How managers can help employees recognize and overcome conflict-based performance issues
When there is conflict among teams in the workplace, performance suffers. Managers can be the first-responders during these times and work with employees as facilitators in order to identify and work through the conflict at hand. Advantages of choosing mediation over litigation, according to SHRM , include saving time and money, being able to customize a resolution, and preserving confidentiality. Continue reading →
Nothing is work, unless you’d rather be doing something else. – George Halas
“I have a really good employee who has been with us for a long time. She is very efficient and productive, but she just has a bad attitude.” As an EAP we often hear statements like this from managers or supervisors. They are dealing with “a really good employee with a bad attitude.” Typically, the bad attitude affects the workplace in a negative manner. Bad attitudes are like a poison that infiltrates the workplace. Continue reading →
In the busy, fast-paced world of work, we’re regularly faced with important decisions that need to be made very quickly. We often find ourselves questioning whether we have enough information to act, and sometimes wondering if the information we have is what we need to inform our choices. One area where making the right choice is critical is when we are hiring new employees. Who among us has not experienced the sinking feeling that follows the realization that a person we worked so carefully to select is not the fit for the job or the organization we thought he, or she would be. After verifying experience and education, checking references and reviewing the oh-so revealing social media platforms, the deal breaking idiosyncrasies didn’t begin to show up until after the first payroll direct deposit – oye!
None of us has a crystal ball. We can never learn everything there is to know about a candidate or a person during the time that even the lengthiest recruiting process may take. But there are tools available to help hiring managers conduct more relevant interviews, onboard new employees more effectively and maximize the return on investment (ROI) in human capital. Incorporating the use of a selection assessment as one component of a comprehensive recruiting process can make a huge difference. The use of psychometrics can help us to learn more about how a candidate may respond to particular circumstances and provide a clearer picture of the total person. The science behind an assessment also positions us to make a more objective evaluation of the factors that need to be taken into consideration before extending an offer for employment.
The selection assessment we use with clients to help them learn as much about potential candidates as possible is the PXT, and now the new PXT Select™. Powered by the latest advancements in assessment technology, combined with more than 20 years of research, the PXT Select and its intuitive suite of reports helps fill the gap between the resume and the interview. It provides actionable objective data about candidates in a simple to understand format that can help hiring managers conduct more effective interviews and make more informed decisions. When a candidate becomes an employee, managers have access to coaching reports and other data to effectively develop and train the new employee and position him or her for individual success, and add value as quickly as possible, for as long as possible.
An assessment should never account for more than one-third of a hiring decision. Even when assessment results are not as favorable as a hiring manager would like, it does not mean that a candidate should not be selected. It does, however, provide the hiring manager with valuable information for consideration for training and development to be contrasted with other hiring criteria.
Few things can be as costly for an organization as the direct and indirect cost of employee turnover, and with having an employee who is not a good fit based on the company’s culture. The effective use of a selection assessment program can go a long way in regulating human capital expenses throughout the employee lifecycle by helping managers hire right the first time.
Our guest blogger today, Brenda Harrington, will be featured on our next HR30 Webinar where she will share examples of how she uses the PXT Select™ assessment with clients to help them conduct effective behavioral interviews and ask relevant probing questions when hiring. Click here for more info.
Brenda is the President of Adaptive Leadership Strategies, LLC. She can be reached by email at firstname.lastname@example.org, or by telephone at 1 703 723 6509. To learn more about the PXT Select™ and access sample reports, visit https://www.pxtselect.com/AdaptiveLeadershipStrategiesLLC
As we celebrate May as the month for mothers, I want to especially acknowledge moms of children with special needs such as mental illness, physical disabilities, and or intellectual disabilities.
It may be that you have a coworker, friend or acquaintance who is caring for a child with these needs. Often you may wonder if you can help or how you can help? You may be worried that you will say or do the wrong thing. Continue reading →