Ep 106 - Candid Conversations About Employee Retention - Workology

Ep 106 - Candid Conversations About Employee Retention - Workology Episode 106: Candid Conversations About Employee Retention with Jeff Kortes (@jeffkortes) According to Fortune Magazine, employee retention is the biggest priority for business leaders this year. A research study by Workplace and Kronos found that 87% of employers said that improving retention is a critical priority for their organization. The topic of employee retention is likely being discussed in the boardroom frequently. You’ve had with members of your leadership team, but the question is what’s the best way to increase retention and reduce turnover. Episode 106: Candid Conversations About Employee Retention with Jeff Kortes (@jeffkortes) Jeff Kortes has a very diverse background in HR having worked in a practitioner capacity in various roles and industries but also in his work as a headhunter talking with candidates who are actively looking for new job opportunities. Both these experiences have provided him valuable insights into what works when it comes to employee retention programs and strategies. Jeff says that employee retention is simple but by no means easy. His advice for his clients and for podcast listeners is to focus on the fundamentals. He says to stay consistent and dont jump from program to program. It muddies up your efforts because there are so many things happening. 87% of employers said that improving retention is a critical priority for their org. #hr #shrm #business Click To Tweet Jeff has a simple acronym  when it comes to the foundations of employee retention that resonates not just with HR and recruiting practitioners but also managers. Its his C.R.A.P. philosophy. During his workshops, he gives his leaders permission to give their employees CRAP but not in the way you might think. The C.R.A.P. acronym stands for Caring, Respect, Appreciation and Praise. These four pillars are the key to any good employee retention strategy. Employee Engagement, Exit Interviews and the C.R.A.P. Philosophy Jeff tells us in this episode of the podcast, the most important thing that leaders and employees can learn from C.R.A.P. is to give themselves and those around them the permission to have fun. He says that we take ourselves too seriously at work which is why the  acronym works. Its hard for C.R.A.P. to not bring a smile to your face. Relationships and engagement starting with organizational leaders of all levels are the key to any success employee engagement program. You dont have to spend thousands or hundreds of thousands of dollars on consultants, surveys or fancy employee benefit programs. With C.R.A.P., you just focus on the employee engagement basics. One of Jeffs more interesting recommendations which we discuss in length on the podcast is his philosophy and recommendation when it comes to exit interviews. He encourages companies to wait 30 days, 60 days or even 6 months to talk to employees who have exited the organization. He says only after they have some closure and distance will those employees give you the real story as to why they left and provide you with valuable feedback. Jeffs stance on exit interviews intrigued me since it is different than the exit interview forms and even online surveys I have used in the past. He goes so far even to suggest not using standard questions. Its the best way to get employees to share, tell the whole story and give you unsolicited and honest feedback. Ive included a link to Jeff blog that discusses his recommended exit interview process. You can access them along with other articles and research in the recommended resources section below in this transcript. Connect with Jeff Kortes on LinkedIn. RECOMMENDED RESOURCES Short and Long-Term Fixes to Your Employee Retention Rate 2017 Is the Year of Employee Retention Are Exit Interviews Worthless? Start Small with Your Employee Retention Strategy How to Subscribe to the Workology Podcast Stitcher PocketCast iTunes Podcast RSS Google Play YouTube You can also click here to find out how to be a guest on the Workology Podcast.   *A special thank you to my production team at Total Picture Radio.

