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3 Questions To Ask Before Hiring A Potential Employee

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The job of evaluating potential employees can be hard. It can be hard to find out if the person is a good fit just by looking at their resume or an interview. Human resources usually have a set of questions they ask in order to find out if the individual is a good fit for the company. Here are questions you need to ask before hiring a potential employee.

Can They Do An Extremely Good Job?

Companies hire people for various reasons. However, the primary reason is always so that they can do work. Many people can do a specific kind of job. They go to school to get training and have knowledge in how to do a specific type of job. Many of them also get experience through their exposure of different kinds of job throughout their lifetime. But how do you know that they can do a good job for your company.

Look at their resume. What is their background and what are their reasons for leaving their last job. Past employment is important because the reason they left can impact your organization. Think about it, if they left because of incompetence or negligence, they could commit the same mistakes again and cost your company its reputation or money.

Ask them how they can do a good job. What characteristics do they have to that will benefit the company the most? Remember, many people can do the same job. This person should be able to do the same job but to another level.

Can They Do An Extremely Good Job, long term?

Now that you know the person can do a good job, will they be able to sustain it long term? Performance is important but long term performance is even better. In order for an organization to have a long lifespan and its blood needs to perform constantly at a high level. The best employees can sustain a high quality of work over time. Slip ups are common because it is natural to do so. However, a consistently high quality of work that can be sustained long term is even more important.

It’s easy to stay enthusiastic and motivated the first couple of months, but what about years from now? Will this person be able to stay motivated and enthusiastic? How will he or she face challenges and drawbacks?

This can be answered by asking two questions: 1. What are the person’s goals, 2. How are their goals aligned to the organization.

Are they a Good Team Fit?

Remember, it doesn’t matter how good a person is if they’re not a good fit for the team or if they cannot work with a team. You need people that are driven to contribute and grow. If their goals are not aligned with yours it does not matter, they will not fit in the team and the organization.

Imagine hiring a team that is the cream of the crop. The team needs a new member so you decide to hire a top performer. However, this performer is not a team player. He or she undermines your team and is unwilling to work with them. Furthermore, his goals are not compatible with the organization’s. How do you think his behavior will impact the team or your company?

Team work is important not only for individual success but for the team and company too. A good employee does not only think of his job but also the welfare of the company. He understands that it is a symbiotic relationship where one cannot exist without the other.

Hiring goals are very important. They define the future of the company and affect its performance both short term and long term. If you are interested in growing your company, think about your company culture and embed it in your hiring process. Finding a way to keep hiring standards high should be a priority among managers as this will affect the overall health of the company.

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Getting Recognition Builds Productivity

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Getting recognition is one of the top motivators and drivers among employees in the workplace. According to studies, 78% of employees work harder if they are better recognized. More recognition for a job well done translates to better productivity and happy employees. This sounds very simple, but is actually a bit more complicated to implement. This is because employees today don’t want just compensation as a form of getting recognition. They also want a close-knit office culture, volunteer opportunities, praises, rewards and genuine recognition for their efforts. Here’s how to do it:

Reward the Right Things

Rewarding employees for every achievement is counterproductive. Instead of singing their praises for everything they do well, reward the right things such as:

  • Actions that align with the company’s strategies and goals. Recognize behavior that aligns with the company’s overall mission. If you don’t have a mission statement, now is the time to define it.
  • Big wins and small wins should also be celebrated. Big projects usually have higher risks and setbacks. To keep your team from being frustrated, celebrate the small ones as well.
  • Being a team player is essential to the survival of your organization. As such this behavior is important because employees who work well together do not let their egos into the organization. Employees like this know how to put the team in front of their own personal interests.

