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Onboarding Tips to Engage New Hires

In a recent webinar about onboarding tips to engage new hires, 4 Point Consulting associates shared their wisdom in regards to instilling company culture from day one. Here are a few of the questions from the webinar, as well as answers from our HR and talent acquisition experts.

What are the key milestones in the onboarding sequence that matter? Are there any that HR tends to miss or forget?

Onboarding is commonly thought of to be a process that begins somewhere around an employee’s first day with a new company. However, to truly build retention from day one, an organization will need to change its onboarding timeline to begin as soon as a potential hire becomes aware of the company itself. What a business conveys about itself across social media, its website, etc. will all impact how that future employee will interact with the brand. These opinions will be there on the first day and every day after that.

What fun, innovative or interactive activities have you incorporated to make onboarding more enjoyable and reflective of your culture?

Integrating an experiential ‘human element’ to the on-boarding process is vital — think of the new employee as a ‘culture add,’ not a ‘culture fit.’ To make the new hire truly feel like part of the team, include as many employees as possible. (Even if it’s just a team lunch.) Consider adding a video or unique materials that capture the essence of the company to showcase how important the workforce is to overall success.

Another way to assist a new employee in getting acclimated to the team is to create a volunteer-based buddy or mentor/mentee system. This provides the person with a point of contact for questions that may seem small but can actually be a source of anxiety for a new hire. (“Are these coffee mugs for everyone?”) When assigning a mentor, keep these things in mind:

  1. Personality and communication style
  2. Department location (a mentor will ideally be located in a different department)
  3. Hierarchy (a manager should be mentored by another manager, an associate with another associate)
  4. Context and commonalities (pairing a well-established individual in the field with someone right out of college isn’t an ideal fit.)

How do you measure the effectiveness of cultural onboarding?

While this metric can be more difficult to obtain than traditional measurements, there key areas in which to pay attention. For new hires, continue to check in periodically to garner feedback on their experience. Ask what they liked about their orientation process and if it met their expectations. Look for observable behaviors and pay attention to how the individual talks about the company (e.g. using words like ‘we’ instead of ‘they.’) As an employee progresses in their tenure, periodic surveys can be used to gather valuable feedback. Consider even making these surveys anonymous to encourage more genuine answers.

A long-term method of measuring company culture is reviewing turnover and how the number of employees impacts revenue growth. For example, divide revenue from a profitable point in the company’s fiscal year by the number of employees during that period. Compare that number to more current calculations to gather a broad overview of how workforce size correlates with business growth.

How do you welcome new hires to the company and make them feel like part of the team from day one?

Welcoming an employee to the company is a fun and exciting time, but it can also be extremely overwhelming to the new hire. A welcome email and an onboarding booklet on their desk with answers to simple questions like how to contact the IT department is an ideal place to begin. Consider also adding swag like a coffee mug or water bottle with the company logo for a more branded experience.

To truly make a new hire feel like part of the team from day one, a company should consider abolishing the probation period. In doing so, all insurance and retirement savings plan would be rendered effective on the hire’s first day. In addition to being a cultural tool, this initiative would also act as a strong recruiting tool.

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Improve Your Diversity Hiring Practices

Diversity hiring has become a hot button issue in local and global corporations, especially among tech giants and Silicon Valley startups. Creating a workforce that includes employees of all backgrounds has been proven to increase the all-around success of a business. In fact, Deloitte reported that highly inclusive organizations generate 1.4 times more revenue and are 180 percent better in their ability to adapt to change.

However, undertaking a diversity hiring initiative to rectify an inclusion problem can be challenging — so challenging that companies like Google and Facebook are still trying to get it right. Unfortunately, stereotyping and snap judgements are so deeply ingrained that we don’t realize it’s an issue. This unconscious bias is what an organization must seek to overcome to truly achieve a diverse workforce.

