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February 7, 2018 by 1 Stop HR Consulting

4 Ways to Tell if you have a Great Leadership Team

So you think you have a great leadership team in place at your company, but how do you know that they are great? Is it just a gut feel? Or do you truly have a good understanding of their abilities and positive impact on your business? If you are struggling to answer these questions, here are some thoughts to help you gain the answer.

Ask the Staff. Seems simple enough, but not a lot of employers actually do this! Send a survey to your employees. Ensure the results are compiled by an outside source so that employees can be reassured of confidentiality to their responses. Have them rank responses on questions like: “I can trust my manager” “My manager is knowledgeable” “My manager handles difficult situations in a professional and fair manner” “I have confidence in the leadership team”. Also look to add some open ended questions where employees can add additional detail, like: “The top 3 areas that my manager could improve on would be” “Things that my manager does well are” “If I were a manager at this company, the first few things I would change would be”. These types of questions will give you a good sense of how your staff are feeling with regard to the leadership at your company.
Set Leadership Goals and Monitor Results. Work with your team to set goals that coincide with the strategy of your company. Monitor the progress and attainment of these goals. If goals are being met, this is a great sign. As well, if your company goals are being met, this is also a good sign.
Monitor Employee Turnover. Have lots of turnover? This isn’t a good sign. Is there a lot of turnover under one particular manager? There could be a reason. Conduct exit interviews and ensure the individual conducting them is someone employees trust and can be open with. We highly recommend outsourcing this activity as this typically allows for employees to feel more comfortable in bringing about issues.
Employee Referrals. Do you employees refer others to work for the company? Yes? This is a good sign….No? Not a good sign unless you are not encouraging it…

Have other ideas? Email us! We would be happy to include them in an upcoming blog article.

Need help coaching or mentoring your team? Someone to complete your exit interviews? Contact us at 226-750-3160 we are always ready to help!

February 5, 2018 by 1 Stop HR Consulting

Improving Workplace Productivity

Companies with a solid strategy to recognize members of their team enjoy stronger engagement, increased employee morale, a devoted spirit of customer service, and lower turnover rates. If you treat your employees as if they were your best customers, they will become loyal brand advocates who are more engaged with your customers and your business as a whole. There is something interesting that happens when you give praise to your employees and in doing so; it doesn’t have to come with breaking the bank. Here are 20 creative (and affordable) ideas for employee recognition provided by Point Recognition. You can view the slideshow below.

Author Bio

Kelly Chesterson is the Vice President of Operations for Point Recognition. Kelly holds a Master of Business Administration degree from Baldwin-Wallace College and is a Certified Engagement Practitioner. She has worked in the reward and recognition industry for more than eight years.

20 Creative (And Affordable) Ideas For Employee Recognition created by Point Recognition

March 23, 2017 by 1 Stop HR Consulting

Does your Learning and Development Environment Need an Overhaul?

Here is a recent article from our Monthly Newsletter:

Hearing a lot of talk about “growth opportunities” when you are interviewing candidates? Are you talking about it to your employees? Let me guess, you think you provide great growth opportunities within your working environment, but do you really?

Here are a few things to ponder…

Do your managers work with their employees to talk about career planning?

Do your managers help your employees create a plan to support employee career paths?

Do you have an education policy that assists with continuing education costs? And do you encourage your employees to make use of it?

Do you have an onsite “library” with an abundance of material that could enhance knowledge?

Do you provide lunch and learn sessions?

Do you have subject matter experts that come into the office from time to time to share knowledge?

Do you have a peer mentoring program set up?

Do you allow and encourage internal applications to available positions?

Do you have a succession management plan in place?

Do managers touch base with their employees to discuss training needs, gaps or desires?

Do you set learning goals and reward successful achievement of the goals?

This is just a start, but if you find that you do most of these, you are heading in the right direction. I would then ask you “What more could you do?” And, “Where can you gain an edge over your competitors when it comes to this subject and attracting/retaining your people?”

If you are shaking your head “no” then you my friend have some work to do. The majority of employees or job seekers are looking to grow their skill set. They are looking for employers that support and encourage this. Employers that do well are ones that recognize this, that value the increase in knowledge of their people and are actively looking to encourage and support learning and development.

Email us with your thoughts or questions.

What can you do today that will impact tomorrow?

4 Ways to Tell if you have a Great Leadership Team

Improving Workplace Productivity

Does your Learning and Development Environment Need an Overhaul?

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