Category Archives: Motivaton

5 steps to crafting a business

If you have started a business, chances are part of what got you started and keeps you going is the joy of creating something new — something the world wouldn’t have without your inspiration and hard work.

It’s not only the traditionally titled ‘creatives’ who create, and starting a successful business has much in common with more artistic pursuits. The critical, practical, steps you need to follow are the same, whether you’re building something handmade or crafting a business.

1. Inspiration

You know what you want to create, and the clearer you are about your finished product or business, the easier it will be to proceed.

On the other hand, a creative mind is an open mind, so it’s important always to be aware of information that will impact your project or business. By doing so, you may find a better way to achieve your desired goal.

Tip: Give yourself space and time to dream and to capture new ideas.

2. Design

Once your vision is clear, map out how you’ll achieve it.

In business, this is your strategic plan. The more detailed the plan, the easier it will be to follow – for you and others — and to know what comes next.

Tip: Translate what’s in your head into a format that makes it easy to check progress and share with others.

3. Tools

Now that you have your design mapped out, what skills, materials and tools do you need to bring it to life?

In the excitement of starting a new project, it can be easy to discount the importance of this step. It can be tempting to dive right in and get started, only to find out later that you’ve missed something essential to the project’s successful completion.

Avoid this frustration by identifying any gaps before you begin.

Tip: Find what’s missing and do what you can to be prepared before you start so your project (or business) can run smoothly.

4. Implement – and adapt

Nothing gets created until you take action to implement your plan. Without this step, you are just daydreaming. Time for imagination and reflection is vital, but constantly putting off starting something until you find the perfect way to create something can stop you from doing anything.

Tip: Make a start! If it turns out your plan isn’t working, change course. In the process, you’ve just learnt one method that won’t work to achieve your desired outcome.

5. Celebrate

Whether you’ve created a piece of furniture, a work of art, or achieved a business goal, it’s a wonderful feeling to sit back and admire your handiwork. Most business people don’t do this enough. All too often, we move quickly on to the next project and forget this step completely.

Tip: You made it! Enjoy the moment and appreciate what you’ve done. And remember to thank all those who helped you with your wonderful creation.

Starting and running a business is one of the most creative activities you can engage in. By applying the same simple steps you would follow in your leisure time to create a handmade piece, make a special dish, or build a garage or a garden, you can also create structure, process and discipline in your business.

This article was originally published on MYOB’s blog, The Pulse. For more business news and tips, visit www.myob.com/blog.

Should You Allow Remote Work At Your Company?

This article by David Hassell first appeared on the 15Five leadership blog, reproduced with permission. Balance at Work partners with 15Five in Australia to deliver employee engagement software to businesses of all sizes. Contact us for more information and a free trial – advice@balanceatwork.com.au 

See Full Infographic Below

It’s no secret that remote work arrangements have become more prevalent over the last decade. These scenarios range from employees working from home once or twice a week, to nationally or globally distributed teams, or even companies who have no offices and operate exclusively from the cloud.

Just how prevalent is remote work becoming, and what unique challenges do remote teams present for managers? According to the US Department of Labor, over the past five years there has been a 50% increase in companies that have the majority of their teams working remotely.

We were so curious about this phenomenon and its impact on business, that we surveyed hundreds of managers, supervisors, and executives about their experiences. This included participants working in large and small businesses, in every major department, and in just about every vertical. Here’s what we discovered:

– 53% of companies continue to have standard workplaces, with nearly every employee coming into the office 4 or more days each week.

– 37% have a main office with some people working remotely.

– 10% have no office space at all.

Many people believe that this shift is being driven by millennials, who desire flexible work arrangements to optimize work-life balance. 24% of respondents agreed, saying that remote work improves the quality of life for their employees. Others like remote work because it saves on overhead and allows them to access a global talent pool.

But remote work can also be a scary prospect for managers who may feel that employees will shirk their duties or that relationships with managers and other employees will suffer. So we asked how flexible work arrangements really impact employee performance and communication.

63% of respondents said that communication with remote employees was the same or better than with in-house employees, and 21% of our respondents found that productivity and performance improved on remote teams.

