Why You Need to Create Professional Training for Experienced Workers

How to get more out of an experienced hire!

Most mid to large size firms have a training and development or on-boarding program for new graduates – from Bachelor’s to PhD’s. This program or session gets them acquired to the company, general role, departments and potential peers or mentors. This gets them on the right track and begins to bridge them from academic to work life.  But what do you do with someone joining your company after 5-10 years in the business world? How do you on-board someone going from a technical to a business role? Do you on-board someone who recently joined from an acquisition? Do you on-board a new division in a growing business area? Most companies would say no.

Engage Internally On a Daily Basis!

Engage Internally On a Daily Basis!

The New Generation of Employees

“There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow. It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.” – Jack Welch, former CEO of GE

Employee engagement is a key metric in any workplace as it is the emotional tie the employee has with the company and the company’s goals.

Manage the Personality to Motivate the Employee

Manage the Personality to Motivate the Employee

Personalities are the sum of possibilities in which an individual reacts and interacts with others. As personality is how we react and interact, it proves to reason that it shapes one’s behavior as well. It is the job of a manager to provide the most effective workplace and productive employees, good managers align business goals to an employee’s strengths and weaknesses, skills and abilities – all of which are impacted by the employee’s personality. If aligned effectively, the product is highly effective employees and business results. According to a recently Gallup survey, 64% of all people hate their jobs. If you, as a manager, were to put the right people in the right job and gave them the right goals for their position, I can guarantee their work attitude, productivity and drive would improve.

Hiring the Best by Using Smart Interview Questions

Hiring the Best by Using Smart Interview Questions

In recently going through a series of interview processes and in preparing to interview others, I started thinking a lot about hiring practices and the interview process. Nowadays in many large companies, there is a very structured and rigid set of questions a potential employer can ask. Many interview questions are based on HR practices and rules/regulations in regards to hiring practices to minimize discrimination. In order to limit the liability a company has in hiring someone. Questions are asked from a subset of possible approved questions. This has limited the hiring ability, but in order to hire the best, one must be able to ask the perfect follow-up questions to make sure the right person is getting in the door.