On December 1, 2016, new overtime eligibility rules kick in. This will force every business to evaluate more carefully the contribution of its employees. What do you need to do to avoid bad hires? How can you get the most from your staff? Here are some timely tips from a human resources pro, Tom Johnson, President of A.O. Consultants.
HOW DO WE MAKE THE RIGHT HIRE? (3:41 in)
In Tom’s words – Look at the position you’re attempting to fill and find the characteristics you want to match, a much better approach when you’re using solid data rather than gut feel.
Tip – Understand the process you used to make the really good hire and the one that didn’t work out may be the same. Therein lies a weakness in your hiring method. Work tests can be very revealing and helpful.
HOW CAN YOU IMPROVE EMPLOYEE PRODUCTIVITY? (7:20 in)
In Tom’s words – You need to have someone who is interested in doing the job to start. We have a pretty good idea of how we want things to run in our heads but we have to be able to articulate that to everyone around us.
Tip – Provide feedback regularly and continuously so they know how they are doing. If they aren’t meeting your expectations seek to understand why and find a solution.
SHOULD WE LISTEN TO OUR EMPLOYEES? (8:50 in)
In Tom’s words – They need to be heard but that doesn’t necessarily mean you do everything they want.
Tip – The smart manager asks rather than tells and guides rather than directs.
HOW DO YOU GET MORE OUT OF PEOPLE WITH PAYING THEM MORE? (10:29 in)
In Tom’s words – You create the right environment, people will do things for little or no money. You can chase people with money all you want. If they are not happy at work, they are going to leave.
WHAT’S THE VALUE OF A PERFORMANCE REVIEW? (11:20 in)
In Tom’s words – Performance management should happen daily, weekly, on the spot, there should be no surprises.
Tip – Understand the difference between performance reviews for legal and classification requirements versus performance management to maximize the employee’s productivity.
HOW SHOULD MANAGEMENT PROTECT ITSELF WHEN SOMEONE IS GOING TO BE FIRED? (15:40)
In Tom’s words – Documentation. There should be no surprises when you come to the conversation when someone should stay or leave the organization. It’s ok to stay you’re just not a good fit here.
Tip – Follow a progressive discipline process. Courts will review whether you followed your own procedure.