I have worked for companies large and small that seem to struggle with how to effectively provide their new employees with orientations to the company. Here are a few tips that might help toward making the process more successful.
First, let’s look at what it is a supervisor does. Does the title ‘supervisor’ make that person a leader? Some people would say, why yes; it’s a leadership role. And I would say, yes; it’s a leadership role; but is the person in the role a leader?
Let’s break it down – what does a supervisor do?
- If you were to advise a small company on how to ensure employee engagement, what five (5) strategies would you suggest?
- Be clear on what your vision is for the organization
- Communicate clearly to your employees in terms of expectations and keep in touch with their progress & provide feedback
I recently had a discussion with a general manager of a medium-sized insurance business and we were talking about recruitment and how difficult it was to find experienced personnel.
The next thing I heard her say caught me completely off guard…”All I want is a warm body to fill the seats.” Yikes! That didn’t sound like a very good plan to me in view of the fact that they had high turnover, which is what prompted the discussion in the first place.
Many of us are very well aware of what a resume is and why one is used. The thing many don’t seem to realize however; is that a resume should be done specifically for the job to which you are applying.
The ‘one size fits all’ doesn’t work anymore. We have turned the corner yet again. Not that long ago, employees could almost name their price – quality candidates were few and far between.
When you are on the hunt for employment and decide to submit resumes, be sure you know how to present yourself well and clearly illustrate why you would be the best candidate; or at the very least, one they’ll want to bring in to interview. Here are some thoughts based on the thousands of resumes I’ve seen over the years.
I was listening to a discussion the other day about reference checks and heard someone ask the question, “What can an employer say”?
I have been in human resources for many years and held management and supervisory positions prior to that – so I’ve been asked to supply references for years.
The first thing we recommended to this employer was to take a good look at his current employees and consider which ones he could provide more training and development to so that if this problem employee did walk out; he could still manage his business. We also advised him that allowing others to develop their skills would not only increase his ability to provide a better quality business for his customers, it would also provide learning opportunities for his employees that would encourage them to stay.
We often hear about the employers that don’t treat employees well; but you know, it sometimes works the other way as well.
I had a call from a gentleman who was at his wits end as to what he could do with an employee that he has had on his payroll now for 5 years. This employee is running the entire show! He’s a bully and the employer is to the point that he is actually afraid of him – not in a physical sense –but in the sense that he’s afraid to stand up to him because– oh no – heaven forbid – he may lose him!
In my most recent blog, I talked about the importance of the work/life balance. According to a number of recent articles I’ve read in the human resources arena, this balance is the number one concern of employees at all levels, in Canada and the U.S., the ability to achieve this is one top determinant in whether they are happy on the job and whether they stay or leave.
With this in mind – here are some reasons to consider Play at Work.