Feedback that your staff can hear!

Think of the most recent egg or scavenger hunt that you participated in.  For us, this was over Easter and we hid baskets and eggs in the front yard and house for our boys. Yes, they are pre-teens and still play.  It makes my heart happy.  Yet, they were frustrated as they could not find two specific last eggs and their basket.  What happened next?  Mom, will you give us a clue?  

They were asking for feedback.  We are conditioned to look for feedback to keep going. Whether this was at work or at home.  The quality and kind of feedback that we give will garner certain types of results.  As a parent and a manager, I never want to give away the answer.  Why?  First, that is no fun.  Second, then we take away the opportunity for the other to learn.  

Asking questions!

Back to our egg hunt.  I gave clues such as: 

  • What do you do every day?  
  • What do you hate doing?
  • Where do you believe the Easter Bunny would hide it?
  • The baskets are in the kitchen, living room, and basement.

The Office of Personnel Management outlines three keys to feedback: Specificity, Timeliness, and Manner that the feedback is given.  In our professional world, Performance Management is a formal process of documenting an employee’s performance.  Yet, the relationships that staff have at work have a significant impact on employee performance and how we engage with each other. There are positive ways to give feedback that allows staff to build critical thinking skills while also learning an organization and people’s styles.  

Feedback must be woven into the tapestry of the organization to be effective.  Yet, there are key times to provide feedback and these are when it is expected and can have a positive impact on both the person and performance according to Harvard Business Review.  

Why is feedback important?

  • The employee-manager relationship is a top driver, 70%, to employee satisfaction according to Gallup.  
  • According to Forbes, much of the responsibility for a positive feedback look falls on managers. 
  • Creates a strong team
  • Is essential to develop performance according to Cambridge
  • Gives us a sense of belonging and purpose
  • Prevents us from being stuck and discouraged according to Huffington Post.

During our current pandemic with a large majority of staff working from home, the feedback that we give becomes even more important. Yet, there is not a one size fits all approach as each person has a different need for feedback. Based on the research from The Predictive Index. Each of us has a highest drive and based on that highest drive is a specific need. This is either the need for impact, feedback, time, or details. As a manager, do you know exactly how to provide feedback on what ways to engage and motivate your staff?

If you are curious to know more about what your specific needs are and those of your staff, take the Predictive Index Behavioral Assessment now!

Through our questions, we give our staff the opportunity to process the questions that we ask and learn the specific processes.  Let’s revisit our egg hunt experience.  The questions that we asked provided a framework of what to do next and where to look. We set parameter’s around where the baskets were not so that they could focus on a very specific area.  The Standard Operating Procedures and Job Descriptions that you have inside of your organization do the same thing for your staff.  If you are still hanging onto where the baskets were hidden.  One basket was hanging behind the TV in a corner and the second basket was under the pool table with clothes piled on top. Tricky.  And, the problems that we solve at work are typically tricky too.  

We can simplify these processes by providing feedback to staff in ways in which they can hear it and ensure that we are setting our staff up for success by creating an environment that is transparent with communication so that they know what is needed to be successful.

An Easy Button

Looking for an easy button to increase your feedback effectiveness? Take the PI Behavioral Assessment AND have a colleague take it to receive your personalized communication guide!  

Permission… What does permission have to do with employee engagement?

Permission.  This little word leads to the choices that we make each and every day.  We are taught in our current society that we must be given permission to do things.  The permission to go to the bathroom in school.  The permission to leave the house and play outside.  The permission to use the car.  Sometimes the permission is granted as a request, sometimes we make the request for permission.  What we become and the dreams that we dream so often come from the permission that others give us to create those dreams. 

I was coaching an employee this week.  I asked her what she would like to be doing in 3 years and 5 years.  She stated that she would like to be doing something in this same field, yet, with a different population.  I asked her why she is not doing it already, as it aligns with the organizations’ mission.  She stated that she did not know or think that she could.  I asked her why.  I never thought of it, was the response.  This. Is. Gold.  We just gave her permission AND she gave herself permission.

