To have or not to have?…..that is the question! The annual company holiday party is what we are referring to, of course. Whether your office is huge or small, that decision is up to the president of the company. Included in this article are a few reminders in the form of a memo that can easily be adjusted to fit the specific needs of your company. If you choose the party route, we have also included a downloadable snazzy waiver form so you are extra protected in case something unfortunate happens. [Read more…]
Everyone has worked with that person, the one who reheats fish in the microwave, the person who doesn’t prepare for meetings or the one who spends a lot of time sharing memes. As a coworker, you can try to ignore them, but as their manager, how do you handle an aggravating employee? Knowing how to deal with aggravating employees isn’t completely vital to the success of your business, but it’s worth talking about.
As a professional HR services firm, we like to tackle all problems, big and small. In our previous post about settling disputes through mediation, we looked at how to determine whether a problem should be brought to the HR department. Now let’s look at those situations where you may need to mediate a non-serious issue you’re having with a subordinate.
Cheers! Happy Hanukkah! Merry Christmas! Whatever your employees celebrate outside of the office is their choice. The way you pay them for it is your choice. Check out these 8 best practice tips regarding Holiday pay, so you know what your options are.
If you’re regularly referring employee(s) to HR, the person or group has a problem. If you’re referring to a bunch of different groups and people, your company has a problem.
That problem can be solved with effective conflict mediation. We’ve been talking a lot about worst-case scenarios on this blog- let’s look at best case scenarios and how to make them happen.
Why Smart Hiring is Important
One or two negative personalities or ineffective workers can drag down an entire operation and send your top people fleeing for the exits. But many managers keep problem employees on the payroll for years, often because they simply do not like to fire people or they don’t want to put a person out of work. That’s human nature. But, putting off painful decisions and conversations tends to make matters worse. That’s why it’s essential to have an organized hiring process in place to ensure that you select the right candidates from the beginning.
- The heart of many successful companies is an incredibly strong emphasis on the hiring process and avoiding a casual approach to such decision-making.
- Hiring is not always about the right experience, but about finding people with the right mindset and willingness to contribute.
- To be a great company, you must hire great people, and this can only be accomplished with a systematized and organized approach.
- Designing a rigorous selection and hiring process is as necessary as implementing any other organizational strategic process.
- The single best predictor of future behavior is past behavior; therefore, focus on facts and achievements, not theoretical questions.
- Managers should have clearly defined what it will take to be successful in a particular position and should always include others in the hiring process.
- Companies that hire smart usually start their recruiting efforts close to home – with their own employee referrals and with people they know and respect.
- Hiring the right employees will make an immeasurable impact on your organization from driving performance to customer satisfaction and employee engagement