The shift from clocking-in at a desk to working from home is being made possible by advances in technology. Communication and collaboration toolshelp keep teams connected and productive no matter how far apart they are geographically. Many of these tools are available on mobile devices, which have also become far more prevalent. In fact over two-thirds of respondents answered our survey on a mobile phone or tablet.

No matter what tech you use to stay in-touch, ask your remote team these weekly questions to keep relationships strong and to ensure alignment with team and company objectives:

1) How have you improved your remote working skills this month? Have you identified any challenges?

2) What has communication been like with team leaders, managers, and directors?

3) What are your primary goals this week/month/quarter?

Check out the infographic below for the latest remote work trends, and for techniques that managers can use to keep their distributed teams connected and on-task.

15Five-Workplace-infographic

 

What’s your story? #11: Paula Ford

What's your story?

As the next installment in this popular series, I’m thrilled to have the opportunity to introduce you to the latest addition to our team, Paula Ford. Our clients will get to meet Paula as she starts to work on a variety of consulting projects at Balance at Work. Here’s what she told us about her career to date:

Paula Ford

What’s your current position and what do you do?

I am just starting work with Balance at Work and am very excited with this new chapter in my life.  I will be working closely with Susan to deliver a range of HR projects.  In addition, I also work part-time with a small and very committed Organisation Development Team.  In this position, I work mainly on developing, delivering and measuring a range of HR/OD projects to enhance organisational performance.

What other activities are you involved in?

I have two daughters so along with work their hectic timetable keeps me fairly busy.  Over the last few years I have been involved in managing their sporting teams and volunteering at their preschool/school.  I love to get out and mountain bike ride with girlfriends when I can and living in the Blue Mountains is ideal as we have so many great rides.

Is this what you expected to be doing when you were at school?

I didn’t really know what I wanted to do at school.  I started my working life in finance in a large private sector organisation but then decided that I really wanted to work closely with employees.  From there I did a secondment in HR and loved it.  I went back to study and moved into the HR field.  The more experience I got the more I realised that the psychology side of HR was what really interested me. Since then I have focused more in this area and completed further studies in management psychology.

What was your first job?

When I was 13 I was horse mad like most girls my age.  My parents were not horsey and thought this was just a phase I was going through.  They decided that if I wanted a horse I would have to save for it and work to help pay to keep it.  I think they thought this would put me off the idea.  Well dad got me a job of washing 50 cars at the local car yard.  I washed cars every Saturday morning for 2 years with frozen fingers in winter until I got a job at Kmart.  I think this was a valuable experience that contributed to my work ethic.  The horse wasn’t such a phase I kept him for about 8 years.

Can you tell us about a significant turning point in your career/life?

Having children has been the most significant change in my life.  It made me reprioritise and become a more balanced person.  It has made me realise that not everything has to be 100% perfect or you’d never get anything done.  You just have to have the courage to admit that we are all human and be willing to learn and grown from experiences.

Who do you admire? Who has inspired you?

Dr Maya Angelou a celebrated poet, memoirist, educator, dramatist, producer, actress, historian, filmmaker and civil rights activist.  An amazing African American woman born in 1928 who faced many closed doors in her life and not only survived but thrived with passion and compassion. I think one of her most powerful quotes is “I’ve learnt that people will forget what you said, people will forget what you did, but people will never forget how they made you feel”.

If there were no limitations, what would be in the future for you?

I’d spend a year or two with my family travelling, living and volunteering overseas.  Whilst my husband and I have travelled I would like to share my girls’ experience of not only seeing the world but being a part of other communities and contributing to those less fortunate than ours.

Finally, what would you tell your younger self about work and careers?

Have the courage to try different things and take on opportunities.  If they seem daunting, know that you will never fail as success is not about achieving the highest level of performance or getting things right but it is about the experiences along the way that will help you grow as a person.

What’s your story? #10: Trevor Lloyd

What's your story?

Our latest career path story is from Trevor Lloyd who was recently awarded the Medal of the Order of Australia (OAM) for his services to the community. This achievement is simply the latest in a long list, as you’ll appreciate when you read his story.

No time to read this now? Download it!

Trevor LloydWhat’s your current position and what do you do?