Outcome? An engaged employee.

Is the performance in your organization capped based on what you believe is possible?  We as HR, Managers, Business Owners and leaders have an obligation to innovate, to up-level and serve our communities.  What is stopping you from dreaming that big dream?  Yes, it still has to be aligned with the organization.  Yes, it still must be profitable.  Yes, it still must be of high quality.  Yet, what is your staff capable of that is not being shown and shared?

Give yourself permission to dream! Give yourself permission to create and propose your solutions.  Yet, ensure that you own it to execute it all the way through. Every dream is possible if you are committed to the outcomes.  The right people and resources will show up along the way. Take a moment to give yourself permission to think beyond the day to day tasks by using this set of questions:

  • What is it that your HeaRt desires in your work role?  
  • What would it look like?  
  • Is this aligned with the mission and vision of the organization? 
  • Can this be profitable? 
  • Is this a large enough dream that you are willing to own it 100% and put it into action?  

Who needs to give you permission?  You need to give yourself permission!  What is one thing you will give yourself permission for today?

This could be as simple as reaching out and asking for another perspective on your structure and culture to innovate your business?  Are you ready?  Great! Give yourself permission. Schedule a call with us to discover what this can do for your organization.

Using Ideal Employee Profiles to Attract ​and Retain Great Employees

A Guide on How to Attract ​and Retain Great EmployeesDear, amazing employer, would you like to join me for lunch on January 3rd at noon?  We will be serving beer and brats with 2 MiG welders, 1 barista artist, 1 sandwich artist and a Director of First impressions from the local hotel.  They are all frustrated at their current jobs and seeking purpose in their work.

Problem Solvers

Do you love a good invitation? One that solves a specific problem that you have by speaking directly to what you need and want.  Me too! Yet, I am counting on that invitation fulfilling the promise that it makes.

I hear from my colleagues and have experienced myself the woes of recruitment.  The complaints that there are not enough qualified workers out there.

They are out there. We just are not inviting them into our organizations in a way that solves their problem.

You see, recruitment does not follow the invitation promise.  Let’s create an amazing invitation and personally use it to bring the next generation of employees into your organizations.

Recruitment as a general rule places ads blindly to an online group by stating what the employer needs.  This is typically skill sets.

Yet, we hire people for what they know and then we are surprised when the relationship does not work out because of who they are.

Today we are going to create an Ideal Employee Profile and find out the exact problems that our future employees have AND solve it for them.  Let’s get started. (Yes, we are taking immediate action to get the results that we want! Open a new document and copy and paste the questions below.)Employee Recruitment

Ideal Employee Profile

(Think about who you want and need working for you.  Or, think about your rock star employee in this specific role.)

  • Where do they shop? (Include both online and physical stores)
  • What and where do they eat?
  • Where do they live?
  • What social media platforms are they on?
  • What do they do in their free time?
  • What music do they listen to?
  • Where do they work OR what are they doing now?  (Hint: Think outside of your industry. Retail, hospitality, veterans, retired mechanics, etc.)
  • Do they have a best friend at work?

When you think about what you need in a manufacturing environment the following may come to mind. Teamwork, communication, attention to detail, willingness to learn, ability to follow direction and think outside the box when needed, the ability to speak up when they see something wrong.  Now, put yourself into the shoes of your ideal employee for the specific position that you are hiring for. (This is GOLD! You are finding out the exact pain points to speak to your next employee and creating an employment offer they cannot refuse.)

  • What keeps you up at night?
  • What stresses you out on a regular basis?
  • What do you hate about your current job?
  • What relationship do you want with your co-workers that would inspire you and you them to do your best work?
  • What would the relationship need to be with your manager to support you in performing your best work?
  • What is your biggest fear right now?
  • What do you wish your employer understood about you?
  • If you could create the perfect work environment for you that also produced amazing results, what would it be?