Access Proactive Recruiting Networks

Before posting for a position, take a look at your proactive hiring practices, such as connections with professional networks, job fairs and even social networks. These essential groups help get the word out when a new job is posted. However, if these networks aren’t inclusive of a different backgrounds, the candidates they yield won’t be either. Consider ways in which an organization can broaden its reach to make connections with new communities. For example, when looking for candidates with MBAs, take a look at the networking opportunities through such organizations as the National Black MBA Association. The same goes for company leaders’ networks. According to the Kapor Center, workplaces in which men are the majority, their personal and professional networks are even more segregated, affecting recruitment, hiring and promotion.

Examine Language and Context

Building a diverse workforce starts with how candidates are approached. There may be things the company is doing to discourage applicants of certain backgrounds, without actually knowing it’s being done. Textio, Inc. found that use of certain phrases like “whatever it takes” or “tackle” in descriptions can discourage female candidates from applying. While Project Include recommends minimizing references to perks that may appeal only to young, male, white applicants in the jobs page, like company retreats in exotic locales or sports outings, and emphasize inclusivity.

Prevent Bias in Candidate Selection

It is important to prevent unconscious biases from impacting who moves forward in the hiring process. While a hiring team may have the best intentions, a study by the National Bureau of Economic Research uncovered biases based on whether or not a name sounds white or African American. To combat any potential for unconscious discrimination, try developing blind hiring practices.

According to the Society for Human Resource Management, the concept of blind hiring dates back to at least the 1970s, but the strategy of hiding certain candidate information until the late stages of the recruiting process has become more popular in recent years, thanks to new tech tools and an increasing awareness of the importance of building diverse workforces. Another approach is to replace the traditional process of narrowing down top candidates from a large applicant pool with intelligent shortlisting. This type of software will eliminate the tedious task of sifting through resumes and identify top candidates without outside bias.

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Defining OKRs (Objectives & Key Results)

Objectives and Key Results (OKR) is a process that has gained momentum across international companies like Google and AirBnB, helping these powerhouse brands connect with and unite their teams through tangible objectives that guide the business in a unified direction. OKR research and creation has become an integral part in successful human resource management to such benefits as stronger communication, faster adaptation and even workforce scalability plans.

What is an OKR?

At its core, OKR is a system of setting objectives and tracking the outcomes. While this isn’t a new concept, it was popularized by Google co-founders John Doerr and Larry Page when they implemented the process and credited it with the company’s incredible success. Google and its parent company, Alphabet, continue to use the system across all functions.

How it Works

OKR finds its best success through setting objectives, measurable results and grading the success of the efforts. To create an OKR,

  1. Start by defining key objectives for the business on a company, team and individual level.
  2. Under each of the objectives, outline a few measurable results to track and analyze progress. Avoid setting too many objectives, as this will fragment your workforce and keep the process from doing what it is designed to do, focus the organization’s efforts.
  3. There are multiple systems to use when measuring the success of OKRs, each with its own benefits and reporting systems. Once the objectives have been established, work backwards to uncover the best ways to grade success.

Remember, OKRs are not a one-time process — they should become an integral facet of the company culture and revisited on a consistent basis.

Benefits

A well-executed OKR program can result in a more coordinated and focused company. It creates clear objectives and expectations of employees, so they know where they should focus their efforts to complete the goals set for themselves, their team and the company as a whole. OKR also aligns employee and company goals, which allows an individual’s effort to forward the progress of a team, effectively moving the business towards its goal in a larger coordinated endeavor.

Growing a long-lasting company with sound internal structures and a strong culture is difficult. In addition to the many challenges innate with building a business from scratch, coordinating the workforce to accomplish the company’s goals adds another layer of difficulty. Implementing and executing an OKR process will ease the growing pains of the business and set it on the path towards success.

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How HR Saves a Company Money

Acquiring a human resources employee or contractor is an investment you make to improve the quality and value of your business. While adding this asset does cost money initially, the long-term payoff in adding these services will save the company untold amounts of money in the following ways:

  1. Ensuring diversification in the workforce
  2. Creating a supportive company culture
  3. Compliance of ever-changing workplace laws and regulations

Diversification in the Workforce

Today’s hiring landscape is more complicated than ever, making it more challenging to not only acquire the right talent, but to do so properly and reap its benefits.

