Are You Forgetting This One Thing?

By Brie Hobbs

As a company leader, you’ve probably heard, read and thought a lot about reengaging your employees lately. But, as you juggle a hectic workday and the challenges that come with managing your staff, you may not have had time to stop and think about your own engagement at work.

In the wake of the recession, many businesses have been struggling to boost employee morale and are now concerned with retaining their top talent. You’ve experienced the same frustrations your employees have about doing more with less. But, where most employees are focused on how difficult decisions or circumstances impact their own lives, you have to worry about how those decisions and circumstances impact your entire team. You aren’t just concerned with your time-management and productivity. ou have to worry about your employees’ too. And all of that can be a lot to handle.

If you haven’t had a chance to take stock of your engagement but you’re worried about your employees’, now may be the perfect time to do just that. When your morale is low, it can be hard to find ways to improve your team’s spirit. Plus, chances are the stress and frustrations you feel are contributing to their disengagement.

So as you look for ways to improve employee engagement, take a step back and look at your own first. What changes can you make to your attitude, processes, workload, and environment? Your engagement is just as important as your employees, and it can have a broad impact on the whole team.

Five Questions to Ask in an Exit Interview

By Ashlie Turley

When an employee quits, it always adds more stress to your workplace, even if you’re glad to see them go. But, in the hustle of wrapping up projects, shifting duties, and searching for a replacement, don’t miss out on the opportunity to glean what could be the most honest feedback you’ve ever gotten from an employee. Exit interviews offer you the chance to learn what your workers really think of your business and its practices, and while it is too late to stop that particular employee from leaving, it does arm you with the information you need to increase the retention of your remaining staff.

Check out these five, must-ask questions to maximize your exit interviews and the information you garner from them.

What is your reason for leaving?

Basic as it sounds, you’ve got to start somewhere, and this is the best place to begin. Most likely you’ll receive a pretty basic answer such as better pay or more opportunities, but don’t discount what the interviewee says. As you talk with the exiting employee, you’ll be able to use their initial response as a benchmark to judge their other answers. And, you really do want, and need, to know why they’re leaving since employee turnover is on the rise and costing employers in productivity and profitability.

 Could your departure have been avoided?

Another reason you should conduct exit interviews is in an effort to learn of and address any harassment, discrimination, or retaliations taking place in the workplace. Their response may help you dig deeper into their reason for leaving and ensure there is no hidden causes that they’re afraid to talk about. It will also give you steps to take in order to hopefully stop other employees from leaving in the future.

What will your new position offer that your current one didn’t?

As the turnover battle heats up, you have to know what your competition is offering that you’re not. Certainly, there will be benefits or perks that you can’t offer due to financial or cultural reasons. But, at least you’ll know what you’re up against, and may even be able to make a few adjustments. For instance, you might not be able to offer a 36-hour work week, but you could offer a flexible work schedule of four 10-hour days.

What are we doing right?

This conversation shouldn’t be completely focused on bashing your company. You also want to hear what you’re doing right so you’re able to recognize your team’s strengths and can play off them as you work to retain other staff members and attract new employees. Most likely, every departing worker won’t give the same answer, but you’re goal is to look for and recognize patterns in their answers, both in what they do like and what they don’t.

Would you recommend this company to a friend?

This is a final shot at uncovering the employee’s reason for leaving, as well as how deep grievances run. There will always be turnover within every company, and some employees truly do leave on good terms, so this will provide insight into where they stand. If someone isn’t willing to recommend your business to a friend looking for work, there really is a problem that needs your attention.

Having that final conversation with a departing employee can be awkward, but don’t miss out on your chance to better your team and business. You might be surprised at how insightful, and helpful, the feedback could prove to be.

On Being Productive

By Jim Stovall

All of us want to get more out of our personal and professional lives. Accomplishing this goal will require us to be more productive in every area. Productivity is simply the process of achieving more results in areas where we wish to excel. Productivity is not simply a matter of working faster or working harder. It is, instead, the process of working more effectively.

Several years ago, I wrote a book based on my research with Steve Forbes and legendary coach John Wooden entitled Ultimate Productivity. The popularity of that book has given me the opportunity to work with a number of organizations that want to, collectively, be more, do more, and have more.

On the Ultimate Productivity website, you can take a free Ultimate Productivity Profile and receive your own personalized productivity assessment. Your access code is 586404.

Productivity can be broken down into three elements, which are motivation, communication, and implementation. It all begins with motivation.

