Author: Marcia Zidle

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The Top 7 Interviewing Mistakes: Are You Making Them?

business-leader-interviewing-job-candidate

Have you ever hired someone who did not live up to expectations? I’m sure many of us have at one time.

An effective interview can prevent that from happening? The purpose of the interview is to obtain good information about an applicant to make a wise selection decision. It may sound simple but then why are there so many poor hires? Too many people rely on gut instinct in their hiring decisions.

Be aware of these seven common interviewing errors that prevent you, hiring manager or business owner, from getting the best

1. Focus on the right stuff.
Pinpoint the specific skills necessary for success in the job. Develop behavioral interview questions to reveal whether the candidate has what it take to match the job requirements.

2. Never begin an interview saying:
“I haven’t had time to really review your resume…so tell me about yourself.” Before every interview, study the person’s resume to zero in on qualifications, to decide on what questions to ask and to make efficient us of the allotted time.

3. Don’t ask for information you already have.
You ask, “Let’s see, how long have you been in your current position?” This is a wasted question because you should know the answer from the application. The interview should be used to obtain new information and hone in on the applicant’s capabilities.

4. Don’t be afraid to ask tough questions.
If you uncover anything during the reference checking or employment history review that raises red flags, ask about it during the interview. It is important that you clear up any concerns before you reject or hire the applicant.

5. Prevent interruptions unless there is an emergency.
Your office door should be closed. Put calls and messages on hold. Remember, the key purpose of an interview is to determine if this person is a good fit for the position. Don’t waste this precious time on other matters.

6. Make sufficient notes.
Relying on memory gives the first and last candidates an unfair advantage. Be aware of the “halo effect”. Placing too much emphasis on first impression or one characteristic can overshadow everything else.

7. Keep score with the right goals in mind.
Develop a rating system to analyze and compare each candidate. It could a simple scale from one to five with (1) being poor to (5) being great. Rate each person immediately after the interview, by matching the person to the job description. Narrow down your list to no more than three or four finalists. Then develop another list of questions and only then start comparing one candidate to another.

Management Success Tip:

Make the next interview count. Think back to previous interviews you have conducted. Did you make any of the above mistakes? If so, what can you do to improve your interviewing skills the next time around?

Do you want to develop your Management Smarts?

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Managing Your Boss to Manage Your Work

A-man-sitting-in-between-two-employees

In an ideal world, you would have an ideal manager: One who makes time for you, mentors you, defines her expectations, gives you feedback and supports you in getting your job done.

But in the real world, you might find that your relationship with your manager is less than ideal. In fact you might have several managers, all of whom have major projects for you to do and none of whom seem to have enough time to communicate a project’s priorities, answer your questions or provide feedback. Even if you like and respect your manager, you might find yourself feeling that you’re torn in a million different directions—and that your junior-level status precludes you from questioning her requests.

However, if your manager can’t or won’t manage your workload, then you have to. It will make your job a lot easier—and you might even get positive feedback for exhibiting a take-charge, pragmatic attitude. Here’s what you need to do.

1. Ask for deadlines.
When you receive an assignment from a superior, you might feel the urge to rush around like a crazy person as you try to complete the project in record time. But you don’t always have to do that. In fact, the eager assumption that something is due long before it actually is can lead to unnecessary stress and the possibility of hastily made mistakes.

Don’t be afraid to ask “when do you want to have it on your desk or turned into accounting or whatever?” If the answer comes back ASAP, then ask again. You can say something like: “I just want to make sure I get this to you on time. Would you like it by the end of today or by tomorrow noon?” This kind of request demonstrates that you’re organized and trying to plan your time.

2. Ask clarifying questions.
When someone is outlining a project for you, make sure you pay attention and ask any clarifying questions as soon as you can—even if she’s trying to rush through the instructions. If you say “no problem” to an assignment when you’re not entirely sure what it entails, odds are you might look foolish when you come back hours later without having made any progress.

3. Ask for priorities.
If you’re feeling overloaded and you know you can’t reasonably take on another project, there’s no harm in asking your boss how she wants you to prioritize things, or even asking for an extension on a deadline. There’s no point in being a “yes (wo)man” if you just don’t have the time to deliver your best quality work. Explain your situation by saying something like: “I have these five projects on my plate, and I’m concerned that I won’t be able to finish them all by next week. Are there one or two that are less of a priority that I could tackle two weeks from now?”

