Employees Unmasked! How to spot the great ones from the not so great.
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Employees Unmasked! How to spot the great ones from the not so great.

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"Self proclaimed incentive pundits" like us are hard wired to want to educate and provide you with perfect solutions to improve your organization's communication and motivation level.

"Self proclaimed incentive pundits" like us are hard wired to want to educate and provide you with perfect solutions to improve your organization's communication and motivation level.

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    Employees Unmasked! How to spot the great ones from the not so great. Employees Unmasked! How to spot the great ones from the not so great. Document Transcript

    • Employees Unmasked! How to spot the great ones from the not sogreat.If youve been reading our blogs, our focus has been on best ways to recognize andengage your most valuable asset, your workforce. Of course. Were an incentivecompany. Thats what we do."Self proclaimed incentive pundits" like us are hard wired to want to educate andprovide you with perfect solutions to improve your organizations communication andmotivation level. You come to us because we can guide you to results. As yourcompanys leader, your focus is to achieve those performance results. Of course. Thatsyour mandate. If you are a CFO, you know well how employee performance can dramatically impact yourbottom line.Yes, incentives are a powerful addition to your overall workforce strategy. However not all employees arealike and what you dont know can hurt you and your organization.Here are some employee profiles, their character traits, what makes them great and how to protectyourself from those who are not so great.Lets face it, you strive to be a great captain. You seek to follow best leadership practices. You show trust inyour people. You balance your work environment with discipline and being a human being to others. Youshow a sense of humor. You know when to push and when to back off. You know how to make youremployees feel supported. You lead your workplace with respect and manners.You know when a please and a thanks are deserved. You work hard on treating everyone fairly andhonestly. You listen, you teach and you learn. You recognize and reward those who demonstrate a job welldone. You strive to manifest a culture of performance. Youve developed some great employees. You mayeven have won Boss of the Year! That said, you still find yourself haunted by certain individuals you maylike or even consider one of your rock stars, but they continue to hurt your company in many ways.Share This Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com © 2012 Taico® Incentive Services Inc.
    • Their behavior undermines your industry name and pollutes co-worker attitudes.In spite of their talents and potential, some individuals are, well, bad apples. Unfortunately no incentiveprogram will change that fact. Keeping them around will hurt others on your team and may beundermining what youve worked so hard to achieve.Determining the quality of your employee actually begins during the interview process. Many employers,because of time constraints, will delegate this task to someone else not experienced in what to look for ina candidate. Resumes are a good indicator but qualities such as dependability and loyalty should be on thetop of the list. Require and check all references.Prepare your questions for the job applicant ahead of time. You and your candidate should be at ease. Youwill get more honest answers. Ask your candidate if they would indicate who on their reference list wouldthey consider their worst reference.Determining their dependability IQ can be helped by questions like: If there was an urgency to complete aproject or deal with some emergency would they be available? At Taico® our top administration team hason very many occasions gone the extra mile, evenings and weekends, to make darn sure the customer washappy and taken care of. We feel extremely blessed to have incredibly dependable and loyal people.Some interview questions can include:What did you like best and least about a previous employer.The interview is also a two way street because your applicant has to decide if your place is the right placefor him or her. Be polite and considerate but find out now if this applicant and your company are a goodmatch. One unnamed employer mentioned using a Labrador during an interview.Apparently the dog was able to provide a more intuitive response to the "vibe" of the applicant. Ipersonally dont know how effective or practical this approach is but dogs are being used during forensicinterviews with children. According to studies, the dogs presence increases oxytocin in humans whichincreases trust.Share This Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com © 2012 Taico® Incentive Services Inc.