I am the Managing Director of a small property valuation company based in Blaxland, NSW. Lloyds Property Valuations employs eight people, four of whom are property valuers, the remainder being office and support staff. Our work is primarily mortgage work for bank lending purpose in both the residential and commercial sectors. In addition, we carry out family law work, compensation, investor analysis, court representation and much more.

As a leader of a team of very professional people, it is my job to ensure harmony within the team, provide professional back up where required, facilitate ongoing valuer training and ensure that clients are receiving the service they require.

We look on our employees as being members of a family.  There is no length to which we will not go to ensure that staff are being cared for. This includes generous family leave provisions, flexible working hours and conditions, and even pay in advance if necessary. Such provisions come back to the business with loyalty, honesty and output.

What other activities you are involved in?

For the past 22 years, I have been heavily involved with the Rotary Club of the Blue Mountains. I have also been involved with the Red Cross where I served for 4 years as the Blue Mountains Coordinator for Tele Cross, which is a daily in-touch telephone call to people living alone.

I was the inaugural President of the Glenbrook Toastmasters Club which trains people in public speaking. We also helped train students at local high schools to develop strong speaking skills.

Finally my involvement with the local Chamber of Commerce has enabled me to see clearly the challenges and obstacles that are faced by small businesses.

Is this what you expected to be doing when you were at school?

Most certainly not. I was keen to be a green keeper so that I could feed my fetish for the look and the smell of a freshly mown lawn. I still have the fetish but my lawn at home is smaller than I had envisaged and now I have a gardener who mows the lawn for me.

What was your first job?

I started work in 1968 at the Munitions Filling Factory at St Marys, NSW as an apprentice carpenter. It was ironic because, in my last year of school in Year 10, I had told my woodworking teacher that I no longer had an interest in woodwork and wanted to skip to a more useful subject to get m through the School Certificate.  I got through the School Certificate but only just. I ended up completing my apprenticeship with the PMG as a Trainee Technical Officer (Building).

Can you tell us about a significant turning point in your career?

On 18th January 1977, I was in the front carriage of my regular train on my way to work.  I had just completed my Building Certificate Course in 1976 but had to go back in early February to sit a post exam in quantity survey, which I had just failed to pass. I was such a lazy student.

At 8.10 am, the diesel engine left the rails and hit the stanchion of the Bold Street Bridge at Granville and bent it at almost 90⁰. As a result, it cut through my carriage leaving only a platform on wheels and killing ten people, including one lady who died in my arms. I still wonder how I survived.

At that point I realised that life had a purpose and that I should work harder to achieve the goals that I had and, with my first child on the way, to be in a better position to provide for my family.

This is not the best way to have a life changing experience. Ultimately 83 people died and 210 people were injured at Granville.

I completed the Associate Diploma of Business (Valuation) with flying colours back in 1990 and never looked back.

Who has inspired you?

There are many people in all of our lives who say something that may change your life or may be a role model we admire.

My father once said to me “if you aim for the stars, you’ll reach the clouds”. I remember I was never happy with the clouds.

One of my fellow commuters, when I told him that I was about to embark on a four-year Valuation Course – and would be 40 by the time I completed it! – simply said “What age will you be in four years if you don’t do the course?”

An old sage tradesman who was close to retirement when I started work once said to me “You will spend more time at work and see more of your workmates than you will spend at home with your family, so make the best of it and enjoy the ride”.

Lastly, my mother-in-law who grew up in the Jewish sector of Amsterdam during the Second World War said “Look what I have become in spite of my past and because of it”.

What would you tell your younger self about life and careers?

Turn your labours into challenges. When you are stuck at school and can’t understand, instead of heading for the no-hopers, turn to someone who did understand and ask them for help.

Always support and encourage those around you who appear to be square pegs. They usually become the successful ones in our society because they concentrate on what is important, which sets them up for long-term success and not short term gratification.

Everyone is capable of being a millionaire. It just requires goal setting, focus and work and it is within all of us.

Do you know someone whose career story should reach a wider audience?  Please drop us a line to let us know!

Please don’t say “I’m only a ….”

succession

In many conversations I’ve heard people – often women – describe themselves in this way. Every time, I cringe because of all this phrase implies. Even if that’s not what you meant it to mean.

