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The Business IDEA
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Toxic employees drag everyone down with them. Bad attitudes and inappropriate conduct make other employees feel uncomfortable. Managers find themselves constantly distracted dealing with disasters these troubling hires cause. Firing them may put an end to current miseries, but the effects of toxic employees can linger long after they are shown the door. The best way to deal with toxic employees is not to hire them in the first place. Here are three ways to avoid making a regrettable hiring decision.
Look at Employment History Horrible employees likely have a long and dubious track record of poor performance. Look closely at an applicant's prior employment history for any red flags. Was the person locked into low-level work for years without any promotions? Did he/she jump from job to job frequently? According to Palmer Group, this can show that an employee could have a behavior issue. Probe these areas of concern, and see what the full story is. Taking the employee's word for everything might not be enough, though. Contact references and past employers to confirm any explanations. Remember, the past may be a good indicator of the employee's future. Put Them Through an Attitude Test Not every human resource department relies on an attitude test when screening would-be employees, but their inclusion could be helpful. According to The Hire Talent, attitude tests look for signs of toxic traits like blame, dishonesty, unsupportiveness, criticism, and negativity. Once these traits reveal themselves, a personnel manager can make a more informed decision. Hire someone to train HR in effectively administering an attitude test if no current managers possess the skill. In an office environment, teamwork can be crucial for success. If an attitude test reveals someone is argumentative or hostile, then he/she may not be the right match for the team. Look over the results of the test carefully when weighing different hiring choices. Anyone with toxic traits is not likely a good fit. Screen Social Media Feeds According to Law Depot, approximately 70 percent of employers screen a candidate’s social media when making hiring decisions. People reveal a lot about themselves on social media. Sadly, many show shockingly negative personality traits. Inappropriate or adversarial behavior on social media may spread to the workplace. Don't ignore how someone acts online; he or she probably acts that way everywhere. An employee becomes the face of a company to others. When that person acts outrageously on social media, he or she may drag the company into an embarrassing position. A business might even need to hire a PR firm to dig it out of an employee's social-media-created hole. Toxic employees create havoc wherever they go. Make sure you are confident you aren't hiring one the next time a position opens. By following these tips, you can be less likely to hire an employee that will cause you problems. Enjoy this article? Check out this other article on ways to increase your employees’ attention to detail!
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Attention to detail, or lack thereof, is a crucial component in making or breaking a business. Consequently, the level of detail-orientation of your employees plays an important role in the success and longevity of your company. There are measures that can be taken to enhance and improve employee attention to detail throughout your organization.
Hire Accordingly If you want to increase the level of attention to detail in your organization, one of the best places to start is at the foundation. When hiring new employees, make sure to ask them about their ability to notice the little things, and test them on this if possible — a lot of people list “attentive to detail” or “detail-oriented” on their resumes and in their interviews without actually having this skill. Candidates with the Analyzer/Logical personality type are naturally exacting, make excellent troubleshooters, and are more likely to double- or triple-check their work before handing it in. However, keep in mind that these personalities may perform poorly in high-pressure environments. Training Training employees about the importance of attention to detail is the first step to achieving the desired milestones and goals set for your business. Moreover, the aspects of your business in which more thorough attention is needed should be specifically outlined to the appropriate employees with training tailored to their unique business needs and contributions. Setting the right expectations upfront encourages workers to pay attention to the small details each and every time. A training program can be set up accordingly by utilizing a work plan or task checklist with emphasis on areas such as employee and client relations, fiscal benchmarks, and data and operational accuracy for example. Training should be customized in a way that makes the most sense for your company’s business goals. Track Employee Progress Tracking employee progress and providing actionable feedback is pivotal to the growth of your workforce. In addition, it helps to build trust and motivate your employees to continually improve and strive for strong results in regards to attention to detail. Furthermore, facilitating feedback can lead to improved communication and effective completion of work tasks. When employees are tuned in to how their position ties in and relates to company goals, the potential for costly mistakes and errors are greatly reduced. By following the three steps outlined above, your organization and employees will be on an empowered path to contribute quality work as a direct result of increased attention to detail. A few small changes can prove to be both beneficial in building up your company and hardworking personnel alike. Liked this article? Read this one next: How to Make Employee Engagement a Daily Habit
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What is the EX, or the employee experience, exactly? EX is not just about what it's like to work day-to-day in the office, and it's not about benefits, half-day Fridays, sleeping pods, beer fridges in the break room and other fun perks, though those things do enter into it. But EX is deeper and more meaningful than that. It's about truly engaging employees.
(BPT) - One of the latest business buzzwords this year is EX, or the employee experience. Organizations are beginning to realize that they need to create a positive employee experience in the same way they have focused on the customer experience. In this ever-tightening job market, it's mission critical to keep employees happy, fulfilled and challenged. Only then can they keep their customers happy. Focusing on EX means evaluating an employee's entire life cycle with the company, from before they even apply for a job to beyond their last day. It's so critical that Forbes even dubbed 2018 the Year of the Employee Experience.
