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Actual for You - 3 Steps to Stop Absence and Make People Happy At Work
“Who should do the hiring?” is today’s Myatt on Monday’s question which was asked by a CEO of a technology company. Self admittedly, this particular CEO hasn’t had the best track record of hiring, and at the same time also isn’t completely comfortable with turning the process over to HR. The main difference between the CEO that posed today’s question and many other CEO’s is that he recognizes his shortcomings (recognition is the first step on the path to recovery). It never ceases to amaze me at the number of people who are charged with hiring who possess absolutely no skill at doing so. In today’s blog post I’ll share my philosophy on the best way to hire tier-one talent.ur body language.
If you believe that your people are not to be trusted, that they're unable to make a decision without checking with you. That they'll turn up late and go home early, then that's exactly what they'll do.
If on the other hand you believe that they'll do their job well, that they can be trusted to make decisions and they'll
give you a fair day's work, then it is more likely this is what you'll get.
As with
Key Indicators allow you to track the health and growth of your business. By deciding what values are critical, then measuring them over time, you can determine exactly where you are in your progress towards your business development goals.Most business owners would argue that they have a ‘good feel’ for their businesses. This is probably true but it is not sufficient to be successful. The Key Indicators in your business need to be defined and a schedule established to track and measure your progress towards them over time.Key Indicators can be used to track both measurable and implied areas of your business.Measurable Key Indicators are values that you c
The challenge for employers and managers is to make people happier at work. And if people are happy at work then they are less likely to take a day off every time they wake up with a stuffy nose.
Some bosses think that paying more money, improving job security or working conditions is the answer. It isn't and it's also something that can be very hard to achieve.
People who employ or supervise other people need to become more tuned to their employees' emotional needs and find out what really motivates them. This is also much easier to achieve than paying more money or improving job security, however there is no quick fix.
To reduce the amount of absence there are three steps you need to consider.
Firstly, pick the right person for the job. You need to get better at interviewing and selecting people.
Take more time over it; pay more attention to the applicant's
human side rather than their qualifications or experience. Get to know them better.
Find out what makes them happy, how well they get on with other people and how much energy and enthusiasm they have. Make sure they know what they're getting into and be sure the job suits them.
Secondly, you need to believe in your people. If you've interviewed well and picked the right person for the job then you need to trust them to do that job. You need to constantly demonstrate to your people that you trust and believe in them by what you say, your tone of voice and your body language.
If you believe that your people are not to be trusted, that they're unable to make a decision without checking with you. That they'll turn up late and go home early, then that's exactly what they'll do.
If on the other hand you believe that they'll do their job well, that they can be trusted to make decisions and they'll
give you a fair day's work, then it is more likely this is what you'll get.
As with
That little tag line under your signature has a distinct purpose, and you can use it to your advantage. Whether you’re signing an email, a letter, or a blog post, your signature tagline should be brand specific. It should tell your reader who you are, what you do, and why you’re an expert.After many years of education, those who have earned them often settle for tagging on PhD. after their name to alert their adoring public that they know what they’re talking about. Years of experience give you the same kind of knowledge, experience, and expertise, and you have good cause to announce that to the world. But PhD. is taken. So what’s a poor body to
Some bosses think that paying more money, improving job security or working conditions is the answer. It isn't and it's also something that can be very hard to achieve.
People who employ or supervise other people need to become more tuned to their employees' emotional needs and find out what really motivates them. This is also much easier to achieve than paying more money or improving job security, however there is no quick fix.
To reduce the amount of absence there are three steps you need to consider.
Firstly, pick the right person for the job. You need to get better at interviewing and selecting people.
Take more time over it; pay more attention to the applicant's
human side rather than their qualifications or experience. Get to know them better.
Find out what makes them happy, how well they get on with other people and how much energy and enthusiasm they have. Make sure they know what they're getting into and be sure the job suits them.
Secondly, you need to believe in your people. If you've interviewed well and picked the right person for the job then you need to trust them to do that job. You need to constantly demonstrate to your people that you trust and believe in them by what you say, your tone of voice and your body language.
If you believe that your people are not to be trusted, that they're unable to make a decision without checking with you. That they'll turn up late and go home early, then that's exactly what they'll do.
If on the other hand you believe that they'll do their job well, that they can be trusted to make decisions and they'll
give you a fair day's work, then it is more likely this is what you'll get.