Job Interview How to Answer the Greatest Weaknesses Question

Prospective employee meet-up How to Answer the Greatest Weaknesses Question Prospective employee meet-ups are distressing and getting ready for them can be extreme as you regularly have no clue about what's in store. There are a couple of great inquiries that will in general come up and a colossal one is about your shortcomings. It will now and again be asked alongside your most noteworthy qualities, once in a while all alone. Everybody has shortcomings and this inquiry is intended to perplex you, to perceive how much knowledge you have of your own weaknesses and precisely how much soil you are eager to impart to the questioner. Speaking the truth about your shortcomings will be the best arrangement, your answers will be checked when the business does your references at any rate. Dont mess yerself up: I will accept you have a couple of shortcomings, when incited ensure you just raise stuff that won't influence the activity you are meeting for. Try not to state I think that its difficult to designate when you are a supervisor, don't state numbers aren't my thing when you are a bookkeeper. Pick a shortcoming that isn't probably going to have an effect at work, for example, I don't comprehend the French impressionists when you are an auto technician. Dont act deceptively: Try not to attempt the old stunt of transforming a shortcoming into a quality by saying I buckle down, remain in the workplace excessively long and can't stop myself since I love my activity to such an extent. Not exclusively will the questioner have heard it previously, they will think you are somewhat of a nutter and your conduct most likely won't be exceptionally mainstream with the remainder of the group. Besides, by dropping a platitude like that, you hazard irritating the questioner and he/she will continue requesting a 'genuine' shortcoming until they get something succulent to fill in the shortcoming box. Here are a 3 different ways you can handle the old shortcoming question: 1) A shortcoming you are chipping away at: Discussion about an ongoing inadequacy that you are completely mindful of and right now enhancing. It very well may be time the board for example; you have learned not to take on an excessive amount of work as the nature of your yield can't be ensured. You have now enrolled in a class to study time the executives, you utilize a plan for the day just as a schedule and things are improving. By indicating the business that you have this understanding and that you have made a move to conquer it, you exhibit that you think about your issues and you are taking a shot at them. Time the executives is something everybody can identify with so you won't force the danger of being managed to leave. 2) Turn a quality into a shortcoming: By utilizing one of your principle qualities and considering it a shortcoming, you will seem to be unobtrusive and savvy. You could even show it as a quality and a shortcoming, by saying that you are exhaustive for example. This can be a decent ability on occasion (while experiencing year end reports), not all that great at different occasions (when your manager needs a fast gauge of marketing projections this week). The questioner will test the shortcoming and arrive at the resolution that you are not so awful all things considered, and that you ought not belittle yourself. Alert: Turning a shortcoming into a quality doesn't work close to also, as referenced previously. 3) Your precarious expectation to learn and adapt: Here's a work of art, the interviewee will say their principle soft spot for the activity they are applying for is that they don't have the foggiest idea about the PC programming/partners/route around the structure and so on. No one will anticipate that you should realize these things so despite the fact that you show it as a shortcoming, it will be treated as a typical condition. Indeed, this may in any event, draw out the intrinsic parent in the questioner, they will anticipate having a beginner around that they can give the general tour. Main concern Ensure you list your shortcomings (and qualities) before a meeting. Have a consider which shortcomings the questioner will have the option to live with and offer them as your response. Make certain to incorporate your activity plan on the most proficient method to beat weaknesses and speak the truth about everything. Related: How Employer Know When to Hire You Within 90 Seconds (Infographic). Picture: Shutterstock