Understand Why It Matters

According to a study by BambooHR, 82% of employees feel that they do not get recognition for their work and are considering leaving the company. Recognition seems like a small thing and not understanding why it is needed could hurt an organization’s profitability. Think about it, a few simple words of encouragement or gratitude can save your company thousands of dollars in recruitment and training new talent. Recognition helps revenue. When an employee gets the recognition they deserve they are happy and happy employees are more productive. Companies who recognize their employees have 2.5 times more revenue compared to companies that do not reward their employees. This means that high engagement translates to a third higher profitability.

Culture of Recognition

Create a culture of recognition within your organization. For example, you can ring a bell and call everybody’s attention whenever somebody does a good job. This way everybody knows whenever the bell is rung that something amazing has happened. This action also recognizes the achievement of an employee. Soon your office will associate bell rings for getting recognition and will aspire to have the bell rung in their honor.

Tailor Fit Your Recognition

Teams within organizations can have their own culture. For example, this team loves bowling or comic books. Aside from the usual phrases and accolades typically bestowed on them, go a bit further by tailoring recognition for their internal culture like going on a celebratory bowling game after a job well done or treating them to a couple of comic books. These small actions do not only show recognition but it shows that you respect the individuality of your members as a team.

Link Recognition with Performance

The key is to promote good behavior through recognition. In the long run, the goal is to achieve better attitude and improved performance. Therefore managers should know how to tie recognition, company objectives and individual performance. Connecting behavior with specific behavior helps to drive better performance. For example, your goal as a company is to implement zero accidents in the workplace. Be sure to reward employees for avoiding accidents or coming up with a new system to improve safety. To truly drive behavior and reinforce performance, recognition from superiors should be more than just a few nice words. Superiors, management, team leaders and even the CEO should connect saying thank you (gratitude) with behavior (the purpose). Influencing behavior can boost performance and productivity while boosting morale.

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How To Connect With Employees As A CEO

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Thirty years ago, a CEO’s focus was on customers and profit. Nowadays we know that CEOs have a bigger impact. A good CEO knows that a company is more than just their customers and profits. A good connection with employees is also important to keep productivity and motivation up. CEOs need to connect with employees on a regular basis not only to inspire but also to know what is going on at the company’s most basic level. Here are ways a CEO can connect with his employees.

Social Media

Many CEOs use social media to reach out to their clients and customers in an effort to humanize their company. Why not use the same social media to connect with employees too? Sending a congratulatory tweet to a team or following an employee on Facebook can be very flattering to employees.

To some of them, the boss is on the top floor only accessible to a select few VIPs. Being called to the CEOs office is very rare except maybe if they did something wrong. Social media brings everybody closer together because they are used by all kinds of people. Connect with employees on social media to make yourself more reachable, friendly and more human.

Take Mark Zuckerberg for example. Facebook’s CEO is very accessible to all people on his social media. He shares pictures of his kids and daily activities of their family life. This makes Mr. Zuckerberg seem more relatable, not only to employees but to many people as well.

Family Day

Family day is not only a great way for families to get together on company time (and expense), it is also a good time for the boss to connect with employees. Being called by your boss by your first name can be very gratifying for employees because the CEO remembers you. This simple act of remembering first names can be very inspiring and motivating to employees.

Employees also like to see their boss in casual clothing. To them it makes them look friendly and approachable. You can be surprised how many more employees approach their CEOs when they are seen wearing casual clothing. The friendly setting of family day is also a good way for CEOs and their employees to bond and get to know each other outside the workplace.

One-on-One

Having a one-on-one with the CEO can be very intimidating. What does he want with you anyway?

This is not necessarily true. A good way to get to know employees and make them feel important is to schedule a short one on one. It does not necessarily have to be about work. It can be about getting to know each other or catching up. This has to do with people wanting to feel that they are important. A CEO’s day is full of meeting with important people and spending time with ordinary employees will make them feel special. It is an easy motivational tool that does not cost anything but time

Open Door Policy

An open door policy makes CEOs more accessible to ordinary employees. They understand that a CEO’s time is important but an open door policy also makes them feel welcome. This is one of the reasons why many CEOs prefer to have meetings in a conference room rather than their private offices. This is to ensure that ordinary employees can walk in and talk to them if needed.