As with
Advertising on humans using tattoos is rapidly kind of freak niche that is definitely growing. It all started about two years ago (to the best of my knowledge) when a guy ran an ad on eBay offer his forehead as a billboard. He basically put up an eBay auction offering to wear a temporary tattoo on his forehead to advertise for whoever was the winning bidder. Well, a year or so later this is starting to become a phenomena and is rapidly growing. I got a chance to interview a man from the UK who currently has an auction up and he is getting a permanent tattoo ad. This is kind of taking the whole body advertising to a new level.1. Tell me a little bit about yourself
To reduce the amount of absence there are three steps you need to consider.
Firstly, pick the right person for the job. You need to get better at interviewing and selecting people.
Take more time over it; pay more attention to the applicant's
human side rather than their qualifications or experience. Get to know them better.
Find out what makes them happy, how well they get on with other people and how much energy and enthusiasm they have. Make sure they know what they're getting into and be sure the job suits them.
Secondly, you need to believe in your people. If you've interviewed well and picked the right person for the job then you need to trust them to do that job. You need to constantly demonstrate to your people that you trust and believe in them by what you say, your tone of voice and your body language.
If you believe that your people are not to be trusted, that they're unable to make a decision without checking with you. That they'll turn up late and go home early, then that's exactly what they'll do.
If on the other hand you believe that they'll do their job well, that they can be trusted to make decisions and they'll
give you a fair day's work, then it is more likely this is what you'll get.
As with
Accurate time estimation is a skill essential for good project management. It is important to get time estimates right for two main reasons:1. Time estimates drive the setting of deadlines for delivery and planning of projects, and hence will impact on other peoples assessment of your reliability and competence as a project manager. 2. Time estimates often determine the pricing of contracts and hence the profitability of the contract /project in commercial terms.Often people underestimate the amount of time needed to implement projects. This is true particularly when the project manager is not familiar with the task to be carried out. Unexpected events o
Secondly, you need to believe in your people. If you've interviewed well and picked the right person for the job then you need to trust them to do that job. You need to constantly demonstrate to your people that you trust and believe in them by what you say, your tone of voice and your body language.
If you believe that your people are not to be trusted, that they're unable to make a decision without checking with you. That they'll turn up late and go home early, then that's exactly what they'll do.
If on the other hand you believe that they'll do their job well, that they can be trusted to make decisions and they'll
give you a fair day's work, then it is more likely this is what you'll get.
As with
The tragic events resulting from the recent Tsunami on Boxing Day 2004 serve to again highlight the fragile nature of many of the world’s communities. In each of these locations the key tasks of treating the sick and injured, ensuring clean water was available, or made available, providing food, accommodation and so on was critically important as a first step on the way to rebuilding these communities.What further serves to highlight the magnitude of challenges facing the world as a whole, is the fact that many other activities along the development continuum continue to be in operation, or needed. In many cases these are needed in the same countries af
If you believe that your people are not to be trusted, that they're unable to make a decision without checking with you. That they'll turn up late and go home early, then that's exactly what they'll do.
If on the other hand you believe that they'll do their job well, that they can be trusted to make decisions and they'll
give you a fair day's work, then it is more likely this is what you'll get.
As with all theories there is no guarantee that it will work every time, however the majority of employees are reasonable people and if you treat them as such then they are more likely to behave in a positive manner.
The third and probably the most important thing you can do to reduce abscence and motivate your people is to give them feedback and coach them.
This is where so many employers and managers fall down in dealing with their people; they're hopeless at giving feedback. Many managers are uncomfortable telling staff how they feel about their work performance.
Most employees want to know how they are performing in their job; they want to know if they are doing it right or how they could do it better.
If you really want to motivate your people then you need to give them feedback on what they're doing well and what needs improvement.
When you notice an employee doing something you do like, tell them about it. When you notice something you don't like, tell them about it.
Do it as soon as possible. Acknowledging a job well done is not much good six months later. Also, if you don't immediately call someone's attention to something you're not happy about, then they'll assume its okay. Either that or they'll think you didn't notice or you don't care.
Do it in private. Why is it some managers still feel its okay to reprimand someone in front of their colleagues? Even the mildest rebuke can have a negative effect on morale.
When you do speak to the person use "I" messages. Say things like "I liked the way you did that" or "I'm unhappy with the way your reports are always late and I'd like your views on why this is."
Avoid "You" messages such as "You're doing great." That can come across as patronising or insincere. "You're d
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