Employee Engagement

Employee Engagement- Woman at Desk

How To Keep Your Employees Engaged During and Long After a Pandemic

By Ashley Ward

As the COVID-19 pandemic forces more and more Americans to work remotely, the question on my mind has been – to what effect, does working independently have on an employee’s personal outlook and mindset? 

From the words of Bob Nelson, “an employee’s motivation is a direct result of the sum of interactions with his or her manager.” 

With the state of the world right now, managers are definitely limited in the number of interactions they can have with their employees. (There is only so much Zoom one can handle.) 

Based on a recent report from CNBC, 60% of respondents feel either as productive or even more productive than when they were working at an office, leaving many individuals to report that they don’t even want to go back to the office. 

A new employee engagement study done by Leadership IQ reveals that an employee’s mindset, such as their resilience and optimism, actually matters more than having a great manager. There are actually 18 outlooks that can increase positive feelings at work – as shown in the photo below.

 

Self Engagement- 18 Outlooks

Outlooks such as these are not exclusively intrinsic. These mindsets can definitely be developed and improved by oneself and an office environment. So, is it still worthwhile to have good managers? Of course. A positive team leader and collaborative team players are crucial to creating effective outcomes and a supportive work environment.

But what we are finding more and more, is that not only can these 18 outlooks lead to an increase in career satisfaction, inspiration and employee engagement, but this research is also showing us that executives, HR leaders and managers need to spend more time and effort on developing their employee’s outlooks, such as resilience and optimism. The role of the manager is still vital in employee engagement as managers can help shape employee outlooks. 

Ginny Koole, Hire for Hope’s Talent Advisor, believes “a good manager is key no matter your wiring or mindset. It can take the most resilient person down.” 

She also stresses the importance of the manager’s own engagement with the needs of their employees. 

“Some people,” she reminds, “myself included, tend to need more from a manger. Others, not so much. That is why it’s so important to know what your employee needs!”

If the research does not speak to you, just think about your own team – you treat them all equally, give them the same amount of attention, but some are coping with this crisis better than others and it’s important to remember that some are dealing with a myriad of challenges and loss. While some may be struggling, others are thriving – some even thriving to the point where they get more work done at home than in the office.

The difference that lies between those who struggle and thrive during times of crisis depends on their mindset. Those who work with a positive attitude and remain resilient despite whatever obstacle or challenge arises can achieve much greater success than those who crumble in the face of difficulty.

As Malcolm Galdwell once said, “It’s not how much money we make that ultimately makes us happy between 9 and 5. It’s whether or not our work fulfills us.” 

Predictive Index defines employee engagement as the emotional commitment an employee has toward their organization and its goals. Within Predictive Index’s Talent Optimization framework, they refer to the 4 forces of employee disengagement: job fit, manager, team, and culture. If you have a job that’s a great fit, you love your manager, your team, and the culture, then the odds are really good that you will be highly engaged (going above and beyond). 

It’s important to find the right people strategy and the employees with the hard wiring that lends itself to success at your company. Know what drives your employees so you’re able to provide the support they need to stay highly engaged. Let’s use this time as a chance to grow — a chance to support our employees’ outlook on life and their work so they can leave each day feeling satisfied and fulfilled.

Do you have questions about how to increase your employee engagement? Email Hire for Hope’s Talent Advisor, Ginny Koole at gkoole@hireforhope.com.

 

Main Photo by Polina Zimmerman from Pexels

What is Talent Optimization?

group of employees

Aligning Your Business Strategy with Your People Strategy

By Ashley Ward

  • Companies and CEOs across the United States are shying short of their goals and failing to optimize their workforce. 
  • Predictive Index’s talent optimization strategy can help companies solve their business problems, which are ultimately people problems. 
  • Over the past several decades, Talent Optimization has helped thousands of clients to weather the storms of recessionary periods – and in some cases, even come out stronger. 

In 2018, more than half of CEOs across the United States said their companies didn’t achieve their business results from the previous year, according to a Predictive Index survey. Emplify’s 2020 Employee Engagement Report showed burnout, disconnect and a lack of people strategy for companies across the board. 

With advanced technology at our fingertips these days, how could organizations not be surpassing their goals and engaging their employees?  

Well, the reality is that businesses are forgetting to prioritize one important core value of their companies — their employees. While most companies only focus on creating a business strategy and monitoring its sequential business results, they do not know how to assemble a high-performing team that pushes each employee to reach the top of their game.

To achieve your company’s objectives and outperform the competition, there are two words you need to remember: talent optimization.

The Talent Optimization Platform is designed for the entire lifecycle of an employee from role-design to succession planning. 

Within the Talent Optimization framework there are five assessments:

  1. Behavioral Assessment — given to all employees and candidates
  2. Job Assessment — provided to three to five stakeholders regarding the job 
  3. Cognitive Assessment — so you hire employees who catch up to speed quickly in your training program 
  4. Employee Engagement Assessment — to keep your pulse on the organization 
  5. Strategy Assessment — to guide you in designing a winning team 

Over the past several decades, Talent Optimization has helped thousands of clients to weather the storms of recessionary periods – and in some cases, even come out stronger. 

