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How To Motivate Staff | The Key Elements

How To Motivate Staff – The Key Elements

The question of how to motivate staff is very important and is one we like to help answer here at HRwisdom.

Today we are sharing a very useful presentation sent to us on the key elements of staff motivation.

How To Motivate StaffWe think you’ll enjoy the presentation (slides only, no sound) as it reveals some very interesting results from studies conducted on employee motivation in very different work situations.

Furthermore, the slides reference some interesting information from a Return On Investment study conducted in Australia which looked at the fine balance between cash rewards and other methods of motivating your staff.

[box size=”medium” border=”full”]You may also wish to take a look at our previous HRwisdom Blog update where we shared an example of excellence in the field of employee attraction and retention. In particular, we shared one small example of excellent leadership which ticked all the boxes: 1) Make people want to join the business. 2) Make people want to stay in the business. 3) Inspire people to give their all for the business. 4) And most impressively, impresses potential clients of the business.[/box]

Of course, we always recommend having a browse through the HRwisdom Blog for more great information and ideas on employee motivation, employee engagement and similar issues (and make sure you’re part of the free HRwisdom Community via the sign-in form on the right-hand side of this page).

But, in the meantime, take a look at this presentation and have a think about how it applies in your organisation:

HRwisdom

 

Top 10 Interview Questions With Answers – Q7

Employers often ask us at HRwisdom for good interview questions to select good candidates.

We have gone one better.

Robert WatsonThanks to long time HRwisdom Community contributor, Robert Watson, we have come up with a Top 10 List of Interview Questions to ask at job interviews.

However, rather than just give you some excellent questions to ask, Robert also gives you the type of answer you want to hear back from your ideal candidate.

And believe us when we say that Robert knows what he is talking about.

Although he started out as an engineer and quality systems expert, Robert also had many years in the HR field perfecting recruitment & selection systems for a variety of businesses.

Robert even did extensive travel overseas for the express purpose of studying world’s best practice for establishing greenfields (brand new) business operations in Australia – this included how to hire people for their skills, knowledge and attributes (and not just the stuff listed on their CVs).

Download the free HRwisdom Employee Attraction & Retention Guide Now

So far we’ve seen:

  1. Good Interview Question 1
  2. Good Interview Question 2
  3. Good Interview Question 3
  4. Good Interview Question 4
  5. Good Interview Question 5
  6. Good Interview Question 6

Let’s look at the seventh question . . .

 

Good Interview Question 7

Q7. Tell us about a time you had to break a safety rule. What were the circumstances and consequences and what would you do differently next time?

Good Interview Questions from www.HRwisdom.com.auOn first reading, you might think that this question is designed to trap candidates but it isn’t.

 

Preferred Interview Answer – What You Want To Hear

You don’t really need to write down answers that are incriminating or anything like that.

What you’re really trying to do is find out if they have a sense of what safety is all about and if they come in to a situation where a rule needs to have been broken, then what did they do about it?

Did they go back to their safety committee or their supervisor and bring about changes in the way that the work was being done?

That’s what you’re listening for.

This is an internal attitude to safety and a bias towards trying to improve systems so that they’re safe for other people.

 

Want More Good Interview Questions Right Now?

Stay tuned for the next question in our Top 10 Interview Questions With Answers series.

  • Can’t wait to see the rest of the questions and answers?
  • Like to know Robert’s thinking behind these questions and how they fit into the overall interview process?

You can download the full document via our HRwisdom Facebook page right now.

Just sign-in or join using the Free HR Resources tab – it’s free and available now at: www.Facebook.com/HRwisdom

By the way, we’d love it if you Like, Share or Tweet this blog post.

HRwisdom

HR Advice, Employment Law Discussion, Staff Management Tips and Information

Top 10 Interview Questions With Answers – Q6

Employers often ask us at HRwisdom for good interview questions to select good candidates.

We have gone one better.

Robert WatsonThanks to long time HRwisdom Community contributor, Robert Watson, we have come up with a Top 10 List of Interview Questions to ask at job interviews.

However, rather than just give you some excellent questions to ask, Robert also gives you the type of answer you want to hear back from your ideal candidate.

And believe us when we say that Robert knows what he is talking about.

Although he started out as an engineer and quality systems expert, Robert also had many years in the HR field perfecting recruitment & selection systems for a variety of businesses.

Robert even did extensive travel overseas for the express purpose of studying world’s best practice for establishing greenfields (brand new) business operations in Australia – this included how to hire people for their skills, knowledge and attributes (and not just the stuff listed on their CVs).

