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Casual Articles - Do You Make This One Big Mistake When Recruiting And Retaining Staff?
There's nothing that says your cleaning company is doing a great job more than when your building's restrooms are not only clean, but fresh-smelling. After all, when employees or visitors enter a restroom they "hope" to be confronted with a pleasant scent - pine, citrus or just a clean smell. Unfortunately, that is not always the case. Often when individuals enter a restroom they are assaulted with an overpowering scent or even unpleasant odors.Looking through any janitorial supply catalog there is a wide range of products to combat odors - urinal screens and cakes, air fresheners of all shapes, sizes and fragrances, air sanitizers and commode and urinal mats. As a cleaning contractor, where do you begin?To get a clean smelling restroom the first thing you have to do is remove any foul odors. Begin by assessing the restroom. Odors can come from many sources - restrooms do have their own share of "natural" odors and in addition dirt and
Most of this is common courtesy, but it sends out a very clear message about the kind of business you are and how you treat people. This starts to build the trust and credibility that will help you retain them once they join your business.
KEEPING THE RIGHT PEOPLE
With your exiting employees, there are many areas where keeping your word will help you retain them. Here are just 3 of the key areas:
1. Deliver on your financial promises
Failing to deliver on financial promises – whether they are pay raises or bonuses, will very often de-motivate your people and directly lead some to start searching for another job fairly quickly.
The key points to remember are
a) Never make a financial promise unless you know you can realistically deliver it (you are just storing up problems here for the future).
b) If you think you may not be able to deliver, then communicate this on the ‘fro
No matter in which country or state you and your company are based, you can incorporate in states within the United States. You can even incorporate online. The most common form of business organization, a corporation in the United States has many of the same rights and responsibilities as a person. The corporation is characterized by the limited liability of its owners, the issuance of shares of easily transferable stock, and existence as a “going concern.” The process of becoming a corporation is referred to as incorporation.The biggest advantages of incorporation are the protection afforded by limited personal liability and the corporation’s ability to exist beyond the lifetime of the original owner, members, or founders. A corporation can be sued just as an individual or any other business can be sued. However, limited personal liability means (in most instances) that if the corporation is sued or files bankruptcy, the assets of the
By not keeping your word and delivering on your promises (no matter how small), you will lose that trust and with it your existing customers.
The very same applies to finding & keeping your team.
If you make the mistake of not keeping your word with employees – whether it be your current team or potential employees, you will lose their trust.
Once you have lost the trust of your team, it is almost impossible to win it back and it will be a clear signal that they will at some stage move on.
The break down of trust between an employer and an employee is in fact, one of the single biggest reasons for staff turnover.
So how do you build and keep trust?
In simple terms, I suggest you follow these 3 steps:
1. Under promise, over deliver
2. Always do what you say you are going to do
3. If you know you won’t be able to keep your promise, be proactive in informing people as early as possible and manage their expectations
Following these 3 steps will, in most circumstances, help you keep people’s trust and so maximise the chances of hiring and retaining the right people.
So how do these specifically apply to your business on a day to day basis?
FINDING THE RIGHT PEOPLE
Losing someone’s trust during the recruitment process is a sure fire way to miss out on the best people.
Remember, the best people in the market place want to work for people and businesses that they like, trust and respect.
So you have a great opportunity during the recruitment process to compete for the best talent by the way you act during the recruitment process.
1. Call them back when you say you will
Remember first impressions count: Doing what you say you will right at the beginning of a relationship with a potential employee makes a huge impact on someone. (Particularly if they are unhappy with their existing employer).
So if you have told someone that you will call them “before the end of the week” or “on Tuesday afternoon” to discuss their application or CV, then make sure you do it. If you can’t, then get someone else to make contact with them an explain that the delay.
2. Make decisions when you say you will
If you tell someone at the end of an interview that you will have a decision “within 24 hours”, then make sure you do. If not, make sure you contact them to explain that there is a delay. Better still, telling them it will be 48 hours (under promise) and try to get back to them within 24 hours (over deliver) will help you exceed their expectations.
3. Deliver all documentation on time
It is imperative that any documentation (e.g. offer letters, employment contracts etc) arrive when you say they will. Any delay and people start getting nervous, maybe consider progressing with interviews elsewhere and possibly start to have second thoughts about joining you.