No time to read this now? Download it!

When you say, for example, ‘I’m just a receptionist’, notice what you are saying to the world – and yourself. It sounds like you believe:

  1. The work of a receptionist is not very important;
  2. You think you could/should be doing a more important job; and
  3. This is not the job you would choose to do if you had a choice.

Whichever way you look at it these are negative messages if you believe them. What if you had some other beliefs instead. Beliefs like these:

  • All work is important;
  • You do have a choice – perhaps not in the short term, but definitely in the long term; and
  • How you feel about your job is affected by how you talk about it to others. You don’t need to do that to yourself!

Everyone has a handful of jobs they are ‘born to do’. If you are lucky enough to have found what that is for you and you’re in that job, no matter how lowly you perceive it to be, please don’t talk it down.

On the other hand, if you really do hate your job and wish you weren’t doing it, you can express that without denigrating the role in general or the industry you work in.

Some industries have trouble attracting younger people. Part of the reason is that people already working in those industries just don’t promote what they do in a positive way – even when they do love their jobs!

No wonder young people, if they do happen to find their way into these jobs, often have no idea of what they’re getting into. They have probably never met anyone with experience in the role who has told them what it’s really like – both good and bad.

Next time someone asks you ‘What do you do?’ please remove the ‘only’ or the ‘just’ from your answer, even if you feel your work is insignificant.

By speaking about your job as if it’s important – because every job is! – you’ll feel better about it. You might even be the catalyst to someone else finding the career of their dreams because you didn’t talk it down.

What do you think?

5 easy ways to boost staff morale over the holidays

staff morale

Nothing kills a sale faster than grumpy or disinterested staff. Whatever type of customer-facing business you run, you can’t afford to have the morale of your staff turn away customers during the peak holiday season.

Here are five ideas to keep your staff motivated while they’re working hard.

1. Communicate

Let staff know what to do, how they should do it and by when. Have clear goals that are easy for all employees to understand and rules that are easy for them to follow. For example, they should know if you value efficiency above customer care or if both are a priority.

Set goals for sales figures, but remember to notice when they are going above and beyond your expectations to please your customers.

2. Educate

It’s frustrating for customers when your staff don’t appear to know their jobs or your products or menu, and it’s embarrassing for your employees. Investing time in training will result in more confident staff and better sales figures.

When you train on the job, constantly observe and assess new team members and give them constructive feedback. If you notice something wrong, correct them in private, let it go and move on.

3. Challenge

Your staff are at the frontline, so they know better than anyone what is and isn’t working. Ask them for their input and ideas. This simple form of recognition can be a big morale booster because it shows you value your employees as partners in the process. You can reward the best suggestion with a prize if competitions and contests motivate your staff.

Asking for their input also helps them to feel part of a team that is working towards a common goal — even if that goal is simply surviving the rush!

4. Appreciate

You can let your employees know that you appreciate the extra effort they put in over the holidays by rewarding them in ways additional to simply paying them.

A simple, genuine ‘thank you’ or other verbal recognition of a job well done can help them go the extra mile when needed. Other low-cost ways of showing your gratitude and keeping them energised include providing free snacks and coffee or paying for their parking.

5. Motivate

When thinking of rewards such as higher commissions or bonuses, consider how you will measure success. If you run a sales contest, for example, will all the team receive a bonus when the business meets the overall target? Consider a grand prize for the top performer in sales, customer service, teamwork or ideas — or all. One business we know even gives a prize for the person showing the most Christmas cheer on their busiest days.

Finally, if you know your team well, you can make your rewards more personal and, therefore, more motivating. Some may appreciate ‘gold class’ movie tickets over a party or public recognition. Others may get a real boost out of seeing their achievements complimented on your Facebook business page. Your cheerful, friendly and helpful staff are the key to reaching your holiday sales targets — and staying sane. By aligning business goals, personal motivation and rewards, you ‘ll find the winning combination for high staff morale.

This article was originally published on MYOB’s blog, The Pulse. For more business news and tips, visit www.myob.com/blog.