Building a workforce that includes employees of all backgrounds has been proven to increase the all-around success of a business. To prevent improper hiring practices, assess the candidate pool to ensure the candidates are not all of the same background; examine the language and context of the listings to avoid alienating certain groups; and remove bias by implementing blind hiring or using software that hides personal information to prevent any unconscious bias.

Responsible Company Culture

One of the biggest draws in today’s recruiting practices is the overall company culture, which adds to your overall brand identity. Unfortunately, it’s often the culture that causes misconduct issues across the workplace.

Last year, a survey of 150 human resource representatives revealed that roughly one in 10 employers cancelled holiday parties, and only 47.8 percent surveyed said they would provide alcohol due to employee misconduct issues. However, according to the Society for Human Resources Management, no amount of training or post-problem investigations will help eliminate misconduct until a company chooses to invest in a “culture of civility.”

A dedicated HR professional has already acquired the proper training techniques needed to avoid a toxic culture that leads to costly lawsuits and executive firings. They can also determine how to best spend valuable company funds for proactive and preventative measures.

Maintaining Compliance

Federal, state and local employer/employee compliance laws are crucial when a company workforce is growing, but a company has to know these laws exist to comply. A high-level review of these topics is necessary for every business owner, but one must also dive into industry-specific regulations to avoid costly fines and legal actions.

One example is the Ban the Box movement, which is currently supported by 29 states. Ban the Box refers to the elimination of the box indicating criminal history, as checking this box almost always meant the individual was not going to be hired. Unfortunately, this practice too often condemns an otherwise qualified individual for a mistake they made years ago.

Additionally, accommodations for pregnant and nursing employees are gaining momentum after years of being overlooked. Legislation is working its way through government entities to protect pregnant workers on the job, similar to the Americans With Disabilities Act.

A company without an HR department is missing many opportunities and placing the business at risk. Working with a professional HR consultant will not only save a company money on employee turnover costs, but prevent potential lawsuits and increase employee satisfaction in the workplace, which in turn boosts productivity.

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The Top 5 Ways HR Can Help Scale Your Investment

When investors inject funds into a company, they expect to see growth and returns. While these empire-building professionals know how to build a successful venture from the business side, it’s important for startups to consider the human aspect of their business, as a dedicated and productive workforce will be the driving force behind any and all success. Luckily, there are a number of effective strategies companies can use to invest in their employees.

1. Boost Company Culture to Spur Success

Company culture is a commonly heard in today’s modern work environment, and for good reason. It is an effective way to increase employee happiness and productivity, attract top-talent and identify a business in a crowded industry, among other benefits. However, newly founded companies can struggle to define their internal brand, and maintain it as the business grows. Investing in an HR solution can remedy this situation, allowing that all-important culture to flourish and motivate growth from the inside out. Company values, such as creating and practicing a strong mission and vision, can act as an anchor to guide a business towards success.

2. Proactively Prevent Legal Troubles

A young business with no onboarding process, employee handbook or system to keep track of workplace requests or complaints can quickly find itself in legal trouble. Commonly, companies will seek help reactively to untangle the legal mess they are in, which is expensive and rarely easy. Working with an outsourced HR company or bringing on an internal HR employee can help a business create proactive practices to avoid potential legal vulnerability. Additionally, defining what behavior is expected of employees can set clear expectations and prevent workplace conflicts, which often deteriorate productivity.

3. Create a Workforce Scalability Plan

Scaling a business in terms of financials and external resources is always part of the business plan, but unfortunately, many company leaders fail to plan for massive and sudden internal growth. In fact, a large number of startups fail, and one of the main reasons is due to improper internal growth. Budding startups are already at risk for growing pains — workforce expansion shouldn’t be one of them! Establishing recruiting strategies and scalable internal processes early on in the lifecycle can provide the confidence needed to continue growing, and layout a clear strategy for ongoing success.

