Team collaboration is the cornerstone of any successful business. Collaborative workplaces see increased levels of trust, a more engaged workforce, and improved performance. Building and maintaining a collaborative team environment takes a focused effort to integrate cooperative values throughout the company’s ethos. Below are seven tips for fostering collaboration and teamwork in your company. 1. Establish realistic expectations & clarify goals In a collaborative environment, every team member takes responsibility for good outcomes. An essential part of collaboration is to define specific goals for employees. They need to know what is expected of them. Defining and establishing measurable goals for
Resumes are one of the most common ways to assess job candidates. They’re designed to boil down an applicant’s work history and accomplishments into an easily digestible page of information. At the same time, resumes can be notoriously unreliable with misleading statements. Similarly, interviews — especially unstructured ones — are subjective and can be poor predictors of job performance. In contrast, properly developed and well-validated pre-employment assessments are a reliable and objective means of gathering job-related and trait specific information on candidates. Below are five benefits of pre-employee assessments. Improved performance and productivity Professionally developed and well validated pre-employment assessments
Employee turnover is costly, and the quality of an onboarding process can directly impact the success of any new hire. An effective onboarding process allows your company to give new hires the incentive and motivation they need to to be successful. At the same time, effective onboarding requires planning and commitment. Below are nine proven steps to successfully onboarding new employees: 1. Map out the onboarding process The onboarding process typically includes pre-onboarding, new hire orientation, workplace training, and transitioning into a proficient, formal employee. Your company must map out the timeline for these phases accompanied by HR metrics to
Without a highly effective and productive workforce, your organization can never be truly successful. Today’s leading companies understand that the old management practices like annual reviews and forced rankings no longer work for motivating or engaging top performers. Instead, companies should focus on providing workplace coaching to equip employees with the knowledge, tools, and opportunities necessary to be productive. Below are five effective coaching tips and action items for how to coach your employees. 1. Coaching starts with mutual trust Trust is a critical component of any relationship, including those built between managers and employees. We all know that a
Companies need to identify talent and create a leadership pipeline, so people are ready for promotion when opportunities arise. At the same time, when employees are promoted into leadership roles, they must be provided with leadership training as more effective leaders create more effective teams and employees. Below are five ways to improve the capabilities and performance of your leaders. 1. Set better internal goals and priorities First, define what it means to be a good leader in your organization and how your current workforce can get there. Your leadership goals should be clear and easy to understand, with objective
Often overlooked and regarded as easily replaced, mid-level personnel plays a more integral role in the day-to-day operation of your business than you might realize. They have the power to make or break your business. According to the U.S Bureau of Labor Statistics, in 2021, resignation rates were the highest among mid-career employees between 30 and 45 years old, which was relatively uncommon earlier. Therefore, your company must carefully select the individuals you choose to fill these roles and invest in their ongoing satisfaction. Below are five ways to get the most out of your mid-level workforce: 1. Operate with
Hiring assessments come in all shapes and sizes. Pre-employment testing, employment assessments, recruiting assessments, pre-hire assessments… the names may vary, but the goal remains the same: make more successful hires. To accomplish this using hiring assessments, it’s important to choose the RIGHT assessment for your business. There are three main categories of hiring assessment types: personality assessments, cognitive ability assessments, and skills assessments. Personality assessments reveal personality factors and interpersonal skills, such as those that compose the popular Five-Factor Model, which consists of openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism. While these can provide information that’s enjoyable to digest,
A record 4.5 million American workers quit their jobs, and employers posted 10.6 million job openings in November 2021. Recent surveys reveal that workers are walking out the door searching for work-life balance, appropriate compensation, and benefits – and people may continue to quit in large numbers throughout 2022. In this era of the Great Resignation and war for talent, recruiters and executives can no longer believe that candidates for their jobs are ubiquitous and employees are fungible. Instead, businesses must immediately implement employee-centric policies to nudge out the competition to attract and recruit the top talent in today’s competitive
The idea behind hiring assessments is to distinguish a person’s qualifications during the hiring process. Employers use assessments as tools to narrow down those candidates being considered for a specific job. The assessment is completed by the candidate, either in person or online, and reveals underlying qualities that are otherwise difficult to portray on their resume or during the interview. In some cases, if someone has already been offered a position, the assessment may be administered to evaluate his or her potential for future development. It’s important to remember that different types of assessments are designed to serve different purposes.
In the past 12 months, over 19 million US workers have quit their jobs, and it’s getting even worse since employees are willing to quit without another job in the pipeline. Instead of investigating the true causes of attrition, many companies are jumping to well-intentioned quick fixes such as increasing financial perks, offering bonuses, and promoting employees. This transaction might be a short-term solution; nonetheless, with other companies offering the same or more, employees are switching jobs and sometimes entire industries. To start turning attrition into attraction, companies must make an effort to strengthen the relational ties people have with