 

5 tips to manage your staff during the holiday rush

career help

For many businesses, including retail and hospitality, the holiday season brings many opportunities. Increased traffic, a higher turnover of stock and – if all goes to plan – higher profits. One of the challenges, however, can be managing your staff.

If the holiday season means increased traffic for your business, here are some tips to help you manage the needs of your staff – and keep customers happy so you can make the most of the holiday spending spree.

1. Plan ahead

While you probably know from past experience when to expect a rush, determine what specific days and times will likely be the busiest. Consider checking other variables, such as the schedule for nearby events or the weather forecast if they could affect your rush times.

When planning, also review the employment rules in your industry and make a list of good sources of casual and temporary staff. (Tip: Ask your current employees.)

2. Manage all leave in advance

Determine, communicate and stick to your criteria so you are not only fair but also transparent.

As far as possible ensure that:

  • Leave is taken before or after the holidays.
  • You give staff a closing date for leave applications.
  • You base the leave priorities on pre-set criteria that might include seniority, need, performance and reasons for the leave. For example, a senior level employee who wants to attend a close friend’s wedding would probably receive priority over a junior employee who asks for time off to see a concert.

3. Let your stars shine

Instead of keeping your best staff busy on tasks that don’t directly contribute to higher sales, arrange the workload to maximise their customer interaction. Chances are they’ll be happier and more productive, too, if customer service is their strength.

This may require you to rethink when and how routine tasks get done so you don’t take your stars away from serving the customers. For example, we spoke to a hairdressing salon manager who hires extra cleaning help during the busy pre-holiday rush so the stylists can focus on the clients and not on cleaning up. This has the added benefit of keeping the salon look neat and clean, even on the busiest days.

4. Make breaks easy

Your employees need their breaks – especially when it’s busy – so they can continue to provide the level of service your customers expect. Make sure you’re clear with them about how and when breaks will happen. It’s critical that you manage breaks so that your key customer contact points are never understaffed.

If you rotate breaks and encourage employees to return on time, staff will feel they’ve been treated fairly and haven’t been overworked. You can make things easier for your staff by, for example, organising food supplied to your premises during the busiest periods so employees don’t have to spend time fighting crowds.

Remind your team always to take their breaks out of sight of customers, so you avoid the unwelcome situation of customers waiting for service while they can see your employees on a break.

5. Expect the unexpected

Even the best-laid plans can fall apart in the pressure of the holiday season, so it helps to have some contingency plans when it comes to staffing. Ahead of time, work out what could go wrong and what you could do about it if it did. Even if you’ve only rehearsed a situation in your head, you are less likely to panic when things go off the rails, making it easier to get back on track when needed.

It would be great to be able to say ‘Wave my magic wand and you won’t have any problems’ but real life doesn’t usually work that way. However, by planning ahead and using your imagination, you may find can have both happy customers and happy staff this holiday season!

This article was originally published on MYOB’s blog, The Pulse. For more business news and tips, visit www.myob.com/blog.

Paradox theory and team dynamics

This article was originally written and posted by Dr Dan Harrison. You can read the original version here.

In today’s specialised work environment, talent is not enough. Talented people must effectively work together in order for the organization to succeed. HR budgets are tight and finding the right combination of talented people who can work together day in and day out to achieve positive results is difficult. As any good sports team knows, getting the right talent on the team in the right positions working together is imperative.

Harrison Assessments Paradox Theory reveals team dynamics in a way that has never before been possible, enabling individual team members to easily identify how their own behaviors contribute or obstruct the team objectives.

Harrison Assessments Paradox Theory provides a greater depth of psychological understanding because it reveals an entire system of behavior rather than merely offering insights about specific traits. It also predicts stress behavior and providesa framework that facilitates objective understanding of self and a clear direction for self-development.

It provides a step-by-step plan in which each team member can make adjustments to facilitate optimal team performance.

In essence, HA is a team building tool to achieve the following:

• Create teams with effective interactions.
• Discover the strengths and challenges of a team including team decision-making potential.
• Identify the best roles for each team member
• Assess the potential for cooperation or conflict.
• Establish clear guidelines for effective interactions.

HA can predict how people will:

• Communicate, influence and lead
• Handle autonomy
• Take personal initiative
• Resist or facilitate change
• Handle conflict
• Seek to learn, grow, and excel
• Plan and organize…and much more.

