CREATING GREAT PLACES TO WORK | | | | Summer's are usually slow for us. This has not been the case this year. I guess they heard we increased our staff and wanted to put them to work. I don't know the real reason, but we are here to serve.
Question: Would you like to improve the level of customer service at your organization? We are putting together some resources to help you become the leader in the field. Please answer these 8 questions.
Greg Smith Founder and President Chart Your Course International Inc. 770-860-9464 | | | | | $400 off the August DISC Class
This is the LAST Month | | Two Things You Need To Do For Your Millennial Employees | | Millennials in 2019 are ages 23-38 and their population is larger than the Generation X demographic that came before them. This next generation of managers and leaders are eager and energetic. They are just as critical and important to the workplace today as well as the future.
However, it’s important to note that as a group millennials are not as loyal to employers as other groups. According to a 2016 survey of millennials, 66% of this particular demographic start a new job with the expectation that they will leave in three years. So what is the secret to retaining millennials keeping your turnover low?
Current Leadership
One of the most important things to note is that most employees leave a job, not because of wages or work, but instead, it’s the managers that they have. It’s important to mentor and coach them a way that they both understand and makes sense for the company. A trustworthy and willing leadership team is important to keep your employees.
This is also important when it comes to having regular performance reviews and giving feedback in real time. This might include weekly one-on-ones, daily numbers sent via email, and regular reports given. An annual report will not work because how can someone fix a problem or continue doing something positive if they only hear feedback once a year?
Path To Promotion
A millennial that has at least 6 months of experience is going to feel that they are ready for a shot at a promotion. However, promotions should have a required length for a promotion to be allowed. If you do have a requirement, make sure that expectation is set during the interview so it is clear what will be required.
Most millennials are not going to stay at a job that doesn’t promote from within. Why would they want to start an entry level job with no chance of moving up in the company? Promotions shouldn’t be guaranteed, but based on job performance and given fair opportunities.
Applying What You’ve Learned
Once you’ve figured out what you need to do to keep millennials as employees, it’s important to apply it right away. Meet with your teams and make sure they understand what you will be implementing and get started on a game plan. Let your employees know that you care and what changes will be taking place and you are sure to see a change in morale. ~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved. | | | | Get Your Betsy Ross T-Shirt | - America Betsy Ross Flag
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| | | | Great Mentors Do More Than Give Advice - They Ask These Questions | | Being a good mentor is very important, but the question of how you become a good mentor is always up for debate. It’s about being so much more than just someone that tells you how they achieved success. One of the most common and important characteristics of all good mentors seems to be their ability to ask insightful and meaningful questions.
Asking questions to your protégé will allow you to be more insightful and offer better solutions tailored to their specific situation. You will begin to build a genuine relationship with this person where trust can be established and a mutual partnership will grow. Here are some of the questions all the good mentors ask.
1. What Are You Reading? Finding out about your mentee’s reading habits, interests, hobbies, and other personal questions will help you build a lasting relationship. This will also allow you insight into their lives and the way they respond to situations. When your protégé knows you are someone they can trust, they will open up to you more allowing you to help them in the best way possible.
2. What Obstacles Are You Facing? Mentors can provide valuable insight to overcoming obstacles when they understand just want their understudy is going through. Sometimes, the person may not have even thought about their obstacles and need to be prompted to dig deep. This will also give you an opportunity to find their strengths and weaknesses.
3. What Options Have You Come Up With? Pointing out the exact solution to your protégé’s problems isn’t always the best way to go about things. You should allow your mentee to come up with potential solutions to their obstacles. There will be a time when you need to fill in the gaps to trigger a solution, but doing all the work for them will not help them grow.
4. What Do You Want To Be Different In 3 to 5 Years? This is a great question to help your understudy look forward to the future while determining what they can course correct now to get there. A 3 to a 5-year window is perfect since it's not so far in the future that they get distracted by how much can change by then.
5. Tell Me More. While this technically isn’t a question, this bold statement will prompt your mentee to provide more information on their opinion or the conclusion they came up with. Biases or blind spots that they couldn’t see before will become more obvious. You as a mentor can help expand their mind around the situation and find new ways to help. ~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved. | | Increased Number of Harassment Complaints May Be Good News | | By Ann F. Kiernan, Esq., Fair Measures Lead Trainer
In 2018, both internal harassment complaints and formal harassment charges filed with the federal Equal Employment Opportunity Commission (EEOC) increased sharply. The EEOC reported nearly 14% more sexual harassment charges in 2018 than in 2017. State fair employment practice agencies received 18% more sexual harassment allegations in 2018 than the year before. Texas led the nation in the number of sexual harassment claims, followed by New York and Florida.
And that’s not all. According to a report from Navex Global, a leading provider of corporate compliance services and whistleblower hotlines, the number of internal harassment complaints received by its 15,000 client companies surged by more than 25% from 2017 to 2018. Some experts believe this is good news. Cathy Ventrell-Monsees, a senior EEOC attorney, recently said: “If those employees are stepping forward because they’re hopeful that they can trust their employers will address the problem, that’s a good sign.”
In developing a culture that encourages reporting, employers should note the results of a study reported in the Employee Responsibilities and Rights Journal that demonstrated a link between a strong anti-harassment policy and the likelihood that a bystander will report the behavior. Thus, when the workplace culture makes clear that harassment is taken seriously, it signals to bystanders that they are at low risk for retaliation if they report.
What this means to you: Before the #MeToo and Time’s Up movements arose in late 2017, many employers thought of harassment as a risk management problem: “How do we avoid being sued?” But those days are over. In 2019 and beyond, creating and maintaining a truly respectful environment has become central to workplace culture and reputation, absolutely essential for recruitment and retention of top talent.
At Fair Measures, we specialize in creating respectful workplaces for businesses by training executives, managers and employees about how to create shared organizational culture based on values, policies, and laws. We feature bystander training in all of our anti-harassment courses. Call us today at 800-458-2778 or email to find out more or to book a workshop. | | | | Don't Make a Hiring Mistake! Let Us Help Your Hire the Right Person. | Identifying and hiring the right people for the right job is the first step in accelerating organizational performance. Our hiring solutions and personal development reports allow you to hire, develop and retain top performing people. Don’t make the mistake of hiring the wrong person. Contact us and discuss how we may help.
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| | | | | | DISC Training Program – Self-Study DISC Program | This DISC self-study program allows you to move at your own pace at the comfort of your home or office. This program includes online video recordings, printed materials, password protected website and a reference manual explaining the DISC language. | | | | | | Emotional Intelligence (EQ) Training & Certification | Our emotional intelligence training program is delivered by Jennifer C. Zamecki, an Accredited Certified Professional Coach who has a wealth of knowledge and 20 + years of experience using these tools in both large global organizations & small companies. | | | | | | Why Chart Your Course International is the Best Organization for Your Hiring and Talent Management Solutions | | The Navigator Newsletter is the free newsletter from Greg Smith the Lead Navigator, author, speaker and organizational development consultant, along with his team of experts at Chartcourse.com. If you like it, please forward a copy to a friend. | | Copyright © 2019. All Rights Reserved. | | | | | | |
