How do you find an ideal employee to fit the position that you need filled? What traits and talents would your ideal employee have? It’s not easy to find the ideal fit for a job, especially during the hiring process. While you can’t change the way people present themselves, you can clearly define the talents that describe the ideal worker for the position you’re trying to fill. Think about the following tips as you’re creating your ideal employee profile.
What do jobs pose a paradox to flow? How can we enter a flow state doing work that we don’t enjoy? In his book Flow, Csikszentmihalyi performed a study to determine whether we entered the flow state more at work or during leisure time. As it turns out, participants enjoyed their leisure time more even though they entered the flow state more often at work. This is the paradox jobs pose. Continue below to learn more about Csikszentmihalyi’s findings.
Is micromanagement always a bad thing? Can overseeing every little detail of employees’ workflow ever be good? Micromanagement is a common practice in modern workplaces. Most of the time, micromanagement is toxic in that it hinders employee performance. However, there are occasions when micromanagement is the way to go. Here’s why managers think they must oversee every detail and when that can actually be helpful.
What does employee performance management entail in your organization? What are the characteristics of a good performance management routine? Employee performance management consists of meetings and conversations that help you to focus on the progress and performance of your employees. An effective performance management routine must be simple, regular, future-focused, and tailored to each individual employee. Here are some things to think about as you design a performance management routine for your organization.
How do you foster a good relationship with your manager? Is there a right and wrong way to deal with management? Relationships with managers can be tricky to navigate. The way you deal with management depends on your position within the organization. In this article, we’ll explore how to work with managers from an employee and leadership perspective.
Why is it harder to find mentorship for women? Can women succeed without a mentor? While men have an easy time finding and maintaining mentorship, for women, it is much more difficult to come by. But having a mentor is critical for career progression. Here is why to find mentorship, women need to take a different approach than men.
Do you think leaders should help their employees climb up the career ladder? What are some ways you can help your employees grow in their careers? Employees want to develop and grow in their careers. But employee growth doesn’t necessarily need to be a rise up the rank. Here is why employee growth isn’t always about rising through the ranks.
Why do women find it harder to climb up the career ladder? What are the main factors that prevent women from reaching for senior roles? It’s often hard for women to take the necessary risks for professional growth. They’re more likely to accommodate a partner’s career, and relocating may not be an option when the family is the priority. Below are a few pieces of career advice for women by Sheryl Sandberg, who is known for her efforts for empowering women at work.
Why do women leave the workforce early? What effect does leaving early have on women’s future? From childhood, girls get the message that they’ll one day have to choose between motherhood and their job. Studies show women are already considering the work/family trade-offs by college. While planning ahead is good, when women plan too far ahead, they stop reaching for opportunities. Here is how early leave can stifle women’s future.
What criteria do you base your hiring decisions on? Do you—like most organizations—hire candidates based on skill and relevant work experience? What other variables do you factor in? Historically, organizations have hired based on three criteria: experience, intelligence, and determination. However, these things don’t necessarily translate into excellent performance. According to Marcus Buckingham, the author of First, Break All the Rules, the key to effective hiring is to hire for talent, not experience or intelligence. Here is why you should, first and foremost, hire fore talent, not experience or other factors.