A well-defined set of policies and procedures provide the roadmap your employees need to be independent and effective, so they understand their role in the organization and senior management doesn’t have to closely watch every process.
Meeting specific objectives should be required for any position, and fulfilling job requirements is a prerequisite for a salary increase, but any change in salary is also dictated by a number of factors that are unrelated to performance.
We find DISC and values a useful combination because it defines responses to various situations, including behavioral communications models, which tend to highlight trends that promote team effectiveness
Cultural fit can cover a variety of characteristics, but ultimately, the question hiring managers should be looking to answer is, does this candidate’s values align with those of the company?
We recommend preplanning your workforce before you start recruiting. Assess the technical skills needed for the position that needs to be filled:
When establishing system benchmarks, it’s best to stick to the essentials. Leave room for common sense and avoid the clutter of excess detail about process.
as with any business operation, employee development needs to be approached as a structured system, with objectives clearly established at the outset and measurable results along the way. The larger objective is to improve employee results and performance in a way that promotes professional and personal growth, at the same time it enhances the employee-manager relationship.
The highlight of the event will be John Younger, CEO of Accolo, speaking on staffing strategies in a tight economy. The Marin Business Forum event will be help March 22 at 5:00 p.m.
And like any disease, a toxic employee can subtly spread counterproductive attitudes and actions to other employees. Employees who were productive but lacked the strength to overcome the negative forces become carriers of the disease, and so the toxicity spreads. Over time, the entire company can be infected.
Everyone is held accountable to the chain of command, starting with those at the top. If you own the company, you need to define your role in the chain of command and follow the protocols that you set.
Many companies fail to recruit and hire with the evolution of their business in mind; you need people with different qualifications and strengths for your business depending on your growth strategy.
There are so many little issues and concerns that can be easily addressed in a well-designed employee handbook. You need to consider the company’s finances and cash flow, employee retention strategies, corporate culture, and compliance issues.