by Julie | Jan 4, 2017 | Management
Over the past year, I’ve worked with many of you on ways to attract, train and retain your workforce. During this journey, I’ve listened to you and your challenges and what I’ve found is that some of your pain could be alleviated by instituting better processes.
So, as I considered how best to provide value to you and your businesses, I thought I’d change the topic and focus on process control tools that can help streamline your processes to enhance productivity and improve profitability.
As we move into 2017, look for a new topic and new format.
I look forward to our continued dialogue in the new year!
Best Wishes!
Julie
by Julie | Jan 4, 2017 | Employee Training, Management, Onboarding
UNDERSTANDING OUR ROLE IN ACHIEVING OUR GOALS
As 2016 comes to a close, it is time to set 2017 goals. Do you have in mind what you would like to achieve from a business perspective? Personally? In your relationships? Have you thought about how you are going to achieve your goals?
At a recent Vistage meeting, our chair asked each member of the group what our goals were for the upcoming year. And then he asked us to write down what we needed from the group in order to achieve those goals. But, then he shifted the perspective and asked what we were willing to give to the group in order to help achieve our goals.
I’ll be honest, this exercise made me uncomfortable. It was easy for me to give specifics about what they could do to help me succeed in 2017. But, as I shared with the group, the chair challenged me to answer what I would do to ensure the group could help me. After some gentle prodding, I had to admit that I would open myself up to their feedback and suggestions, even if it pushed me outside of my comfort zone.
As I reflected on this exercise, I started to realize the power in this shift in thought. It moves the conversation from ME (my goals) and YOU (what you are going to do to support me) to how WE can collectively be better.
As you set the goals for your business in 2017, have you thought about what you need from your organization in order to achieve those goals? Have you talked with your employees about their goals and what they need from you in order to achieve their goals? And then, have you asked what all of you are willing to give back to the organization in order to achieve those goals?
by Julie | Dec 2, 2016 | Efficiency, Management
LOOKING BEYOND THE MONEY
I think we can agree that most people work to make money. Of course, there are a few rare people who work because they enjoy it, but, most of them also use that money to further their personal interests.
But, beyond money what else motivates your employees? In his article, “The Ten Ironies of Motivation,” Bob Nelson stated “more than anything else, employees want to be valued for a job well done by those they hold in high esteem.”
The sad reality is that very few people work for good managers who understand the importance of providing feedback and recognition. We all have our war stories of a terrible manager we worked for, but, what about a good manager? What made her so good?
I’m confident that the answer to that question was that he truly cared about his employees and took the time to hear their concerns and give feedback on a consistent basis.
So, as 2016 comes to a close, think about ways you can provide more recognition and appreciation for your employees. It doesn’t have to cost a lot of money, in fact, I’ve put together a few ideas that don’t cost much at all:
- Write a note to one employee each week thanking them for their hard work
- Feature an employee in the company newsletter or meetings
- Ask the company president to reach out to an employee thanking him for a job well done
- Give out gift cards to employees who have gone above and beyond, or maybe “just because”
- Read positive letters from customers or clients in your staff meeting
- Allow employees to nominate each other for recognition
With Thanksgiving behind us and Christmas looming right around the corner, now is a perfect time to show appreciation for your employees.
About Julie Markee: Julie Markee is a highly conscientious, detail-oriented consultant working directly with manufacturing companies as a part-time Process Efficiency engineer or a full-time Interim Operations Manager. She utilizes tools from Lean Manufacturing and 6 Sigma, along with her extensive process experience to reduce complex challenges into manageable steps resulting in stream-lined processes, enhanced employee involvement and increased profitability. Learn more at www.keyprocessinnovations.com.
by Julie | Nov 17, 2016 | Management, Onboarding
Are you asking the right questions to determine fit and competency?
Have you ever walked out of a job interview and wondered what the point of some of the questions were? During one interview, I was asked what book I was reading. I thought to myself which answer would be better: “A Brief History of Time” by Stephen Hawking or “50 Shades of Gray” by E.L. James? Will my answer impact whether I get the job or not?
When I think about silly interview questions, I am reminded of The Internship starring Vince Vaughn and Owen Wilson. So, I thought I’d include that clip. As you watch this, think about the questions that you are asking your candidates. Are the questions centered around determining whether the candidate has the skills necessary to perform the job? Will you learn if they will fit into the company culture? Can you ascertain if the position is one that the candidate will find fulfilling?
The Internship: The Big Interview
|
|
Hiring new employees can be challenging. You want to find someone who will work well with the existing team, bring new ideas and also thrive in company culture.
So, spend time thinking about the right questions that capture how the candidate approaches difficult situations, how he has solved problems similar to what he will face in your company and what values she finds important in the work place.
If you spend that time ahead of the interview, the odds of choosing the right candidate are greater than the odds of your miniature self escaping from a blender.
by Julie | Nov 10, 2016 | Management
With the election season over (finally), I was thinking about how we pick our elected officials. Do we pick them because they are like us? Do we pick them because we respect them? Do we pick them because they are qualified to do the job? Or do we pick them because we don’t like any of the other options?
From that, I started to think about how we choose our employees. Do we pick employees that have similar interests? Do we pick employees based on their personality? Or do we pick employees because they are qualified to do the job?
Studies show that we are drawn to people who are like us and this is especially true during the hiring process. But, the reality is, you don’t want a company full of people who think the same way. This may minimize conflict but it also limits exposure to other ideas or viewpoints. You want a workforce that brings different thoughts and ideas along with the desired skill set to be a valuable team member. Terry Tigner, Managing Partner at Next Level commented that the purpose of diversity is to bring a new perspective into the workplace and if you aren’t taking advantage of that perspective, then you are missing a key advantage.
So, as you look for new employees to bring into your organization, ask yourself what skill set/personality/perspective could augment what you already have in place? Have you created a culture that is willing to accept different perspectives and viewpoints? Are you comfortable with people who have different personalities that may challenge your current workforce but could help move your organization forward?
Being aware of these issues as you move through the hiring process will aid your organization in building the optimal team to allow your business thrive.
