Exit Interviews: Know Why Your Talent is Leaving

Exit interviews are sometimes perfunctory or haphazard on the part of employers. The mindset may be that an employee is leaving the organization … they already have one foot out the door and really, what do they have to offer at this point? But a well-constructed exit interview can provide key insight into your company culture, dysfunctions, and opportunities to improve your talent retention record. Why Exit Interviews? Proper exit interviews are an excellent tool for learning about your organizational strengths and weaknesses, as well as those unique to various members of your management team. The information you garner can help you understand how to best satisfy, engage and keep good employees. Find out the real catalyst to an employee’s departure. Once you know the answer, you can decide which corrective actions, if any, to take. If you spot patterns in why people are leaving, then you’re really onto something. Build engagement. Use interview feedback to examine your work processes and ensure that your business remains healthy and is a draw for high-performing talent to contribute, add value and build for a mutually beneficial future. Who Should Conduct Them? In order to get solid information, it’s important that an exit interviewer remain as objective as possible. If they become biased, defensive or emotional, the employee is more likely to distort their answers or worse yet, clam up and not talk at all. A neutral person from HR or a third-party vendor should conduct exit interviews. Avoid using the departing employee’s supervisor as there may be issues – either obvious or underlying – that will hamper the process. When Should...

Hiring for a Position, or Hiring for Growth Potential?

Over the years, we’ve seen tremendous growth in the companies we support. For many of these businesses, the need for highly skilled employees comes at breakneck speeds, so fast that the job descriptions aren’t even written yet. Yet other companies are coasting along at a slow, comfortable incline, occasionally needing to fill open positions or harness contract workers for specific projects. The companies that hire for growth were taking calculated risks that, more often than not, paid off. When you hire for growth, you’re looking ahead at where you want to be, and acting on the possibility of fulfilling your highest potential. Sometimes, however, a business just needs to hire for a position or a project. In these situations, the momentum is already built, you just need to keep it moving. Here, all options – temporary, temp-to-hire and permanent staffing – are considered. Workforce management is a big job and somebody’s got to do it. So when your office is experiencing growing pains, how do you know when it’s time to hire for growth or time to hire for a position? Hiring for a Position Find a professional who fits in well with the current culture. Use an existing job description for a vacant position, possibly with a few updates. Need a very specific skill set to manage current projects and clients. Face everyday challenges, while maintaining standards of organization and productivity. Provide support for executives and current employees. Hiring for Growth Secure talent now for major projects on the horizon. Complaining from current employees on being overworked or being unable to take on new projects. Add increased knowledge...

Give Your Employees a Break and Watch Productivity Climb

A recent study by Staples examined the break habits of over 200 employees in the US and Canada. The study revealed that a sense of guilt is the primary reason employees do not take breaks. Although over 80 percent of employees believe that a break would make them more productive, only 14 percent reported using a breakroom for brief periods of respite. The study revealed that over 60 percent of workers spend more than eight hours in the workplace, and excessive stress continues to be a major concern. Over 40 percent of employees are exhausted from long workdays, but a majority consider that regular breaks would improve personal wellbeing. Here are some ways to encourage employees to take more breaks. Over 50 percent of survey respondents want snacks, but an overwhelming majority would prefer healthy snacks such as nuts or fruit as opposed to chips and candy. The study showed that 30 percent of employees work at companies who do not provide coffee, but over 40 percent of employees take over 40 minutes to leave the office for coffee. Provide healthy snacks and beverages in an allocated room where staff can unwind and interact with colleagues. Fifty percent of respondents reported that they do not have an allocated break room with comfortable furniture. Providing staff with an opportunity to socialize with colleagues in a comfortable environment can improve relationships and reduce stress. Professor Trougakos, an Associate Professor of Management at the University of Toronto, told Phyllis Korkki of the New York Times that, to unwind, staff must detach from work and technology. Enforce a no technology rule in the...

Preparing Your Staff Members for a Successful Q4

Q4 is more about planning for the upcoming year than scrambling to save the current one. Whether 2014 was financially lucrative, or a year devoted to longer term investments in infrastructure and R&D, it provides an opportunity to take stock and confirm the direction for next year. Transparency and communication with staff is crucial to maintaining morale and enthusiasm. The vision of company leadership is often not clear to the worker. A five-year time horizon, typical for CEO decision making, is not the focus of a manager disappointed by the first six months’ sales. The expectations concerning the bottom line are not necessarily what is most important. The company may have invested substantially in R&D, for example, with a return expected in future years. Convey the company strategy to staff so that they understand that goals are being met although the profit and loss statement may imply otherwise. Les McKeon of Inc. emphasizes the need to analyze the high and low points of the past year. Include staff and invite their feedback. Transparent communication involves openly discussing operations or cultural factors that can be improved, and planning ways to do so. Review of poor performing areas is crucial to identify future improvements. By identifying areas of improvement for the upcoming year, management and staff can begin strategizing as to how to effect change. Paul R. Lawrence, in the Harvard Business Review, suggests that removing the blind spots, providing plenty of lead time, and supporting staff through a slower change process can reduce resistance to new ideas. With the hard work completed, congratulate staff and take time to celebrate. The...

Top Things to Consider Before Accepting a Management Position

Assuming a management role can be daunting. You may be an expert in your field and possess a full grasp of operations. You may have an impressive overall understanding of the business. But managing people demands a particular skill set that you may not yet have mined. 4 Points to Consider Before Moving Up the Corporate Ladder and Accepting a Management Position Responsibility. The majority of your time may be spent organizing and guiding others. You will need to delegate as many tasks as you can, including those that you enjoy most. You will have to manage all aspects of a project, not just those under your purview, to ensure deadlines are met. You will have to juggle your time and chase up many individuals. Do you like people? So many managers are put in a position where they have to influence, motivate, and lead people. This requires a love of others and an innate ability to connect with them. If you doubt your abilities in this area, your time as a manager may be difficult and met with resistance when you need collaboration. Conflict. Ensuring effective operations requires overcoming interpersonal conflict and correcting behavior. The scale of this management task can depend on the organizational culture. Take an objective look at the firm and decide if it is one that is headed in the right direction or one best avoided. Can you be fair, and are you ready to handle myriad personalities with the associated conflicts that inevitably occur? Work Style. Are you happier working independently? This may be the biggest indicator of your suitability for management. If...

Top Reasons to Start Networking with People Outside of Your Industry

Don’t discount other industry contacts and professionals from your networking efforts. Typically, most people consider only those who share their own profession when looking to build relationships and extend horizons. However, there could be significant advantages to networking outside of traditional boundaries. Many companies rely on their networks for business referrals. For example, a company requiring a new contractor will consider the opinion of trade contacts in deciding whether to hire that particular contractor. Ariella Coombs of Careerealism offers reasons for networking outside of your industry. For example, a reference from a professional in any industry is valuable in terms of job search. Maintain your contacts and you may gain references from professionals who are outside of your specific field, but are nonetheless impressed by your character and work ethic. If you only network with those similar to you, that may not lead to new business. However, if you are connecting with individuals from different backgrounds, this may bring you customers or business leads. For example, a coder who networks with digital game manufacturers and discusses different products may find projects or work.   The premise of networking is to build connections. Some of these may require your services and some may not. Some connections may simply refer their connections to you. The best way to build networks is to help others. By referring a contact, the same may be done in return. However, build social capital before you request a favor and don’t ask for services that would normally require payment, such as financial advice.   Professionals from other industries may provide interesting and useful perspectives. For example,...