Employees or Children

Who needs supervision more employees or children? Children between the ages of one and ten need a babysitter. Due to the lack of boundaries in the workplace managers view themselves as babysitters.

Just like children, employees are a product of their environment. In 2014 what type of environment are managers creating for their employees? When I was in the eighth grade every day in my algebra class was a circus. My teacher didn’t have control of the class. Her lack of control allowed me to sleep 2-3 days a week.

If managers don’t set expectations for their employees’ performance and behavior the employees will do whatever comes to mind. Regardless of age people need boundaries. Setting boundaries is the only way to properly govern the performance and behavior of employees.

Managers, if you need to treat your employees like children then by all means act accordingly. I had a supervisor that said I have no problem treating you all like children. My supervisor set expectations for her employees’ performance and behavior. She constantly communicated those expectations. The repetitiveness of her expectations made it difficult to forget how you were expected to conduct yourself. Managers what message are you communicating to your employees? Are you communicating expectations or mayhem?

Managers have the responsibility to create an environment in which employees can grow professionally. Mayhem creates an unhealthy work environment which produces sub-par performance. A healthy work environment allows employees to reach their potential.

A healthy work environment has boundaries that govern the actions and performance of its employees. People need boundaries and without them mayhem ensues.
If you want to create a healthy work environment I can be reached at:
corjoejen@yahoo.com and
http://www.linkedin.com/pub/cornell-jenkins/11/476/897/

Balance

Christopher talks about work-life balance from a different perspective. For many in the business world the term work-life balance is just a buzzword. When you talk about work-life balance in reference to yourself are you using it as a buzzword or do you really mean it? When I have work-life balance it means I have time to myself (i.e. me time, family time, and time to spend with friends). Having a work-life balance isn’t solely for running errands. What does work-life balance look like in your life?

If you want to discuss work-life balance in further detail you can contact me at corjoejen@yahoo.com and http://www.linkedin.com/pub/cornell-jenkins/11/476/897/

ChristopherinHR

How do you tip the scales?

Like many other things in American business the discussion around worklife balance has now fully migrated from curiosity to debate to fad to branding bullshit to old news. We don’t talk about it anymore. Like employer of choice its an antiquated phrase that connotes the speaker (or, ahem, writer) is not current.

Too bad: the concept deserves a place in our day to day business considerations.

What is Balance

Thinking of balance like a set of scales probably isn’t the most helpful notion. This view implies that things should be relatively equal (e.g., balanced) and also connotes only two parts to our being: “work” and “other” on either side.

Life is more complex than that.

What if we thought of balance like a river with ebbs and flows, eddies and currents sometimes rushing headlong and sometimes pausing just to feel the sunshine?

Thinking of…

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Attracting Quality Talent

In my last post Transparency In Interviewing I discussed several things a good interviewer should do during an interview. This week I want to focus on things companies should do to attract quality talent. This article provides some ways your company can attract the talent you’re looking for http://www.smartrecruiters.com/blog/5-ways-you-are-scaring-away-potential-talent/.

If you have questions about this and more please contact me at corjoejen@yahoo.com and
http://www.linkedin.com/pub/cornell-jenkins/11/476/897/

Transparency In Interviewing

Everyone thinks they are a good interviewer. Conducting an interview takes skill and savvy. In order to hire the right person, you have to ask the right questions. You also have to share enough information to make sure that person is the perfect match.

Contrary to popular belief, the applicant isn’t the only person that is being evaluated. Most interviewers think an interview is a one way street. They are so focused on getting their questions answered, they don’t pay attention to the questions they are being asked.

A good interviewer knows what they’re looking for before the interview starts. A good interviewer has also done their homework prior to the interview. You should never conduct an interview without having read the applicant’s resume. Your lack of preparation is a reflection of you and/or your company.

Applicants are just as interested in a good cultural fit as employers are. During the interview provide information about the environment they will be working in. Is your office a close knit family, the Hatfields and McCoys, or somewhere in between? You don’t want to share too much information that you scare them away. However, the applicant has to have enough information so they can make an informed decision. It takes skill and savvy to walk this tightrope.

While writing this blog post, I had an impromptu conversation with a manager. The company he works for is being sold. In the midst of this process, he is conducting interviews for several positions. I asked him, “Would you tell applicants that the company is being sold?”

He said, generally, he would not share company information with an applicant, he would consider sharing the information if the applicant is unemployed. He does not want someone that is unemployed to take the job and possibly be unemployed again in the near future.

Conducting an interview takes skill and savvy. If you want to hire the right person, you have to walk the tightrope between adequate disclosure without sharing too much information. Be as transparent as possible during the interview because honesty really is the best policy.

If you have questions about this and more please contact me at corjoejen@yahoo.com and
http://www.linkedin.com/pub/cornell-jenkins/11/476/897/

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