Turning New Hires into Engaged Employees
Hiring managers put a lot into finding the right people. From going through hundreds of resumes to spending hours upon hours interviewing candidates, drilling down to the best applicant is far from easy. So why do so many managers drop the ball once they've made the hire? Too often, new hires are left floundering to find their own way around the company, their department, or even their job. More often than not, this results in dampening the fledgling employees' enthusiasm. When this happens, managers face the challenge of new hires who are disengaged, or worse, ready to be shown the door.
Employee Perks That Work
What Have You Done For Them Lately? Your employees are the ones who make you look good as a manager and showing your appreciation is a vital part of keeping them happy and productive. In the past, perks were considered exclusive to upper level positions, but now they are commonly found at all levels. There are always novel trends in perks that reflect new technologies and cultural phenomena (think of cell phones and relocation expenses). If you are looking for ways to get creative with the perks you offer, here are ten suggestions on a modest budget.
The New Manager's Handbook (Mighty Manager)
by Morey Stettner
Becoming a new manager brings a whole new set of responsibilities and challenges. You may be symbolically given keys to unlock the higher potential in your employees, but you would be better off being given a copy of The New Manager's Handbook. Stettner is quick to note that your success will be judged by the performance of others, and his strategies for getting the best out of them are direct and to the point. There are 24 lessons here devoted to honing your managerial skills and forging productive relationships with employees that speak to new managers as well as seasoned ones.
Q.We're hiring somebody for an entry level position. My boss rejected the person I liked most because her GPA was a little low 2.12. Is GPA really that important a predictor of performance? We had chatted a bit about her school experience during the interview, and she explained that she had a rough initial couple of years, but that she'd really pulled it all together in her final few years.
A. Has your supervisor met with the person that you're recommending? It sounds like she may be able to diffuse some of those concerns. At the very least, meeting with somebody brings other variables into play that may create a better impression than the way the person looks on paper. You might also ask her to provide a major GPA instead of a total GPA to see if that would present a better picture for your supervisor. Ultimately though, it may be better to ask yourself how important it is for you to change your supervisor's mind on this. Hiring somebody always carries some risk. If you can convince your supervisor to hire somebody despite their own reservations, then the personal consequences of a mistake may be magnified.
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