Career Success Tip:

Of course, make sure that you follow through on your promises. Your boss should respect your time, and you should respect hers. If you ask for a deadline or request to modify an assignment, make sure you stick to your side of the agreement. It’s not just about managing your workload; it’s about making sure you’re being effective, efficient and valuable to your boss and the organization.

Do you want to develop Career Smarts?

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Employee Retention:5 Key Management Practices

attractive-hardworking-young-afro-american-office-worker-sitting-desk-front-open-laptop-pc-making-notes

Are you aware of Tootsie Roll Pop Strategy of employee retention?

Inside a tootsie roll pop is the chocolate core- that is, the wages and benefits. Yes, a competitive compensation package is important. But that gets people to show up for work but not necessarily to give their 100%.

However, there is also the outer layer of tootsie roll pop. That is the different flavors—red, green, orange, etc. These different flavors are the variety of the management practices of a company. Some taste really good and satisfy most employees and some don’t.

Here’s what a manager of Information Systems, who has spent a good art of his career recruiting and supervising professionals as well as support people.

“It was a terrific learning experience for me…..mostly because it was a chance to discover some universal truths about employees.”

What Are These Truths?

1. Most people are content being paid at or around the market rate for good quality work.
SOME folks are extremely money conscious, but eventually they learn that the paycheck comes every two weeks all on its own, and other motivators come into play very quickly. There are very few folks who can be bought for money alone.

2. Most people want two opposing things out of their jobs.
They want to feel they are part of a group that’s able to accomplish greater things than they could on their own, AND they want to know that they stand out as individuals. The job as a manager is to give them BOTH experiences: to bring about a ‘team spirit’ and to let his staff or team know what a great job each one is doing.

3. Most people have a few ongoing needs that motivate them to do their best work and to stay.
They include a clear direction of their job or project; specific assignments that help them grow; access to necessary organizational resources, and feedback on their performance on a regular basis. Otherwise, they pretty much want to be left alone to get their job or assignment done.

Five Key Management Practices

He then realized that his job as manager became very simple. To motivate high performance and, at the same time, ensure employee satisfaction within his group, he just needed to:

  1. Provide employees with a clear sense of where we’re going and why
  2. Make sure they have the necessary resources to get their job done
  3. Be attuned to their professional needs and try to provide them with assignments that meet these needs (not always easy but still attainable)
  4. Regularly meet with them both formally and informally to give and get feedback on what’s going on
  5. Praise their efforts and their accomplishments. A simple “thank you” goes a long way.

Management Success Tip:

This manager’s comments reinforce my observations that the primary reason that people commit to a job, an organization, or an effort is not financial! It is the basic feeling of success. The employee who achieves, who accomplishes his or her goals and objectives, who maintains a feeling of personal worth and value, will more likely remain with the organization.

Do you want to develop your Management Smarts?

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Career Management: Insights From the African Bush

A-business-manager-standing-in-his-office-smiling-to-the-camera.

career managementI came across an African proverb recently and it has some relevant lessons we can all apply to our day to day lives and managing our careers.

Here it is!

“Every morning in Africa, a gazelle awakens. He has only one thought on his mind: To be able to run faster than the fastest lion. If he cannot, then he will be eaten.

Every morning in Africa a lion awakens. He has only one thought on his mind: To be able to run faster than the slowest gazelle. If he cannot, he will die of hunger.

Whether you choose to be a gazelle or a lion is of no consequence.

It is enough to know that with the rising of the sun, you must run. And you must run faster than you did yesterday or you will die. This is the race of life.”

The realities of life and death, as they relate to running, is different for the gazelle and the lion in the African bush than it it is for the gazelle and lion in a zoo. For one it is a daily priority – it’s life or death; for the other, it’s an option based on the amount of space in the cage.

What is it for you?

Is your career in a cage where no where to go? Then what are you doing to reboot or recharge it? Or is your career a daily priority? Then how are you running faster or at least smarter every single day?

Smart Moves Tip:

Invest in your career. Most people forget they really have two jobs. The first is to do what you get paid for and do it well. The second is to do what’s required to ensure your career is where you want it to go and not leave it to someone else. Also see Are You Ambitious? 7 keys to Career and Life Success and Career Satisfaction: Do You Have It?

Do you want to develop Career Smarts?

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Employee Orientation: Prevent New Hire Or “Buyer’s” Remorse

A person being given an orientation on a new job

How much of money do you spend on hiring the right people and then waste by pouring cold water on their enthusiasm on that very first day?