5 Effective Ways to Retain Your Best Employees

5 Effective Ways to Retain Your Best Employees The achievement (or disappointment) of an organization relies upon its unreliable workers. It's not hard to spot one, yet we should not mistake it for worker's inspirational issues. Representative maintenance may appear to be expensive from the start, however it's most certainly not. Organizations have objectives, one of which is to keep the tasks running for quite a long time. It wouldn't be conceivable without productive administrators, just as capable representatives to work nearby their chief. On the off chance that you happen to deal with a group (or the organization itself), at that point you should realize that representative maintenance must be the way to progress. You need the best, yet you can't ensure that your best workers would associate with you for a considerable length of time. You can begin with a gathering, where you layout their duties. You offer them the hints that should provoke them to pose inquiries. There must be a shared trust without even a moment's pause. This is a beginning. Strategies That Could Equate to Success Permit an adaptable working schedule.It may come as an astonishment to certain supervisors, as this could result to a repercussion. You anticipate that your representatives should be capable grown-ups, and they need to give their best exertion. A fixed working timetable can show representatives the temperance of self-restraint, which can be trailed by a brief training in organizing. Think about the since quite a while ago run, however. Stagnation is a characteristic event, which might be because of a fixed timetable. A course of action should be possible if there must be a gathering (or a group building occasion). Put resources into profession development.You can't anticipate that your representatives should do similar undertakings for quite a long time. It's normal to move up the profession stepping stool, as they are fit for learning another arrangement of aptitudes (beside the ones that they become great at). This won't be sufficient, however. You can urge the promising ones to go to an instructional class, if not a workshop. You can organize their calendar (once more), so they can oblige their alumni considers. It additionally stretches out to a worker's exercises outside the workplace. In the event that enjoying a side interest can fulfill representatives, at that point don't be the one disrupting the general flow. Give serious benefits.Performance reward would be the most ideal way, however you should clarify it in the first place. Little advantages likewise help. (An excursion for work could be a decent choice. It's conceivable to blend business and delight.) You can be inventive in your methodology, however put forth them imagine that their best attempt won't squander. Make an open working environment.It would be outlandish for workplace issues not to exist. Another representative could detect it while a prepared one would become acclimated to it. Great correspondence ought to be, where you urge them to give their important info. What's more, you should disclose to them that you would think about it (at any rate). An open situation can likewise be deciphered as a working environment with a lighter air. Not that representatives aren't not kidding about their occupations, yet the merriment could have a major effect. There would be a couple of workers who could keep others down. You must ensure that it wont influence the companys smooth tasks, if not make a scratch on the companys achievement. You have the unenviable assignment of managing these individuals, however consider it an extraordinary commendation. (Your supervisor has faith in your capacities.) Give reasonable treatment, just as a total arrangement of equipment.Insecurity can emerge from the great appearing to specific representatives. You would prefer not to make hardship, which can be because of an exceptionally little signal. In such manner, you should guarantee that the workplace is sufficiently roomy. (Claustrophobia can influence them at some point or another.) You guarantee to treat all in equivalent terms, with the end goal that they have similar PCs and other crucial segments. You won't dishearten them from submitting a question, yet you would prefer not to give them bogus guarantees. What's more, terrorizing would be not feasible. Prepare for a Stay Interview Offering significance to your representatives doesnt imply that you provide for their impulses. You dont must be tender in demonstrating it, as saying it in basic words ought to be sufficient. A benevolent rivalry could be the most ideal approach to boost their abilities. It would expand their profitability, which should spell accomplishment to the organization. Some would call attention to that there are times when a companion must contend with his friend(s). You should guarantee that there wont be any hatred that can compound the circumstance sometime. It additionally implies getting away from them before you see the red signs. You can likewise direct remain talk with, which is a long way from a post employment survey. You may be enticed to make it casual, yet dont. For what reason did you come here to work? You couldnt envision reacting to that question in any way other than a genuine one. What are your nonnegotiable issues? You can do an examination among workers, and get the best arrangement from the result. Why have you remained? Ensure that you do a psychological note of it. Theres no assurance subsequent to perusing this post (and doing it), yet there are different approaches to guarantee your representatives that theyre esteemed by the organization. Peruse all news

Get a Better Job? - Easy Ways to Better Your Resume

<h1>Get a Better Job? - Easy Ways to Better Your Resume</h1><p>Get a superior activity? Indeed, I trust you do. I need to give you a couple of recommendations on the most proficient method to do it with the goal that your resume will truly stand apart from the rest.</p><p></p><p>You may figure you can show signs of improvement work just by carrying on reasonably. Do you have your own business card with a telephone number on it? Simply put your name and your contact data on it and you're all set. Indeed, it's not exactly that easy.</p><p></p><p>So called 'proficient' continue essayists will some of the time lie on your resume. They'll state you have all the experience you truly don't.</p><p></p><p>This is one of the most widely recognized slip-ups you can make. In the event that you include all the experience you've at any point had, incorporating it with what you've been at for as far back as te n years, at that point that is presumably one of the best three accomplishments.</p><p></p><p>Now on the off chance that you started a new business for yourself, you'd clearly compose a 'legitimate' continue so you'd have substantially more experience. Well that is the thing that a great many people consider to be a 'superior employment.' That's where they show that they're decidedly ready for whatever the following enormous thing is.</p><p></p><p>When you consolidate all the experience you have, you'll have something that is useful for the talent scouts as well as hangs out in the candidate pool. This will surrender you a leg when you first meeting with a potential boss. It'll likewise separate you from the remainder of the candidates. A few people don't have a clue why they aren't getting employed right now since they don't have the experience.</p><p></p><p>So how can one show signs of improvement work? Indeed , first you have to do the correct research. Numerous individuals get in a tough situation with a resume that is loaded up with, 'Hello, I'm simply going to include all my experience here...' or 'Hello, I figure I may have been doing some specialized composition for a while.'</p>