Goal setting and creating individual performance plans can go a long way in creating a performance-focused organization. Regardless of what business you are in, the team you surround yourself with is the most important asset that you have. But how do you get your work group to perform at a high level from year to year? And how do you make the process doable?
Here we go again, a New Year, a new batch of New Year's Resolutions. These usually revolve around accomplishing things that will lead to a happier and healthier life. But what if you are unhappy working for a boss who's management style rubs you the wrong way? You can do all the crunches you want, substitute a wheat germ smoothie and half a grapefruit for your usual breakfast of two salad bowls worth of Fruity Pebbles, and even though you might feel better, walking into work every morning is still a drag.
Company holiday parties are as nostalgic as the plate of cookies left out for Santa… and can be just as fun too. Holiday parties are a great time for employees to get together and celebrate the close of a year and look forward to another prosperous year. Most people have a great time with their coworkers and really enjoy themselves; however, there are some who embarrass themselves and regret going.
What sets your company apart and makes it a great place to work? If you are a business owner or hiring manager and have never asked yourself or your leadership team this question you probably don't have a very happy or productive work environment. Well, maybe that's a little bit of a stretch but if you really want to have a great corporate culture you need to regulary ask yourself, your employees and your leadership team these types of questions.
You might not always like what you hear but it's much better to understand the situation you are in so you can make changes versus leading blindly.
By now you’ve probably heard about Miley Cyrus’ performance Sunday night at MTV’s Video Music Awards. The former Disney “Hannah Montana” star has taken a lucrative musical, television and movie career and turned it into something...interesting. As I watched her thrust, thwart and twerk like a monkey high on a case of Red Bull, I realized there’s some hidden management gems we can learn from Ms. “I Don’t Want to Be Known As a Disney Star Anymore’s” VMA stunt.
- There’s no “I” in the word “team” – Miley performed a duet with pop star Robin Thicke along with two other guest stars. At one point, Miley was on stage with all of the other performers while Robin sang his current hit. Instead of enhancing Robin’s performance, her presentation was so distracting and disturbing, I’m not sure anyone even noticed the two other guest stars on stage. As managers, our job is to help those on our team perform at their best. We’re here to support them, not to “disturb” or upstage their performance with a personal need to feed an ego or cover for our deep insecurity. A team works together to make everyone look good.
- Watch your tongue – During the performance, Miley just couldn’t keep her tongue in her mouth. It kept popping out all over the place. You would have thought she was a dog in a park catching Frisbees on a hot day. Every time they cut to a close-up shot of Miley, there was that tongue again. It looked ridiculous. As managers, we sometimes stick out our tongues too much and quite frankly, it can make us look ridiculous too. We tend to speak too much and not listen enough. When we talk without asking questions, listening and understanding, we get ourselves into trouble too.
- Play to your strengths – At a young age, Miley earned the respect of other professionals in her business along with developing millions of fans. She was a great singer, dancer and actress living the dream of so many people. The values she portrayed early in her career, both on screen and off screen, were a huge part of her success. During her VMA performance, she played to a perceived weakness in her image, rather than standing back, evaluating her position and playing to her strengths. Instead of embracing her talents and the strong image she’s developed over the years, she put all her efforts into trying to tackle her good girl image, which she sees as a weakness. Miley is not alone. We all do this in our lives. We tend to focus on perceived weaknesses instead of appreciating our talents. (How many times have you looked in the mirror and focused on the negatives in your mind of your own image?) As managers, it’s our job to stop dwelling so much on the weaknesses and learn to appreciate the strengths of our team. Then help each employee use those talents to be more successful.
Every hiring manager ends up in the position of having to decide whether to remediate an underperforming employee or to terminate him and start over with a new hire. If you've already looked up the phone number for a local clerical staffing agency and are about to terminate your problem worker, take a second and ask yourself these four questions before you pull the trigger.
Clerical staff members are often the unsung heroes of successful businesses, so finding the right person to fill your available clerical position is critical. Using a Tampa staffing agency to fill your clerical staffing needs is a good way to connect with talented job seekers. You can also use the following clerical staffing strategies to screen and select the right clerical candidate.
At Hiregy we interview each candidate we present to our client companies and we've gathered feedback on many interviews conducted by area hiring managers. There's one question that seems to give most people grief: "what do you consider your greatest weakness?"
Recovering from the unemployment crisis has not been an easy process, yet you have weathered the perfect storm. The majority of Tampa area businesses are just beginning to experience a semblance of normalcy. According to the Florida Department of Economic Opportunity, 2013 has been the first year since 2008 that Florida’s unemployment has fallen below the national average. However, now that a consistent drop in unemployment is apparent, companies must consider closely how they will staff key positions. As a Tampa employment agency we'd like to offer advice that goes against our interests. Instead of going on a hiring spree, HR managers must locate exceptional employees that help to expand corporate visions. To facilitate this progression, you must understand your company’s employment value proposition.
As managers, we interview candidates to learn about their experience, skills and behaviors to see if they can do the job and to make sure they’re a good fit for the organization. In order to do this we ask lots of questions. Asking the right questions is critical; however, there are some questions that should NEVER be asked in any interview.