Egos and the Size of Your Office – Ten Rules for Better Employee Communication Č Partnerships among employees are the essential elements that make a business thrive. But sometimes, things aren’t going as planned. Communication within the company can be weak, and employees who feel neglected may feel inclined to voice their frustrations. If things seem to be going Beside, it can drain employees’ personal energy and those of their colleagues. Below are ten rules for better employee communications, designed to increase collaboration, productiveness, and even profit of a company.
1. All members of an organization have a responsibility to be actively involved in the recruitment, hiring, training, and guidance of new employees. No one should make recruitment decisions without the input of the other, nor should any member solely decide on the succession of a candidate.
2. In addition to actively recruiting, managers and leaders must periodically reflect on and revise their employee lists to ensure effectiveness, and to identify the right people for the job. “missed the boat” referrals are a great way to weed out strong candidates. Conduct interviews, Skype interviews, and offer Shadow interviews to people who may shine in those interviews.
3. Improve screening methods for potential candidates by asking targeted, open-ended questions that will get the candidate to give you more of what you need to know. Ask the “What is the most difficult decision you’ve made in the last year?” types of questions.
4. Talent management coaching is necessary. It’s not just about putting together a résumé. It is nearly impossible to source, recruit, assess, and interview top performers. (Success, by the way, is 99% based on chemistry.) Don’t just rely on roves and open calls. Keep track of everyone you talk to. You’ll start to notice a trend toward inefficiency andunclubliness.
5. Build an effective two-way communication pipeline with recruiters, LinkedIn contacts, and colleagues by regularly checking out their websites, grabbing press releases, and following up with candidates on LinkedIn — and all appropriate channels.
6. Don’t hand pick your new hires. Stop. The selection process is the most effective way for both parties to get a feel for the candidate’s personality and what motivates him or her. It creates a better opportunity for growth for both, and puts everyone’s best foot forward. Avoid Pooling Interviews. It’s time to ask everyone you intend to interview one question: “Is there someone else I can interview that you’d like me to meet?”
7. Use the Job Description to guide you, but don’t be too broad in your needs or your analysis. Focus on what the right person would do, rather than the job responsibilities.
8. Try to uncover the candidate’s motivators and goals, and the Firm’s culture that is aligned with the candidate’s aspirations.
9. Improve your ability to measure the candidate’s attention to detail and mental processing and decision making.
10. Who is the hiring manager – one of your key business drivers? How is the hiring manager dynamic – a fun party person or a difficult task master? How is the hiring manager both dynamic and consistent – perceived or actual?
11. whose job duties are occasional, fluctuating, or absent? whose work is detail oriented or unstructured?
12. While you can never be too familiar with your candidate’s personality, you can be sure that they are a cut above the rest.
13. For all but the most emotionally unstable, recognition (pleasure) is unlikely to induce loyalty.
14. Know before you ask – and during the interview – that the candidate needs and wants a “good” job, a “dream” job, not a “amiliar” job. Know also that skilled people are rarely willing to walk away from what they know most about.
15. Money should not be the primary motivator for a job change. I never heard an industrialized nation considering a high standard of living for their workers.
16. Bondage to underlying economic conditions – and easy prey for Substitutes and other Triboroughs.
17. Labor costs are expected to continue to increase unabated. skilled workers are more expensive than delegated labor, and total productivity is likely to increase proportionately, not linearly. Compensation will likely be increased proportionally, but will probably remain volatile.
18. Opportunities for people skilled in something (labor intensive).Opportunities for unskilled people to get trained in something (labor intensive).
19. Demand for something accomplished is a better indicator of future market conditions than current economic conditions.
20. If you get into an interview, you have already answered a ads for another job.