Characterstics of High Performing Teams

Have you ever been part of a team where you got along with everyone, enjoyed the camaraderie, felt like you could rely on every one of your team member and that they could rely on you? If you have been part of such a team or are part of the team, how does it feel like to come to work every day? What is your and team’s productivity like? Does the office feel like a second home? Now contrast this with a team that doesn’t trust each other. Everyone feels the need to look over their shoulder and all the communication is guarded? Have you ever been part of such a team? How did it feel to come to work every day? What was the productivity like? Studies after studies have proven that the high performing / highly motivated teams are the ones where the team members can trust each…

You Hired a Wrong Person. What Now?

You advertised your position, went thru the interview process, followed the checklist and checked off all the checkboxes. You feel good but there is this nagging feeling that something isn’t right. You ignore it and make a job offer. After two weeks or so, your new hire starts. You introduce the new hire to your team, take him or her to the lunch and generally feed good and relaxed. Couple of weeks go by and the nagging feeling you felt before making the offer is coming back strongly. You realize something isn’t right but still can’t figure out what? Another week goes by and you’ve slowly started to realize that you hired the wrong person. But it is still too early so you ignore it. Another couple of weeks go by and it is now evident that your new hire is not going to work out. You see the same…

Strategies to attract Best Job Candidates

So you have a position to fill and need someone fast. You have talked to your hiring manager and have advertised the position on major job boards. You expect to see stellar resumes; excellent candidates line up to work for you. But alas, most resumes you receive are mediocre at best. But, you still filter out a few promising resumes only to be disappointed during the phone screening process. Very few make it to the second or third round. After an exhaustive search you are ready to make an offer to anyone who looks half-way decent, only to be disappointed some more. You ask yourself, why is it that you are not finding the right candidate? You blame the market, the job boards and everyone else, but fail to consider your company’s flawed hiring process. If you were in the job market and had choices, would you apply here? You might be surprised…

So, what is the hiring process in your organization?

How do you hire your best candidate? It appears that hiring process is all over the board. Every organization has its own method and it varies from 2 interviews to eight or more interviews. It used to be that the candidate will apply for a position and the HR manager or the hiring manager will review the application and contact the candidate for a face to face interview. After the first face to face, there may be a second interview and that was it. Nowadays, the hiring process usually stretches to multiple weeks, sometime months and involves phone screening, sometime more than one, then in person interview – again sometime more than one, followed by a personality assessment and even then you aren’t sure if you got the job. Higher the position, lengthier the selection process. Since hiring the wrong candidate is costly and results in high turnover, no wonder…

The Annual Performance Appraisal Ritual

Do Performance Evaluations Matter? In most organizations, performance evaluations are an annual ritual that managers and their direct reports go through uncomfortably and then take a sigh of relief once they are complete. Most managers and employees equally dread the process of annual performance appraisal. The reason isn’t because they don’t see the need for performance assessment and evaluation, but because hardly anything good comes out of it. Now, don’t get me wrong, several organizations take it seriously and make it a worthwhile exercise but it is not true across the board. So, what can you do to make it a beneficial exercise not just for the employees but also for the organization? Performance Appraisals should not be an annual ritual Make performance appraisals more of an informal check in throughout the year. For example, you can have short monthly / quarterly appraisals that not only assess previous month or…