Almost all companies do an orientation for new hires but few pay much attention to them. Often workers come to work excited about the prospects of a new job and new friends only to get cold water in their face the first day or week on the job. Many companies miss an opportunity to make a greet first impression.

Research has shown that improving orientation can increase retention rates by as much as 25%. Like any major decision such as purchasing a new house or a new car, new hires are looking for assurance to the question: Did I make the right choice to come here? Let them know from day one that they did. Below are 3 employee orientation tools to boost their productivity and commitment.

1. Tools to “Celebrate a New Hire”

The “celebration” approach assumes that the first day, week, month as crucial to getting a new hire “signed on” to the company’s mission and committed to the job. Managers and team leaders need to take a larger role in “closing making the new hires feel welcomed and important.

  • Have the CEO, general manager or department head make a “glad you’re aboard” phone call or send a welcome email.
  • Have a surprise welcome party in the new hires work area with coffee and pastry or arrange a potluck lunch.
  • Take a team picture on the first day and have it signed by all or put the new hires picture on.the company website or newsletter.

2. Tools to “Jump Start” Productivity

Many workers encounter delays and frustrations in getting the tools and training they need to start off running in their new job.

  • Have someone show the new hire around (location of supplies, copier, restroom, coffee machine, lunch places,, phone system, expense account procedures so on).
  • Make sure new hires have all needed information and supplies from day one (passwords, telephone numbers, e-mail addresses, furniture, computer, tools, etc.)
  • Assign a buddy from their own department so they can ask “stupid” questions and learn “how things are done around here.”

3. Tools to” Make Them Part of the Team”

Quickly assimilating and developing new hires into productive employees can make a significant contribution to your group, team or department.,

  • Plan an hour or so of uninterrupted time with the manager during the first week to go over with the new hire expectations, assignments, role in the department, etc.
  • Have a short team building activity so that the new hire gets to know team members and what they do.
  • Make sure the rest of the team is open, friendly and cooperative especially if the new fire is taking a team members place.

Management Success Tip:

The good news is that a new hire orientation program offers an opportunity to build a lasting impression of the new company. The bad news is that that is going to happen whether you plan it or not. Isn’t it better to plan the new recruit’s impressions than to have it happen haphazardly?

Do you want to develop your Management Smarts?

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Your Next Performance Review: How to Get a Great One

A woman going through a performance review

performance evaluationEven if your performance review is due at a later date, you should start getting ready now. Put your best foot forward with these four strategies.

1. Know the system.
To get the most from the experience and present yourself in the best light, understand how your company handles reviews, beginning with the form (s) that has to be filled out. Some companies ask employees to complete a self-review form, sometimes online. Others leave the writing to the boss and let employees have their say in a face-to-face meeting.

2. Keep track during the year.
Most performance-review systems operate on a yearly calendar. Keep track of your work throughout, so that you can cite your accomplishments. Keep a log, or review your e-mail regularly to refresh your memory on the projects, initiatives, and challenges you’ve managed. See My Success Portfolio.

3. Make your case.
Before your meeting, create a short (one- or two-page) document that lays out your view of your: a) work over the past year; b) goals for the new year; c) needs, that is, the tools, training, and access to people that will help you reach your goals; d) your strengths and areas for improvement; and e) feedback for your boss — on communication processes, scheduling, whatever. This works best, of course, with a boss who is receptive to suggestions.

4. Focus on your out-of-the-ordinary contributions.
Many employees believe that they’ll get a good review and a hefty raise if they simply list everything they did during the year. Guess what? Most of that stuff is what you’re already paid to do. A salary increase is a reward for exceptional performance. So when you list your accomplishments, focus on key results. For example, as a human resource specialist, the employee survey you were responsible for, lead to a reduction of turnover in the logistics department.

Career Success Tip:

Keep your manager in the loop. The more she’s aware during the entire year of your plans, progress, challenges and successes, the more in sync you’ll be at that big annual review. Wouldn’t it be nice to see eye-to-eye there and then retire to a relaxed lunch?

Readers, reply with your horror as well as your glory stories about your experience giving or getting a performance review. I’ll compile them in a later post.

Do you want to develop Career Smarts?

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Enthusiastic Employees: Do You Have Them?

enthusiastic workers in an organization

“I mean it. I feel like I’ve died and gone to heaven here. If things stay this way, I’d like to spend the rest of my working life for this company. You feel like a real person, not just a number.”

