 |
|
|
| |
|
|
| |
 |
Only 38% of working men and women
feel their managers are very willing to listen to
new ideas and suggestions for improvement. -
USA Today |
|
|
| |
|
Disney World has over 20 different
employee reward and recognition programs. |
|
|
| |
|
Only 3 percent of U.S companies
have effective employee suggestion programs. -
National Association of Suggestion Systems
(NASS) |
|
| | |
|
|
|
| How to Hire - and
Keep - Your Employees |
| by FRANCES
MCGUCKIN |
Hark! Listen to the universal cry of
so many employers: "I can't find good help these days!"
Hiring the perfect employee isn't a matter of just
sifting through mountains of resumes, interviewing, then
making a hiring decision. It's a combination of using
the right selection criteria, the right process, clearly
explaining job expectations, and being a good employer.
If you don't score well on all of the above, you will
have trouble finding and keeping good people. It's too
easy to blame employees for not doing their job well,
but as the boss, much of that responsibility lies
squarely on your shoulders. How thoroughly did you plan
your hiring needs? Here are some tips to help you.
Prioritize the job: Compile a detailed list in
order of job priorities, so that you have a complete
picture on paper of your expectations of the employee.
For example, your first priority could be sales skills,
with three or more years industry experience. Second
priority may be public relations skills, then salary,
followed by other experience such as technical or
computer skills. Next may come personality and attitude
- or maybe that is your second priority. Read
on... |
| Tips for
Conducting Successful Interviews |
by
AllBusiness.com
|
Your business'
survival depends on hiring the right people. But finding
the best employees can be tricky, and if you don't have
the right interviewing skills, you risk losing a
brilliant candidate - or worse - hiring a person that's
not qualified for the job.
And in a competitive job market, conducting effective
interviews is more important than ever. While you're
sizing up a candidate, that person is also considering
you as a potential employer. Here are some tips to help
you effectively screen the candidate, make a good
impression and ensure that the candidate gets the
information they need about the job and your company.
Understand the purpose of the interview. Hiring
the right person is the goal of interviewing, but not
necessarily the purpose of an interview. An interview is
your chance to collect information about the candidate
sitting in front of you. It's your opportunity to find
out if the applicant is qualified for a particular job,
if they are truly interested in the available position
and if they fit your company's culture.
Rethink your interviewing strategy. General
questions like "Where do you see yourself in five
years?" won't tell you much about the candidate sitting
in front of you. That inquiry and many other standard
interview questions sidestep what you really need to
know - how the person will perform in a specific role.
To find and hire smart employees you have to adopt smart
interviewing tactics that uncover a candidate's
abilities, talents, strengths and weaknesses. Read
on... |
| People Need to
Feel Appreciated |
| By GREGORY P.
SMITH |
Maria had worked in the Quality
Assurance department for months. In addition to doing
her job well, she voluntarily came in early each day and
had coffee ready for the rest of the team. Making coffee
wasn't in her job description, but it was something she
wanted to do and it made her feel good to help others.
She enjoyed her job and planned to stay as long as
possible.
Her supervisor, Joan, was the type of person who
noticed things and always had a positive word to say.
Joan even would brag about her employees in front of her
district manager, Mr. Cramer.
At dinner, Maria
would tell her family that Joan was the reason she liked
working there. Joan made her feel good about what she
did. She noticed and recognized the little things people
did and always had something nice to say to them. Maria
knew she could find a better paying job closer to her
home, but she planned to stay as long as Joan was her
boss.
Salonda had quite the opposite experience. An
administrative assistant, who had worked for a large
organization for 22 years, she had shouldered more and
more responsibility as her company downsized time and
again. She felt as if she had five times as much work.
Read
on... | |
|
 |
|
| Company Name: |
| Cartoon Solutions |
|
| Location: |
| Orem, Utah |
|
| Co-Owners: |
| Ryan
and Emily Simmons |
|
| Tips
from Ryan and Emily: |
|
 |
Use humor to connect with your
customers. Everyone likes to laugh and unless you own a
funeral home, there's always something to laugh
about. |
|
|
Never miss a deadline. Ever. |
|
|
Give your customer constant updates on
the work you are creating for them, giving them ample
opportunity to make minor changes as the project
progresses and avoiding the nightmare of having to redo
a project or having an unhappy customer. |
|
|
Produce the highest quality work
possible. Not only will you have satisfied customers,
but at the end of the day, you will have done something
you can be proud of.
|
| |
| |
|
|
Is there anything you"d like
us to include in our next newsletter? As a dedicated
partner for your organization, let us know how we can
help you out.
Click here to send us a
note. | |
| |
