Business Coaching articles for Talent Management. You’ve hired the right employees, now what? These articles will help you with Talent management and employee retention.
Over the next few BLOGS, I’m going to share some interesting ideas about employers, employees and the impact of performance reviews. Like everything else in business, this process has been changing and there are some great ideas for how we can improve communication between company leadership and the people on our teams. Some ideas of how this can, and should be done, are shared below and in future publications.
Performance reviews are a thing of the past in companies like IBM, Oppenheimer Funds and General Electric. They cite compelling reasons: Widespread evidence shows traditional reviews do not work: They focus on an individual’s previous behavior, rather than helping them to improve in the future; There is an assumption that poor performers will never change.
- Determine whether traditional Performance Reviews are achieving company goals. Do they provide accurate assessments of performance? Do they help employees improve and develop? Do the rewards which relate to superior reviews assist in developing and retaining talent?
- Consider an increasingly informal review system. This will involve more regular interaction with employees and should include ways to quickly identify poor performers, so they can be monitored and coached. These reviews can include numerical rankings and assign employees with several numbers four times a year, to provide rolling feedback on different dimensions.
- Get support from senior management and re-inforcement from the organisational culture. Before rolling out any new review system, there has to be a clear, consistent message about its validity, particularly from HR.
- Companies are re-thinking what constitutes employee performance, by focusing specifically on individuals who are a step function away from average – at either the high or low end of performance – rather than trying to differentiate amongst the majority of employees in the middle.
- Companies are also collecting more objective performance data, through systems which automate real-time analyses.
- Performance data is used increasingly less as an instrument for setting remuneration levels. Some companies are now severing the link between evaluation and compensation, at least for the majority of the workforce, whilst linking them more comprehensively at the high and low ends of performance.
- Better data supports a shift in emphasis from backward-looking evaluations to fact-based performance and development discussions, which are becoming frequent and on an as-necessary basis, rather than annual events.
All Business Owners Have PAIN’s. Which one’s do you have?
- The business owner / leader is working 60+ hours a week
- They will say things like…”my customers come to my business because of me and what I do”; or “if I wasn’t here, my customers would go somewhere else”
- the owner is having family relationship troubles with spouse and / or children.
- Health issues are surfacing with the owner – lack of sleep, anxiety, head aches, etc.
- So much time is being spent cold-calling for prospective clients, with so few results.
- No matter who they hire, no one seems willing to follow directions
- The person interviewed seems to be different that the person hired after a few weeks
- When the owner’s not there, nothing ever gets done
- No one has the same work-ethic as the owner does
- The owner struggles to find sales and marketing people that can open doors and build relationships with our prospects.
- There is never enough money in the checking account at the end of the month
- Although we’re busier than we’ve ever been, the check book doesn’t show it
- By the time I pay all the bills and my employees, there is nothing left for me.
- I have opportunities to grow the business, but need money to invest and cant get it from the bank.
- Marketing and Advertising in today’s marketplace is constantly changing. We don’t seem to be getting a ROI on our investment.
- How much is my business worth?
- Who would be interested in buying my business? and how will I make that happen?
- I’d like to retire, but who will run the business if I’m not here?
- How do I convert the business I’ve built into cash for my retirement?
- Making sure that we have a proven system for generating qualified leads will increase the value of my company… now I just need to figure out how to do that.
A UNIQUE SELECTION ASSESSMENT THAT FILLS THE GAP BETWEEN THE RESUME AND THE INTERVIEW,
PXT SELECT ™ HELPS ORGANIZATIONS:
- Get a clear picture of candidate’s thinking style, behaviors, and interests, giving you a meaningful edge in making the right hiring decision.
- Start the selection process on the right foot. Explore an expanding library of job functions to which you can compare candidates.
- Interview with confidence! Ask tailored questions and keep an open ear for “what to listen for” based on a candidate’s assessment results.
- Identify ways to enhance performance and maximize an individual’s contribution to an organization.
- Match people with positions in which they’ll perform well and enjoy what they do.
- Reduce turnover and boost employee engagement, which results in happier employees!
ONE ASSESSMENT. ACCESS TO A FULL SUITE OF REPORTS
Having the right people in the right jobs is truly powerful. PXT Select™ not only helps you find the right people, but also helps you shape the overall employee experience. PXT Select’s suite of reports helps you select, on-board, coach, and develop employees to reach their full potential.
EMPOWER YOUR ORGANIZATION WITH PXT SELECT™ REPORTS
- COMPREHENSIVE SELECTION REPORT – Is the candidate a good fit? This powerful report helps you make smarter hiring decisions with confidence. Featuring tailored interview questions and tips on “what to listen for” with each candidate, this report gives you a meaningful edge in your hiring process.
- MULTIPLE POSITIONS REPORT – Which positions might be best for a particular individual? Compare a candidate or employee to multiple jobs in your organization.
