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
Earlier this week, we mentioned how important it is to provide regular upkeep on your existing succession plan. But what about the people that are starting a succession plan for the first time, or tossing their original and starting from scratch? Your worry stops here. Below is a checklist of ideas and tips for creating your ideal succession plan. Knowing why you’re planning ahead makes it easier to make decisions when setting up your plan. Make sure new hires are more and more knowledgeable so it’s practically a guarantee that they’ll bring something new to the table. Collaboration between current
Now that we’re a good month into the new year, it’s time to take a look at some of the organizational processes running in the background—things that are extremely important but may be put on the backburner while focusing on more immediate workplace scenarios. One if those essential background processes would be succession planning. Whether you have a good succession plan, a great succession plan, or no succession plan in place, it never hurts to make a quick checklist and revamp it for the new year. Here are some tactics for an effective, up-to-date succession plan. Don’t keep your succession
Authors of the emotional intelligence book The EQ Edge: Emotional Intelligence and Your Success define emotional intelligence as the ability of an individual to form optimal relationships with other people through the attributes of hope, empathy, trust, integrity, honesty, creativity, resiliency, consequence-thinking, and optimism in order to build stronger social networks and manage difficult situations. So how does this characteristic play a role in the recruiting process? In fact, companies are getting more efficient with their hiring processes. Instead of focusing on skills and experience, which can be taught and trained, hiring managers are now more focused on recruiting for
There’s a common saying that people quit their bosses, not their jobs. Anyone that has been in an unappreciated role or dealt with unappreciative staff or managers can probably relate to this saying. Employee recognition is the most important thing you can provide your employees. To some degree, it has more of an effect on an employee’s satisfaction than their paycheck does. Use this new year as a fresh start for approaching new employee appreciation tactics. Test recognition ideas by surveying your current employees Incentivize “extra mile” efforts Speak out on social media Allow employees to work on their passions
You’ve probably heard a million times that employee recognition and appreciation is important—and it really is. But what exactly does it accomplish, besides letting the manager feel like a nice guy for a bit? Well, there are actually several benefits and effects of appreciating employees, both for the manager and for the employees themselves. When managers are considered to be effectively recognizing their employees, studies found that they: Have lower turnover rates compared to other managers Achieve better organizational results Are viewed as being much better at goal-setting, communication, trust, and accountability Also, a Global Recognition Study found that there