4. Manage Employee Sentiment to Maintain Productivity

The most important facet of a business it its employees. It is a proven fact that happy employees are more productive, which directly feeds into a healthier bottom line. When transitions in management occur or a department shifts occur, it is extremely common for employees to experience higher levels of stress. Investing in a strong human resources solution will prevent unrest from spreading throughout the company, potentially damaging the value of the company.

5. Identify the Best, Most Qualified Candidates

New business ventures need a strong group of employees to shoulder the early workload as the company scales. However, as a new business, attracting quality talent will be challenging. An HR company can coach and guide a startup on how to find the best-fit candidates. They can also dramatically increase the business’ exposure to potential future employees. Once a strong team is in place, it will be essential to train, develop and maintain the staff. No one is better equipped to handle those tasks than an HR professional. They know the exact training and development services that will benefits each employee — from executive coaching for team leadership to closing gaps in training and coaching.

Guiding an investment business towards success is about uncovering potential problems and turning them into opportunities. Savvy investors will scour every corner of a company to discover new areas of improvement, and the the workforce carries a high potential for increasing the return on investment. Working with a professional human resources company can help maximize success.

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5 Continuing Education Opportunities to Attract and Retain Top Talent

Top talent is difficult to acquire. Once you have high-performing employees, it is essential to implement initiatives to maintain retention. While some may not see it as a priority, statistics show that opportunities for career development and leadership are among the most desirable company offerings. Additionally a lack of employee investment is the reason 91% of workers seek new opportunities. Offering educational opportunities to employees shows them that you are interested in helping them grow and reach their career goals. As an employer, investing in and fulfilling the needs of your top employees will be an integral part to attracting and retaining top talent.

1. Implement Training and Development Programs

High-performing employees understand the value behind training and development programs. Offering these initiatives will attract employees who are looking to improve and want to succeed, which are key qualities of top talent. Training and development programs will not only increase the quality of work, but it will also foster loyalty.

2. Provide Mentorship Opportunities

A mentorship offers many benefits to the mentored employee and the business, as the mentor will impart their good habits and best practices onto the mentee, creating another high-performing employee. The mentor will guide the new employee and offer feedback as they progress in their role. It is also a great way for an incoming staff member to learn the office landscape and to become acquainted with other employees.

3. Send Employees on Conferences

Conferences are a great way to engage employees on topics related to their role. Additionally, it is a great opportunity for them to network with other like-minded professionals. One way to increase the value of the conference is to ask the employee to report back any new practices they learned to the team.

4. Enroll Staff in Professional Courses

Many training and development programs include coursework, as they are a more formal way of learning and can be done at their desk, remotely or in-person.

5. Promote Professional Associations

Presenting employees with access to professional associations is a great way for them to remain up-to-date in their profession. It also allows them to engage outside of work with other similar professionals, and creates the opportunity to expand their network.

6. Offer Job Expansion

After a significant amount of time on the job, the role may grow stale. One way to avoid this is to give employees additional responsibilities to keep them engaged and challenged. When considering expanding an employee’s job roles, work with the individual and their supervisor to find a comfortable balance of additional responsibility.

High-performing employees feel that continued education are critical to progressing their career. Providing these opportunities to staff will show them the company values their career development. Not only will these efforts increase employee loyalty, but it will directly improve the quality of work your employees output. Investing in your employees is an investment in the company.

4 Point Consulting offers Training & Development services to help you invest in your employees.

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How to Tell if Your Founder is C-Level Worthy

A business’s founder has the incredibly important and rewarding task of building a venture from the beginning. While many continue to run the business themselves, statistics show that by a company’s third year, only 50 percent of original founders hold the role of CEO. There are a variety of factors that contribute to such a change, and occasionally this was the founder’s goal all along. Regardless, when a business surpasses $20 million in revenue, it’s time to decide if the individual who initially launched the business is able and willing to take on a C-level role.