Whilst you may have just got caught up with other things and got delayed by a day or two – changing jobs brings a lot of uncertainty and stress for people, so bringing an element of certainty will have a huge impact on them.
But again, only promise what you can deliver – if you cannot get the contracts to them “within a day” then don’t make that promise. Tell them it will be delivered within 3 days and deliver them beforehand.
And if there is a delay, get on the phone to them and explain the delay rather than them having to chase you.
With all these points, you will very likely slip up at times – you’re juggling lots of balls in your business and life and it happens. But provided you are on the ‘front foot’ in explaining any delays or changes, you will maintain their trust.
Most of this is common courtesy, but it sends out a very clear message about the kind of business you are and how you treat people. This starts to build the trust and credibility that will help you retain them once they join your business.
KEEPING THE RIGHT PEOPLE
With your exiting employees, there are many areas where keeping your word will help you retain them. Here are just 3 of the key areas:
1. Deliver on your financial promises
Failing to deliver on financial promises – whether they are pay raises or bonuses, will very often de-motivate your people and directly lead some to start searching for another job fairly quickly.
The key points to remember are
a) Never make a financial promise unless you know you can realistically deliver it (you are just storing up problems here for the future).
b) If you think you may not be able to deliver, then communicate this on the ‘fron
There are many governmental jobs that are advertised almost every day through every medium, ranging from newspapers, to television and radio and even the Internet. This is because there are millions of government jobs that are available every time in the nation. However, there is one major problem that often comes to notice whilst relating to government job descriptions. This is that most government job descriptions are vague and not to the point. Besides this, they sometimes advertise for requirements that far exceed the actual needs of the job.The reason for bulking up the qualification in job advertising is simple: while the government wants to fill a managerial level position, they would advertise for it and seek the qualifications of a executive level position, hoping someone overqualified will apply and accept the job. It is hence very important to work through the clutter when talking about government job descriptions.One can do
In simple terms, I suggest you follow these 3 steps:
1. Under promise, over deliver
2. Always do what you say you are going to do
3. If you know you won’t be able to keep your promise, be proactive in informing people as early as possible and manage their expectations
Following these 3 steps will, in most circumstances, help you keep people’s trust and so maximise the chances of hiring and retaining the right people.
So how do these specifically apply to your business on a day to day basis?
FINDING THE RIGHT PEOPLE
Losing someone’s trust during the recruitment process is a sure fire way to miss out on the best people.
Remember, the best people in the market place want to work for people and businesses that they like, trust and respect.
So you have a great opportunity during the recruitment process to compete for the best talent by the way you act during the recruitment process.
1. Call them back when you say you will
Remember first impressions count: Doing what you say you will right at the beginning of a relationship with a potential employee makes a huge impact on someone. (Particularly if they are unhappy with their existing employer).
So if you have told someone that you will call them “before the end of the week” or “on Tuesday afternoon” to discuss their application or CV, then make sure you do it. If you can’t, then get someone else to make contact with them an explain that the delay.
2. Make decisions when you say you will
If you tell someone at the end of an interview that you will have a decision “within 24 hours”, then make sure you do. If not, make sure you contact them to explain that there is a delay. Better still, telling them it will be 48 hours (under promise) and try to get back to them within 24 hours (over deliver) will help you exceed their expectations.
3. Deliver all documentation on time
It is imperative that any documentation (e.g. offer letters, employment contracts etc) arrive when you say they will. Any delay and people start getting nervous, maybe consider progressing with interviews elsewhere and possibly start to have second thoughts about joining you.
Whilst you may have just got caught up with other things and got delayed by a day or two – changing jobs brings a lot of uncertainty and stress for people, so bringing an element of certainty will have a huge impact on them.
But again, only promise what you can deliver – if you cannot get the contracts to them “within a day” then don’t make that promise. Tell them it will be delivered within 3 days and deliver them beforehand.
And if there is a delay, get on the phone to them and explain the delay rather than them having to chase you.
With all these points, you will very likely slip up at times – you’re juggling lots of balls in your business and life and it happens. But provided you are on the ‘front foot’ in explaining any delays or changes, you will maintain their trust.
