One of the hardest things for a business owner to do is to trust the people whom they have hired. This one critical success factor can be harder to master than doing your own accounting or figuring out why your software isn’t working. It’s common for self-starters and entrepreneurs of all stripes to just jump in…
Have you noticed that HR professionals seem to love boating metaphors? New hires are “onboarded.” Great teamwork is described as “everyone rowing in the same direction.” In discussing how to improve performance without damaging morale, you can expect to hear someone in HR say “we’re steering through treacherous waters here” at some point. One aspect that this metaphor gets right is that the individual performance of each team member impacts everyone in the company.
“If it was fun, it wouldn’t be called work,” said dads everywhere since the beginning of time. Dinosaurs probably roared it to their children in their own way. The fact is, though, all of those dads are wrong. Sorry, dads. When employees are happy, companies are more profitable and they stay in business longer. Here are the cold, hard facts on the close correlation between happy workers and bottom line performance.
The hiring process doesn’t end with the acceptance of an offer. In fact, what happens next may be the most crucial factor in determining the productive life of a new employee.
For a vast number of those in the workforce today, onboarding is the experience of emotional whiplash that follows the split-second transition from a sought-after candidate to an insignificant worker drone.
Ready or not, the Freelance Economy is here, and the mass exodus from traditional 9-to-5 routine is only accelerating. The World Economic Forum reported that at least 35 percent of U.S. workers are independent contractors today. By 2027, freelancers will outnumber full-time employees.
One of the most common, and most disastrous, mistakes made by companies of all sizes is to treat these contingent workers like temporary workers. To work effectively with these solopreneurs, hiring managers have to shift their way of thinking.
Many employers are beginning to realize that ensuring that their employees are happy can go a long way in helping the company reach their full potential. However, it’s about more than just giving employees raises or bonuses. No amount of money can “compensate” or “pay” someone to work an environment in which they are just completely miserable.
When you create a resume, you are essentially operating like a curator of your own skills. Just like any curator, this requires you to take an accurate (and often eye-opening) look at all of the material before you and then choose the best pieces to put forward for a specific audience. This is why keeping an up-to-date resume is an excellent choice for all employees, whether you plan to be going on the job market anytime soon or not.
In 2002, the Oakland Athletics baseball team was facing a problem. They didn’t have enough money to go after big-name talent, but they needed to turn their performance around. How could they make a decision about who to put on the team that didn’t involve chasing the flashiest players out there? As luck would have it, general manager Billy Beane happened to meet Peter Brand, a Yale-educated economics graduate who had a crazy idea.
The 360-degree reviews sound good, in theory. Annual performance reviews can exist as just a snapshot of an employee at a particular moment. We might catch them on a day when they’re not feeling well or are dealing with a personal crisis. Or we might be sparking anxiety over performance measures that then negatively impacts their ability to demonstrate their value to the company. Not to mention, supervisors usually conduct annual performance reviews.
If you check the research and discussion about workforce preparedness and the skills businesses need most, you’ll see a lot of discussion on “soft skills.” What are these skills, why are they so crucial to workplace success, and why are they so difficult to ensure during the hiring process?
More than half of Americans report that they don’t eat breakfast every day. Add to that the fact that many people use their lunch break to run errands or hit the gym and don’t sit down to eat a real meal for lunch and you can see how office food culture and not making smart food choices can have a big impact on an employee’s daily performance and mental clarity.
When preparing for a meeting, consider that you are consuming everyone’s time by asking or requiring them to attend the meeting. You want to make sure that you are as thoroughly prepared as possible to attend the meeting and to ensure that everything runs smoothly.
There is no shortage of online platforms designed to help businesses more effectively and efficiently manage their human resources. After all, as technological advancements grant us more interconnectivity and teams become more widespread through remote access, the need to bring people together in a consistent, intuitive platform that runs smoothly and offers a range of functionality is a common one.