- MULTIPLE CANDIDATES REPORT – Make hiring decisions with ease. Compare multiple candidates for a single position
- PERFORMANCE MODEL REPORT – Understand the range of scores and behaviors for the position you’re trying to fill. Learn about the ideal candidate for that role.
- TEAM REPORT – See how a potential candidate fits an existing team, or address your current team’s dynamics and strengths.
- MANAGER-EMPLOYEE REPORT – Help managers discover how they can work more effectively with their employees.
- INDIVIDUAL’S FEEDBACK REPORT – Candidates can learn from PXT Select, too! This narrative report doesn’t reveal scores and is perfectly safe to share with applicants.
- INDIVIDUAL’S GRAPH – Are you more of a visual person? The graph illustrates a candidate’s results that you can view at a glance.
- COACHING REPORT – Wish you had coaching advice tailored to each employee? This report gives you exactly that and more!
To learn more, contact me, your PXT Select™ Authorized Partner.
ADVANCED BUSINESS COACHING, INC
W159 N10177 COMANCHE CT.
GERMANTOWN, WI 53022
The best ways to motivate employees really comes down to finding ways to keep them engaged and excited about the work they’re doing and the people they are doing it with. Here’s a look at four ways you can do just that.
1. Challenge employees.
People need excitement to stay motivated, says Aleania Orczewska, director of business development at Carte Blanche, a consulting firm that builds company culture, offers management consulting, marketing and business development strategies.
The adage “variety is the spice of life” rings true at the office, says Orczewska. “Many high quality employees leave the best companies because there’s no room for growth.”
Being shortsighted: Don’t assume that employees are only working during normal hours, when they’re at the office or while they’re near your watchful eye. It’s common for diligent, dedicated and driven individuals to read emails at home during their favorite TV show, on the train commuting into work or even at a family gathering. They’ll answer after hours phone calls or be the last one out the door, leaving long after you flicked off the light in your office. And not taking a moment to recognize and acknowledge that — or even worse, come to expect it — can be a sure fire way to stifle a person’s spirit, says Akuamoah.
“If you’re not acknowledging the ideas employees bring to the table or the effort they put in, they’ll stop doing it. That brings down the performance level for the team overall,” she says. “You’re as strong as your weakest link, so don’t let your actions create weakness on the team.”
Disrupt their work/life balance: Emailing at odd hours of the night and early morning on Saturdays can happen during crunch time, but you don’t want that to be the norm. “Everyone needs the opportunity to unplug and recharge without feeling that they’re always ‘on’,” says Akuamoah. Your employee will be much more productive Monday through Friday if they have time to themselves outside of work hours.
Cultivating a cutthroat environment: Creating a team of overtly competitive people who cannot collaborate takes healthy competition to a dangerous level. It almost completely eliminates the aspect of co-worker collaboration that can lead your company to produce the next innovation that changes it all, Orczewska says. Making employees feel insecure about their jobs by constantly referring to the fact that there are thousands of people out there who would want their position will almost always backfire. “Creativity and innovation are lost in the face of anxiety about having a job after their current project,” cautions Orczewska.
That growth isn’t always a higher rung on the corporate ladder. “It’s often the room to grow in their current position,” she says. The opportunity to be challenged, to explore, and to innovate through varied work assignments, projects and responsibilities can keep employees highly motivated.
2. Create a sense of significance.
Don’t forget a reward for a job or challenge well done. You don’t necessarily need a huge, formal reward and recognition program, but you do need to say “thanks.” Orczewska suggests incorporating spontaneous acts of appreciation in management practices to reinforce the cornerstone of your business success. It’s great to celebrate significant events like landing a new major client or meeting a huge deadline. But it’s important to celebrate the small victories, too.
Email a note of thanks, or leave a quick handwritten note on an employee’s desk. Treating a department to pizza or ring a bell if an employee meets a deadline. “The key is saying thank you, not the size of the gesture,” says Orczewska.
Most employees aren’t working hard to please their boss — they’re working hard to do a good job, says Julianna Akuamoah, director of talent and development at the advertising agency, Allen & Gerritsen in Boston. The bonus is when your boss notices and appreciates the effort. “It can provide an extra boost for the employee to keep up the great work.”
3. Ask for their opinion.
Keep employees engaged by asking for (and actually hearing) their opinion on challenging business problems. “That tells employees you trust them with business information and value the differences in your experience,” Akuamoah says. “They’ll feel you appreciate their unique perspective and like a valued member/partner on the team.”
4. Don’t demotivate.
Even the most motivated employees can lose their mojo, especially if a boss’s actions reflect a demoralizing tone. And keeping everyone on the same productive page can be a struggle when bosses and managers fall into some demotivating traps and patterns. Make sure that doesn’t happen at your business by avoiding these basic morale don’ts.
To your success,