Most of this is common courtesy, but it sends out a very clear message about the kind of business you are and how you treat people. This starts to build the trust and credibility that will help you retain them once they join your business.
KEEPING THE RIGHT PEOPLE
With your exiting employees, there are many areas where keeping your word will help you retain them. Here are just 3 of the key areas:
1. Deliver on your financial promises
Failing to deliver on financial promises – whether they are pay raises or bonuses, will very often de-motivate your people and directly lead some to start searching for another job fairly quickly.
The key points to remember are
a) Never make a financial promise unless you know you can realistically deliver it (you are just storing up problems here for the future).
b) If you think you may not be able to deliver, then communicate this on the ‘fro
The Threat of Violence is On the Rise...A safe and productive workplace is in everyone's interest, but the number of violent acts, including threats of violence, has increased over 400% over the last decade. Workplace Violence Prevention and Education initiatives are paramount before an incident happens, saving businesses considerable time, resources in addition, legal fees, but most importantly, the implementation of mandatory changes to the workplace to protect employees from any future threat of a violent act. It is important to note that when experts refer to violent acts, they are referring to acts of violence by employees and criminal predators that commit armed robberies or assault employees while on the job.Reality Hitting Home...OSHA & NIOSH Statistics show that the risk of being attacked while working is seven times greater in the U.S. than in Europe. Did you know that the number of managers killed has doubled ove
Remember first impressions count: Doing what you say you will right at the beginning of a relationship with a potential employee makes a huge impact on someone. (Particularly if they are unhappy with their existing employer).
So if you have told someone that you will call them “before the end of the week” or “on Tuesday afternoon” to discuss their application or CV, then make sure you do it. If you can’t, then get someone else to make contact with them an explain that the delay.
2. Make decisions when you say you will
If you tell someone at the end of an interview that you will have a decision “within 24 hours”, then make sure you do. If not, make sure you contact them to explain that there is a delay. Better still, telling them it will be 48 hours (under promise) and try to get back to them within 24 hours (over deliver) will help you exceed their expectations.
3. Deliver all documentation on time
It is imperative that any documentation (e.g. offer letters, employment contracts etc) arrive when you say they will. Any delay and people start getting nervous, maybe consider progressing with interviews elsewhere and possibly start to have second thoughts about joining you.
Whilst you may have just got caught up with other things and got delayed by a day or two – changing jobs brings a lot of uncertainty and stress for people, so bringing an element of certainty will have a huge impact on them.
But again, only promise what you can deliver – if you cannot get the contracts to them “within a day” then don’t make that promise. Tell them it will be delivered within 3 days and deliver them beforehand.
And if there is a delay, get on the phone to them and explain the delay rather than them having to chase you.
With all these points, you will very likely slip up at times – you’re juggling lots of balls in your business and life and it happens. But provided you are on the ‘front foot’ in explaining any delays or changes, you will maintain their trust.
Most of this is common courtesy, but it sends out a very clear message about the kind of business you are and how you treat people. This starts to build the trust and credibility that will help you retain them once they join your business.
KEEPING THE RIGHT PEOPLE
With your exiting employees, there are many areas where keeping your word will help you retain them. Here are just 3 of the key areas:
1. Deliver on your financial promises
Failing to deliver on financial promises – whether they are pay raises or bonuses, will very often de-motivate your people and directly lead some to start searching for another job fairly quickly.
The key points to remember are
a) Never make a financial promise unless you know you can realistically deliver it (you are just storing up problems here for the future).
b) If you think you may not be able to deliver, then communicate this on the ‘fro
OK, so your company has proven itself or shows promise that it will. You have a good product and a hungry market. You just need to take things to the next level to get their attention…but how? Many companies will rely on the skills a good branding company to craft their presence into something that drives sales and promotes recognition and loyalty. But finding the right one? That’s not easy.Branding companies are a dime a dozen—and unfortunately, many really are worth little more than that. But there are some great ones, as well as some just okay ones while others are more specialized to certain types of businesses. When finding the right Branding Company for you, here’s some things to remember:1. First, know your own needs and have an idea about how you’d like them met. This will allow you to better gauge the portfolios of the branding agencies you find and help you determine
Whilst you may have just got caught up with other things and got delayed by a day or two – changing jobs brings a lot of uncertainty and stress for people, so bringing an element of certainty will have a huge impact on them.