Download the free HRwisdom Employee Attraction & Retention Guide Now

So far we’ve seen:

  1. Good Interview Question 1
  2. Good Interview Question 2
  3. Good Interview Question 3
  4. Good Interview Question 4
  5. Good Interview Question 5

Let’s look at the sixth question . . .

 

Good Interview Question 6

Q6. Have you ever lost your job and, if so, what did you learn from that experience?

WhGood Interview Questions from www.HRwisdom.com.auen you ask people about how they lost their job, listen carefully for the answers.

A simple answer of I was made redundant, perhaps with a shrug of the shoulders doesn’t really tell you much about the person at all.  But some people will say, “I was made redundant because they were competing products and we just couldn’t cope as a business” or “We lost a few big orders” something like that.  At least that reveals to you that they understand the reasons behind their retrenchment and of course at the other end of the scale, you might have someone who is really bitter about the company sacking them and they will start to give their answer through gritted teeth.

Now, you need to be careful to other people who are holding a grudge for a long time.  I’m not saying that that’s necessarily bad.  I mean people get affected by emotions and they can have a very big impact on their lives.  However, the candidate who picks themselves up quickly and says, “Well I know what happened and why it happened and I’m getting on with my life.”  That’s the sort of candidate that will make the better employee for you..

 

Want More Good Interview Questions Right Now?

Stay tuned for the next question in our Top 10 Interview Questions With Answers series.

  • Can’t wait to see the rest of the questions and answers?
  • Like to know Robert’s thinking behind these questions and how they fit into the overall interview process?

You can download the full document via our HRwisdom Facebook page right now.

Just sign-in or join using the Free HR Resources tab – it’s free and available now at: www.Facebook.com/HRwisdom

By the way, we’d love it if you Like, Share or Tweet this blog post.

HRwisdom

HR Advice, Employment Law Discussion, Staff Management Tips and Information

Employee Attraction and Retention | An Example of Excellence

When people talk of corporate values and culture, most us think of that age-old cliché: ‘Our People Are Our Greatest Asset.

Today, however, we are sharing an example of excellence in the field of employee attraction and retention.

In particular, we are sharing one small example of excellent leadership which ticks all the boxes:

  • Make people want to join the business.Employee Attraction and Retention Example
  • Make people want to stay in the business.
  • Inspire people to give their all for the business.
  • And most impressively, impresses potential clients of the business.

In its own words, “The Physio Co exists for a very simple purpose: we love to help oldies stay mobile, safe & happy.”

The Physio Co provides physiotherapy services for the aged care industry and has been listed as one of Australia’s 50 ‘Best Companies to Work’ and featured in BRW magazine for half their business life.

As an overall description, their opening line of their value statement says the right things:

We are a values-driven organisation – our values are what set us apart from others and provide guidance for making decisions every day. The Physio Co will achieve our goals by consistently living by our values. Any decision, problem or issue will be answered by referring to our values.

You can read the whole value statement here and you’ll see how they’ve put a whole new twist to the boring old mission statements espoused by so many corporate videos.

However, what has impressed us at HRwisdom has been their development of use of a powerful device they call the Physio Co Culture Book.

The Culture Book is a beautifully-presented guide to what it means to work at the Physio Co and, more importantly, how it benefits their clients. It is also a powerful employment branding tool which you should take a look at now if you are looking for some fresh ideas.

You can download the book here: Physio Co Culture Book.

If you are impressed with the this employee attraction and retention book, why not share it? Use the sharing options below.

HRwisdom

New Free HR Templates Added To HRwisdom

New Free HR Templates Added To HRwisdom

HRwisdom has updated its resources and added more free HR templates and resources.

The documents are stored in State/Territory sections.

The free HR templates and resources come from a variety of sources including HR experts and government departments.

Free HR TemplatesThe free HR templates and management resources include:

  • Employee Attraction & Retention Guide
  • Employee Warning Letters
  • Unfair Dismissal Guide
  • Recruitment & Selection Guides
  • Employee Probation Letters
  • Employment Contract & Employment Letters
  • Employee Dismissal Letters
  • Redundancy Information & Documentation
  • Information on Discrimination, Bullying & Harassment
  • Parental Leave Information & Documents
  • How To Make An Enterprise Agreement
  • Flexible Work Information & Documents
  • Unions & Industrial Action Information
  • Best Interview Questions & Answers
  • Managing Generation Y Guide
  • And much more . . .

