Get The Right People for Your Business- And Keep Them!

incipioworkstg on April 21, 2020

Lori Fain-Incipio Workforce Solutions

Why Retention Matters

Recruitment should go hand in hand with retention. In fact, I would argue you can’t have recruitment without retention. Companies should be both “recruit ready” and “retention ready.”

Here’s what I mean. The days of a large pool of candidates waiting to be hired are gone. That’s just not the case anymore – particularly in skilled positions where employees are required to have certain licenses or certifications. This requires you to think about what potential hires see when they do their homework about your company. It’s similar to online shopping. Before or during the hiring process a candidate will certainly check the reviews of your company and negative comments always carry the most weight.

As part of the recruiting process, you should answer several questions. What do your professional development programs look like? How are your employees treated? Are your employees being coached, mentored and prepared for advancement? Companies with effective retention programs are the most successful in recruitment.

How We Can Help

At Incipio, when we assist a company with recruitment we work on spending time upfront with clients. We walk through all aspects of the position, the organization, and the market. We go in and see where the work is going to take place. We meet the people who the candidate will be working with. We examine what both short and long-term success looks like to make sure the position is a good fit for both the organization and the candidate. Some of these conversations can be uncomfortable but they are crucial because the strategy sessions ensure recruiting efforts produce positive results as quickly as possible.

Recruitment: A Better Process for Better People

incipioworkstg on April 2, 2020

How to Get People Who Are Right for Your Business

Businesses often think of recruitment as a necessary evil. At Incipio, we encourage our clients to view recruitment as a strategy – not as a headache.

OUR PROCESS

We are firm believers in what we call an “Operating Style Assessment.” Our process is to assess individuals on the team followed by an assessment of applicants. This is one of the key differentiators with Incipio’s service. These assessments provide much more than simply identifying strengths and weaknesses. They help ensure the new hire makes a positive assimilation into an existing team by improving communication.

During the interview process, you’ll likely see a candidate at his or her finest. Your goal is to retain that energy and passion and harness it into onboarding and far beyond. We can help you merge communication across the team and focus on mentoring, coaching and managing performance. That gets you through a new hire’s “honeymoon phase” faster and lets you get down to business.

For example, the assessment shows a team member needs time to process new directives. The new hire learns that upfront – as opposed to overwhelming a team member in the beginning. We’ve found much greater results in retention for companies that follow our process.

OUR GOAL

Incipio has two primary goals: Reduce the cost of doing business and increase revenue. If we aren’t doing one of those two things, then we’re not doing what we were hired to do. Labor costs are the biggest expense to an organization. Instead of seeing that expense only as a line item in a financial report, we help our clients capitalize on the value of what that line can bring to the business.

HOW DO YOU KNOW IF YOU SHOULD HIRE A RECRUITER

If recruiting is taking up a lot of our time, it can be a great value-add to outsource it. For example, if you work a 40-hour week and you spend more than five percent of your time and effort to fill a position, you should outsource it. The value and return on investment of an experienced, trained, a talented recruiter will not only produce a higher ROI for you, you’ll find better talent faster!

Professional Development: Keeping it Strong

incipioworkstg on March 26, 2020

Are Your Professional Development Efforts Really Sticking?

Have you worked at a company where everyone was required to attend a two-hour team-building exercise? The company likely heard something about professional development and assumed this exercise would solve whatever issues it was having with employees. Everything seemed great. Employees seemed to “like each other” again. But the next day people went back to their jobs – got busy – and soon the benefit of the exercise was lost. That is “transactional” professional development. It simply gets employees “pumped up” for a few hours.

What needs to happen is “transformational” professional development. After assessments of the strengths of employees – and after you have identified what skills you need to develop – you put together a plan and a budget and begin targeted training and coaching. Then you combine that with actionable steps and expectations to hold people accountable.

If it’s not part of your strategic plan, that’s a problem. I’ve never seen a successful business that didn’t make employee personal growth a priority. Professional development at a previous employer made me who I am today. My growth occurred early in my career because that company was committed to developing their employees – helping them learn to be engaged, loyal and productive. It was seen as an important step that would lead to growth of the business.

HOW CAN YOU TELL IF IT’S SUCCESSFUL

Reducing turnover is one way to measure success. Companies always worry they’re going to invest in professional development and then an employee is going to walk out the door and go somewhere else. But what’s the alternative? For them to leave and complain about the company they worked for because they didn’t provide any training or coaching? Or for a company to provide professional development so if employees do leave they have positive things to say about what a great place it was to work? Plus, if you promote continued learning as part of your values during the recruiting process you’ll likely attract candidates who want opportunities to learn, grow and innovate – an important trait in today’s rapidly changing economy.

TIMES HAVE CHANGED

You can’t do business today the way you have always done it. People coming into the workforce today are in many cases an entirely different set of people. Some haven’t had parents at home to shape them into the people they need to be. Others have parents working so hard to make ends meet they simply aren’t around as often as our parents. In many cases business owners today are forced to become parents. They have to invest in developing people and teaching the soft skills important to be successful in a job – like why showing up on time is important. The most successful companies take pride in treating employees as family – respecting them and providing them with professional development to help them become people who are committed to lifelong learning.

Bulking Up Your Business- Smarter is Stronger!

incipioworkstg on March 24, 2020

Are You and Your Team Members Getting Smarter?

The other day I ran into a former co-worker. We were able to catch up in about five minutes – a “memory conversation” if you will. I realized pretty quickly there hadn’t been a lot of professional growth for him since we worked together. He seemed satisfied to be in the same job and apparently saw no real need to improve his skills or stretch himself professionally.

