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>

3 Virtual Interview Responses That Are Deal Breakers

3 Virtual Interview Responses That Are Deal Breakers Indeed, workers are a companys most noteworthy asset. In the event that recruiting experts can't locate the perfect individuals for the group, the organization will come up short. Shockingly, numerous organizations are experiencing difficulty landing up-and-comers of a high gauge. Indeed, our 2018 Growth Hiring Trends report discovered improving nature of recruit was one of the top needs for developing associations. To build the chances of employing the most ideally equipped individual for the activity, you should get rid of applicants who aren't committed or a solid match. At that point you can invest more energy becoming more acquainted with genuine candidates. This is the place virtual meetings come in. At the point when utilized as an early applicant screen, virtual meetings uncover warnings about employment searchers. Be that as it may, you need to realize what kinds of answers are major issues. Here are three reactions that should make you reevaluate an up-and-comer: 1. I work better alone. Not every person is a social butterfly. In any case, in each position, workers need to cooperate with other colleagues. In any event, for a remote activity, an effective up-and-comer needs to convey and issue understand in the virtual workplace. On the off chance that a vocation searcher isn't in any event open to working with others, it's a major warning. Applicants who accept they are better all alone won't submerge themselves in the way of life. This implies they won't increase a genuine comprehension of the association or its qualities. Without this more profound association with the organization, the competitor won't have the inspiration to add to the group or stay drew in at your association. Applicants who think they work better alone additionally neglect to comprehend the significance of input. Representatives create when their chiefs and friends share the qualities and shortcomings they see. At the point when an individual is continually secluding themselves or working in a vacuum, they pass up important learning openings. There's nothing of the sort as working better alone. Search for #jobseekers who grasp collaboration. Snap To Tweet 2. My last manager was horrible. Hardly any up-and-comers are so amateurish they will completely insult their previous business. In any case, there are numerous minor departure from this answer you have to pay special mind to. Every one uncovers something else about the competitor. For instance, your virtual meetings may request that up-and-comers portray their last position. It is anything but a decent sign if their reaction is more centered around their supervisor's conduct than their own duties. Beside being amateurish, it alludes to an absence of mindfulness. Likewise, give close consideration to the tone applicants use when discussing their previous businesses. An expression like he generally tested me has a totally extraordinary significance if the competitor is being wry or basic. There's nobody sitting before applicants during virtual meetings, so their gatekeeper could be down with respect to their non-verbal communication. Give close consideration to whether their demeanor coordinates the words they're stating. 3. I don't think a lot about the organization. The employing procedure is a two-way road. It's about the competitor finding out about your organization the same amount of for what it's worth about you surveying them. Its basic for the two sides to choose if it's a solid match. So if a competitor doesn't look into your association before a virtual meeting, they aren't committed. Odds are your virtual meetings don't have an immediate inquiry that pose what do you think about our organization? You search for progressively unobtrusive signs that an applicant has done their due determination. On the off chance that an applicant is possibly utilizing unclear language while portraying what they esteem in a vocation and work environment, they're likely concealing their absence of information about your organization. They would prefer not to unwittingly say something that doesn't line up with your association. In like manner, be mindful of applicants who rehash your statement of purpose in exactly the same words. Rather than altogether inquiring about your organization and handling what they realized in their own particular manner, they retained watchwords from your vocation page. At the point when up-and-comers state they don't think a lot about your association, it uncovers they won't be devoted workers. #hiringtips Snap To Tweet

The 411 on Graphic Design Degrees [Infographic]

