So here are some statistics to start out this conversation: employee engagement is down 9%. But among high performing professionals, that disengagement dropped to 25%
According to surveys released a few weeks ago, by Monster and Human Capital Institute, cynicism is on the rise:
57% of workers believe employers are exploiting the recession to drive longer hours and lower pay from their workforce.
58% believe employers are less concerned about employee retention, and 50% are more concerned about top performers leaving than before the recession.
43% of workers believe employers are now less tolerant of dissent and challenges to authority.
Only 26% excuse their employers for requiring layoffs and longer hours because they believe their employer’s hands were forced by the recession.
48% of workers say their productivity has been affected by a fear of being laid off.
The study concludes by recommending four strategies: communication, employee development, flexibility, and delegation/empowerment. In short, what they are recommending is to start paying closer attention to what the employee needs; not just squeezing harder to get more of what the company needs.
I recently discussed these employment trends with YNN news reporter Leah George at our Rochester Headquarters: http://rochester.ynn.com/all-regions-news-2134-content/all_news/rochester/488265/reports-put-hard-numbers-on-employee-discontent
Recruitment and Retention are at the cornerstone of what we do. How are you retaining your top talent?
Tuesday, December 1, 2009
Tuesday, November 17, 2009
Employers Accused of "Window Shopping" ... Look at the Other Side
In one situation or another, we are all or have in the past been “window shopping” depending on the extreme – new position, bonus structure, title, manager, not to mention the personal aspect of our lives – house, car, etc… I would like to believe there is more to it.
Here is what I have seen, a mini step by step of the last year:
Company downsizes several positions into one or a few jobs or has put off hiring for quite some time just to wait and see (don’t want to hire just to lay off)
Finally the Company has ability and approval to hire posts job
***Critical Point: The executive team may or may not have critically reviewed the current people working, the positions that are filled and the ones that were eliminated. Then review and run assessments both of skill/talent gaps and overlaps to really understand what the needs are up front for the position they are hiring for. Why – let’s face it, most have been waiting for quite some time to get the opening and working short staffed already didn’t make the time.
Resume review/Application Overload
Referrals, LinkedIn, Networking Ensues as do opinions
Interviews Commence which is when the interviewer(s) & decision makers start to identify additional areas of need or existing skills/abilities that they have with current staff and the “wish list” changes
***Critical Point: Job Description Changes not on paper but within the confines of the organization
Mini recruitment happens whether word of mouth or otherwise; review of candidates that applied previously one more time
In this step one of 2 things happen
Someone gets hired (after a few more interviews)**
The position is put on hold because things have changed and must be re-evaluated
**Why so many interviews: Because employers have held on to underperforming employees and lost individuals to competitors more often than not in their hiring history so over the last 15 months there has been some down time to analyze what not to do in the future, they are going to take their time and make sure that the person they are hiring is in fact the perfect fit. They are who they say they are and can help solve the problems they are looking for the candidate to solve (have you uncovered them?)
Here is what I have seen, a mini step by step of the last year:
Company downsizes several positions into one or a few jobs or has put off hiring for quite some time just to wait and see (don’t want to hire just to lay off)
Finally the Company has ability and approval to hire posts job
***Critical Point: The executive team may or may not have critically reviewed the current people working, the positions that are filled and the ones that were eliminated. Then review and run assessments both of skill/talent gaps and overlaps to really understand what the needs are up front for the position they are hiring for. Why – let’s face it, most have been waiting for quite some time to get the opening and working short staffed already didn’t make the time.
Resume review/Application Overload
Referrals, LinkedIn, Networking Ensues as do opinions
Interviews Commence which is when the interviewer(s) & decision makers start to identify additional areas of need or existing skills/abilities that they have with current staff and the “wish list” changes
***Critical Point: Job Description Changes not on paper but within the confines of the organization
Mini recruitment happens whether word of mouth or otherwise; review of candidates that applied previously one more time
In this step one of 2 things happen
Someone gets hired (after a few more interviews)**
The position is put on hold because things have changed and must be re-evaluated
**Why so many interviews: Because employers have held on to underperforming employees and lost individuals to competitors more often than not in their hiring history so over the last 15 months there has been some down time to analyze what not to do in the future, they are going to take their time and make sure that the person they are hiring is in fact the perfect fit. They are who they say they are and can help solve the problems they are looking for the candidate to solve (have you uncovered them?)
Monday, October 26, 2009
Empowering your Team
Have you ever wondered how to fit more hours in the day? Have you ever gotten a great idea yet the implementation gets pushed to the side for the next urgent message or email? What about writing your blog... well as you can see by my inconsistent posts that this is a weak area for me personally.