What is the EX, exactly? EX is not just about what it's like to work day-to-day in the office, and it's not about benefits, half-day Fridays, sleeping pods, beer fridges in the break room and other fun perks, though those things do enter into it. But EX is deeper and more meaningful than that. It's about truly engaging employees. Employee engagement (EE) and EX are intertwined so closely they can be called one and the same. The problem with EE: There's a disconnect In a recent study, Dale Carnegie found that 70 percent of top executives believe that employee engagement has a strong impact on financial performance. In a similar study, Deloitte found that 85 percent of company leaders say EE is an important strategic priority, but Dale Carnegie found that just 31 percent of front-line employees and managers strongly agreed that their company is actually making engagement a top priority. Clearly, there's a disconnect between what execs are saying and what employees are feeling. That's because there's a piece left out of this puzzle: the employees' managers. The key to aligning executive priorities with what employees are experiencing lies in the management chain. Managers need to be enabled and empowered to engage their teams on a daily basis. It means getting managers the training they need to engage their teams, by making it a strategic priority and creating a culture of engagement. Dale Carnegie programs teach the skills managers need and can help organizations do the right things to increase overall employee engagement. Ways to increase employee engagement Focus on getting managers and supervisors the skills they need. Immediate supervisors and managers are on the front lines of employee engagement. Leaders at all levels need to understand that the way they interact with their employees and direct reports matters to the company's bottom line. Open a dialogue with managers about EE, and listen to what they're saying about what works and what doesn't, and if they're frustrated, give them the tools and training necessary for change. 
Get CEO buy-in. If your CEO does not have employee engagement on his or her priority list, the effort is doomed to fail. Make sure the CEO has the facts on employee engagement, and the knowledge that it needs to start at the top. EE needs to be treated like any other strategic priority. Align policies with EE. You need employee-supportive policies and procedures, such as a standard performance evaluation policy. But it also means changing policies that are barriers to engagement. Are there processes and procedures working at cross-purpose with engagement efforts? If so, change them. How are your rewards and recognition programs designed? What do you reward and recognize? Are they making your employees feel valued? It requires going through your policies with a critical eye, and the willingness to change what's not working. Employee engagement needs to be on the top of the priority list for top executives, managers and supervisors, and that's no easy task. But in this ever-tightening job market, with greener grass just a click away on a job seeker's app, keeping all of your employees happy, engaged and fulfilled is the key to your company's competitive advantage.
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Be Your Own Boss
Entrepreneurship is alive and well, even if the face of small business is evolving with the times. Autonomy in management and making dreams a reality are the reasons most cited by entrepreneurs looking to open a small business. This action plan can help you get you on your way to launching a successful start-up.
Be Your Own Boss
7 tips to help you launch a successful business(Family Features) Entrepreneurship is alive and well, even if the face of small business is evolving with the times. Autonomy in management and making dreams a reality are the reasons most cited by entrepreneurs looking to open a small business. However, how Americans are choosing to open small businesses is where there may be a shift. “Consumer habits are changing,” Pittaway said. “That’s forcing Americans to consider how they open small businesses, whether it’s focusing more on e-commerce than actual store fronts or focusing on selling to a local community or region instead of a broader national audience.” Starting Your Own Start-Up “We understand the challenges of small business owners and offer products and services designed specifically to help and support small businesses,” said Tim Davis, president of The UPS Store, Inc. “Small business owners are unparalleled in their passion for their businesses, and understanding that aspiration is critical to running a successful small business.” This action plan from the experts at The UPS Store can help you get you on your way to launching a successful start-up: 1. Analyze your target audience. 2. Determine a legal structure. 3. Establish your premises. 4. Determine your budget and expenses. 5. Develop a business plan. 6. Set up a marketing plan. 7. Be competitive. With a carefully structured action plan, you can turn your start-up idea into a successful business. Find more tips for your small business at TheUPSStore.com. 
Pitch your small business like a ProWhen you’re launching a small business, there could be any number of reasons you may need to pitch your idea. You may be courting an investor, recruiting talent or even starting to market your product or service. Brevity is often essential, so learn how to concisely pitch your business like a pro with these tips: Draw out the essentials. Reduce your pitch to a few digestible bites. Make sure you have an intro that is brief enough to get someone’s undivided attention then elaborate on your points, such as your top competitive advantages, and provide more detail about your business as a whole. Come to entertain. Add an entertainment factor to make your pitch engaging and memorable. Of course, you need substance to go along with style, but keeping your audience focused and doing something to stand out is essential. Anticipate questions. Prepare yourself to reassure concerned investors and flesh out subjects you may have kept brief for your presentation. Make sure to practice your answers so you sound confident. Grabbing attention is important, but you need to be able to back up your spiel. Know your audience. This is the cardinal rule of communication. Make sure you do your homework and know who you are addressing. This shows you value your listener’s time and feedback. Furthermore, insight about his or her philosophy in doing business can be extremely valuable during a pitch. Practice until it hurts. Take the time to practice your entire pitch, including answers to likely questions, until you know it inside and out. The more comfortable you are, the more likely you are to win someone over in a meeting. Have the materials to back it up. A written document is your chance to leave a lasting impression and elaborate on your major selling points. It’s also a chance to show your professionalism, so be sure to proofread carefully and package the information for a polished presentation. Find more resources to help get your small business off the ground at theupsstore.com/smallbiz. Photos courtesy of Getty Images SOURCE:The UPS Store KEYWORDS
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