Are They Adaptable?

Once a corporation reaches a certain height, the concept and rate of change undergoes a major shift. When board members and even shareholders become involved, change management and its impact on the long-term growth strategy of the business becomes one of the most crucial skills in company leadership.

Take a look at how a founder like Jeff Bezos of Amazon.com has been able to react to and stay in front of trends and movements in the e-commerce space to morph his online bookstore into a global powerhouse. Not every founder is going to be a Jeff Bezos, but the ability to manage the process of and reaction to change is a key trait for a CEO.

Are They Able to Manage Growth?

Another factor to consider is how a founder manages growth — both funding and team size. If a startup achieves success, it’s not uncommon for that venture to go from a bootstrapped staff of five to a Series A-funded organization with over 50 employees in a few short years. This is a tremendous accomplishment! However, this is where some companies can begin to falter. An infusion of capital and people of this magnitude can become too much for the original leadership to handle, and a major indicator that leadership may need to shift.

Are They Board-Ready?

One area in which an original founder often shines is when it comes to communicating and exemplifying the overall brand. Whether it’s presenting to a potential client or giving a speech at a company picnic, this individual has the passion for the business ingrained within them. This level of excitement and dedication is extremely infectious. However, when it comes to ideal C-level candidates, the term “board-ready” becomes more common. Is the company founder able to bring this level of familiarity to a room full of investors or advisors who all have opinions on how the company should run in order to achieve maximum success?

Just because the founder is the right person to start a business from nothing, does not necessarily mean they are the right person to continue its growth. Even if the C-suite is not the right fit for the founder, many are still highly involved in their business. Should a founder no longer have the necessary skills to take the business to the next level, this need should be identified early on to ensure the corporation continues to grow.

If your company is considering whether or not your founder is C-suite-ready, 4 Point Consulting can help! Contact us to learn more.

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50 Motivational Quotes For Work

Let’s be honest. We’ve all found ourselves in the grips of a little midweek or mid-day slump. A good inspirational and uplifting quote can inspire you to get out of that slump and turn you back into the goal crushing machine that you are! Take a few moments, grab a cup of tea or coffee, and read on to re-energize yourself with these inspiring and motivational quotes from some of the world’s greatest thinkers.

1. Becoming is better than being. —Carol Dweck, Mindset

2. If I had nine hours to chop down a tree, I’d spend the first six sharpening my axe. —Abraham Lincoln

3. Intelligence is the ability to adapt to change. —Stephen Hawking

4. Leaders can let you fail and yet not let you be a failure. —Stanley McChrystal

5. Talent wins games, but teamwork and intelligence wins championships. —Michael Jordan

6. Do or do not. There is no try. —Yoda, The Empire Strikes Back

7. Always be a first-rate version of yourself, instead of a second-rate version of somebody else. —Judy Garland

8. The only way to achieve the impossible is to believe it is possible. —Charles Kingsleigh, Alice in Wonderland (2010)

9. When we strive to become better than we are, everything around us becomes better too. —Paulo Coelho, The Alchemist

10. Hey there, Mr. Grumpy Gills. When life gets you down do you wanna know what you’ve gotta do? Just keep swimming. Just keep swimming. Just keep swimming, swimming, swimming. What do we do? We swim, swim. —Dory, Finding Nemo

11. Intelligence without ambition is a bird without wings. —Salvador Dali

12. If something is wrong, fix it now. But train yourself not to worry, worry fixes nothing. — Ernest Hemingway

13. Don’t judge each day by the harvest you reap but by the seeds that you plant. —Robert Louis Stevenson

14. For artists, scientists, inventors, schoolchildren, and the rest of us, intrinsic motivation—the drive to do something because it is interesting, challenging, and absorbing—is essential for high levels of creativity. —Daniel H. Pink, Drive