This a quote from the book “The Enthusiastic Employee: How Companies Profit by Giving Workers What they Want” by David Sirota. Most people, when they’re hired, are ready to work hard and eager to contribute.

What happens to dampen their enthusiasm?

Sirota’s research states that the workplace is rife with myths – many of them involving how employers view employees. Here are the myths that deal with employee motivation.

1. “Employees will never be happy with their pay.”
In fact, about 40% of workers rate their salaries as good or very good. Less than a quarter or 23%, say it is poor or very poor. When employees complain about their pay, they are really unhappy with something else – perhaps the long hours, or lack of praise, or poor working conditions

2. “Most people don’t care whether they do a quality job.”
They care a lot! A major reason for worker frustration, the authors discover in their surveys, is not being able to get the job done or done well because of obstacles such as poor equipment, insufficient training, bureaucracy, and conflict among the various parts of an organization.

3. “Telling people they’ve done a good job makes them complacent.”
Recognition for good performance is one of the most powerful inducements to continued good performance.. When employee performance is taken for granted by management, as in, “that’s what we expect, why mention it,” employees and the company both lose.

4. “Most employees resist change, whatever it is.”
Actually workers resist change they perceive as harmful to them or to the company or new policies that were developed in secret. Give them better furniture, faster computers or easier softer systems and they have no complaints.

What are the truths about motivation?

The Enthusiastic Employee found that a vast majority of workers wanted these three things:

1. Equity:
They want to be treated fairly and justly – in relation to their peers and in relation to the basic conditions of employment (things like pay and benefits, safety and respect etc). The policies and practices that facilitate employee enthusiasm begin with the concept of equity — the degree to which people believe their employer treats them with fundamental fairness.

2. Achievement:
They want to be proud of what they do, and the organization for which they do it. They want to be recognized when they do a good job.

3. Camaraderie:
They want to interact with others and have co-operative relations while doing the work. Teamwork matters to most people.

Management Success Tip:

When employees feel enthusiastic about their work, it shows up in how they perform and how they treat customers. This, in turn, influences customers and their desire to buy or use your services. So, these three needs matter – they drive employee performance and business performance. Employee loyalty is not dead; it’s not even on life support. It’s there. Management needs to feed it regularly and give it air to breathe.

Do you want to develop your Management Smarts?

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Career Advancement: Have You Hit the Glass Ceiling?

A man stressed out in his office with his hand on his head

Do you feel that you’ve gone as far as you can with your current employer? Are there sign that you’ve hit what’s known as the “glass ceiling?”

This is the point at which you can clearly see the next level of promotion yet, despite your best effort, something is stopping your career progression.

If you do, here are five steps to break through that glass.

1. Identify the key competencies.
They are the common skills and attributes of the people in your company’s upper levels. Companies that value innovation and strive to be leaders will probably promote individuals who are outgoing, risk takers, and not afraid to “tell it like it is.” However, if you work for a conservative company (such as a utility), chances are that top management are analytic thinkers with a reputation for avoiding risk and making careful decisions.

What behaviors does your company value and reward? What type of person is promoted?

2. Strengthen those competencies that count.
Once you know what sets leaders apart in the company, ask your boss what skill areas you need to develop. Let your boss know that you want to work toward a higher-level position. Work together with your boss to set goals and objectives, then monitor and measure your performance.

What areas of your performance can you improve? What additional skills do you need to develop to be considered for an advanced position?

3. Broaden your network.
You should also build relationships with other people in your organization. You never know who may be in a position to help you or provide you with valuable information. It’s important to network in all areas and levels of your company.

Who can you reach out to on a regular basis? Can you get involved with cross-functional teams?How can you expand your professional network outside of your organization?

4. Find a mentor.
Having a mentor is a powerful way to break through the glass ceiling. A mentor can help you learn how to get connected to the information and people who can help you. A mentor can also be a great source of ideas for your professional development and growth.

Will your boss be able to provide mentoring support? Are there people with strong political power who can offer you assistance?

5. Build your reputation
Ultimately, the way to get ahead is to get noticed. You want people to see your competence, leadership abilities, technical knowledge, and any other competencies that are typical of people at the top. Remember, while you can see up, those at the top can see down. Make sure that what they see is important. Here are some examples: Seek high-profile projects, speak up and contribute in meetings, share ideas with peers as well as people in higher positions.

How are you going to champion and market yourself to build your reputation?

Career Success Tip:

We can’t all be exactly the type of upper management person our company wants. What we can do is develop the skills that the company values. Arm yourself with a development plan as well as the help of your boss, a strong network, and, hopefully, a mentor. Push yourself beyond your comfort zone, and you may find new zones of opportunity.