Using Harrison Assessments to choose and develop the right team in the right way is a major step in meeting the overall mission of your organization. Contact us today if you’d like to know more.

Are you on the career cycle of doom?

This is a phenomenon I’ve observed recently. Perhaps it applies to you.

If you are good at your job and work hard, you will, hopefully, be recognised and promoted. Then, at some point, your career comes to a grinding halt even though you’re more technically competent and working harder than ever before. Unfortunately, it’s a familiar pattern for many young professionals.

What are the outcomes of this mindset?

1. You take on more and more work to prove that you can handle it

Alternative: Take on more and more responsibility but make sure you have others around you sharing the load.

2. You neglect the obvious

Alternative: Take the time to really listen and observe what’s happening around you, so you’re across what’s really going on.

3. You lose the connection

Alternative: Learn about your team and take an interest in them as people. If they know you care about them, they’ll be more inclined to help you when you need it.

How do you get off the ‘cycle of doom’?

If you keep going this way, there is no way out.

As you work longer hours to get more done, all your energy is focussed on doing the operational and there’s none left for being strategic. On top of that, there’s no time or space allowed for reflection and growth.

With no time to reflect, you’ll stay stuck in your hard-working comfort zone.

That doesn’t sound (or feel) like a comfort zone, but it is! You are doing more of what you know instead of risking doing something different.

Are you ready to take a risk and try a different way? Your career trajectory can and will change – so do it before you burn out!

If you really want to escape the ‘cycle of doom’, we’re here to help. Give us a call!

What’s your story? #6: Chris Barton

What's your story?

Chris BartonWhat’s your current position and what do you do?

CEO of StartHere Pty Ltd, incorporating Rewardshere.com.au, PricePal.com.au and soon to be released folo.world.  We are a shopping technology business that allows consumers to receive a cash discount when they shop online and for companies and charities to use our white labelled solution as a fundraising and loyalty tool.

What other activities are you involved in?

I love spending the little spare time I have today with my kids and am involved in their sports activities such as Tae Kwon Do and Athletics and also playing sport myself, my latest interest is distance walking and trekking.

I also like to assist Not for Profits with business and marketing assistance as a way of giving back.

Is this what you expected to be doing when you were at school?               

I had no ideas what I wanted to do when I was at school, although I did go to Uni and get a teaching degree. I am not a believer in having clear career paths as I believe it boxes people in.  I think that most successful and happy contributors in our workforce understand what skills, strengths and weaknesses they have and find ways to make use of those skills by filling needs. I am more a believer in individuals building their ongoing skills and then understanding how to best market these to employers or through starting your own business.

What was your first job?

I stacked shelves at Franklins supermarkets!

Can you tell us about a significant turning point in your career/life?

The biggest turning point I had in my career/life was the day that I stopped working for money and started following my Purpose. I strongly believe if you follow your purpose and are successful at what you do other rewards like the money will follow.

Who do you admire? Who has inspired you?

I admire my parents, as they created the foundations and moral compass that I base my life on. I am inspired by my wife every day and particularly by those in our society who aren’t afraid to carve out their own path.

If there were no limitations, what would be in the future for you?

I am a strong believer that we all should live every day as if we have no limitations and I attempt to follow this consistently. Most limitations are self-imposed and can be easily removed. As soon as we remove these barriers from our thinking anything is possible. I think we should all get up every day with the belief that nothing can stop us achieving what we set after.

Finally, what would you tell your younger self about work and careers?

Understand your purpose, follow your own path, don’t replicate others and most of all have fun.

Three Keys to Job Satisfaction

This post originally appeared on the Harrison Assessments blog. For more posts like this, click here

It seems basic. If you like what you are doing it doesn’t feel so much like work. If you enjoy doing something you are more likely to continue doing it and do it well. So shouldn’t a personality assessment being used to measure job suitability include measuring work satisfaction?

Measuring work satisfaction is essential to determine motivation and forecast whether an individual will prosper, succeed and stay with the organization. Most behavioral and personality assessments fail to measure work satisfaction and are therefore limited to predicting personality.