I have a solution - I attend so many wonderful events and seminars, most recently 3 days at the American Staffing Association Conference in Florida, yet I am the only one with the knowledge when I return from these wonderful events. In my office we are going to be starting a once a month training session and it doesn't involve me presenting (I can't be the only one who is tired of hearing me present in my office). Here is the concept, once a month I am going to reach out to a new staff member and brainstorm possible topics, these could be from seminars I have attended or areas of expertise for them that may be deficiencies for others and have them do a mini presentation (about 45 minutes) on their topic over the lunch hour.
What an incredible way to create subject matter experts in your group! We have a very flat organization where everyone works very hard but not everyone understands the value of what one another does and this will help to solve that issue and allow me to continue to write and share with you!
... any other ideas - let's share them!
I have a solution - I attend so many wonderful events and seminars, most recently 3 days at the American Staffing Association Conference in Florida, yet I am the only one with the knowledge when I return from these wonderful events. In my office we are going to be starting a once a month training session and it doesn't involve me presenting (I can't be the only one who is tired of hearing me present in my office). Here is the concept, once a month I am going to reach out to a new staff member and brainstorm possible topics, these could be from seminars I have attended or areas of expertise for them that may be deficiencies for others and have them do a mini presentation (about 45 minutes) on their topic over the lunch hour.
What an incredible way to create subject matter experts in your group! We have a very flat organization where everyone works very hard but not everyone understands the value of what one another does and this will help to solve that issue and allow me to continue to write and share with you!
... any other ideas - let's share them!
Wednesday, September 16, 2009
You Are Not Alone
Whether you are a business owner, HR professional or hiring manager and you are in a new position or in a role that has been modified over the last few months due to restructuring, you are not alone if you are feeling like you can't keep up with all of the changes.
The business landscape continues to change and move at a rapid pace and laws have been changing too when it comes to things like employment, labor relations and health care. Take those and couple them with things likemonitoring your competition, looking at new avenues for marketing, branding and hiring, such as social media, and maintaining your corporate culture as a great place to work and you have a busy day AND you haven't even touched your regular work day!
You are not alone!
No, I don't have all of the answers or a quick fix, but the good news is you've made it this far and are determined to come out of this year better than you started it! Here are some tips on feeling more connected and a little less overwhelmed:
The business landscape continues to change and move at a rapid pace and laws have been changing too when it comes to things like employment, labor relations and health care. Take those and couple them with things likemonitoring your competition, looking at new avenues for marketing, branding and hiring, such as social media, and maintaining your corporate culture as a great place to work and you have a busy day AND you haven't even touched your regular work day!
You are not alone!
No, I don't have all of the answers or a quick fix, but the good news is you've made it this far and are determined to come out of this year better than you started it! Here are some tips on feeling more connected and a little less overwhelmed:
- Network (yes, I know this takes time but choose wisely) -
- Look for professionals in your area to share ideas with if you are a CEO check out an executive level group, HR check out NHRA, etc... don't recreate the wheel if you don't have to when it comes to forms, strategies, outlines, etc...
- Have coffee with a consultant; bounce ideas off an expert you might need help with in the future; you can see if you are headed in the right direction without over committing
- Meet early in the morning before your day really begins and your mind is fresh
2. Read what other people are doing
- You may not want to write your own but reading others helps to keep you connected; there are blogs of all types, you might find your next new hire in a blog - http://mikelally.net/blog/ or if you want to learn something on a topic you don't know a lot about such as LinkedIn http://sirlinkedalot.com/blog/blog/
- Check out your LinkedIn updates; are their events/seminars/webinars nationally or locally you can tap in to; are your competitors, potential new hires or customers at these events
- Read discussions and respond - you know your industry, you have an opinion so start participating and soon you can be an expert too!
3. Keep the culture going - don't loose sight of the little things even in the busiest of times
- Run a contest giving employees the option for a 1/2 day off rather than a big extravagant prize; time off is very valuable
- Have a cook out where you are the grill master
- Get tickets to a local sporting event or meet up at one of the great wine tastings that go on weekly around town http://drthemag.com/wine.php even if your employees buy their own ticket its still a fun meet up
- Sign up for a charity walk together
- It's football season have a jersey day
Take a half day or dare I say it an entire day off - NO EMAIL, NO CELL PHONES one person in your company gets your number and knows its for emergencies only
It's the little things that keep us all going in the busiest of times and as managers it is our job to ensure these stay on the forefront of our team, our day, our lives.