Congratulations, you now know exactly who you need to be speaking to, where they work, what they dislike about their current roles and what they need to come join your company.

Next steps.

1) Create an amazing offer from this.

2) Look in the mirror to see if you can keep your promises to them once you hire them.

3) More on this next month or contact me now and we can get started right away.

Need more HR management support on attracting great employees? Contact us today to speak with a certified HR consultant.

Five On-boarding Practices that Engage and Retain!

Imagine.  You are in your best suit, dress, jeans, and polo, or whatever is appropriate for your first day.  Those butterflies are fluttering around in your stomach.  This is the first day of the rest of your life and possibly your career.  YESSSS! The excitement and anticipation are there to connect with this new group of co-workers and leaders.  Most importantly, you want to contribute and make a difference in your chosen field.  You believe that this company will be different and they will.  Their pre-hire and on-boarding process set them apart!

Join us in this on-boarding journey through 5 areas of onboarding success.

Pre-hire

You are hired for BOTH who you are and what you know!

  • During your interview process, you took an assessment that looked at your work styles, personality, and motivators that make you tick. This assessment was paired with a job analysis for your position to ensure the drivers of successful staff in that position role matched with your skill sets.
  • Being transparent, this is shared with you as part of the interviewing process. Gaining your insight along the way, partnering together for both an organizational and personal success.

    Decision Making and Dotting the I’s.

  • The required compliance portion of orientation has been completed prior to your hire. You have already completed all of your payroll, I-9,  and W4 forms online or been provided with paper copies to bring in on your first day.
  • You have both read the FAQ from your soon to be co-workers about what it is like to work for this company.
  • The employer provided you with a video that highlighted the employee handbook and benefits offerings. This was a crucial step in you making the decision to choose this company to work for.
  • You had the direct number to both your supervisor and HR while you were making your decision. This company does not sell a bill of goods. They stand behind their promises and they expect the same of you!

Day One

Interaction.

  • Interaction and action start when you do! You are welcomed by your team and they take you to your work area which is stocked with the tools that you need to be successful.   Along with a few snacks for day one.

How do they know which snacks you love? They asked during the final interview, noted the answer for when you said yes and ensured that you received what you asked for.

Partnering for Success.

Relationships make the business happen.  We do things for people we like and those that solve our problems. Your on-boarding connects you with your peers, managers, and mentors on day one.  Providing you with the opportunity to connect and chose how to use these resources.  Below are three options that you can choose to engage in during your initial onboarding and beyond.

  • Mentors not on your immediate work team. When you have someone that you can connect with and reach out to assist you in learning the informal structure and getting your projects off the ground much more efficiently. You are more likely to build relationships and get what you need to serve your customers and the organization overall.
  • Partnering with a member of your immediate work team. Learning the ropes of “how things are done around here” can be a challenge. This person gives you the ropes and resources as you learn within the first year.
  • Partnering with a group of employees that have started in the past six months. Learning from others wins and mistakes while creating a collaborative team is important for belonging and getting things done.

    Quick Wins.

    We all want to contribute.

    • On day one, you get to dive right in with a project that is completed the same day. You leave your first day feeling accomplished, a respected member of the team.
    • You put on your best for day one when you left your house. Walking back into your house after a quick, fun and fulfilling day, you put on confidence.  Confidence in the fact that you made the right decision to join this company and confidence in both the skill sets that you have and who you are to create an impact with this company.

On-boarding Final Thoughts.

If you like the way you were on-boarded into this organization, stay tuned for the next installment that will highlight onboarding in the first 30 days using an assessment tool.  We recommend and utilize Drake P3.

We invite you to leave your comments on our Facebook page and reach out to learn more about implementing these in your organization.  We partner with organizations to hire and retain staff for both who they are and what they know that is aligned with the specific organizational values.

Need more HR training support on On-boarding Practices? Contact us today to speak with a certified HR consultant.