Harrison Assessment’s twenty five plus years of research prove that employees who enjoy at least 75% or more of their job are almost 4 times more likely to succeed than employees who enjoy less than 75% of their job. Measuring factors related to work satisfaction makes it possible to predict job success and therefore hire, motivate and retain top talent.

Harrison Assessment’s Enjoyment-Performance methodology considers 3 key issues related to work satisfaction and retention, measuring the degree to which a person’s:

  1. Preferred tasks fit the job
  2. Interests fit the job
  3. Work environment preferences fit the job

Enjoyment and Performance are linked because the level of enjoyment that an employee has while performing a particular activity is directly related to the level of their performance relative to that activity.

When people enjoy a task, they tend to do it more, and get better at it. Like a self-fulfilling prophecy, good performance creates acknowledgment and/or positive self-regard which then causes people to enjoy the task even more.

Harrison Assessment solutions predict performance, work satisfaction and retention. They enable companies to motivate people and increase their performance by assigning the roles and responsibilities that give them the highest degree of work satisfaction. Harrison Assessments also enables companies to show their employees that they care about their work satisfaction. This genuine concern in itself evokes a positive response from employees. The mutually beneficial outcome is that both employees and employers win!

To find out more about using Harrison Assessments to measure and encourage work satisfaction contact us here

Avoiding the ‘Horror Hire’

This post originally appeared on the Harrison Assessments blog. For more posts like this, click here

If you think when you go for a job interview it is a nail-bitingly painful affair, imagine what it’s like for a manager who has to screen through all the job applications, narrow down the best and then conduct each and every interview while other tasks keep piling up!

Once the interview is over, all the job applicant has to do is wait patiently for the call that may or may not eventually come.

The manager on the other hand, has the task of deciding who is the best among the many hopefuls to fill the vacancy. If not using a job fit assessment there’s not much to go on. The stakes are high. If the right candidate is chosen, the company profits. The wrong one it can be a very expensive horror hire.

So how does one pick the person that is exactly the right fit for the job? And how sure are you that the person who ‘aced’ the test will actually pass with flying colors in the workplace, now and in the future?

Some might choose to go purely by gut instinct; others will base their decision on the recommendations of colleagues and friends. The results can be so very right or disastrously wrong as one small local engineering firm discovered to its dismay.

The firm had hired a manager who was highly recommended and who supposedly had chalked up quite an impressive resume working with multinational companies. The new manager was hired to help streamline the company’s operations but in the first three months, he behaved so arrogantly towards other staff, they refused to work with him and chaos ensued. The company was forced to terminate him only to discover that he had obtained the e-mail contacts of all their clients and associates which he then used to exact revenge.

He emailed allegations against the company to their clients and threatened to cause even more malicious damage to the company’s reputation, unless they paid for his silence! The enraged company was forced to hire outside expertise to investigate his background, counter his claim and fend off his allegations. They paid for a due diligence report to be conducted and forwarded the report to their clients. Then they hired a lawyer to block further action by the ex-employee.

With so much at stake today, it’s time for employers to ramp up the assessment process and cull those who misrepresent themselves. Using the Harrison Assessment can help you avoid the very expensive horror hire and keep your organisation profitable.

To find out more about using Harrison Assessments to make sure you don’t make a horror hire contact us here

 

"The last couple of years at batyr has seen incredible growth and the Balance at Work team has supported us along the way. They have helped us improve leadership skills across the team by helping us source and manage mentors, and even engaging as mentors themselves. As a young and fresh CEO Susan has also supported me personally with genuine feedback and fearless advice to achieve great things. "
By Sam Refshauge, CEO, batyr
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
By Jessica Hill, Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
By Chris Bulmer, National GM Learning and Development, ISS Australia
"We use Harrison Assessments with our clients to support their recruitment processes. We especially value the comprehensive customisable features that allow us to ensure the best possible fit within a company, team and position. Balance at Work is always one phone call away. We appreciate their valuable input and their coaching solutions have also given great support to our clients."
By Benoit Ribe, HR Solutions Manager, Polyglot Group
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead, employee and team development sessions."
By Shaun Stanfield, Managing Director, Insurance Advisernet

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