PAM's Talent Management Blog

Don't Make Feedback a One Way Street

 Email Article  

Tweet  

  

Being the boss means you have to make the tough decisions. You’re the one who has to fire and hire people, decide where money is spent, and decide whether or not your employees are performing at the level necessary to make your company succeed.

But even though you’re the boss, it doesn’t mean you don’t make mistakes. As the employer you have people looking at everything you do and judging every decision you make. That’s why it’s just as important for you to GET feedback as it is for you to GIVE feedback. Taking suggestions from your employees does not make you weak. It can actually make you stronger. Most of the time, employees see things that you can’t see yourself.

Start by making a suggestion box and leave it in a common area that everyone has access too. Then once a week check the box and see what changes have been suggested. Even if you don’t agree with them all, sometimes you will find that diamond in the rough.

Asking what the employees think about their work environment and how they feel about the people they work with can help make you a better boss. Become a leader that is confident enough to ask for help because you cannot do everything even though sometimes you might wish you could!

Communication is a two way street and if you don’t ask for your employees to speak openly with you about problems in the office a lot of people might become unhappy creating a hostile work environment for everyone.

Creating SMART Goals for 2012

 Email Article  

Tweet  

  

It’s coming to the end of another year and the perfect time to set goals for what you want to accomplish in the next. Perhaps you’ve set goals in years past… maybe you’ve called them resolutions… and they somehow don’t seem to get accomplished. But there’s a secret to setting goals that happen. Making your goals SMART will give you a leg up on actually reaching your goals in 2012. Let’s find out how.

What do SMART goals stand for?

S - Specific

M - Measurable

A - Attainable

R – Realistic

T – Timely

How do I create SMART goals?

Get out a pen and paper and make a list of goals you want to accomplish in the next week, month or year. Once you have your goals it’s time to turn them into SMART goals starting with the S.

Specific

You need your goals to be straightforward, focused and underline exactly what you want to happen. By making specific goals that’s exactly what you will do. In order to do this it’s helpful to answer the following questions about each goal:

1. What do you want to accomplish?
2. Why do you want to accomplish the goal?
3. Who is involved?
4. How are you going to accomplish the goal?

Remember to keep your goals clearly stated. What’s the difference between a specific and general goal? A general goal might be, “To finish the interviews” and a specific goal would be, “To finish the interviews in two weeks by scheduling two interviews a day.”

Measurable

It’s important to measure your goal because this allows you to see whether you are accomplishing the goal within the time frame created. If you are unable to measure your goal you will have trouble managing it. By choosing measurable goals you will be able to stay on track, reach your target dates and watch yourself reach each goal step by step.

Attainable

If you choose goals that are too far out of reach, you probably won’t commit to finishing them. Although you may start with the best of intentions, the knowledge that it is too much to handle will cause your subconscious to remind you of this and will probably stop you from giving it your best efforts. You want the goal to challenge you a bit but not so much that it is completely impossible.

You can accomplish practically any goal you set when it’s attainable. Goals that seemed out of reach will eventually move closer and become attainable because you will grow and expand to the challenge.

Realistic

For a goal to be realistic it must represent an objective which you are both willing and able to work toward. Remember that even though a goal is challenging it doesn’t mean it isn’t realistic. You have to be the one to decide whether or not you will be able to handle the pressure. If you can meet the challenge that’s when you know the goal is a realistic one. A goal is probably realistic if you believe it can be accomplished.

Timely

Every goal you make needs to have a time frame in which it is going to be completed. If you don’t have a time frame for your goals there will be no sense of urgency. Without a time frame you will just keep saying, “I’ll finish this goal someday.” But if you create a specific day then you can be held accountable for keeping to that timeline.

