We always check the pay grade when we're applying for a new job and we often want to know what sort of health insurance is offered and maybe if the PTO package is worthwhile, but those aren't the only benefits offered to employees. And, for some, they aren't even the most important.
Quantative ratings scales used for employee performance reviews give very objective results and outlooks when it comes time to discuss an employee's performance. But, do they really give you much assistance when giving advice on how to coach your employee to grow or improve? Take a look at this introduction to behaviorally anchored rating scales, BARS, to see if you might need to implement some changes.
Learn how to manage behavioral risks in your workplace and how to pivot employee's focus to your employee assistance program. Don't you want to offer a solution before you have to pay the costs of a much larger issue? We thought so.
Depending on your industry, there are certain skills and abilities or sets of knowledge that are key to being successful as an employee. How you utilize those skill sets can be defined as one's behavioral competencies. How do you shape your interviews to determine if an applicant possesses the behavioral competencies needed for your company?
Employers and their employees alike are capable of benefiting from a position that has standardized everything: pay, job duties, tailored growth potential. Where do we sign up?
If we get caught up in the managing this and managing that of - sorry for the redundancy here - managing a team, we forget that at the end of the day you're human, you're employees are human, and everyone from the workplace to home is too. And, all of us deserve patience, kindness, and respect.
Every position, no matter how customer facing or not, no matter how much you stand or sit per day, requires certain core competencies or abilities to be successful. If you build computer, you'll need mathematical reasoning and technical expertise while if you are a counselor you'll require objective listening and empathic interpersonal skills. Those are basic, or core, competencies for each position respectively. What basic competencies does your role require?
You could have a stellar brand ambassador already on the payroll and you're simply not taking advantage of the opportunity. Your best - and sneakily "insider" - referrals will come from the people who know your product better than any other customer: your employees! Don't forget that customer satisfaction comes from the warehouse, the storefront, and even the corporate hallways just as much as from your clients and customers' pocket books.
Have you ever been asked to sign an Employee Confidentiality Agreement or Non-Disclosure Agreement? If so, let us know how you feel about them. Do employers expect too much of their employees and set too many restrictions? Do you feel like NDAs and ECAs are an understandable and just part of employment? Employers: Your company’s confidential information is vital to your success. Would you ever consider not utilizing an NDA? If you don’t currently enforce this practice, why not?
Incentive pay can be a nice addition to your normal pay check, but it's not part of what you might budget. Your base wage is kind of like a flat fee you charge your employer for your time and labor. Anything else could be seen as a tip. Would you take on new bills with the hope that your potential tips would cover the additional costs?