The Ten C’s of Employee Engagement
- Author: Amitai Givertz
- Posted: July 25, 2007
- Category: Employee Retention
- Tags: Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Wednesday, July 25th, 2007
- Connect: Leaders must show that they value employees.
- Career: Leaders should provide challenging and meaningful work with opportunities for career advancement.
- Clarity: Leaders must communicate a clear vision.
- Convey: Leaders clarify their expectations about employees and provide feedback on their functioning in the organization.
- Congratulate: Exceptional leaders give recognition, and they do so a lot; they coach and convey.
- Contribute: People want to know that their input matters and that they are contributing to the organization’s success in a meaningful way.
- Control: Employees value control over the flow and pace of their jobs and leaders can create opportunities for employees to exercise this control.
- Collaborate: Studies show that, when employees work in teams and have the trust and cooperation of their team members, they outperform individuals and teams which lack good relationships.
- Credibility: Leaders should strive to maintain a company’s reputation and demonstrate high ethical standards.
- Confidence: Good leaders help create confidence in a company by being exemplars of high ethical and performance standards.
Source: The Ivey Business Journal
The 4 Deadliest Onboarding Mistakes
- Author: Amitai Givertz
- Posted: July 20, 2007
- Category: Recruiting, Employee Retention
- Tags: Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Friday, July 20th, 2007
- Trying to cram 20 hours worth of information into four mind-numbing hours of orientation.
- Running a slipshod, “fly by the seat of your pants” program, believing that doing so has no negative impact.
- Making your new hire orientations as dull as watching paint dry.
- Using the “sink or swim” approach to onboarding.
David Lee, ERE
15 Steps On How To Welcome Your New Employee
- Author: Amitai Givertz
- Posted: July 17, 2007
- Category: Recruiting, Employee Retention
- Tags: Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Tuesday, July 17th, 2007
- Have an induction policy for welcoming and training your new employee.
- Give your new employee a warm welcome.
- Give the new employee a brief description about your role as a supervisor.
- Give your new employee a welcome tour of the whole department/site.
- Give your new employee a brief summary about the company, its mission and objectives.
- Demonstrate to your new employee your company’s products and/or services.
- Explain to your new employee how the company works particularly if the company has any unusual working practices or a different structure than the norm.
- Tell your new employee about the company’s competitors and what is being done to make sure that the company is staying ahead of the competition.
- Explain in detail your new employees responsibilities and describe their job functions.
- Let your new employee be aware of what you and the company expect from them.
- Explain the specific conditions and requirements of employment.
- Be very clear about the safety rules, policies, procedures and regulations.
- Introduce your new employee to his or her co-workers.
- Outline to your new employee opportunities for promotions and other opportunities.
- To give your new employee time to acclimatize give them a work buddy.
Source: Small Business Marketing
Top 10 Retention Tips
- Author: Amitai Givertz
- Posted: July 12, 2007
- Category: Employee Retention
- Tags: Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Thursday, July 12th, 2007
- Treat your employees like you treat your most valuable clients.
- Get your employees to “Fall in Love” with your organization.
- Strong retention strategies become strong recruiting advantages.
- Retention is much more effective when you put the right person into the right job.
- Money is important but it is not the only reason people stay with an organization.
- Employee committees to help develop retention strategies is a very effective strategy.
- Leadership must be deeply invested in retention.
- Recognition, in various forms, is a powerful retention strategy.
- Remember, the “Fun Factor” is very important to many employees.
- Know the trends in benefit packages.
L. John Mason, Ph.D., Stress Education Center
Top Ten Talent Retention Tips
- Author: Amitai Givertz
- Posted: July 11, 2007
- Category: Talent Management, Employee Retention
- Tags: Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Wednesday, July 11th, 2007
- Show genuine interest and appreciation.
- Make work meaningful.
- Ask courageous questions.
- Grow competencies, situationally.
- Meet one-on-one, routinely.
- Make retention everyone’s responsibility.
- Be a career builder.
- Help people get an “ A.”
- Manage the meaning of change.
- Walk your talk.
Source: Craig Donaldson, Human Resources
9 Tips for Retaining Your Best Workers
- Author: Amitai Givertz
- Posted: July 5, 2007
- Category: Talent Management, Employee Retention
- Tags: Recruiting by Numbers, STREAMline Recruiter Training
- Comments: 0
Recruiting by Numbers: Thursday, July 5th, 2007
- Start by hiring smart
- Clarify expectations
- Get to know your employees
- Give feedback
- Make retention part of your company culture
- Educate and train
- Offer incentives and rewards
- Empower employees.
- Give performance updates and evaluations
Source: Daisy Saunders, HR.BLR.com
Unlocking Leadership Potential: Give and Take
- Author: Gil Keough
- Posted: July 2, 2007
- Category: Employee Retention, Business Matters
- Tags: No Tags
- Comments: 0
Editor’s note: This article — The Qualities of A Successful Leader/Manager — was originally published as a comment to Eric Jackson’s post, Building Smart Leadership. In Part 1, On Humility and Other Leadership Qualities, Gil discussed Humility and Concern for those who serve under you. In his conclusion Gil discusses communication and contribution.