“Thinking Outside of the Box”

 Email Article  

Tweet  

  

I cannot even count how many times I have heard people tell me to “think outside of the box.” It seems easy enough but when you actually have to think of something new you realize it’s not as simple as one, two, three. So how exactly do we “think outside of the box?” Here are six ways to help open your mind and spark that creativity you may not realize you have:

1. Learn something new! Take a class or watch a webinar online about something you aren’t an expert in. This can help you to understand different aspects of your industry and can help you to expand the way you look at problems and the possible solutions you could come up with. Looking at the same problem you are faced with from a different perspective can help open your eyes to the solution.
2. Write it down! You are always thinking and sometimes you will be getting your coffee and come up with a great idea but by the time you get to the office you completely forget about it. Don’t let this happen to you because sometimes the greatest ideas come to you in the most unlikely ways. Make sure you write it down! Sometimes just making a list of ideas can help you actually see it and sometimes putting them all on one paper can help you make connections and see things differently.
3. Switch it up and flip it around! Sometimes when trying to come up with a new idea you start traveling in a circle getting stuck within the same thinking and can’t get any new ideas. It can be helpful mix it up a bit. Draw a picture, flip your paper upside down, try working backwards, or change your environment. Working in the same place every day is not always good when you’re trying to get your creative juices flowing. So take walk, do a puzzle or watch a funny clip. Just do something that can take your mind to a different place because sometimes the best ideas aren’t the ones you can find easily.
4. Make mistakes and relax! Today, people associate mistakes with doing something terribly wrong and when we do something wrong we get stressed. But the truth is mistakes help us realize things that before we couldn’t see. So relax and make mistakes because sometimes making mistakes can lead to something greater. Let yourself be free to mess up!
5. Be Curious! Sometimes acting like a kid and asking question after question can be the greatest thing when trying to “think outside of the box.” Keep it simple by asking questions that start with why, when, what, who, where, or how. The answers you get will help you too see the whole picture and sometimes might help you realize something you never did before.
6. Get comfortable with being uncomfortable! This is probably the most important thing because in order to “think outside of the box” you have to defy the social norms! No one has ever been called original for doing the same old thing. You have to do something new and daring. Just be random!

How to Deal with Change within Your Company

 Email Article  

Tweet  

  

People like routine. It’s like a security blanket to most people and if that blanket is shaken a lot of people try to hold on tight and resist the change. This can be a problem when a company is trying to grow and its employees are reluctant for change to occur.

A lot of people will resist change because they don’t think it is necessary, they feel like they’re losing safety, security, their ability to perform at their previous level and in some cases it might feel as if they no longer have a place in the company. If these feelings take over it can cause employees to become resistant. A lot of times employees will start to perform poorly, try to interfere, refuse to participate, or even quit depending on the kind of change. Change can cause problems but there are some ways that will help get your employees to embrace change within your company.

1. Leadership! The leaders within your company must support the change or your employees will feel that they do not have to either.
2. Trust! If you and your employees have mutual trust change will be more readily accepted. Employees need to feel confident that the leader has their best interests in mind. Trust in leadership = Success.
3. Communication! Leaders within the company can use communication to gain employees’ trust. It’s important that leaders be honest! If you don’t confront the issues head on, rumors will spread and people will make up their own answers to the unanswered questions. Let them know that the losses such as feeling like a beginner to new software are okay because everyone is feeling the same way.  
4. Clarify! Let your employees know why the change is occurring, what the intended outcomes are and how it can benefit them.  Your employees need to understand in order to accept! 
5. Time! Give your employees time to wrap their minds around the change. Don’t just spring change on your employees. Give everyone a heads up on what’s to come.
6. Listen! Show your employees that you care about them and that their concerns and opinions matter to you!
7. Control! Create a suggestion box. Allow all employees to play an active role in the change by giving them a voice. If they feel like they are a part of the process, they are more likely to embrace the change. However, only ask for their opinion if you plan on considering it.
8. Positivity! Make sure you are giving positive feedback about the progress. Celebrate ALL successes!
9. Competence! Help your employees gain the skills, knowledge, and abilities they need in order to deal with the upcoming change. If it’s a new software make sure they get the proper training and that everyone feels they have received the training they need to succeed.