15. Do what you do so well that they will want to see it again and again and bring their friend. — Walt Disney

16. Innovation distinguishes from a leader and a follower. —Steve Jobs

17. Everything you’ve ever wanted is on the other side of fear. —George Addai

18. The best way out is always through. —Robert Frost

19. It isn’t the mountains ahead to climb that wear you out; it’s the pebble in your shoe. — Muhammad Ali

20. There’s zero correlation between being the best talker and having the best ideas. —Susan Cain, Quiet: The Power of Introverts in a World That Can’t Stop Talking

21. Unless someone like you care a whole awful lot, nothing is going to get better, it’s not. —Dr. Seuss, the Lorax

22. Someone, at some point, came up with this very bad idea that an ordinary individual couldn’t make a difference in the world. I think that’s just a horrible thing. —John Skoll

23. If you light a lamp for someone else, it will also brighten your path. —Buddha

24. If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood and sweat and tears. —Simon Sinek

25. Very often, a change of self is needed more than a change of scene. —A.C. Benson

26. Learning never exhausts the mind. —Leonardo Da Vinci

27. Luck is a matter of preparation meeting opportunity. —Seneca

28. Don’t persuade, defend or interrupt. Be curious, be conversational, be real. And listen. — Elizabeth Lesser

29. The secret of health for both mind and body is not to mourn for the past, not to worry about the future, or not to anticipate troubles, but to live in the present moment wisely and earnestly. —Buddha

30. As long as they are well-intentioned, mistakes are not a matter for shame, but for learning. —Margaret Heffernan

31. In every job that must be done, there is an element of fun. You find the fun, and – SNAP – the job’s a game! —Mary Poppins

32. You can’t change how people treat you or what they say about you. All you can do is change how you react to it. —Mahatma Gandhi

33. Once you’ve accepted your flaws, no one can use them against you. ― George R.R. Martin, A Game of Thrones

34. Fulfillment isn’t found over the rainbow—it’s found in the here and now. Today I define success by the fluidity with which I transcend emotional landmines and choose joy and gratitude instead. — RuPaul

35. Somewhere, something incredible is waiting to be known. — Carl Sagan

36. If I create from the heart, nearly everything works: if from the head, almost nothing. — Marc Chagall

37. The man who moves a mountain begins by carrying away small stones. — Confuciusm, Confucius: The Analect

38. Failure it appears is not the regret that haunts most people; it is the choice not to risk failure at all. ― Dr. John Izzo

39. Even if you’re on the right track, you’ll get run over if you just sit there. ― Will Rogers

40. Your imagination is your preview of life’s coming attractions. ― Albert Einstein

41. Failure is the condiment that gives success its flavor ― Truman Capote

42. Success is liking yourself, liking what you do, and liking how you do it. ― Maya Angelou

43. The difference between try and triumph is just a little umph! – Marvin Phillips

44. Someday is not a day of the week. – Janet Daily

45. What lies behind us and what lies before us are tiny matters compared to what lies within us – Ralph Waldo Emerson

46. The tragedy in life doesn’t lie in not reaching your goal. The tragedy lies in having no goal to reach – Thomas Edison

47. You never get a second chance to make a first impression. – Unknown

48. Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful – Albert Schweitzer

49. It is better to be prepared and not have an opportunity, than to have an opportunity and not be prepared. – Unknown

50. You have brains in your head. You have feet in your shoes. You can steer yourself, any direction you choose. – Dr. Seuss

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6 Steps to Provide Effective Employee Coaching

Coaching is defined as an ongoing approach to managing people that creates a positive and motivating climate for performance, improves the match between an employee’s actual performance and an employee’s expected performance, and increases the probability of an employee’s success by providing timely feedback, recognition, clarity and support. Coaching is an alternative to discipline by passing the ownership of performance improvement to the employee rather than the manager. Coaching also works to frame the “issue” as an opportunity to grow and improve rather than the employee “getting in trouble” for something they did wrong.

