Decrease Employee Turnover!

Employee turnover can be expensive.  The costs are numerous and go beyond just direct recruitment expenses.  Other less tangible costs include decreased production and employee satisfaction.  I really like this article by Globoforce because it provides twelve practical tips any employer can use to reduce their turnover rate. 12 Tips to Reduce Employee Turnover

5 Great Interview Questions

You only have a short time during an employment interview to evaluate a candidate's suitability for the position and your organization.  Asking the right questions can offer important insight and help you make the right hiring decision. Here’s a list of my top 5 favourite interview questions.

1.)    What have you done to prepare for this interview?

Evaluates: Ability to take initiative

It is an immediate turn off for me when a candidate hasn’t done anything. In my opinion if they cannot put the effort in when they are trying to make a good impression and put their best foot forward how much initiative are they going to take on a day-to-day basis on the job?

At the very least I expect that the applicant  to have visited the organizations website and has an understanding what the organization does.   Candidates that put the extra effort in to research competitors, complete tutorials and conduct other research immediately rise to the top for me.

2.)    Tell me about a situation where meeting a deadline meant sacrificing quality.  How did you handle it?

Evaluates: Problem solving skills and ability to prioritize

Provides an insight into how a candidate approaches a difficult situation and what steps they take to solve the problem. Behavioural questions like this ask candidates to describe situations that they have experienced in the past.  The theory is the way an individual has acted in the past is a good indication of how they will act in similar situations in the future.

Follow – up Question: If a similar situation were to happen in the future would you handle it the same way?  This evaluates a candidates ability to self reflect and commitment for self improvement and growth.

3.)    If I was to speak to your previous employer what area do you think he or she would say you needed to further develop?

Evaluates: Self awareness and identifies areas needed for improvement

No candidate is perfect and  there are areas where everyone can improve.  This question evaluates the candidates self-awareness as well as identifies area for future development and improvement.

Follow- up question:  What steps have you taken to improve in this area?  This demonstrates candidates ability to take initiative for self improvement.

4.)     Where do you see yourself in 5 years?  What steps are you taking now to ensure you achieve your objective?

Evaluates: Goal setting and ability to plan

This question serves two purposes not only does it evaluate a candidates ability to set goals but it  also measures if the candidates goals are in alignment with your organization and the position.  If the candidate desires a top management position within five years but this position doesn’t offer room for growth it probably wouldn’t be a good fit.  Identifying this now can prevent high employee turnover or employee dissatisfaction.

5.)    Do you have any questions?

Evaluates: Values

The questions that candidates ask whether  the candidate asks about holiday time, opportunities for advancement or  the companies objectives gives you a good indication of what the candidate values.   Ask yourself: How well does the candidates values align with the organizations?

I would love to hear from you.  What are some of your favourite interview questions?

How to Recognize Employees!

Never underestimate the importance of employee recognition.  Employees who feel valued by their managers are more loyal, provide better customer service and are less likely to leave.  This article from salesforce.com offers great insight and helpful tips to incorporate employee recognition in your organization.
https://www.salesforce.com/blog/2013/04/how-to-recognize-employees-infographic.html

Does Your Organization Need Policies and Procedures?

By: Michelle Lagace Wallace

No matter the size of an organization, it can benefit from having an up-to-date policies and procedures manual.  Policies and procedures act as a road map for employees. 

Advantages include:

·         Communicating to employees what’s important to the organization (through philosophy,    mission statement)
·         Guaranteeing consistent application of practises throughout organization
·         Conveying expectations to employees
·         Ensuring compliance with applicable labour standards  
·         Protecting the organization from legal liability
·         Acting as a valuable resource for managers  and avoids ad hoc decision making

Legally Required:

Some policies are legally required by Labour Standards, Human Rights Acts and Occupational Health and Safety.:
        Examples include:

·         Discrimination
·         Harassment
·         Anti - Violence
·         Occupational Health and Safety

These policies should be reviewed at least annually to ensure they are still compliant with current legislation.

*This is not an exhaustive list and requirements vary depending on industry and jurisdiction.  Please consult with the appropriate authorities in your area for details regarding legislation that affect you

Recommended Additions:

Other policies are not required by law but are recommended to ensure consistency across the organization and to reduce ambiguity. 

Examples include:      

·         Code of business conduct and ethics
·         Company philosophy and mission statement
·         Pay increases
·         Education assistance/ professional development
·         Employee discipline
·         Dispute resolution
·         Flex days
·         Hours of work
·         Overtime
·         Leaves of absence
·         Observed/ statutory holidays

Once complete the policy and procedure manual should be communicated to all new and current employees. Employees should be advised of updates as they occur. Copies should be maintained (physically or electronically) where they can be easily accessed by all employees. 
* It is essential that all policies and procedures at least meet legislation requirements in the industry and jurisdiction.  Please consult with the appropriate authorities in your area regarding legislation that affects you.

 

Fall 2015 E-Zine

                                                      Photo Credit: Compass Positive Discipline For Families Fall Edition Cover
The Fall 2015 E-Zine is hot off the presses!!! This issue includes lots of helpful information about parenting the Positive Discipline way.  Including tips for ending bedtime battles and understanding after school meltdowns.  The E-zine can be accessed by clicking the link below:

Fall 2015 Positive Discipline E-Zine

Five Criteria for Positive Discipline

 

 

Below is a You Tube link from Jane Nelson Ed. D., developer of the Positive Discipline model.  It discusses the Five Criteria for Positive Discipline.  Its only a few minute long and I think it does an excellent job of summarizing the concepts that are covered in the workshops I facilitate. 

 

 

 

                                                                                    Poster courtesy of Gloria Cleve