Tips for Work/Life Success

 Email Article  

Tweet  

  

Achieving balance between work and home is an ongoing process of juggling responsibilities between the two. Mastering this skill can reduce frustration and help you excel in both areas. The first step to accomplishing this is to periodically step back and analyze how everything in your life is going. Then you can assess what you need to change.

Here are three areas to examine:

1. Separation between work and family is extremely important. Work can get hectic and sometimes it can even start to take over your home life. You don’t want to come home and have to go straight back to work after a long day. When work ends that means it’s time to spend time with your family. Learning how to say “no” to work and letting go of workplace worries is a skill that is difficult to do, but worth working towards. Try to schedule your time so that you are able to finish your work while at work. Then, home time can be family time. If that becomes a regular practice, when work does need to take priority, it’s the exception rather than the rule.
2. Values are something you should follow whether at work or at home. Sometimes decisions can be difficult to make and knowing exactly where you stand can make tough choices easier and help to steer you in the right direction. Sticking to your values helps you to keep who you are intact in what can be a hectic work environment.
3. Organization is the most important aspect to gaining balance in your life. The best way to start is to get a calendar or planner. Write down what you have to do every day, even if it seems of little importance. It is usually the little things that get overlooked. Keeping a planner also allows you to look ahead and make sure you allow enough time for everything you have coming up. Remember that things can change or come up last minute so it’s important to revisit your schedule periodically and make necessary adjustments.

Remember that distractions and procrastination happen to everyone, but it’s important to focus on and keep to your schedule. Plans are just plans until you execute them. If you are able to balance work and family you will be able to enjoy each one more.

Turn Poor Employee Performance Around

 Email Article  

Tweet  

  

Learning how to increase your employee’s performance is a matter of two things: motivation and the employee’s aptitude. Let’s look at the latter.

It can be difficult to know whether an employee is a right fit for a position and for your company. Not every employee you hire is going to work out.  That’s why it’s important to take the time to see how each employee is doing. If you don’t take the time to check their progress on an ongoing basis, you may not realize an employee is not working out until something goes really wrong.

There are many ways to overcome employee performance problems. Here are a few you can try.

1. Look at the tools you have provided. Do your employees have what they need to perform to their fullest? If not, ask them what they would need to get the job done. But before you take the time and money to fix it, do your own investigation because sometimes people will place the blame on an external source, when in reality the responsibility lies with them.
2. It is always a good idea to provide additional training to your employees. Technology is continuously changing and sometimes it can be difficult to keep up. That’s why it’s important that as an employer to provide the opportunity for employees to retain and keep their skills current.
3. If the first two stops don’t work, it’s time to consider reassigning parts of your employee’s job in order to find a better fit. Find out where they have excelled and where they have fallen short. Then see if you can switch the responsibilities of your employees based on their individual strengths.

Remember that keeping an employee in a position that is not the right fit for them will not only cause challenges for the company but it doesn’t serve the employee well either.

What are some strategies you have used to turn poor performance around in your organization?

It’s Time to Say Good-Bye to Workplace Stress!

 Email Article  

Tweet  

  

People encounter stress in every aspect of life but especially at work. Stress at work can be caused by co-workers, the work environment, or the workload itself. Still, no matter where it comes from, it’s important for your health that you learn how to reduce the stress you’re feeling.

Below are five ways to help you deal with stress:

