Second of two parts
Yesterday, I wrote about how recruiting highly motivated people is The Single Smartest Thing That a Hiring Manager Can Do.
Today, I am going to give you some tips on just how to go about recruiting those kind of employees.
Once you are committed to hiring self-motivated individuals, you need to work with your firm’s recruiting leaders to come up with the most effective recruiting and assessment approaches. Read more…
Long ago, I received an especially confusing piece of negative feedback:
Remember three or four months ago at that event? You did something wrong. I can’t remember what it was exactly, but I remember that it wasn’t good.”
I was baffled and didn’t gain much from the conversation.
What I did learn was that getting comfortable with giving effective negative feedback can be a challenge for managers, new and old alike. Read more…
First of two parts
If you are a corporate manager, you already know that you routinely spend a significant portion of your time trying to motivate your employees.
On average, I estimate that encouraging, cajoling, and the worst part, having to hang around just to ensure that your employees are continuously working takes up to 50 percent of the average manager’s time each week.
If you don’t believe my estimate, ask a few managers to keep a work log for a few weeks if you want an accurate time for your firm. You might go a step further and ask a few of your managers if they enjoy trying to motivate and if they are good at it, because you’re likely to find that they dread every minute of it. Read more…
Thank you for accepting my request. l am currently looking for a job and l was wondering if you could help me? l am in Dubai on a tourist visa. Please find below my CV.
Can you kindly review my CV and help me find a job?
My husband needs a new job. He is a hard worker; please help him find a job.
I am a mechanical engineer; can you get me job in your firm?
All in a week’s work. Read more…
A retention interview is not a performance appraisal; it is not about how the person is doing his or her job. It is not a job satisfaction or employee engagement survey.
A retention interview is about what the company is doing (or not doing) that frustrates their top performers.
If you’d like to create your own retention interview, here are a few pointers to keep in mind: Read more…
It’s been an ongoing question nobody has a good answer to: Why don’t more people feel good about the economy given the drop in the unemployment rate to nearly pre-recession levels?
Well, according to the latest survey from CareerBuilder, it’s because many part-time workers who want permanent, full-time employment simply can’t find it.
According to the study, it’s pretty simple: 32 percent of part-time workers say they want to work full-time but haven’t been able to land a full-time job. Read more…
Employees quit their jobs for various reasons — career advancement, higher salaries, increased benefits, better commute and more opportunities.
And you know what they say: the grass isn’t always greener on the other side, and sometimes you’ll find an employee that wants to come back “home.”
As an employer, you have to decide whether or not you want to rehire this “boomerang employee.” There are certainly advantages to rehiring a former worker, but there are disadvantages to consider as well. Read more…
I’ll tell anyone who’ll listen that I’m a proud cynic.
The definition of “cynic” varies slightly from dictionary to dictionary, but most say something along the lines of “distrustful or scornful of others’ motives.”
However, I think that’s a little harsh. I prefer to define my world view as a pragmatic recognition that most people most of the time will behave to further their self-interests. Read more…