Hiring anyone and bringing them into your firm as a staff member is an investment not only in your firm, but the person who accepts that new role with you. That said, staff members are in a unique position in terms of the risk they carry with them. This is because staff members will begin to slowly understand how your business operates, may one day have access to sensitive information, may be responsible for a good portion of your daily functioning, and of course, will bring their own creativity, practicality and visionary thinking to the role in question.
For this reason, the approach you take to hiring matters. To start with, this involves making our company the kind of space where people actually want to come and work, particularly those with good skills to offer. That said, it’s also true that in order to minimize those potential and aforementioned risks, we need to think of a few ways we can look ahead and counter problems that may be caused through laziness now, at this vital juncture.
Without further ado, let’s consider what this may involve:
Pre-Employment Medical Exams
It’s a great idea to embark on pre employment medical inspections, not so you have a confidential understanding of the health of your potential hires (as this is confidential information), but that you know they’re well enough to do the job, that they have all of their vaccinations (this is becoming an even more hot topic as many companies are starting to mandate Covid-19 vaccinations to work there), and more. Having this performed by a professional, confidential service can help you both move on knowing problems like this are unlikely to raise their head.
Vet Their References
Many businesses require references from their applications, but few actually take the time to confirm these are correct. Even a quick phone call to make sure that someone did work at a given company, asking how they were as an employee, and more can show that your potential recruit was perfectly candid in providing this information and had people to back them. Even if the past employer has mixed impressions of this person, that should show integrity and a willingness to apply with honesty.
A Trial Shift Or Social Situation
It’s good to give a trial shift from time to time, but that might not be applicable depending on the kind of business you run. If you’re running a fitness supplement company and a high level executive is coming into the firm, it might be good to invite them out and see how they treat waiting staff, or even work out with them to see how they act under pressure, or give them a quick case study to discuss how they might bring ideas to a given situation. This can help you assess the character of a person as opposed to their listed credentials, or in support of them.
With this advice, we hope you can make sure your hiring decision is the smart move.
If humanity is going to solve all its problems, we’re going to require a lot of highly motivated people. We need brains and perseverance to make it through the 21st century in one piece
The problem, of course, is actually getting people motivated in the first place. It’s an age-old question. What’s the best approach?
The answer is quite annoying: it depends on who you’re trying to motivate. The tactics that work for one person might not work for another.
This post collects all the best methods for motivating people and presents them in a way you can understand. You can then deploy them on a case by case basis.
For some people, inspiration is the best tactic you can use.
What’s great about this method is that it forces people to internalize their desire for success. You’re not dangling something in front of them, like money. Instead, you’re finding common ground with them and getting them to align their goals with yours. With proper inspiration, they’ll want to work hard and achieve the objective because they believe it is valuable in its own right.
What’s the first thing people learn on personal training courses? The answer is the importance of challenging people.
It’s a fine balancing act, though. Pushing people too hard stresses them out and causes them to throw their hands up in the air and give up. Not pushing them enough makes them feel like they’re stagnating and failing to make progress.
The key is to find the sweet spot between the two. You want to create just enough resistance that they can achieve some success while also feeling like they’re growing as people.
Celebrate With Them
When people achieve something great, it is vital to celebrate with them. It helps to recognize their contribution and shows your appreciation of what they’re doing.
For many people, this type of affirmation is the most important part of their work. They want to feel emotionally valued for what they’re doing. In some cases, it is even more critical than money.
Another strategy is to inform the people you’re trying to motivate about the differences that their efforts have made. In other words, you’re showing them the real-world effect of their actions and how they’re making a difference.
Remember, the vast majority of people want to believe they’re making an impact. They want to feel like their work matters. But sometimes, they can’t see the effects of their action. Providing feedback helps with this. It shows people that what they’re doing is making a difference. It reveals how their hard work is paying off.
Be More Trusting
Trusting people is always a challenge, especially when so many of them will let you down. But it is also critical if you want to motivate people. You have to make them feel as though they can make decisions by themselves and aren’t just carrying out your orders. ]
Try loosening the leash a little bit by giving them more autonomy. Once they experience ownership of a task, it’ll become more personally important for them.
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