What We’ve Been Reading: February 10th, 2016
Hey Ho happy Wednesday! At this point, we are almost halfway through February and our personal New Years Resolutions are in full swing. That being said, we’ve been focusing on how to improve our onboarding processes, improving leadership strategies, and how to improve ourselves amongst our coworkers. We hope you enjoy the selections we’ve chosen for you this week.
This Wednesday we thought we would start things off with a brief video. In this video, Amy Simmons the co-founder of Amy’s Ice Creams discusses her trick for hiring new employees. While her trick may not be right for your organization, the reason behind it is relative to your organization. She focuses on what her company is about, the culture behind it, and how to gauge that characteristic in an individual from the beginning of the hiring process. Her trick is quirky, but it works.
How do you feel about your company’s onboarding process? Do you feel that it is an exciting, successful, and purposeful process? If so, you are one of the few. In this article, Heather Huhman discusses an ADP study conducted in 2015 showing that the majority of managers, HR administrators, and employers felt that their organization handled onboarding poorly. Huhman suggests 5 simple tips that can improve the onboarding process for your organization.
Following up with the article above, an unfortunate outcome of a bad onboarding process is employee turnover. Turnover effects each organization uniquely, but I think we can all agree that the organization does not come out on top. In 2014, turnover was so high that 1 in 4 new hires did not stay past a 90-day period. In this article Jeff Furst provides 5 situations in which you may be at fault and suggests 5 solutions to correct these errors. It is important that your onboarding process is both a success for you, your new employees, and your organization as a whole.
Keep New Hires From Leaving In The First 90 Days (Talent Culture)
Last Wednesday we read an article on the difference between leadership qualities and leadership competencies. This week it is only fitting that we continue this conversation with a follow-up article discussing the ways in which leadership characteristics can help separate a leader who is a high-performer from an average one. (Hint: It is not all about competencies).
What Separates High-Performing Leaders from Average Ones (Harvard Business Review)
Organizational hierarchy can often get in the way of how we communicate with one another and impact the relationships we form. Sometimes we create subordinate and superior relationships that are less beneficial than equal and peer relationships. Joshua Spodek addresses this issue, discusses how we often times subconsciously create these hierarchical relationships that may result in your superior thinking less of you just because you were speaking out of respect and politeness. In this article, Spodek discusses office communication and simple ways we can improve our relationships in the office.
Have you ever felt out of place at the office? Maybe not the office, but perhaps in another social setting? I can assure you that at some point in time we have all felt that way. This article by Dorie Clark brought to light some very interesting points on the topic. When we feel that we cannot be ourselves we are less productive, we also may be holding back on contributions that our coworkers could benefit from. Therefore, no one really benefits from the situation. Instead, I suggest that you read this article and assess your current situation. Perhaps there is someone at work who is distant or uncomfortable who could use your help to feel comfortable enough be their best self.
What to Do When You Don’t Feel Comfortable Being Yourself at Work (Harvard Business Review)