Posted on August 6, 2006
Filed Under Careers | 1 Comment
USA Today had carried an article titled "7 Steps to better hiring", aimed at small businesses. According to the article, the steps were
- Write a Job description: This forces the company to redefine other jobs and help set pay ranges, plan interview questions and evaluate performance.
- Gauge the market: To learn what other employers are paying, understand the full cost of a new employee etc.
- Outsource: Validate if the job can be outsourced to specialized agencies or if the hiring process can be outsourced.
- Spread the word: Avoid costs associated with agency fees and time delays, and do some networking.
- Plan the interviews
- ‘Sell’ your company: Promote the company against bigger corporations by stressing benefits that matter most.
- Check resumes and references: Qualify the candidate before the interview process happens.
While the 7 steps may get you the qualified employee, keeping the new employee engaged and committed may be an onerous task. Good management practices can help keep employees motivated and boost revenues. Some of the preferred ways to doing so are:
- Make sure there is a fit, in terms of company culture.
- Stop micromanagement, and focus on accountability and results.
- Promote transparency across the organization.
- Leverage people strengths and reward often.
- Make sure the hiring practices are people centric, and not just need based.
Companies have always had to compete for the best talent, and in the future, the competition will only get more fierce. To win the race, companies need to adopt some practices and re-visit the same every few years. This applies to companies of all sizes, although a bad hire may hurt a bigger organization lesser than that in a small organization.
ps. I had already written a post on the same subject here. I have updated the title to reflect the sequel.
Technorati Tags: Careers, Hiring Practices, Growing Leaders, Interview Process
Posted on April 7, 2006
Filed Under Careers, Workplace Issues | 1 Comment
Nothing drains an organization more than negativity. It also impacts employee morale and diverts attention from things far more important. Regardless of where you work there seems to be someone who is negative, enjoys gossiping or whose pessimistic view dampens the rest of the team. Ironically, the negative employee is the one who is very punctual to work, does not violate any company policies and surprisingly completes their tasks. My theory is that they are just not negative at work, but have a negative outlook on life in general. They just want to show up at work to contaminate the workplace, undermining the employees and the organization. But because they finish all of their duties, they often get rewarded with pay increases, benefits etc.
I read somewhere “you cannot stop the birds from flying over your head. but you can stop them from building a nest on your head“. In other words, there is nothing much one can do to stop the negativity. At best you could try the following things:
- Identify Patterns in behavior: Negative behavior can be a serious issue, often resulting from some significant changes either in ones life or in the organization. So the first step is for us to identify the patterns or trigger points for negativity. Gather as much data as possible and try to quantify their behavior, before taking any action. Make sure you have enough data points; a single instance may not carry enough weight for any sort of judgment.
- Discuss with the worker: If you have been working closely with the negative worker for sometime, then maybe there is some scope for a one-on-one conversation. It is important to provide everyone with an opportunity to take control of their problems. Go with an open mind, be receptive and treat them with fairness. Let them express their opinions, fears or reasons. Share with them on where you, personally, stand on these issues. Give them a second chance. If all things fail, take the next step.
- Discourage negative behavior: If you intend on curbing the negativity, then dont be a part of it. Shoot it down, every time it shows up. Try to shift the discussion from negativity to positive outcomes, like I know we have some problems, but we are seeking some solutions. Say no to gossip, whining and complains. Send the message that you are interested in a meaningful conversation.
- Provide the right framework: See how the organization can provide some leadership and a framework for growth, include mission, values, and goals. Each employee wants to be part of something bigger and better. Understand their strengths and capitalize on them. If people understand how they are (and can) contributing to the desired outcomes, they may differently about the same things.
- Gain support from inside: After the data gathering process, do an analysis how the negativity is impacting the organization or team morale. Share your findings with your team, to obtain consensus. If no one seem to agree with your thesis, then the problem could be elsewhere. Besides the validation, you also need witnesses if you need to take action on the negative employee. Enhance your support by discussing with your manager and/or the HR department. This is crucial as the negative worker is already discontent with the organization.
- Offer help: Once the issue escalated upwards, organization need to be fair in trying to help each employee. Ask the negative employee what would help him or her turn their negative behavior into positive behavior. Understand what motivates them and what triggers a negative response. Consider providing some counseling, if acceptable to the employee.