    • In any event, failure to be thorough with your interview process can result in big regrets down the road.Horror StoriesWhen it comes to employee horror stories unfortunately the TSA heads that list. Pandoras box wasopened largely as a result of a Brian Ross ABC investigative report. A convicted TSA security employeePythias Brown came forward after serving 3 years in prison for stealing more than 800,000 dollars worth ofitems over a 4 year period from passenger luggage. Brown went on to confess he was part of a "culture" ofindifference that allowed corrupt employees to prey on passengers with impunity.When Elementary school gym teacher Jennifer Gomes just didnt want to go to work and decided to justleave, she posted a phony note warning of a bomb at the main entrance of Escuela de Guadalupe school innorthwest Denver. As KUSA-TV reported, Gomes was suspended from her job and charged with one countof false reporting of explosives, a felony.Charlotte County Florida High School teacher Jeff Spires was suspended for soliciting money from hisstudents. According to a school investigation, Spires told his class to staple or paperclip cash to the back oftheir quizzes if they wanted to sweeten their grades,More than three dozen employees at a Boeing plant near Philadelphia were arrested for illegally sellingprescription drugs, including oxycodone and Xanax.One fast food manager Doralinda Vargas in Goleta California ran a Ponzi scheme requiring her employeesto surrender 100 every payday or get fired. Employee whistleblower Jeorgina De Gomez was able to put astop to it.Share This Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com © 2012 Taico® Incentive Services Inc.
    • Specific bad apple stories arent the real point here. More important is the message that good bosses mustbe on their toes in the interviewing process and throughout. Although not always easy, you need to knowwhen to release an individual irrespective of their resume or likability. Employees must know that you willlet go of anyone that lacks adequate dependability and integrity. Stealing from or defacing yourorganization is unacceptable.What should I do with a problem employee situation?With all the facts in hand, bring that person into your office without making a big scene. In a calm, honest,and upfront way discuss what you are seeing and how important it is to have the team working in a spiritof harmony. Ask if anything is wrong with them personally or in the workplace. Be sincere, listen and showempathy. There may be some personal issues. Focus on the problem, not the person. A behavioral issuedoes not give you license to personally attack. Make sure there is room for them to do the talking and thatyou are listening. Recap the conversation in their presence.One client used the Andrew Carnegie approach by asking the employee how he would handle it if hefound someone robbing from his family. At this point the employees reaction will tell you much. Based onthis and other exchanges, you might tell the employee you will meet with them with your decision.Sometimes certain individuals surmise that a bad attitude will get them what they want. If you determinethe employee is a good employee with ability to change, consider ways you can use your incentiveprograms to support the good behavior. You want a situation that improves cooperation and performance.There is no reason to discuss any personal issues or even what was said to the employee, with anyone elseon the team. Its confidential, keep it that way.Document every meeting you may have with your employee. Build a case if you might need one. Considercommunicating as well in writing. There are many sources where you can learn more about handlingdifficult or even impossible employees.Share This Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com © 2012 Taico® Incentive Services Inc.
    • If suspension or termination is necessary, do so in accordance with your companys policies.On the other hand its vital you spot, recognize and reward your reliable, dependable, proactive, diligentemployees. Great employees demonstrate reliability, honesty in addition to being proactive.Sometimes things that show on performance appraisals may not show qualities that can make a majorimpact on performance.I agree with Jeff Hadens article in INC breaking down some of the positive qualities of remarkableemployees. I would only add that you can also contribute much to encourage and support positive,productive behavior by building on your overall workforce culture.Great Employees:They do what it takes to get the job done. They will step outside their job role if necessary to support theorganizations goals. They spend time to improve their product knowledge.They publicly praise and appreciate praise from peers and you.They speak up when others won’t. It is not always a sign of disrespect when they do.They are self motivated, have drive and desire to prove others wrong.Remember its your job as employer to effectively communicate your mission and goals to your people.Great employees may appear a bit quirky but demonstate a contribution and a positive attitude. They addflare and flavor. They are not afraid to add their ideas. With a reward program that offers a wide array ofchoices and the technology that will provide you excellent reporting and tracking you will keep yourprograms fresh and exciting and secure your ROI. These ingredients will add an additional level towardencouraging new ideas and positive behavior.Know your players and work hard to create and maintain an environment that allows you to be a greatboss that supports a culture of performance.Share This Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com © 2012 Taico® Incentive Services Inc.