O slideshow foi denunciado.
Seu SlideShare está sendo baixado. ×

Finding, Hiring and Engaging Superstar Employees for Your Small Business

Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Kabbage Kam Webinars
#KabbageKam
Finding, Hiring and Engaging Superstar
Employees for Your Small Business
Featuring Speake...
•The workforce is changing
•Technology is changing
•Expectations are changing
Meet the speakers…
Andres Thomas
Customer Su...
Helgi Hermannsson
CEO & Co-Founder
Sling

Vídeos do YouTube não são mais aceitos pelo SlideShare

Visualizar original no YouTube

Carregando em…3
×

Confira estes a seguir

1 de 33 Anúncio

Finding, Hiring and Engaging Superstar Employees for Your Small Business

Baixar para ler offline

If you’re a small business owner, you spend a lot of your time wearing many hats. One of them is the human resources (HR) hat that requires you to recruit, hire, train, evaluate, compensate, and engage with employees – all while you are managing everything else. With so many moving components, how do you achieve HR excellence in a small business?

This presentation covers the five best practices that small business owners should execute to find, hire, and engage superstar employees

If you’re a small business owner, you spend a lot of your time wearing many hats. One of them is the human resources (HR) hat that requires you to recruit, hire, train, evaluate, compensate, and engage with employees – all while you are managing everything else. With so many moving components, how do you achieve HR excellence in a small business?

This presentation covers the five best practices that small business owners should execute to find, hire, and engage superstar employees

Anúncio
Anúncio

Mais Conteúdo rRelacionado

Diapositivos para si (20)

Anúncio

Semelhante a Finding, Hiring and Engaging Superstar Employees for Your Small Business (20)

Anúncio

Mais recentes (20)

Finding, Hiring and Engaging Superstar Employees for Your Small Business

  1. 1. Kabbage Kam Webinars #KabbageKam Finding, Hiring and Engaging Superstar Employees for Your Small Business Featuring Speaker From:
  2. 2. •The workforce is changing •Technology is changing •Expectations are changing Meet the speakers… Andres Thomas Customer Success Kabbage, Inc. Moderator Helgi Hermannsson CEO & Co-Founder Sling •What is HR management? •Hire for job performance •How to provide and get feedback Asta Bjarnadottir, PhD Partner & HR Consultant Capacent
  3. 3. Helgi Hermannsson CEO & Co-Founder Sling
  4. 4. The workforce is changing More than one-third of the U.S. workforce is between the ages of 18 and 34
  5. 5. Technology is changing 75% of mobile phone subscribers in the U.S. now own smartphones
  6. 6. Communication at the workplace is becoming even more important Expectations are changing
  7. 7. Research shows Lack of communication is interpreted as lack of respect
  8. 8. Reality Managers are lacking tools to get information to non-desk employees
  9. 9. Results § Low levels of employee engagement § High employee turnover § Inferior customer experience
  10. 10. Solution Take advantage of technology to create a more connected organization
  11. 11. Sling Sling is a free communication and shift scheduling software for non-desk industries
  12. 12. Sling – www.getsling.com
  13. 13. Asta Bjarnadottir, PhD Partner & HR Consultant Capacent
  14. 14. Best HR practices 1. Elevating the standards of whom you hire 2. Emphasizing (first-cycle) training 3. Making feedback your way of life and management style 4. Linking pay to performance 5. Over-communicating with your staff
  15. 15. What is HR management for anyway? Costs Results today + =Better people management Output / Income Quality Results in the future
  16. 16. The basic people processes - Defining the job - Recruiting candidates - Selecting among them - Contracting Reception (the first day newcomer training) - Training and development - Performance measures and feedback - Pay management, other rewards and benefits - Information flow up and down the organization chart Departure (voluntary, involuntary, retirement)
  17. 17. Best practice in people management • What usually works • Based on research
  18. 18. Best practice 1: High threshold for entry Each hire matters a lot more proportionately in a small firm • Look closely at the job • Should you make a change? • What requirements are there? • GET MORE APPLICANTS! • Evaluate applicants carefully
  19. 19. Hire for job performance! Knowledge Knowing Facts, rules, goals, self-knowledge… Skill Being able to do Cognitive skills, decision-making, interpersonal skills, self-management... Motivation Choosing to do Choosing a direction, choosing a level of energy, choosing how long to do it... Job performance has only three direct determinants: Performance = ƒ [ knowledge * skill * motivation]
  20. 20. Best practice 2: Invest in as much training as you possibly can In a small company you may not have a lot of in-house training, but training can give you a distinct advantage Prioritize training the newcomers • Ask more senior people to mentor them • Use outside training Train frontline managers • Use internal promotions
  21. 21. Selling a stint at your company “the Alliance way“ The old style • Lifetime employment: “Become like me in 25 years” • “We are like one big family here” A better way • Make 2-4 year alliance agreements • Clearly defined goals and tasks (OJT) • Employee gets: Growth and increased market value • Employer gets: Tasks completed and objectives met
  22. 22. Best practice 3: Provide regular performance feedback Lack of feedback is a key demotivator for many workers – Feeling underappreciated – Confusion about expectations – Reading too much into the wrong signals
  23. 23. A simple way to provide (and get) feedback Employee Manager Keep doing? Start doing? Stop doing? Ideas on goals for next period Always allow for discussion of past, present and future
  24. 24. Best practice 4: Connecting employee outcomes to performance • It is estimated that the best people produce 2-14 times (depending on the job) more than the average person • Often easier in a small firm to create the “line of sight“ • Everyone matters more • But small firms are often terrible about managing pay
  25. 25. Get really good at managing pay Some do‘s • Positive reinforcement • Explain your decisions • Be aware of comparison group • Rehearse! • Use flexible pay to minimize your fixed costs • Incentive systems tied to key outcomes (can often increase the right behaviors by 15-40%) • Spot bonuses Amy Gallo, 2014 Some dont’s: • Talking money only once a year • Combining money talk with a performance review
  26. 26. Why transparency about pay? Dave Smith, 2014
  27. 27. Best practice 5: Lots of communication • Best communication: face-to-face. Often easier in small firms • The two goals of communication: 1. Getting the message across 2. Building trust • Tell everyone as much as you safely can • Tell about your thoughts, show them you trust them • Listen carefully to staff as often as possible
  28. 28. Use technology that they like
  29. 29. Why do people leave? Survey of HR managers – Opportunity to further career – Better pay – Personal reasons – Poor management – Poor relationships at work Survey of employees who had left –Lack of appreciation –More responsibility at another job –Better pay –Lack of recognition –Poor relationship with boss
  30. 30. Andres Thomas Customer Success Kabbage, Inc.
  31. 31. Kabbage Kam Webinars #KabbageKam Enroll in our New Holiday eCourse Visit this page to enroll: http://kabb.ag/15holidaytips Get weekly Tips from: Business Experts, Business Advocates, & Kabbage partners
  32. 32. Kabbage Kam Webinars #KabbageKam From @KabbageInc Thank you!

×