In this article, we will be focusing on coaching, what effective coaching looks like, and the 6 steps to providing effective employee coaching:

  • What Is Effective Coaching?
  • Why/When Should Effective Coaching Be Used?
  • Step 1: Create Ownership In The Process
  • Step 2: Get On The Same Page
  • Step 3: Remove Barriers To Success
  • Step 4: Collaborate And Brainstorm Solutions
  • Step 5: Write It Out
  • Step 6: Make A Time To Follow Up

What Is Effective Coaching?

Effective coaching not only provides positive feedback about employee contributions but also lets employees know when they are effective contributors to the workforce. By providing this positive feedback, the employee’s actions and contributions are reinforced so that they continue to perform in this way.

Why/When Should Effective Coaching Be Used?

Effective coaching can also be utilized when there are performance issues with an  employee. Employee coaching feedback assists the employee to correct minor issues before they become significant detractions from their performance. The goal of coaching is to work in a collaborative way with the employee to solve performance problems and to improve the work of the employee, the team, and the department.

Coaching & Performance Management

The first step in any effort to improve employee performance is counseling or coaching. Counseling or coaching should be part of the day-to-day interaction between a supervisor and an employee who reports to him/her. Done well, coaching can help an employee continuously improve their skills, experience, and ability to contribute.

Here are some steps that management can take to provide effective employee coaching:

Step 1: Create Ownership In The Process

Show that you have confidence in the employee’s ability and willingness to solve the problem. Ask them for help in solving the problem or improving their performance. Create a common goal to increase the employees’ effectiveness as a contributor to your company.

Step 2: Get On The Same Page

Describe the performance problem to the employee. Be sure to focus on the problem or behavior that needs improvement and not on the employee themselves. Provide concrete examples of the behavior so that you and the employee share a common understanding and meaning. Ask for the employee’s view of the situation. Do they see the same problem or opportunity that you do?

Step 3: Remove Barriers To Success

Determine whether there are external issues that exist that may be limiting the employee’s ability to perform the task or accomplish the objectives. Four common barriers are time, training, tools, and temperament. Find out if these barriers exist and how to remove them. Does the employee needs your help to remove the barriers? Are they able to remove them by themselves?

Step 4: Collaborate And Brainstorm Solutions

Collaborate with the employee to brainstorm potential solutions to the problem and create action items to create improvement. Identify the core goals and achievement markers that the employee must achieve to reach the level of desired performance.

Step 5: Write It Out

Core goals and achievement markers can be put into a formal written document between the employee and manager so each party is held accountable to the process and the results.

Step 6: Make A Time To Follow Up

Set a date and time for follow up, whether this is internally made by the manager to check in with the employee at a later date or a mutually agreed upon time to revisit the employees progress. Following through to check on improvements and progress is an important part of coaching.

What Else Can A Great Manager Do?

As a supervisor, offer positive encouragement and express confidence in the employee’s ability to improve. Recognize, however, that the only person who is in charge of their performance improvement is the employee. They are ultimately the one in charge of their own progress.

Conclusion

This process allows your employee to take ownership of their own growth thereby creating an employee who is fully engaged in their own performance. Investing in your employees’ development and growth by communicating your commitment to their success through effective employee coaching will help you build an engaged, skilled team for your business. By following the steps above and maintaining positive reinforcement and follow up, your employees will be well on their way to owning their experience!

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Hiring a New Employee: Person-Organizational Fit and Why It’s Important

You need to bring on a new team member. You’ve interviewed and met with multiple outstanding candidates; now you need to make the decision: which person should you hire? Wait- before you send over that offer letter, consider that there are two main aspects to consider when determining whether the candidate should or should not be hired: job fit, which is what you most likely have already addressed, and organizational fit, which we will discuss more in this article.

We will discuss:

  • Job Fit
  • Cultural Fit
  • Person-Organization Fit Theory

Job Fit

First and foremost, when you are hiring, the candidate needs to meet the requirements of the role. An individual is considered a good match for a job if his or her background and experience aligns well with the job description and are able to carry out the responsibilities of the role. The concept of Job Fit helps an employer determine how well a potential candidate may be suited for the role.