The door does not have to be literally open. Just make sure they understand that they can drop in anytime or arrange for an appointment to talk with you.

Share Meetings With Employees

Employees like to know what’s going on in the company. It makes them feel involved and valuable. One of the best ways to make them feel that their contribution is important is to record your meetings and share it with them. Sharing is a good idea because it’s a communication vehicle, it shows employees how decisions are made and it encourages precise thinking, communication that reduces politicking.

Leadership style differs from one CEO to the next. CEOs wear different hats all the time. The key is to remember that employees are the lifeblood of a company and finding ways to keep them motivated is one of the duties of a good CEO.

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Useless Phrases You Need to Stop Using in Your Emails

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According to the Pew Research Center, 61% of Americans think that email is important to doing their jobs. Despite this fact, many of us are not good at it. Mastering the art of getting to the point is crucial especially if you consider that 66% of emails were opened on a smartphone or tablet. With this in mind, keep these useless phrases off your emails.

Please be advised

Many people use this because it sounds professional but it is also unnecessary. Be concise. The recipient already knows it’s important.

Please do not hesitate to contact me

This is one of many useless phrases that communicates the obvious. Email is a form of communication and it is expected that you will reply if it is important.

I Think

Senders usually include an ‘I think” to soften a blow. However, this phrase tells the recipient that you’re not sure of yourself. Whenever you’re communicating in emails or real life, you need to be confident. You also risk that the recipient disregarding your opinion of you use this phrase.

Enclosed/Attached please find

Nothing can actually be enclosed or attached in an email. This phrase is used when the sender wants to avoid using “I”. It seems minor, but it’s better to use “I attached…” to make your email more direct.

I hope you are well

This phrase is usually used on 3 occasions: when you want to hit the recipient with something unpleasant and when you want to feign closeness.  If you are genuinely concerned about the person, ask them directly and avoid using this filler line.

To Whom It May Concern

There are only a few situations when this phrase is appropriate. If you know the recipient, address them directly. If you don’t, avoid using this unnecessarily formal phrase. The phrase also makes you sound unconfident.

Sincerely Yours

In the days of snail mail, this phrase was the norm. However, in the digital age, it seems stiff and very formal. Instead of using this phrase, use “Cheers” or “Thank you” or just sign you name.

Sorry to bother you

Opening an email with an apology undermines our credibility. Instead of apologizing, get straight to the point. Tell them why you’re contacting them instead of hiding behind apologies.

To be honest with you

This is tricky. It is commonly used when you want to soften a blow or when you want to be candid about something. However, it also tells the recipient that you might not be honest before.

You should

“You should” implies that you make their decisions for them. Avoid using this phrase unless they’re asking you for advice.

No problem

When people use “no problem”, there is actually a problem and you’re softening them up. Instead of useless phrases like “no problem”, use “you’re welcome” or “sure thing” to avoid miscommunication.

I’ll try

We all live in a world ruled by calendars and deadlines and “I’ll try” sounds wishy washy. This phrase does not instill confidence in your abilities. It can also make you seem disengaged or not fully committed to your project.

As I mentioned before

It seems like your explaining the same thing over and over again. Instead of making it seem like your repeating yourself, try to be considerate. Get to the point even if it seems like you’re repeating yourself.

Let me know if there’s anything else I can do for you

This phrase is totally unnecessary because it opens a whole can of things totally unrelated to your purpose. Instead of beating around the bush, let the recipient know what it is you can do for them.

I completely understand how you feel

Before you type this phrase to your email, stop and think if you’ve been in their shoes before. These types of useless phrases can sound thoughtful and well-intentioned but it can also come off as condescending and distanced. Emails are the currency in the business world. While proper courtesy is important, rambling and improper phrases can hurt your credibility. Eliminating these phrases from your email ensures that your email is well-received.

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