Talent Connection Blog

If you read our other blog from this week, then you’ve heard the news: millennials are really no different than other generations. They are likely to respond to the common appreciation methods, with only minor tweaks. Remember these 3 main points: recognize, personalize, and provide. Let’s look at some details of each: Recognize… Behaviors and results Company values In real-time And coach simultaneously Visibly and widely Personalize… The learning experience The timing of recognition Rewards and incentives Provide… Feedback Appreciation A sense of purpose Collaboration encouragement Tech solutions Other than the decade of their birthday, millennials aren’t all that different

What are some of the most common things you hear about millennials? Most people that have been in the workforce for several years claim to hear some of the following pretty often: Millennials are disloyal Millennials won’t work long hours Millennials have a sense of entitlement Millennials are narcissistic Every generation has some cons to go with the pros, but it seems millennials are often targets for performance and work ethic complaints. Mobile platform CEO Christian Brucculeri reminds us that millennials are truly no different than any other generation—every generation has undesirable employees. The cofounder and co-CEO of digital marketing

Over $10,000 each year is wasted on poor employee onboarding. Luckily, experts from several successful organizations have shared employee onboarding methods that yield results instead of wasted funds. Take a look at some of these methods that will help your HR team onboard—and spend—wisely. Make the first day memorable Keep a reasonably structured schedule in the early days Form a cross-departmental onboarding team Set expectations early and often Allow new hires to give feedback Don’t be afraid to assign new hires to large projects TalentWise tells us that 91 percent of employees stick around for at least one year when

Software company iCIMS describes onboarding as “the initial process of assimilating new hires into an organization,” and includes, but isn’t limited to: Preparations for the starting day Introduction to tools used Orientation of the office Meeting the team Evaluating your employees’ onboarding experiences afterward In order to make sure all of these needs are met, an effective strategy must be put in place—and a strategy is best executed with a thorough checklist. To tell if your onboarding process will warrant the results above, grade it with this checklist: Does your program start before the new hire’s first day? Does your

Did you know that bonding with a team releases oxytocin? Or that the ideal team size is between 5 and 9? Or that teams including a variety of ages outperform those with only younger members? There is an endless amount of facts to learn about teams and teamwork. But one of the most important things to learn is how to build up your team. Team building is a useful practice for honing the effectiveness of your team. Trying out some common team building exercises can help you figure out what works best for your team. Here are some common exercises

Employee engagement, similarly team engagement, is essential to the productive performance of many aspects of the workplace. Research by Gallup identified nine performance metrics that benefit from team engagement: Customer ratings Profitability Productivity Turnover rates Safety incidents Shrinkage Absenteeism Patient safety incidences Quality On top of all these perks, Gallup also verified that engagement has a higher impact on employee and team well-being than vacation time and flexible hours. If you want to improve any of these workplace aspects, it’s time to get your team engaged. Here are some ideas to help make that happen. Encourage visions of personal success—don’t

Personality assessments are an effective tool for getting a well-rounded look at a potential candidate. The purpose of a personality assessment is to gauge whether someone will be a good fit, based on the personality points brought up by the assessment. The best personality assessments can be described by the following: Measure stable traits that won’t change over time Are normative in nature, comparing one’s scores to another Provide a candor scale to indicate the likelihood that the results accurately portray the test taker Have a high reliability, producing the same results if the same person takes the test again

Job fit assessments are becoming an increasingly popular form of hiring tool—and for good reason. There are numerous benefits of using job fit assessments as hiring tools. Not only should you be aware of the benefits to help you make your decision, but you should also make sure you’re getting the right assessment for your needs. First, take a look at some of the benefits of implementing job fit assessments in your hiring process. They provide valuable information on multiple topics, including cultural fit, experience, and work ethic They assist in the recruitment process They help identify job-related development needs

Earlier this week, we mentioned how important it is to promote from within and shed some light on the variety of promotion types. But the big question is, how do you go about selecting employees for promotion? First, you should have a list of general characteristics to put promising employees into a basic ranking. Here is a list to get you started: Performance Length of service/seniority Merit and ability Educational/technical qualifications Assessment of potential Training (how much they have/how much more they may need) Once you identify the employees that score pretty high on the above categories, it is time

Promoting employees is a great way to develop your current team by giving top performers more responsibilities and, therefore, increased motivation and morale. There are numerous benefits of promoting employees—take a look at some of the most effective ones here: Recognizes and promotes employee performance, ambition, and morale Boosts motivation and increases employee loyalty Encourages retention Develops competitive spirit in the workplace Grooms future leaders Reduces employee resistance and discontent It’s clear that choosing to promote from within is more advantageous than new hires. But there is another choice to be made. What kind of promotion are you trying to