Qualities: Communication and Contribution
Peter Drucker said: “He who focuses on methods and on exercising downward authority is a subordinate. He who focuses on contribution and on taking responsibility for results is in the strictest sense of the term ‘top management’.”
Leadership is essentially the ability to influence and contribute to others. That ability comes from communicating in such a way that people can see how valuable they are and put themselves on a path to realize their potential. When the core emotional needs of individuals aren’t being met, employees can’t offer their best efforts.
A good manager must be able to see in others what they don’t see in themselves and then bring them to a place where they can begin to develop those abilities. As a leader you must contribute to the development of your team members. The only way to do that is by clearly understanding what their needs and wants are. How do you find that out? By communicating with them and working with them to help them accomplish their goals.
On Humility and Other Leadership Qualities
- Author: Gil Keough
- Posted: June 19, 2007
- Category: Employee Retention, Business Matters
- Tags: Employee Retention, Leadership Training, Management
- Comments: 1
Editor’s note: This was originally published as a comment to Eric Jackson’s post, Building Smart Leadership. Here is Part 1 of Gil’s commentary titled The Qualities of a Successful Leader/Manager.
What is a leader, but one who knows how to follow the leadings of those he or she serves. Who is a wise person, but one who is aware of how little they know, and how valuable the knowledge and experiences of others are when considering decisions.
Quality: Humility
Henry Ford was by far one of the most successful businessmen of his era. As testament to that fact, his legacy lives on through the automobile company that still bears his name. And yet, by his own admission, Henry was not the smartest man among his contemporaries. Knowing this about himself did not deter him from pursuing success and becoming a great leader within his industry. He overcame the challenge of his own limitations by surrounding himself with the most intelligent people he could find.
That is one of the qualities of a successful manager or leader; the ability to recognize the experience and abilities of others, and humility enough to admit that one does not know everything. This is an especially challenging mindset for those who hold “papers,” like degrees or diplomas from institutions who have convinced the recipients that they know how to think, and reason, and make decisions within their field. A degree is beneficial, but it still does not indicate that a person knows everything, nor that he possesses management skills. All a person knows is what they know.
We are each the repository of an immense amount of knowledge and experiences that are filtered by our own perspective. It would be foolish to believe that a person who does not have a degree isn’t as intelligent or as capable as a person that does. Two words…Bill Gates.
Baby Boomers and the 21st-Century Talent Shortage
- Author: Amitai Givertz
- Posted: May 17, 2007
- Category: That's Life, Miscellaneous, Employee Retention
- Tags: Employee Retention, Recruiting, Workforce Planning
- Comments: 3
In an article that appeared recently in Talent Management magazine Stephanie Klein asks what these people have in common:
Amazon.com CEO Jeff Bezos, British Prime Minister Tony Blair, President Bill Clinton, Katie Couric, Johnny Depp, Tom Hanks, Apple CEO Steve Jobs, Michael Jordan, Madonna, Brad Pitt, Secretary of State Condoleezza Rice, Steven Spielberg, Jon Stewart, Donald Trump, Denzel Washington and Oprah Winfrey.
The answer? Well, this “diverse group of entrepreneurs, politicians and entertainers” are all high performers and for another, they’re all baby boomers. As the basis for a piece that suggests employers couldn’t do better than to recruit and retain knowledgeable, experienced, motivated boomers.
I cannot fault the logic of her argument. Can you? After all, a lot of people aged between 42 and 60 have a work ethic American business is banking on. Boomers too.
That Employee Referral Program is a Winner!
- Author: Eric Peterson
- Posted: May 2, 2007
- Category: Recruiting, Recruitment Communications, Sourcing Strategies, Employee Retention
- Tags: Employee Referral Programs, Print Media, Recruitment Communications, Source of Hire, Sourcing Strategy
- Comments: 1
While it’s results, not awards, that drive our recruitment communications strategies, it sure is nice to be recognized for our creative efforts. RCI Recruitment Solutions is proud to have captured 3rd place in the “Referral – Multiple Medium Employee Communications” category of the 2007 Employment Management Creative Excellence Awards.
We received the award for our work on an Employee Referral Program developed for iParty, which has more than 45 party supply superstores on the east coast. Each year, iParty relies on its Employee Referral Program to staff up for the busy Halloween season, and each year iParty relies on us to generate the candidate flow they need to successfully manage the dramatic spike in their business.
This particular effort, “World Series of iPoker: Texas Hire ‘Em” (view all the pieces), consisted of a poster to be hung in high-traffic areas, a brochure laying out the rules of the program, and a referral card that employees could use to submit the information about their referrals. The referral card also served as a raffle entry and scratch ticket. Before submitting it to HR, employees scratched the card to reveal instant cash prizes and additional bonus entries into two separate $500 raffle drawings.
The “World Series of iPoker: Texas Hire ‘Em” was directly responsible for 60% of iParty’s part-time seasonal hires made between July 1st and November 1st, 2006. We’ll take those results over an EMA award every time!
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