by Kurtis Blackburn | Applicant Tracking System, Corporate Culture, Corrective Action, Employer Brand
Difficult employees. Chances are we all know one, or even work with one right now. Nothing can drive down productivity and morale like a difficult employee. However, you don’t need to let one abrasive employee ruin it for everyone else. With a little time and patience you can turn that negative Nancy into a productive Peter. Remember, a good conversation can, at the bottom line, help you decrease your turn over Go in with a clear head First and foremost, take a deep breath. Getting upset wont do anything for anyone, and can often make matters worse. So before you go into any sort of interaction with this employee, remind yourself that they do not decide how you’re feeling. Chances are they are already upset, so one of you needs to keep a clear head, otherwise no progress will be made. Remind yourself that you are here, as a representative of the company, and you should compose yourself as such. Screaming and yelling will only result in both of you feeling worse than before, and can often times get you both in trouble. Don’t let one employees negative attitude become contagious. Don’t let one employees negative attitude become contagious. 2. Listen to what they are saying Now that you have taken a deep, cleansing breath, and cleared your head, you are ready for (In my opinion) the most important part: Listening. Something is obviously frustrating this difficult employee, so do both of you a favor and listen. Really listen. You can’t get to the root of the problem until you really know what the problem is. One of my favorite videos on Youtube right now is “It’s not. . .
by Kurtis Blackburn | Applicant Tracking System, Corporate Culture, Employer Brand
Thanks to companies like Netflix, in the last few years company culture has become all the rage. Are the people you’re hiring a good fit for your company culture?
by Angie Rupp | Applicant Tracking System, Employer Brand
Establishing and communicating employer brand is essential in attracting top talent. Unless you’ve been living under a rock for the past couple years, you’re likely noticing a shift in how organizations manage their employees. If millennials have taught us anything, it’s that we can no longer afford to do business the way we did 50 years ago – drive to work each morning, work at least an eight-hour day, come home to your family, and then continue the cycle for 40 plus years counting down the days until retirement. Employees want more from their work, and also from their life. They understand that a significant chunk of their time will be spent at work, and they want it to be meaningful. They also expect you as HR professionals to convince them that your company meets all of these expectations and more. Missing this vital step could be hugely detrimental to your organization’s employer brand, and your success as a corporate recruiter. Think about it. When you’re searching for talent, your number one goal is to find that diamond-in-the-rough employee – the one that will meet all your needs and be a huge asset to your company. And that’s a great goal. However, this logic starts to unravel if you’re unwilling to assume that this potential superstar employee deserves anything less out of you and your organization as well. Good employees are hard to come by because well, more than likely they’re already employed or if they aren’t, have a lot of really solid offers on the back burner. If you’re hoping to compete, or at the very least, keep up with Jones’s, then you’re going to have to prove that. . .