If you’re in an organization that isn’t promoting culture and engagement it’s easy to become disengaged in that “toxic” environment. On the other hand, the smartest companies today strive to hire employees eager to grow themselves because they know it will help the business grow. Great leaders have the confidence to surround themselves with people who are smarter than they are – people who add value to every aspect of their job. It makes sense. Research shows when people get the tools and training to do their jobs well they feel supported, are engaged and more loyal.

TAKE CHARGE OF YOUR PROFESSIONAL DEVELOPMENT

Regardless of whether your company has a commitment to professional development, ask yourself, “How do I as an individual contributor to an organization become more valuable and a greater asset to the group?” Professional development gives you the ability to speak to different topics in conversation – not only with current or potential clients but also with your fellow employees. It can also put you a path to leadership opportunities, increase your productivity or put you on a path to a boost in compensation.

It’s important you personally seek out opportunities. For example, put together a group of accountability partners you meet with on a monthly basis. Discuss topics at hand or ask to be challenged in your line of thinking. Seek out training and development opportunities for yourself – maybe after hours or on the weekends.

Push yourself to learn something about the business with which you’re not currently familiar. Think about how you can become better versed in cross-functional tasks within the company. The more diverse you make your area of expertise the greater the growth opportunity.

Perhaps you attend a conference and when you return you make it your responsibility to deliver a “CliffsNotes” version to your team. You share your knowledge with others which shows value, and in turn, increases everyone’s value. It also provides a “win-win” for the company to justify the conference expense.

Taking control of your professional development isn’t always easy. But if you stay motivated you’ll find the benefits are immensely rewarding.

Bulking Up Your Business, Focusing on Your Team

incipioworkstg on March 17, 2020

Professional development is all about developing a team. Whether it’s professional or personal, development helps employees grow to better the organization while at the same time helping to better themselves.

The most successful companies, and the most confident leaders, recognize the value of training, coaching and development. When a conversation with an employee takes place in the appropriate tone and manner, professional development is seen by the employee as a perk – not a punishment. Communication is crucial to ensure the message is shared in the correct way so the employee realizes coaching could provide an upward career trajectory. It’s sharing with associates the company is willing to invest time and money in their growth.

You may want to begin the program with your top performers – your “up and comers.” People you see who take initiative but often are silent performers not seeking recognition. Perhaps you have an employee who is ready to be promoted but has never managed people. Now is the time to be proactive to guarantee success. When developing people or changing behavior there is always a learning curve. But if you’re following the plan and budget you have created, you’ll be prepared.

WHAT ARE THE OPTIONS

A development program could take the form of on-the-job training. It might provide educational opportunities outside the organization. It could include mentoring or job shadowing where a more seasoned employee takes part of the day to pass on knowledge and experience. You don’t need to do it all the time. Perhaps the plan says an employee spends a half day every two weeks shadowing someone across every functional area so they come to understand how each department works. This way employees learn and absorb new skills but are still productive in their current roles. It’s up to leaders to choose what is most effective for workers by asking what they want to learn and then determining and what works best for the organization in terms of time and budget.

Professional development should also include strategic recruitment. As you identify high performers and people you want to grow and engage you may discover gaping holes in your succession plan. Examining your bench strength and identifying early on where you have holes should help you decide if you can coach to promote internally, or if you need to hire from the outside. If you uncover a department that is stagnant or not growing despite development efforts, it might be time to bring someone in from the outside with fresh ideas and new motivational strategies.

Do You Need to Bulk Up Your Business?

incipioworkstg on March 11, 2020

Do You Need to Bulk Up Your Business? Strength Matters

Maintaining a good level of physical fitness while improving our overall health is something we all aspire to achieve. But do we have a similar commitment when it comes to the health of our workplace? If you think of “bulking up” in the sense of working out, and the impact that has on us physically, we don’t gain overall muscle mass and strength through one workout, focusing on a single area. We work the entire body over a sustained period of time in order to achieve the results we want.

From my perspective, we need to take the same approach at work – “bulking up the business” through professional development with an intense, widespread and committed focus to strengthen core competencies across the entire organization.

HOW DO WE BEGIN?

It’s not difficult to get started. I recommend beginning with a simple gap analysis looking at where your company is today compared with where it needs to be in the future. The future could be next week, next year or next decade. In short, where are you now and where do you need to go?

Look at your mission statement and core values – and once you’ve ensured a solid alignment exists there, look closely at how your business, and everyone in it, get things done. Do they align? How do your employees feel about that alignment? Most importantly, understand what forms of professional development work best for solving certain types of issues. Do you want to increase employee morale, engagement and loyalty? Develop leaders for the future? Build your reputation in the community? Increase productivity? All of this and more can be achieved with the right type of professional development!

CONCERNED ABOUT COST?

Professional development doesn’t have to be an expensive undertaking. I would argue instead of asking if you can afford it, you should ask if you can afford not to do it. Professional development takes many forms, and I suggest the most effective forms of professional development take place outside of the traditional classroom learning space that some immediately think of when they picture skill training and development. It’s not always a big dollar or time investment. Mentoring, problem-solving, process mapping and improvement, participating in an organizational task force or project team are great examples of professional development and continuing on-the-job education that one could argue should be a requirement in any industry.

MEASURE YOUR PROGRESS

All professional development investments should be matched with clear operational measures to determine success. Think about what you’re developing, how enhancement in those skills will positively impact certain aspects of your organization’s inputs, outputs, etc., and compare results in key performance metrics before and after the development occurs. I think you’ll find your newly “bulked up” company will be on the road to a healthy future.