Set an Example with Honesty

Honesty Is The Best Policy! Honesty is always the best policy when dealing with clients. You’ve heard it said that we weave a terrible web when we deceive. I have no idea how some people keep tabs on all of the lies they’ve told. One of the big things all liars have in common is that, eventually, they are found out. I just can’t emphasize enough that honesty is indeed the best policy where clients are concerned. It is the key to providing Out-Of-This-World Customer Service. When you make a mistake and are honest and acknowledge it, most clients will
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Essential Stay Interview Questions

How to Conduct a Stay Interview One of the major challenges for the recruiters of today is talent scarcity, and one method to try to ensure that recruits stay with your company for the long term is the stay interview. A stay interview involves the organization being evaluated by an existing employee in an attempt to ensure that they will remain with the company and is essentially the opposite of an employee appraisal. It is a good interview tactic to first conduct stay interviews with your firm’s best performers, those whose exit would adversely affect your company’s productivity. Conduct one-on-one
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Tap Your Employees’ Innovation

Focus on Employee Innovation The best way to motivate employees to become more creative and innovative is by liberating people from job descriptions that focus on what they can’t do instead of what they can. Then, on an ongoing basis, attend to these important psychological factors: Purpose. A mission statement is fine, but it’s only a first step. You should constantly reinforce what your organization wants to achieve, and why it’s a worthwhile goal. Belonging. Employees want to feel welcome and included. Pay attention to them as individuals. Find out what drives them to succeed, so you can use that
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Follow These Steps for Successful Teamwork

Teamwork and Collaboration – Key Essentials Collaboration and teamwork are essential in today’s workplace. To contribute to your organization’s success while working together, follow these guidelines:   Discuss your goals. Whatever the project is, sit down to define what you’re trying to accomplish. Document goals in clear language so everyone knows what success requires.   Identify each other’s strengths. Find out what people do well so you can use their skills accordingly. Pair up people with complementary strengths and weaknesses so they can balance each other and do good work.   Determine roles and responsibilities. Once you’ve set down goals
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Stay on the Right Side of the Cost Benefit Analysis!

Importance of Balancing the Costs and Benefits Decisions Balancing the costs and benefits of any decision, large or small, is an important responsibility for any leader. Do it right by following these rules:   Explore options widely. Don’t be in a hurry. It’s tempting to commit to the first reasonable solution to a problem, but don’t make any final decisions before examining the situation thoroughly and confirming that you’re solving the right problem.   Think long-term. Take a cradle-to-grave approach: How long will the entire process take? What happens when you’re finished? What costs are associated with getting things started
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Start Developing Tomorrow’s Leaders Today

Development Plans Are Key Employee development is a top concern, one that requires constant attention. Ask these questions to create a healthy development plan for your workforce: Where is your organization headed? Look forward to the next five years. Anticipate the changes your organization will face, so you can decide what skills you’ll need from employees in the future. What strengths do employees already have? Measure what your employees do well, so you can concentrate on taking advantage of their current competencies—by shifting them into positions that use their strengths better, for instance. What weaknesses must you address? Look for
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