It can be tempting to fall into the trap of hiring like-minded employees. Instead, you need to look at the skills and qualities a candidate will need to be successful in their role.
It is time to have a critical conversation to address her behaviour.
Before anything else, you need to decide whether it’s a commission structure or a bonus scheme you want to set up – they are quite different things.
Do your homework beforehand – trying to poach staff can become very costly if it doesn't work out.
If you're on a tight budget, there are still a number of ways you can reward your staff.
While you might get into legal trouble by turning up to private events uninvited, using social media to poach staff has never been easier.
Start by asking your team members how they want to be rewarded for Christmas.
There are three questions you need to answer that will determine what you should do next.
The key to fostering good workplace communication is to have a one-on-one chat with each employee.
Figure out what your weaknesses are before you start the recruitment process, then hire for the long-term.
With online questionnaires, the cost of pre-employment testing is no longer just a luxury for the big guys. Meanwhile, there are some major benefits to testing potential employees.
An important starting point is to acknowledge that most people don’t leave jobs, they leave their manager.
A starting point is to define the values, attitudes and behaviours you want to see in your employees.
As a business leader, you need to realise that we all have different sensitivities that trigger our reactions.
Motivating employees was traditionally linked to pay for performance. But not everyone is motivated by money.
The starting point with any role you are going to recruit is to put a job analysis together.
Rather than being a destructive process, a performance review should be constructive, allow for two-way conversation and focus on output.
With a massive talent shortage, the “you’re lucky to have a job” type of management approach just doesn’t cut it any longer.
Keep your own personal sensitivities to the smell out of it. Your only focus is the impact it potentially has on your business.
Thanks to the internet, candidates are savvy, well rehearsed and armed with prepared answers and their sales success stories. So it’s time to get back to basics.