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.
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.
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.
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.
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.
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.
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.
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.
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.
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.