 |
|
|
| |
|
|
| |
 |
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. |
|
|
|