Friday, July 10, 2009
A sigh of relief, I am ready to hire; have things changed in the last few months?
You've had job openings, they have been put on hold and opened back up a few times but this time its for real, have things changed in the last few months?
Simply stated Yes - so here are some tips:
If someone has been laid off ask them what they have been doing since being downsized? I have been meeting with and networking with some incredible candidates who have created blogs, taken classes, created mentoring partnerships with previous supervisors and colleagues, been reading all kinds of books to improve their skills, background, enhance their took kit if you will. These are the people you want to be looking at.
If someone is currently employed, they are much more hesitant to make a move so make sure you are sharing enough about your business and the teams within in. Talk about the dynamics, the company brand, mission, vision and goals. Also, be prepared and discuss up front during the offer stage or right before, what happens if your company makes a counter offer? You should both be prepared for this to happen.
Make sure you are checking references and doing your due diligence, don't skip this just because the person interviews well and you like them, ask for samples of their work, consider a partial job shadow day where they spend 2 hours in your office.
Don't over interview - define your process in the beginning and lay out the expectations with a candidate . Continuous call backs, if it is not communicated appropriately up front may be flags to your potential new hire that you just aren't sure of them, which may or may not be the case but can lead to mis-hire or worse, a candidate could decline just because they felt that the process was not organized enough.
Happy hiring! Feel free to call me or shoot me an email with questions -Danielle
Simply stated Yes - so here are some tips:
If someone has been laid off ask them what they have been doing since being downsized? I have been meeting with and networking with some incredible candidates who have created blogs, taken classes, created mentoring partnerships with previous supervisors and colleagues, been reading all kinds of books to improve their skills, background, enhance their took kit if you will. These are the people you want to be looking at.
If someone is currently employed, they are much more hesitant to make a move so make sure you are sharing enough about your business and the teams within in. Talk about the dynamics, the company brand, mission, vision and goals. Also, be prepared and discuss up front during the offer stage or right before, what happens if your company makes a counter offer? You should both be prepared for this to happen.
Make sure you are checking references and doing your due diligence, don't skip this just because the person interviews well and you like them, ask for samples of their work, consider a partial job shadow day where they spend 2 hours in your office.
Don't over interview - define your process in the beginning and lay out the expectations with a candidate . Continuous call backs, if it is not communicated appropriately up front may be flags to your potential new hire that you just aren't sure of them, which may or may not be the case but can lead to mis-hire or worse, a candidate could decline just because they felt that the process was not organized enough.
Happy hiring! Feel free to call me or shoot me an email with questions -Danielle
Wednesday, June 3, 2009
Are you overworking your staff?
before I get back to why you shouldn't offer lower salaries to new hires I wanted to comment and look for response on an article I just read about a recent Careerbuilder Survey http://tinyurl.com/nxnbrw: Here is a snip it:
Results of a new CareerBuilder survey of more than 4,400 workers nationwide have revealed that workers who have survived layoffs within their organizations are facing new challenges :
As a result of layoffs within their organization:
47 percent of workers reported taking on more responsibility
37 percent said they are handling the work of two people
34 percent are spending more time at the office
30 percent feel burned out
Workin’ on the weekend
So, how much time are workers now spending at the office to make up for their growing “To Do” lists? Well, nearly one-fifth of workers (17 percent) who have kept their jobs are putting in at least 10 hours per day. To add to that stress, twenty-two percent are working more weekends.
What does this all mean? Does it mean that employers and managers may have a false sense of retention where people are nervous to look or leave their current positions because they at least know what the ups and downs are of the business in the current economy? Look around at your current team, look at your own position and how your jobs may have changed. Is it time to revamp job descriptions and redistribute work now that people have been bearing the burden of 2 people and in some instances more?
Start with yourself and your own position and re-write your job description (I know ... another 10 maybe 12 hour day) and continue on down the line. Look to see who is being over/under utilized and look for processes you could write out that are more systematised and you could hand off to someone else.
Don't forget about team building and the power of bringing people together and maintaining your environment. Yes, there is work that needs to be done and yes things are hectic but if you have individuals doing the work of 2 or more people they won't survive for very long and soon your culture will deteriorate and you could be looking for 2 people to replace that one if you aren't careful, which would put you right back where you were.
Cheap and easy suggestion: pot luck lunch where everyone brings a dish to pass or if you want to bring departments together assign each department a country and they make dishes, beverages and even dress up with clothing from that area/region/country and have little contests for most creative, best overall, even a "better luck next time" category. $5 gift cards or free lunch in the cafeteria can go a long way...