Motivation is the first thing we get when we come into this world and the last thing we lose as we leave it. Victory does not always go to the strongest or fastest. It most often goes to the individual or group that is the most motivated. If you are giving your maximum effort, and your competition is only giving moderate effort, you are more likely to succeed.

Motivation comes in different forms and styles. It is not a one-size-fits-all proposition. In our Ultimate Productivity training, we have found people motivated by money, titles, inclusion, recognition, and many other motivating factors.

The second element of productivity is communication. None of us can ever succeed on our own. We must be a part of a motivated team. In order to become a part of a motivated team, we must communicate our vision. Communication comes in many forms. Some people need to communicate in written form and others are verbal. Some people need to see it on paper while others need to hear it or see graphs and models. There is no right or wrong way to communicate. There is only the best way to communicate with each individual.

Finally, the third element of productivity is implementation. We live in a world where when it’s all said and done, there’s a lot more said than done. I would recommend you review a book entitled Get ’Er Done: The Green Beret Guide to Productivity by Michael Martel.

You will never be rewarded for thinking of the right thing to do, believing in the right thing to do, intending to do the right thing, or planning to do the right thing. You will be rewarded for doing it.

As you go through your day today, commit to getting more out of every area of your life by being personally and professionally productive.

Today’s the day!

Jim Stovall is the president of Narrative Television Network as well as a published author of many books, including The Ultimate Gift. He is also a columnist and motivational speaker. He may be reached at 5840 South Memorial Drive, Suite 312, Tulsa, OK 74145-9082; by e-mail at Jim@JimStovall.com; or on Facebook at www.facebook.com/jimstovallauthor.

Express Employment Pros Employee Testing and Training Programs

Knowledge and proper training are key factors when you’re competing for jobs in today’s market. At Express, we have several training programs in place to help you learn new skills and enhance those you already have. The goal of these programs is to help make you a strong contender for the job you want.

Industrial Performance Assessments
These hands-on evaluations accurately gauge your technical and mechanical skills.

Computer Testing and Training
All office applicants are tested for proficiency in various software packages, 10-key, spelling, math and more. Computer software training is also provided through computer-based tutorials, beginning to advanced levels of learning.

Behavioral Assessments
These assessments help define your tendency to succeed in a particular job position. You can also define the types of work environments and activities in which you might find the most satisfaction and work productivity.

Orientation to Client Companies
Our orientations prepare you for a new job by providing general information on the client’s policies and procedures. This includes attendance, conduct, dress code and more.

Communication Training
This type of job training addresses both verbal and written communication. The training is administered to workers in customer service positions or any job that requires contact with the public.

Human Relations Training
Issues such as stress management and harassment in the workplace are addressed in human relations training. It also reinforces the importance of good communication skills, quality and good customer relations.

Safety Education
You are given a tour of the worksite and introduced to the tools and equipment used to complete the job assignment. Guidelines for job safety and instructions on the proper use of safety equipment are also provided.

Each of these distinct training programs focuses on crucial job-related topics. You gain actual hands-on experience, as well as lecture, video, classroom or self-study-based learning to fully prepare you for your new career.

Testing and training programs may vary by location. Contact a Staffing Consultant at the location nearest you to learn more about the programs offered in your area. To learn more, contact the West Palm Beach office of Express Employment Professionals at 561-471-8285 or dial up http://www.wpalmbeachfl.expresspros.com.

The Top Five Important Questions to Ask During an Interview

The order of the questions can vary depending on the feel and the way the interview is going, but you will know when to ask these following questions during your next job interview.

1. Can you give me a detailed explanation of all the job duties of this position?

Follow this question by mentioning what you read on the advertisement of the position and see what else is expected from the position in more detail.

2. Who will be evaluating me if I am hired?

This answer will give you insight about the company’s structure.

3. How do you see me benefiting the company?

This answer will give you an idea of what they know about you and insight about whether or not they truly have interest in you.

4. Why did YOU choose to work at this company?

This answer will give you important insight about the company through an employee’s eyes.

5. What type of growth opportunities does the position and this company offer?

In addition to the obvious information that the question will garner, it also implies that you’re looking for long-term commitment and not just a paycheck.

For more information about finding a position of filling one in the Greater Palm Beaches, call Express Employment Professionals’ West Palm Beach office today at 561.471.8685 or visit http://wpalmbeachfl.expresspros.com/.