But again, only promise what you can deliver – if you cannot get the contracts to them “within a day” then don’t make that promise. Tell them it will be delivered within 3 days and deliver them beforehand.
And if there is a delay, get on the phone to them and explain the delay rather than them having to chase you.
With all these points, you will very likely slip up at times – you’re juggling lots of balls in your business and life and it happens. But provided you are on the ‘front foot’ in explaining any delays or changes, you will maintain their trust.
Most of this is common courtesy, but it sends out a very clear message about the kind of business you are and how you treat people. This starts to build the trust and credibility that will help you retain them once they join your business.
KEEPING THE RIGHT PEOPLE
With your exiting employees, there are many areas where keeping your word will help you retain them. Here are just 3 of the key areas:
1. Deliver on your financial promises
Failing to deliver on financial promises – whether they are pay raises or bonuses, will very often de-motivate your people and directly lead some to start searching for another job fairly quickly.
The key points to remember are
a) Never make a financial promise unless you know you can realistically deliver it (you are just storing up problems here for the future).
b) If you think you may not be able to deliver, then communicate this on the ‘fro
We are known for what we do rather than what we are. This is an unfortunate reality but one has to accept it. Getting a job is not that simple, but before that the most important thing is knowing what sort of job you are capable of doing and want to do.First up, consider and revise the goals you have set for yourself. If you don't have any then make some. Be sure about what you want to achieve and only then can you pursue it. When considering what type of job you want, think about your weaknesses and strengths and then look for a job that suits you best.The next step is to make a list of all the companies/organizations that you want to apply to. Having done that, it is time to write and send them your resume. Writing an impressive and honest resume is important. Leave out any information you feel would give them a wrong impression if that is possible and focus on highlighting your achievements and positive aspects of your academic and e
Most of this is common courtesy, but it sends out a very clear message about the kind of business you are and how you treat people. This starts to build the trust and credibility that will help you retain them once they join your business.
KEEPING THE RIGHT PEOPLE
With your exiting employees, there are many areas where keeping your word will help you retain them. Here are just 3 of the key areas:
1. Deliver on your financial promises
Failing to deliver on financial promises – whether they are pay raises or bonuses, will very often de-motivate your people and directly lead some to start searching for another job fairly quickly.
The key points to remember are
a) Never make a financial promise unless you know you can realistically deliver it (you are just storing up problems here for the future).
b) If you think you may not be able to deliver, then communicate this on the ‘front foot’ very early on and explain the reasons as openly as you can.
Yes, you may find that people may still choose to leave.
But very often, being honest, open and up front will help maintain trust and prevent someone from making a “knee jerk” decision to leave as they feel let down
2. Deliver on the promises to train & develop people
This means delivering the initial training and induction you promised people during their interview. It means following through with any other training for your existing team that you agreed to.
Whether it’s sending them on a formal course or some on the job coaching from you, doing what you say helps you build trust and loyalty.
3. Deliver on your career progression promises
It is not always possible to fulfill everyone’s career aspirations – your business needs to change with the market place. And so the career plans of your team will need to be flexible as the business adapts to its environment.
But once again, the key is to under promise and over deliver. Don’t promise promotions or exciting new projects if you truly do not believe they will materialise. Be realistic.
Even when you are realistic, things do still change and it may not always be possible to deliver. In these situations, being up front and honest as early as you can will maximise the chances of retaining the trust of your team.
None of this is really rocket science - the point I am making is very simple:
Treat your existing team like valuable customers and treat potential employees like potential customers.
That means always do what you say you are going to do. If you can’t do what you say you will do, then have the courage and integrity to tell people as soon as you can.
Better still, maybe don’t over hype things in the first place so that you can exceed people’s expectations
You see, being open, up front and authentic where ever possible ensures you build the trust and loyalty required to build a great team around you.
By the way, if you are looking for ways in which to build a great team around you, you may want to take a look at the Find Staff NOW!! e-book. It will give you a step-by-step guide to hiring the right people in the right way so that you truly have a loyal team around you. Take a look right now by clicking on this link: www.findstaffnow.com
© 2006 Authentic Resourcing All Rights Reserved.
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