Does the candidate fit all the requirements and qualifications of the role you are looking to fill? Do they have the experience to carry out the responsibilities of the role? Job fit and cultural fit, which we will talk about next, are assessed throughout the steps in the interview and hiring process. However, the vast majority of traditional questions asked during a phone screen, an interview, and traditional tests/assessments are used to evaluate a candidate’s job fit with the role. These are used to measure knowledge skills and abilities of an individual against the competencies required for the job. This can make hiring and predictability of an employee staying in a role, and being happy and productive there, less predictable than we would like. It also can make candidates blur together- there are a lot of qualified people out there, especially for entry level roles.

Let’s use that as an example for how to explain cultural fit: let’s pretend you have 2 potential hires who are both outstanding but you only have one position to fill. How will you decide which of the two to hire?

Cultural Fit

Here’s when you will want to consider cultural fit. You want to hire the right person for the organization, not only someone who is capable of getting the job done. You need to ask yourself, and the candidate:

  • Does his or her goals align with the company’s mission?
  • Will the individual be happy working within the organization? Why?

Like Job Fit, Cultural Fit is also evaluated throughout the interview and hiring process. For example, when interviewing candidates, you can ask questions that regarding core values and the culture of the organization. To do so, you need to define what your company culture is.

Your company’s culture should reflect the mission, values, and ethics of the organization. Different attributes contribute to a company’s culture, such as communication and employee engagement, leadership and decision making within the organization, and recognition of employee contributions. Matching a person to a job which they are capable of performing is important; however, matching a person to an organization in which he or she is compatible with is just as vital.

Person-Organization Fit Theory

The Person-Organization Fit Theory is the concept that describes the compatibility between people and organizations. This takes into consideration the compatibility between their values and expectations of the employee. Employees tend to be attracted to organizations that share similar values and goals as the individual.  When an employee obtains a position within an organization that meets his or her personal and professional requirements, it will encourage positive results.

For example, let’s take an example of a company hiring for a role that is very team-oriented and involves a lot of collaboration. If the candidate is capable of completing all the responsibilities required of the role, he or she would fall under the category of a good job fit. However, if this person is not fond of work that requires heavy communication and collaboration with other team members, he or she may not be a good culture fit. On the other hand, if the candidate can excel at all the responsibilities of the role and also strives to work with others in a collaborative environment, they would be a good fit for the job and the organization.

How Person-Organization Fit Impacts Productivity

A good person-organization fit can positively impact one’s productivity and performance as well as job personal wellness. One study shows that there is a positive correlation between an employee’s culture fit within the organization and the employee’s longevity at a company. When an individual has higher job satisfaction, they will be more committed and thus, more likely to remain with the organization.

Some other benefits of person-organization fit include:

  • Higher quality of work and increased productivity
  • More efficient collaboration amongst team members
  • Improved employee retention
  • Increased levels of engagement, contribution, and creativity from employees
  • Happy employees make great company ambassadors!

What if you don’t use Person-Organization Fit?

On the other hand, a poor person-organization fit can lead to negative outcomes. Results of hiring an employee that does not fit well with the organization’s culture and values may cause lower job satisfaction and affect one’s mental health. This in turn will lead to lower rates of productivity and a higher turnover rate within the organization.

Some other consequences could include:

  • Increased physical and mental exhaustion and stress
  • Low morale within the team
  • Lack of individual and team motivation
  • Low productivity/ unsatisfactory work
  • Increased costs on hiring and training
  • Employee turnover increase

Conclusion

In the end, it is not a simple task to hire the perfect candidate. Being aware of different factors that contribute to an employee’s commitment to the organization and its values are important when pursuing a potential candidate. Determining whether a candidate is a good fit within the company will require effort that starts even before the interview, but a positive fit can benefit both the employee and the organization in the long run.