1. Time Management/Organization Skills: A good way to start is by making lists or goals for everything you need to finish as well as everything you would like to accomplish. First, make lists of what you need to do each day. Before leaving work every day take five minutes to list everything that needs to be done the next day, so when you get in the next morning you have a place to start. After you have a system for the day to day things, work on setting longer term goals for the week, month, and year. The reason for this is to help you look forward, allowing you to spread out projects over the proper amount of time. This will help prevent everything from piling up so that it does not become overwhelming.
2. Taking Breaks: Every once in a while taking a five minute break can be extremely beneficial. Concentrating on work for long periods of time can be stressful. A good way to deal with this is by stepping out of the office for a few minutes and taking a little walk outside. Use the time to clear your mind and breathe. Allow yourself to think of things other than work.
3. Activities/ Exercise: Becoming aggravated with co-workers or the work you’re doing does happen. How you deal with that aggravation is the key! It’s important to have an outlet other than blowing up in the work place. One of the best ways to help reduce stress is physical activity. A company softball team is an excellent way to get exercise and mingle with co-workers. If you don’t have a company team, it might be beneficial to start one. A company garden is another way to stay active, as it allows people to take a break from work and get some fresh air. Try to find something that will absorb you completely and invites you to forget about work and worries.
4. Listening! Whenever there is a disagreement in the workplace there can be a lot of tension between everyone involved. A way to help reduce the amount of tension is to seek out the person you have the issue with and truly listen to what they have to say. Sometimes the problem is that you don’t understand what the other person is trying to say and you have been assuming they are saying something completely different. It can help to rephrase what the other person has told you. This proves that you understand and were listening to their thoughts. It also means that when you speak they should give you the same courtesy. Talking it out helps because it allows everyone to see the problem clearly.
5. ASKING FOR HELP! Just because you want to be able to do everything doesn’t mean you’re going to be able to…at least not by yourself. Things can become overwhelming and sometimes people are embarrassed to ask for help. But asking for help can be the best thing for you and the organization.

Learning how to reduce stress can be beneficial in all aspects of life. When things become overwhelming, take a step back and breathe. Then try to solve the problem one step at a time.

Why should I take the time to motivate my employees?

 Email Article  

Tweet  

  

Why should I take the time to motivate my employees? This is a question that can be easily answered because people who are motivated will work harder! Many employers aren’t aware of what a positive effect motivation can have on their business. People perform at their best when they feel motivated, which is why motivation is extremely important in running a successful company. By motivating your employees you are pushing them to put more effort into every task, making them more likely to succeed in any venture they take on. Motivated employees start to look for ways to better themselves and the way they do things. They become more concentrated on the quality of work rather than the amount of work being done. By motivating your employees you are causing change for the better.

Employees can get caught in a loop of repetitive tasks, which can cause boredom and disengagement. Once employees become bored with what they are doing, mistakes and problems become more frequent. If this is a problem that has occurred in your organization there are things you can do to improve. The changes don’t have to be huge. Start small and work your way up from there!

Motivation can come in many shapes and forms. A simple acknowledgement of a job well-done could be sufficient in some cases. In others, giving a raise or promotion to an employee can motivate them to work harder within the company. Any reward an employer gives to an employee tells them that they are a valuable asset to the company. It is important that an employer shows ALL their employees they are important to the company. This can be a lot of work, but if you are smart about how it’s done it can be simple.

A good way to make sure you do this would be to take time out of each month and look at what every employee has done recently. Make note of their best work and the areas most in need of improvement. Then take what you have written and communicate it! It’s a good idea to talk to the employee in private to see how you can work together to address the areas in need of improvement. As for when someone does a great job, don’t just say “You have been doing nice work lately.” Rather, “I have noticed that you have been putting a lot of effort into making sure all the detail of the project are in order.” It’s important to name specific accomplishments! Let them know you can pick them out of the crowd and that they aren’t just another employee.

Trying to decide when motivation is needed can seem difficult, but there is no wrong time to motivate employees. Even if everything seems to be running smoothly, you never know when a person may need a boost. Motivation can be used at any time, but it is especially useful when a company is having trouble. At times of instability employees can start to feel insecure and afraid that they may lose their job. By communicating that the company is secure they will stop worrying and concentrate on work. They will move their focus back to working hard which will eventually contribute to the company’s success. Motivated people turn the impossible into possible.

Nurturing Employee Performance through Body and Mind

 Email Article  

Tweet  

  

PerformancePAM Garden Club: Day 1

Employee involvement programs created for and run by employees instill a sense of ownership and community among their members that can significantly increase production and retention levels. When employees choose to participate in "extracurricular" programs, they are choosing to spend more time with their colleagues. These teambuilding activities after hours help employees work better together from 9 to 5.