The 411 on Graphic Design Degrees [Infographic] The 411 on Graphic Design Degrees [Infographic] Presently you might be pondering, What would i be able to do with that sort of degree? The people at The Degree 360 have arranged an infographic to help answer this inquiry and that's just the beginning. While thinking about a profession in visual communication, you'll need some foundation on what visual architects really do. The infographic clarifies that, contingent upon the medium, visual creators can represent considerable authority in an assortment of jobs, including: Print distributions: structure signs as well as banners; make advertisements, visual correspondences and print media Web distributing: apply programming abilities to web composition; create web content with content, symbolism and video Internet showcasing: make realistic workmanship for publicizing and advancements; manufacture promoting effort materials Amusement: plan credits for motion pictures, TV, and recordings; make enhancements for games and films Visual fashioners are most regularly recruited into the specific structure administrations, paper/book/periodical/registry, and publicizing and PR fields. These laborers frequently win the most significant compensations in Washington D.C., New York, and Connecticut, to give some examples, with pay rates coming to nearly $68/k in the country's capital. Furthermore, on the off chance that you need to configuration however attempt a somewhat unique course, the infographic clarifies that vocations, for example, sight and sound craftsman, artist, and business or mechanical architect intently coordinate the prerequisites and obligations of visual originators. Likewise, on the off chance that you despite everything need some extra persuading, the infographic offers a couple of eminent visual architects who planned logos and helped assemble brands millions perceive overall today. You know how everytime you leave town you see the I love (fill in the city) shirts? Indeed, this unmistakable brand was made by Milton Glaser, a Cooper Union School of Art graduate who structured the scandalous I love New York logo. The infogrpahic likewise discusses Paul Rand, a visual creator liable for well known logos for IBM, ABC and UPS.

Videogames Writing Top Career Tips Part 2

Videogames Writing Top Career Tips Part 2 Ed Smith, a Warwick Film and Television Studies graduate, continues to offer his insight on developing a career in writing for the games industry. When to write for free Its absolutely vital to write for free at first. You need to do a lot of writing to improve your work, to demonstrate to potential employers that you have actually been published and you can work to deadlines. If a website is making money and your article is going to generate profit for the publication, do not write it for free. Write for free only if the publication is created for free and never pitch to a paying magazine or website saying youll work for free, even if you think itll get you an in. They dont like it. It undermines their work. How to graduate to paid work The best way to graduate to writing for money is to get an interview. A lot of game-makers are anonymous and under-appreciated, so theyre really flattered if you write to them asking for a chat. If youve played a game that youd like to do a feature on, best bet is to look on www.mobygames.com. Here youll find the entire cast and crew credits of most games ever made and once you get the name youre after (doing a feature on level design? Find the level designer. Something more general? Find the design lead) you can start looking these people up online. A lot of them are on Twitter or can be contacted via LinkedIn. Be polite, humble and deferential. Make it clear what youre writing about and why you want to talk to them specifically. Some will want to chat via email, others will agree to a call on Skype, in which case youll need to record the audio then transcribe it for yourself later. Either way, if you have an interview with a prominent game-maker then you have a leg up when it comes to pitching to paying sites (my first paid article came in 2012, when I wrote to the creator of Journey, out of the blue, and asked if I could speak with him). Remember the rules about pitching and make it clear why this interview is interesting and important. Also, its best to pitch after youve done the interview, or at least when you have a date set for the interview. It makes the pitch that bit more solid. Keep up the momentum Once youve had a couple of interview-led articles on paid sites, you should feel more comfortable pitching editorials or offering yourself for reviews. After that, its a case of keeping generating ideas and interviews, keeping pitching, keeping writing and constantly trying to drum up your own work and your own publicity. Its a lot to handle but if youre playing lots of different things and keeping up to date with whats coming out and what people are currently discussing, you can continually find interesting topics to cover.  Keep up with other critics Go to www.critical-distance.com for a weekly round-up of some of the best videogame criticism and reporting. Its great way to follow whos saying what, which articles have and havent already been written and which publications might be looking for new hires. Ultimately, writing is kind of about pot luck. You might have a great pitch that gets buried at the bottom of the editors email pile and never hear back. Conversely, you might just happen to have the right idea on the right day. Be original Aside from the practical pointers above and in my earlier blog post, the best advice I can give is to try and be original. Game criticism is still in its infancy and frankly, there isnt enough smart or engaging writing out there. If you have something substantive, informed and  engaging to write about games, this is a great time to get started. For more of Eds top tips read Videogames Writing â€" Top Career Tips Part 1.