What your employees think about you and your company is important. If you don’t think so, just read the story that follows. Your employees serve as brand emissaries, communicating the values of your company to your customers, and that message can affect the way your brand is perceived. If customers don’t believe in you or your company, it will show, one way or the other. What your employees feel about your company is on you, too, so be sure to take responsibility for the value you create for them.
Dish it out. This is the kind of brand recognition your company doesn’t want. The method that the website 24/7 Wall St.com used to pick the worst company to work for in America isn’t very scientific, but as the stories of employees and former employees show, there is more than enough evidence of discontent. The complaints of the disgruntled may not mean much to some, but don’t ignore the possibility that these underlying attitudes are affecting service and quality. Bloomberg Businessweek
Don’t go to the dark side. We’ve all been tempted to point fingers when mistakes happen, but business coach Bernd Geropp warns against creating a culture of fear where employees are more likely to hide mistakes than share them with you. If this is the environment you have created, you should understand it will hurt much more than just morale. Also, if mistakes persist, you must consider your own leadership to determine whether your decisions are part of the problem. More Leadership, Less Management
In a fog about hiring. When hiring employees for your business, don’t use the mirror test. Entrepreneur and blogger Tom Watson describes this as the approach of sticking a mirror under an applicant’s nose to find out if they are still breathing. If they fog up the mirror, hire them quickly, before someone else snatches them away from you. Unfortunately, this approach will only lead to trouble down the road. Focus instead on hiring the right people for your company, and save yourself management headaches in the future. Cleaning 4 Profit
Be an interviewing super star. To hire the right people, you must realize that the interviewing process is much more than a chore to squeeze in between other important tasks in your day. Interviewing will allow you to hire the perfect employee for your company, adding value to your business while relieving you or another employee of tasks that are keeping you from growing. Karen Axelton has some suggestions to help you hire the best. Grow Smart Biz
The wonders of management. Hiring a great manager is critical, especially for a small startup business, so understandably you don’t want to go through the whole process only to discover you’ve hired someone like Michael Scott from the popular TV show, The Office. Fortunately, there are some simple things to look for in a good manager, especially if you have the opportunity to observe their work habits ahead of time. Here are some qualities to consider in your search from startup adviser Martin Zwilling. Startup Professionals Musings
Watch the Subtleties
Time for new talent. There comes a time in every business when new talent is needed. You should recognize this transition can be difficult for staff members and managers who may have played a much broader role when getting your company started. You will need these employees to help and support your new talent while adjusting to new or redefined roles. And you must avoid making them feel as if they are being replaced in the process. Business adviser Ian Smith has some suggestions to ease the transition. The Smith Report
Talkin’ ’bout your generation. It’s difficult enough to communicate with employees, but communicating to a multi-generational group is even more challenging. Often how those employees react to you depends upon their experiences and the generation to which they belong. It’s important to consider some of the differences between your employees based on age and experience. Make sure you are making your true meaning known. Moats Kennedy Inc.
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