As mentioned before if an employee is living by the guidelines and performing, you may have to take the bullet. The goal is not to add fuel to the fire, but to handle it. You may not be able to extinguish it, but you may control it from spreading. Keep your expectations in check, an apology is not what you are seeking. A positive change can be observed with positive, morale building statements. So be prepared to talk.
Technorati Tags: Workplace Issues, Working smart, Negativity, Behavioral Patterns, Leadership, Management
Posted on April 4, 2006
Filed Under Careers, Workplace Issues | 1 Comment
Over the past several years, I have seen many employees being let go from their employment contracts. I have been in one such situation. Job termination is beyond shaking the financial foundation. Other side effects include:
- Loss of self-esteem
- Loss of daily routine
- Loss of purposeful activity
- Loss of income
- Sense of insecurity.
Job loss is also a very personal experience and different people deal with it in their own individual ways. Here are some of the ways I dealt with this situation.
- Acknowledge your emotions: The news of a job loss can bring varied emotions in a person. Pain, fear, low self-esteem usually tops, followed by the denial that things are still fine. While the denial gives us a positive outlook on life, take the moment to create a plan of action. Strategize on how you are going to break the news to your family - you need to compose yourself before you talk to them.
- Assess the situation: Talk about the circumstances that lead to the loss. Somethings are within our control, while some are outside of it. It may be valuable to understand what these, by discussing with your managers, peers and other members. Besides freeing up the positive energy, knowledge of what went wrong may come in very handy when you are ready for your job interview. Study the current job markets and the hot jobs in demand. I remember taking training on Oracle financials just to stay competitive, which I have never used (to date).
- Embrace your support system: Near and dear ones may want to help you, so resist the temptation to push them off. Let them! Shutting people off will intensify the pressure and frustrations. Asking for help is an indication of your intention to take control of your life. You don’t have to ‘do it alone’ or ‘duke it out’. It is not about admitting defeat, but rather an act to alleviate the negative feelings.
- Maintain Financial Stability: Invest your time in knowing about the severance package or other benefits. Find how to keep your health benefits, or keep a portion of them. Most states offer unemployment benefits for almost an year and one can continue their health insurance under COBRA. Notify all your creditors and work out a payment plan, that suits you best. Manage your assets/resources well, by developing a budget. Curb your spending, unless every family member feels the need. Don’t leave any corners, every penny counts.
- Join a networking group: Last I checked there are lot of networking groups that have sprung up after the 2000 bust. People who shared/share a similar situation are often better prepared to both listen and respond to your concerns. I was a member of a non profit organization, C-Six , where people used to exchange job leads and/or employer contacts. You could also seek professional agencies like Right Management (now Manpower Inc ) which act as job outplacement agencies. They can prepare you for your next job by sharing some very slick tricks of the trade. If you have no access to such agencies, check out the local YMCA or the local library. If none of these work out, do some voluntary work.
- Stay Healthy and Sane: One can deal with any kind of loss, if they can maintain a positive outlook. Maintaining a positive outlook may not come easily to everyone, and may require serious effort on your part. Positive outlook can be gained by staying healthy and active. Stay away from long periods of activity. People feel better when we are busy, and our thoughts are directed outside of ourselves. Maintain a good nutritional diet, and stay away from drugs and alcohol. Make use of the time you have to exercise. Rest well and sleep well.
- Moving On: Having come to terms with the emotional and practical matters, it is time to move on. Decide where you want to go next, and be practical of what to expect as you ride the next wave. Assess if you want to stay in the same industry, relocate or be your own boss. Whatever you choose, do it because you believe in yourself. Look forward to the next opportunity. You never know what doors open up.
Like any other tragic event, loss of a job can present an opportunity for growth. Commitment and diligence are required to transform your present pains into future positive outcomes. But for that to happen, you need to let go of all the negative energy attached to your current state. And remember unless it is a natural calamity, change always happens at a pace that can be measured. Assess the circumstances around you, and you won’t be surprised. I knew our office were closing almost 18 months before it happened. You snooze, you lose.
Technorati Tags: Workplace Issues, Job loss, Job termination, Job interview, Hot jobs, Employment contracts, Severance package
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