But how?

Through the framework of Talent Optimization, you are empowering managers to inspire their teams so that employees feel engaged and driven, which in turn, creates not only a great work environment, but also the production of your company’s best work.

According to the Predictive Index, Talent Optimization reveals four essential truths:

  1. Talent Optimization exists within the business context. This principle is not meant to alter your business strategy, but rather provide a way to elevate your organization’s strategy into a way that allows your team to achieve valuable results.
  2. Talent Optimization is driven by people data. When it comes to talent recruitment, people data empowers business leaders to make objective decisions instead of solely relying on intuition. Though there is no way to portray the complete 360° of an individual, it can still help predict a subject’s potential performance, which can make hiring less subjective.
  3. Talent Optimization must be embraced by leaders at every level. For Talent Optimization to succeed, it must be adopted by leaders at every level of your organization – from the most senior leadership to individual contributors.
  4. Talent Optimization protects against the four forces of disengagement. The four key causes of disengagement include misalignment with the job, with the manager, with the team, or with the culture, which all occurs by misinformed decision-making and talent procurement processes. While low engagement at a company can lead to poor productivity, absenteeism, safety issues, poor client service, or a toxic workplace culture, Talent Optimization works to fight low engagement by creating more opportunities for your employees to say they are proud to work for your organization.

During recessionary periods, and especially right now, every business is trying to think about what is happening with their team at this moment in time and what is the best approach to continue the growth of productivity. 

At Hire for Hope, we believe Talent Optimization is one way organizations can thrive through short-term and long-term obstacles. By focusing on the things we know will build your best team and then engage that team to get the highest results, we can help you optimize your talent and your business.

Interested in learning more? Email ashley@hireforhope.com.

The Anatomy of a Perfect Resume

The Anatomy of a Perfect Resume

Your resume is your first opportunity to make a good impression with hiring managers. But how can you create a document that makes you stand out from the crowd? Simple: Make the job easy for the person reviewing it! It can’t be a passive piece of paper. It must be a passionate representation of who you are and why you are the best person for the job. Your resume is your first impression before you meet someone, it shows your attention to detail, writing, and organizational skills. 

Business Insider captured how more than two dozen recruiters look at applications and they found that most managers spend only an average of 6 seconds reviewing each resume. Watch the full video here.

In today’s competitive job market, it’s important that you help employers see the benefits of hiring you over someone else. Organizations need to know that you will help them attain their corporate objectives. Your resume is the first step in expressing that message to them.

Here are some helpful tips to get you started:

  1. Be Reachable: Display your Name and Contact Information easily for recruiters to reach out to you directly
  2. Keep a Visual Hierarchy: Show your current title and company name along with start and ends dates in reverse chronological order. Add your education and any certifications applicable to the position
  3. Make your Resume Clear and Concise: Grammar and Punctuation Matter! Avoid pictures, graphics, or photos that distract from your main objective
  4. Save your document in PDF form and use space-saving features. 1 page for young professionals, 2 for seasoned executives
  5.  Mirror the Language of the Job Posting: Bullet points, active verbs, and common industry acronyms can help show off your skills. Use concrete data points — it helps provide recruiters with the scope and context of your work and demonstrates how you contributed to the bottom line.
  6. Have someone Revise and Edit your resume before submission. The more eyes, the better!

Ultimately, the best way to get your resume seen and in front of the right hiring manager is through a connection. Hire For Hope is that trusted partner and link to all your career endeavors.

The Recruiting Firm Advantage

When you’re searching for professionals for high-profile roles, the recruiting process often requires careful consideration. Even more so, when you’re personally looking for a step-up in your career, the job search requires even more research and resources.

Applying on a website or various job boards can feel like a black hole, job hunting can be stressful and time-consuming. Some positions for high-level companies are never listed or released to the public. They’re only available on a referral basis and some companies will even list exclusively with a staffing company. The only way to access these roles is through a recruiter. This is because many jobs are confidential, a company backfill, or sometimes a newly created role.

You can gain a competitive advantage in the job market working with a recruiter — They say it’s not what you know, but who you know. As skilled recruiters, we’re highly connected to hiring managers at top companies throughout Michigan and can help point you in the right direction. We can be both your eyes and ears in the job market! Even if you’re not actively looking for a new role, a recruiter can keep you in mind for future opportunities.

It’s also important to understand the recruiting firm you are working with. Between hourly, temporary or direct hiring, there is a wide spectrum of firms in a variety of industries. Hire For Hope specializes in executive level salaried positions in manufacturing, sales, operations, and supply chain roles. What sets up apart?

Hire For Hope has your best career and personal interests at heart. We want your new position to be a fit for you and your family from a personal, financial, and cultural approach. It’s important to us that all decisions and career changes suit your needs. From the very first phone call to the start of your first day, and beyond, we are there every step of the way.

At Hire For Hope, we take pride in putting the right people in the right seats! Want to see for yourself what it is like to work with a recruiter? Contact us today! Learn how Hire For Hope can help find the right candidate for your executive-level opening here.