We would love to hear your comments. Please comment below or contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

 

Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. All rights reserved worldwide.