1. Do you think you will be working for your current employer two years from now?
7. Do you feel a strong personal attachment to your company?
8. When your employer has problems, do you feel they are your problems, too?
10.
11. Do you think your company values you, cares about you, and invests in your future success?
12. Is your company respected in your industry.
13. Does senior management communicate openly and honestly with you?
14. Do you think your company have a reputation for being fair and ethical?
17. Does your company look for opportunities to grow its business.
18. Does your company supply you with the tools you need to perform your job successfully?
19. Is your company able to make good decisions and take action quickly?
20. Does your company have a turn-over rate of less than 20%?
21. Are you rewarded for your contributions and accomplishments fairly?
22. Do you feel you have a good quality of life with your company?
23. Do you believe that your company deserves your loyalty.
24. How would you rate the overall quality of the products and services provided by your company?
25.What improvements could your company make to increase your loyalty to it?
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Although lack of communication is the number one complaint by employees in the workplace, ineffective hiring practices is one of the reasons why there is such a problem with lack of communication! Bad or ineffective hiring practices is the core of most workplace problems. What can we do? (www.SuzanneRey.com)
2. Ineffective Hiring Practices - One of the largest percentages of an employer's overhead cost is employee salaries, but surprisingly, most employers don't pay much attention to it. Although the majority of employers feel they are keenly focused on profit margins and the bottom line, they generally base potential profits on things like production costs and sales volumes, which are more tangible. This focus is dangerously narrow. They do not think about how much it actually costs to hire, train and retain good employees, and how much bad hiring decisions can hurt productivity and profits over time.
In addition, most companies are not proactive in their recruiting practices. Instead, companies tend to be reactive, usually functioning in panic mode, trying to fill surprise openings. News Flash!! The days of the loyal twenty-year employee are gone! Most people will have at least 10 jobs in their lifetime. Successful recruiting strategies can save a company thousands, even millions of dollars over time. Less turnover increases productivity and that translates into higher profits. Considering the lack of forward planning in effective management training and hiring strategies, it surprises me how so many companies, struggling under the chaos, continue to do nothing to improve. So chaotic hiring practices have become the norm, and apparently this haphazard approach isn't going to change any time soon. Hiring managers are basically left to their own devices. Fortunately, even without the support of senior management, there are a number of things a hiring manager can do.
The Solution - First, get some support. Internally, you can seek advice from your human resources (HR) department. This department should have some systems in place for conducting a search for new talent. Outside support is also essential, in the forms of using external educational training and retaining a recruitment consultant, especially if a company is trying to attract senior level or hard-to-find individuals. Secondly, sign up for a management training class. Many employers will pay for seminars and continuing education. Take the initiative and make an effort to learn how to better communicate with your staff and co-workers. Thirdly, take the time to ask the kind of questions that will tell you who a job applicant is, not just if they can perform the job tasks. I call this the "Who Factor". It is the key to making good, solid hiring decisions. If you learn who someone is, you will be able to understand that person's interests, desires, needs, challenges and motivations. The Who Factor is everything. If you know who someone is, you will have the tools to be a more effective communicator and a better manager and co-worker. (www.SuzanneRey.com)
I look forward to your feedback and experiences with communication in the workplace.
Please visit my website for more information about me and my book, "Secrets from a Body Broker" - www.SuzanneRey.com
