finding, hiring and engaging superstar employees for your small business
Post on 20-Mar-2017
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Kabbage Kam Webinars#KabbageKam
Finding, Hiring and Engaging Superstar Employees for Your Small Business
Featuring Speaker From:
•The workforce is changing•Technology is changing•Expectations are changing
Meet the speakers…
Andres ThomasCustomer SuccessKabbage, Inc.
Moderator
Helgi HermannssonCEO & Co-FounderSling
•What is HR management?•Hire for job performance•How to provide and get feedback
Asta Bjarnadottir, PhDPartner & HR ConsultantCapacent
Helgi HermannssonCEO & Co-FounderSling
The workforce is changing
More than one-third of the U.S. workforce is between the ages of 18 and 34
Technology is changing
75% of mobile phone subscribers in the U.S. now own smartphones
Communication at the workplace is becomingeven more important
Expectations are changing
Research shows
Lack of communication is interpreted as lack of respect
Reality
Managers are lacking tools to get information to non-desk employees
Results
§ Low levels of employee engagement§ High employee turnover§ Inferior customer experience
Solution
Take advantage of technology to create a more connected organization
Sling
Sling is a free communication and shift scheduling software for non-desk industries
Sling – www.getsling.com
Asta Bjarnadottir, PhDPartner & HR ConsultantCapacent
Best HR practices
1. Elevating the standards of whom you hire2. Emphasizing (first-cycle) training3. Making feedback your way of life and
management style4. Linking pay to performance5. Over-communicating with your staff
What is HR management for anyway?
Costs
Results today
+ =Better people management
Output / Income
Quality
Results in the future
The basic people processes- Defining the job - Recruiting candidates- Selecting among them- Contracting
Reception (the first daynewcomer training)
- Training and development- Performance measures and feedback- Pay management, other rewards and benefits- Information flow up and down the organization
chart
Departure (voluntary, involuntary, retirement)
Best practice in people
management• What usually works• Based on research
Best practice 1: High threshold for entryEach hire matters a lot more proportionately in a small firm• Look closely at the job• Should you make a change? • What requirements are there?• GET MORE APPLICANTS!• Evaluate applicants carefully
Hire for job performance!
Knowledge Knowing Facts, rules, goals, self-knowledge…
Skill Being able to do
Cognitive skills, decision-making, interpersonal skills, self-management...
Motivation Choosing to do
Choosing a direction, choosing a level of energy, choosing how long to do it...
Job performance has only three direct determinants:
Performance = ƒ [ knowledge * skill * motivation]
Best practice 2: Invest in as much training as you possibly canIn a small company you may not have a lot of in-house training, but training can give you a distinct advantage
Prioritize training the newcomers• Ask more senior people to mentor them• Use outside training
Train frontline managers• Use internal promotions
Selling a stint at your company “the Alliance way“The old style • Lifetime employment: “Become like me in 25 years”• “We are like one big family here”A better way•Make 2-4 year alliance agreements• Clearly defined goals and tasks (OJT)• Employee gets: Growth and increased market value• Employer gets: Tasks completed and objectives met
Best practice 3: Provide regular performance feedback
Lack of feedback is a key demotivator for many workers– Feeling underappreciated– Confusion about expectations– Reading too much into the wrong
signals
A simple way to provide (and get) feedback
Employee Manager
Keep doing?
Start doing?
Stop doing?
Ideas on goals for next period
Always allow for discussion of past, present and future
Best practice 4: Connecting employee outcomes to performance• It is estimated that the best people produce
2-14 times (depending on the job) more than the average person
• Often easier in a small firm to create the “line of sight“ • Everyone matters more
• But small firms are often terrible about managing pay
Get really good at managing paySome do‘s• Positive reinforcement• Explain your decisions• Be aware of comparison group• Rehearse!• Use flexible pay to minimize
your fixed costs• Incentive systems tied to key
outcomes (can often increase the right behaviors by 15-40%)
• Spot bonuses
Amy Gallo, 2014
Some dont’s:• Talking money only
once a year• Combining money
talk with a performance review
Why transparency about pay?Dave Smith, 2014
Best practice 5: Lots of communication
• Best communication: face-to-face. Often easier in small firms• The two goals of communication:
1. Getting the message across2. Building trust
• Tell everyone as much as you safely can • Tell about your thoughts, show them you
trust them• Listen carefully to staff as often as possible
Use technology that they like
Why do people leave?Survey of HR managers– Opportunity to
further career – Better pay– Personal reasons– Poor management– Poor relationships at
work
Survey of employees who had left
–Lack of appreciation–More responsibility at another job
–Better pay–Lack of recognition–Poor relationship with boss
Andres ThomasCustomer SuccessKabbage, Inc.
Kabbage Kam Webinars#KabbageKam
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