Do you want to develop Career Smarts?

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When Times Are Tough What Do You Do?

A-focused-career-woman-working-on-her-laptop

Our company is going through some hard times because of the economic uncertainty. We are tightening our belt and trying not to lay off our folks, but we may be forced to. How do we make the best of a bad time for our business?

It is easier to be open with employees when the news is good. When business realities get more difficult, many managers tend to adopt a bunker mentality, developing strategy behind closed doors as employee anxiety mounts, trust declines and rumors fly. Than you have a real morale problem and the potential of productivity going down and customer complaints going up.

Even bad news has the potential of strengthening the relationships with your present and future employees, when communicated clearly and effectively. Here’s how

1. Communicate widely, honestly and often.
Tell employees about the hardships facing the company. It is likely that they have already sensed the situation, but it is important that they hear the news directly from management.. Acknowledging and discussing the company’s position is the first step to keeping people involved and thus committed to solving problems they understand.

2. Fill in information gaps for your employees.
If layoffs become necessary, people won’t be shocked if they have been able to see them coming. Constantly update your people through emails, voice mails, face-to-face meetings and even webcasts. In times of uncertainty, no news is NOT good news.

3. Give the most pressing information first.
When the question on every one’s mind is, “Is there bad news ahead?” let them know. Then the second question is “What about me?” Provide honest communication even to say, we don’t know, but will let you know as soon as possible. And then do that.

4. Tell employees that they are appreciated.
Reinforce that they are valued, and that they will play a vital part in the organization’s future success. Increase motivation and recognition efforts.

5. Realize that good news is important too.
Don’t get so bogged down in the negative that you forget to pass on the good. Long-term success follows a series of smaller “wins,” and announcing these wins as they occur will help rebuild employee confidence and encourage them to continue to be productive.

Management Success Tip:

Employees need leadership at this time. They want to know where the company is going, how it’s going to get there, and what is needed from them so that they can get immediately on board. Don’t wait until the plan is perfect – it never is. You can say right now this is what we need to do and management will keep you informed of changes. And don’t forget to thank them again for their work and commitment.

Do you want to develop your Management Smarts?

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Are You About To Lose Your Job?

employee-being-fired-closing-laptop-while-holding-tray-with-personal-belongings-before-leaving.

are you abut to lose your jobI’m starting to see and hear things that make you wonder. Am I about to be let go? Should I start looking for another job fast? Or should I hold on and hope it won’t happen?

That was a call from Jack who had attended my presentation “Career Power: How to Build !t Keep It!”

Our coaching conversation centered on the signs that indicate one’s job might be at risk. Here are three clues that you’re about to lose your job from Forbes.

1. You stop getting feedback on your work.
This can be confusing especially if your boss who has regularly talked with you about your performance – giving both positive and negative feedback. Now there’s none. You may want to believe the best — that everything is fine; whatever performance problems have been resolved. Don’t fall is this trap. Go immediately to your boss and ask for a meeting to discuss specific performance areas. But be aware that you may get bad news.

2. You start getting an increase in written feedback.
Most companies have a performance management process and it’s governed by HR and legal. When a manager goes to them about an under performing employee, the first question is “what’s your documentation?” Usually, there isn’t much. So all of a sudden they start, and they make sure it’s written so there’s a record. This means a case is being made, so take it seriously. Find out quickly the process – the steps for disciplinary action and termination. There may be things you can do to slow it down or even stop it

3. Expectations for your work decrease or disappear.
If your workload has lessened but your colleagues are complaining about too much work or some of your tasks have been delegated to another person or team, then usually something is up. Most companies in these turbulent economic times are looking to cut expenses by lowering head count. Realize that a full plate is a safe plate .If your plate is being emptied or not refilled, go immediately to your boss. Don’t say you have no work. Rather find out your boss’s or key problem ara and come up quickly with a plan to solve it. make yourself valuable.

If you see these signs ,it may be best to get moving to your next opportunity while you still have control. It’s a sad event to lose your job, but a disaster if you had no idea it was coming.

Career Success Tip:

Losing a job is not the end of the world; it can be a new beginning. So toughen up and ride the roller coaster of change. Life comes at you fast and furious. Anticipate, prepare and have a plan B and even a plan C. Most important, develop Career Resilience – how how to overcome and grow from challenges.

Do you want to develop Career Smarts?