Yes, we all have to work hard to get ahead and be the best at what we do, but if people are working hard out of fear or survival it won't last long.
Results of a new CareerBuilder survey of more than 4,400 workers nationwide have revealed that workers who have survived layoffs within their organizations are facing new challenges :
As a result of layoffs within their organization:
47 percent of workers reported taking on more responsibility
37 percent said they are handling the work of two people
34 percent are spending more time at the office
30 percent feel burned out
Workin’ on the weekend
So, how much time are workers now spending at the office to make up for their growing “To Do” lists? Well, nearly one-fifth of workers (17 percent) who have kept their jobs are putting in at least 10 hours per day. To add to that stress, twenty-two percent are working more weekends.
What does this all mean? Does it mean that employers and managers may have a false sense of retention where people are nervous to look or leave their current positions because they at least know what the ups and downs are of the business in the current economy? Look around at your current team, look at your own position and how your jobs may have changed. Is it time to revamp job descriptions and redistribute work now that people have been bearing the burden of 2 people and in some instances more?
Start with yourself and your own position and re-write your job description (I know ... another 10 maybe 12 hour day) and continue on down the line. Look to see who is being over/under utilized and look for processes you could write out that are more systematised and you could hand off to someone else.
Don't forget about team building and the power of bringing people together and maintaining your environment. Yes, there is work that needs to be done and yes things are hectic but if you have individuals doing the work of 2 or more people they won't survive for very long and soon your culture will deteriorate and you could be looking for 2 people to replace that one if you aren't careful, which would put you right back where you were.
Cheap and easy suggestion: pot luck lunch where everyone brings a dish to pass or if you want to bring departments together assign each department a country and they make dishes, beverages and even dress up with clothing from that area/region/country and have little contests for most creative, best overall, even a "better luck next time" category. $5 gift cards or free lunch in the cafeteria can go a long way...
Yes, we all have to work hard to get ahead and be the best at what we do, but if people are working hard out of fear or survival it won't last long.
Friday, May 15, 2009
Warning: do not offer a potential employee less then what they are worth YOU WON'T BE GETTING A DEAL
It is a misconception for some employers right now who feel as though they can offer a potential employee less because of the "current economy." I have talked with managers, owners and candidates on this topic at length and here is my advice:
Set your budget for the position first and stick to it: Every position has some sort of budget or ROI attached to it and you always want to keep within those guidelines to be sure you are recruiting for the appropriate candidates. This way you have it set before you even meet with anyone and it keeps from putting a bulls eye on someones back down the road if you go over your budget.
Discussing salary history, earning expectations and salary requirements in the first interview is quite alright. Providing a realistic salary range is also appropriate to be sure everyone is on the same page and you are upfront contracting with candidates and they with you. Some people have made significantly more money in the past and are genuinely realigning their expectations based on prior bonuses received, etc... however everyone has a number including you and your department so be sure they line up with those people you are considering for a 2nd or 3rd interview.
If you have a few great candidates you are interested in rate them based on their overall background, references, any evaluations you may have done against the scope of the position you are recruiting for now and what you may want this person to take on in the future. Look at skill set and how this person will help continue to grow and groom your corporate culture. One candidate typically stands out against the rest and this is the person you should be considering offering the position to.
Sometimes hiring managers want to get the "best deal" which doesn't always equate to the right fit. Be as systematic as possible but be sure and do a gut check.
More to come on this topic in the coming weeks so stay tuned!
Set your budget for the position first and stick to it: Every position has some sort of budget or ROI attached to it and you always want to keep within those guidelines to be sure you are recruiting for the appropriate candidates. This way you have it set before you even meet with anyone and it keeps from putting a bulls eye on someones back down the road if you go over your budget.
Discussing salary history, earning expectations and salary requirements in the first interview is quite alright. Providing a realistic salary range is also appropriate to be sure everyone is on the same page and you are upfront contracting with candidates and they with you. Some people have made significantly more money in the past and are genuinely realigning their expectations based on prior bonuses received, etc... however everyone has a number including you and your department so be sure they line up with those people you are considering for a 2nd or 3rd interview.
If you have a few great candidates you are interested in rate them based on their overall background, references, any evaluations you may have done against the scope of the position you are recruiting for now and what you may want this person to take on in the future. Look at skill set and how this person will help continue to grow and groom your corporate culture. One candidate typically stands out against the rest and this is the person you should be considering offering the position to.
Sometimes hiring managers want to get the "best deal" which doesn't always equate to the right fit. Be as systematic as possible but be sure and do a gut check.
More to come on this topic in the coming weeks so stay tuned!
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