Since nurturing employees is what PerformancePAM is all about, we thought it would be fitting to start an employee garden. It all started two months ago when a group of employees met to found the "PerformancePAM Garden Club" and plan out the garden. The following Saturday, the Garden Club met to get started. The crops include:

• Corn
• Green beans
• Potatoes
• Cantaloupe
• Watermelon
• Cucumbers
• Carrots
• Green onions
• Tomatoes
• Spinach
• Bell peppers
• Sage
• Mint
• Basil
• Parsley
• Chives
• Rosemary
• Thyme
• Basil

An employee garden also encourages healthy habits that can reduce sick time, increase attendance, and possibly reduce your investment in employee health insurance premiums. What's not to love?

What employee programs has your company started? Have they been well received? Would you like to hear more about employee programs that increase workplace satisfaction?

PerformancePAM Garden Club: Day 27

What NOT to Do when Managing Employee Performance

 Email Article  

Tweet  

  

Are all supervisors prepared to actually supervise, nurture, and guide their employees to become successful and productive? Not always! When I now think back to my first supervisor job many years ago, I now know how unprepared I was to do so.

I was promoted to a Payroll Supervisor and had 10 staff members reporting to me. On a day to day basis I thought I was doing a good job. Then it came time for performance reviews. It was the DREADED thing you HAD to do once a year. If I only knew then what I know now!

Choosing a score from 1 – 5 to rate them was no problem. But then you HAD to put comments in to justify the score you had given. I had to do my first ‘BAD’ review. This person, we'll call her Cindy, was the least productive of all my employees. Her work had many errors. She could not stay in her desk chair and was always wandering. Her co-workers even brought a ‘seat belt’ that they attached to her chair to buckle her in and keep her at her desk. They were tired of having to answer her phone!

The dreaded day came when I had to meet with her to go over her performance review. Needless to say it did not go well! She was completely blindsided and was not expecting what I had to tell her. MISTAKE #1.

I had to tell her that her performance was poor, she needed to make less errors, and she be more productive. What I was not prepared to do was tell her what more productive looked like and what less errors meant. MISTAKE #2.

She walked out of the meeting really angry, believing that I was picking on her. She thought her performance was OK and really did not care to be a top performer anyway. I felt really bad and knew that I was going to have to go through the process of written warnings for poor performance with her if things did not change. I then realized that perhaps she does not know what is really expected of her. GREAT INSIGHT… just a little late. MISTAKE #3.

I decided that I would put together a daily schedule of the tasks she was expected to complete. She was to check off and initial when it was done. She also kept track of how many incoming phone calls she had, and how many manual checks she had to prepare on a weekly basis due to errors in the payroll processing. We sat down together and discussed each task and whether she understood how to complete them. We met on a bi-weekly basis to review her progress. It was amazing how these little things could turn a person's performance around. Because we were keeping track and monitoring things, she could see that, YES, she was making many errors and that she was not productive. She really did want to do a better job but just needed some structure and clearly written expectations to know what a good job was.

Cindy made a huge improvement in her performance and felt good about her job and the work she was doing. I learned big lessons in how to be a more effective supervisor.

MISTAKE #1 – A poor performance review should never be a surprise. Employees should be met with on a regular basis to discuss their progress on goals, overall performance, and any training that may be required. They should know where they stand in regards to their performance.

MISTAKE #2 – Employees should know what is expected of them. How can you expect them to do a good job if they don’t know what a good job means? Telling them they must return phone calls in a timely manner is great! But for me timely may mean in the next hour and for someone else it may mean in the next business day! Clearly define the expectation and have a means to track or monitor them.

MISTAKE #3 – Not all employees work alike. Just because the majority are meeting expectations and understand their job does not mean that everyone does. People work and act differently and may go through the same sort of training and come out with a completely different understanding of simple tasks.

What mistakes have you made when assessing the performance of your employees?