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…

Are your Employee Motivated?

A happy worker is a productive worker. This sounds like a cliché, but it is very true. Employees that truly enjoy the work environment are the most productive. Are Employees in your organization happy and do you encourage a culture of openness and collaboration? Studies after studies have proven that while money is a factor, it is not the only factor that motivates the workers, especially the knowledge workers. As Daniel Pink (Drive: The surprising truth about what motivates us), Peter Drucker (The Essential Drucker) and several others have pointed out, the money is definitely a motivator but only up to a certain point. Once the monetary rewards reach a point where money is no longer a concern, the workers start to look for something more meaningful. So, what can you do to keep your employees motivated and high performers? Below are the few key steps that the Organizations and…

You hired top performer, Now What?

Organizations go all out in ensuring they hire the best candidate for the job. They conduct multiple interviews, background checks and increasingly psychological assessments. But oddly, once hired Employees are left to fend for themselves. How do you expect your star performer to meet or exceed your high expectations when you don’t even have an onboarding plan, a 30-day, 60-day, or a 90-day plan? Don’t have a plan for the sake of having it. The plan should be precise and realistic with clearly measurable goals and milestones. Every employee, especially a new hire should know exactly what is expected of them and what milestones they must hit and when. It’s only then you can truly assess their skills, capabilities and potential. Most organizations have a 90 day probation period and rightfully so, but they fail to put concrete, measurable milestones and dates in place. They mostly rely on the hiring…

5 Strategies to Successfully Retain Best Performing Employees

The 2016 job market seems to be very positive. In fact overall prospect for job seekers seems to be the best compared to last one decade.  With over 5 million open jobs in the market, even those happily employed will be tempted to seek better career prospects. Employers will need to concentrate their focus in areas such as employee retention and engagement to keep their employees from leaving their jobs. Here are some professional tips that will help you not only retain employees but also keep them in high performing spirit: Develop a sense of belonging Create an environment where employees feel like asset in the system rather than overhead. Help them feel secure in the job by creating friendly environment. Encourage them to participate in important discussions about their team and invite their inputs regarding rule changes that directly impact them. This will instill a sense of belonging in them….

Human Resources and Goal Management

Nowadays, employee productivity and performance is very important for the success of an organization. The corporate environment is competitive more than ever and it takes a collective effort from all the employees belonging to any organization to make it successful. The department that organizes all employees is the Human Resources Department. The HR department is often viewed as unimportant but organizations with well-established HR functions will disagree. How Important are Employees? A company has many assets but employees are perhaps the most important one. Every function is carried out by a group of employees. Therefore, keeping employees organized and on track is a significant job. So, who does accomplish this job? The answer is the HR department. HR is responsible for handling all the issues related to the employees. Contrary to popular belief, the HR department is responsible for way more beyond being simply the communication line between the employees…

Basic Responsibilities of a Human Resource Manager

Akin to other department managers, a human resource manager has two primary functions: overseeing department duties and managing employees. For this reason, a human resources manager must be knowledgeable in every aspect of the human resources disciplines – recruitment and selection, compensation and benefits, employee relations, training and development. The Core competencies HR managers have are solid communication skills and decision-making abilities based on judicious skills and analytical thought processes. Overall Responsibilities HR managers have functional and strategic responsibilities for all the HR disciplines. A human resource manager has the experience of a Human Resource generalist coupled with management skills and general business. In big corporations, an HR manager reports to a C-level human resource executive or human resource director. In smaller organizations, some HR managers perform all of the department’s duties or work with an HR assistant or generalist that handles administrative issues. Regardless of the size of the…