Good, timely feedback is an important business tool, but what happens when your employee brushes off your feedback? Here are some actionable ideas on providing feedback.
- Make the case. Your employee may not be aware that part of his or her job is to receive your feedback seriously and professionally. Explain the impact their resistance has on you, the organization, and their own professional reputation.
- Get curious. Don’t assume that the receiver sees his or her behavior in the same way that you do. Acknowledge that you’re expressing an opinion and want to hear theirs too.
- Use neutral language. Try to avoid words that carry negative connotations and place blame.
- Ask for feedback yourself. You may not be giving your employee what he or she needs in order to hear, absorb and accept feedback. Be brave enough to ask for feedback and then model how to receive it.
- Share a personal story. Normalize the experience of receiving feedback by sharing a personal story. Share the impact of that experience, what you learned from it, and how you’ve changed as a result.
- Secure a commitment. Make a specific request for a behavior change, be open to counter-offers, and come to an agreement on the goal.
- Acknowledge positive change. Start looking for evidence that your employee has taken your advice to heart and speak up when you notice them acting differently.
Click here to read the full article written by Deborah Grayson Riegel.
When an employee is injured on the job, the resulting medical costs can dig deep into your business’s bottom line. Rieva Lesonsky recently wrote an article on Small Business Trends regarding workplace injuries, including the most common workplace accidents and injuries and how to prevent them from happening.
The top five causes of accidents included: Material handling, slips, trips and falls, being struck by or colliding with an object, and cumulative trauma.
The top five types of injures included: Strains/sprains, cuts or punctures, contusions, inflammation, and fractures.
Accidents can happen with any type of job. Whether you’re using a ladder to stock shelves, moving, lifting, or carrying an item, or using a hammer to hang up a bulletin board there is potential for an accident to occur.
To lessen the risk of workplace accidents:
- Prevent slips and falls by keeping common areas clear of obstacles and well lit. Use rubber mats or slip resistant flooring when appropriate and wipe up spills promptly.
- Exercise caution when using ladders.
- Provide safety equipment.
- Educate employees about ergonomics.
- Keep up-to-date on new hazards and educate employees about how to avoid them.
- Create a culture of safety.
Workplace accidents and injuries will happen. For this reason, it is important to keep a well-stocked first aid kit on site, keep an accident report log, and have adequate insurance.
To read the full article click here.
Millennials can be great employees, but employers may need to prepare themselves to finish the parenting that’s not occurring in many homes. There is a great article written by Susan Cramm that talks about this very topic.
In a 2007 research study Lythcott-Haims, former dean of freshmen and undergraduate advisor at Stanford University, cites, only 16 percent of adults 18 to 25 years old felt they had reached adulthood based on self-selected criteria including: accepting consequences for actions, establishing an adult relationship with parents, being financially independent, and determining values and beliefs.
Leaders can connect and inspire young workers by tapping into their strengths and improving their weaknesses.
- Connect their work to a higher purpose.
- Learn how to develop tactical plans.
- Experience good suffering.
- Develop empathy and build relationships.
- Increase self-awareness and learn from others.
Click here to read the full article.
At some point, every business faces a challenging decision: Is this the time to hire my first employee? Learn when you should – and shouldn’t – hire in this article written by Neil Patel. Below are some guidelines he discusses that may help you answer this tough question.
- Know the points at which you shouldn’t hire. These include:
– You’re desperate.
– You don’t know exactly what you want the new hire to do.
– You take the first person who comes along.
- Hire a cofounder, at least mentally. Your first employee will hopefully be one of your longest-lasting and most knowledgeable. When hiring, look for someone with co-founder potential. These characteristics may include: complementary skills, similar vision and values, teach-ability, passion, emotional intelligence, flexibility, and honesty.
- Hire when the tasks to be done will generate money. Your new hire should at least do one of these two things: 1) make money for the business, or 2) save money for the business.
- Hire when the tasks to be completed fall under a particular skill set. Before you look for an employee, know what kind of employee you’re looking for. The clearer the set of responsibilities you lay out, the more accurately you’ll be in hiring someone to fill these responsibilities.
- Kick the tires by hiring a contractor. If you’re still undecided over whether or not it’s time to hire, test it. Instead of hiring a full-time employee, hire a contractor. If that works out well, you can either transition this person into an official hire or look for a full-time employee.
Click here to read the full article.
Looking for more information on developing an employee offer and negation process? Click here to read an article written by Chase Garbarino – Co-Founder and CEO of Streetwise Media.
In this article, he discusses three steps to create a simple but effective offer and negotiation process when it comes to hiring new employees.
- Outline job responsibilities upfront
- Determine two compensation package options
- Send an offer letter with an expiration date
Motivating employees to perform at their peak can be a big challenge. In this article written by Amy Morin, four successful CEOs reveal the secrets to motivating employees to perform at their peak and keep their teams productive.
“A handful of employees who perform at their peak are better than a dozen employees who operate at 50% efficiency.”
As discussed in the article, four ways to motivate employees include:
- Offer flexibility
- Reward your team for little things
- Look at things from your teams perspective
- Allow for an open dialogue