Get started now by using the login form on the right-hand side →
[hr]

Get Your Free HR Templates & Reports

Here are some examples of some of the additional free HRwisdom HR resources:Free HR Templates

  • Employee Attraction & Retention Guide
  • 15 Ways To Manage Staff In Uncertain Times
  • Sample HR Letters To Employees
  • How To Find & Keep Good Employees
  • Employee Contract of Employment Templates
  • How To Manage Redundancies Without Destroying All Employee Goodwill
  • The Changing Labour Market
  • Train The Trainer Course Guide

Already a free member? Login here.

Top 10 Interview Questions With Answers – Q4

Employers often ask us at HRwisdom for good interview questions to select good candidates.

We have gone one better.

Robert WatsonThanks to long time HRwisdom Community contributor, Robert Watson, we have come up with a Top 10 List of Interview Questions to ask at job interviews.

However, rather than just give you some excellent questions to ask, Robert also gives you the type of answer you want to hear back from your ideal candidate.

And believe us when we say that Robert knows what he is talking about.

Although he started out as an engineer and quality systems expert, Robert also had many years in the HR field perfecting recruitment & selection systems for a variety of businesses.

Robert even did extensive travel overseas for the express purpose of studying world’s best practice for establishing greenfields (brand new) business operations in Australia – this included how to hire people for their skills, knowledge and attributes (and not just the stuff listed on their CVs).

Download the free HRwisdom Employee Attraction & Retention Guide Now

So far we’ve seen:

  1. Good Interview Question 1
  2. Good Interview Question 2
  3. Good Interview Question 3

Let’s look at the fourth question . . .

 

Good Interview Question 4

Q4. We all make mistakes. Tell us about a time when you made a mistake – what did you do about it and what did you learn from that?

Good Interview Questions from www.HRwisdom.com.auAsking people about mistakes they made is very good to tease out people who are resilient and interested in continually improving things.

It’s pretty true to say that everyone makes mistakes, but the person who makes mistakes and covers it up or won’t admit it or keeps making the same mistakes over and over really isn’t the sort of person that you want in your business.

 

Preferred Interview Answer – What You Want To Hear

In this one, we are asking them to tell us about a mistake that they made and, in particular, we want to find out how they recognize that they made a mistake and what they did to learn from that so that it wouldn’t happen again.

If they give you an example from their home life, that’s okay.

A work example would be better.

Sometimes I call this future proofing so the person that has the attitude that “it’s okay if I stop that once, it’s okay because I’m going to fool-proof the system so that it never happens again.  Someone like that is the sort of person you want.

I don’t think you’ll ever find a candidate who will say “Well, I never make mistakes,” but it’s possible they might claim it.

 

Want More Good Interview Questions Right Now?

Stay tuned for the next question in our Top 10 Interview Questions With Answers series.

  • Can’t wait to see the rest of the questions and answers?
  • Like to know Robert’s thinking behind these questions and how they fit into the overall interview process?

You can download the full document via our HRwisdom Facebook page right now.

Just sign-in or join using the Free HR Resources tab – it’s free and available now at: www.Facebook.com/HRwisdom

By the way, we’d love it if you Like, Share or Tweet this blog post.

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Top 10 Interview Questions With Answers – Q5

Employers often ask us at HRwisdom for good interview questions to select good candidates.

We have gone one better.

Top 10 Interview Questions With AnswersThanks to long time HRwisdom Community contributor, Robert Watson, we have come up with a Top 10 List of Interview Questions to ask at job interviews.

However, rather than just give you some excellent questions to ask, Robert also gives you the type of answer you want to hear back from your ideal candidate.

And believe us when we say that Robert knows what he is talking about.

Although he started out as an engineer and quality systems expert, Robert also had many years in the HR field perfecting recruitment & selection systems for a variety of businesses.

Robert even did extensive travel overseas for the express purpose of studying world’s best practice for establishing greenfields (brand new) business operations in Australia – this included how to hire people for their skills, knowledge and attributes (and not just the stuff listed on their CVs).

Download the free HRwisdom Employee Attraction & Retention Guide Now

So far we’ve seen:

  1. Good Interview Question 1
  2. Good Interview Question 2
  3. Good Interview Question 3
  4. Good Interview Question 4

Let’s look at the fifth question . . .

 

Good Interview Question 5

Q5. Tell us about some training you’ve done recently.

WhGood Interview Questions from www.HRwisdom.com.auen you ask the question about training, what you’re trying to find out is the attitude that the person has towards training and improvement in general.  I wouldn’t expect that any candidate would ever say to you “We did some training and it was great to have a day away from the work place.”  However, some people might say that and if they do tell you that then you can easily see what their attitude is no matter how jovially they might present it.

 

Preferred Interview Answer – What You Want To Hear

A really good answer that a candidate would give you would be ‘”Yes, we regularly undergo training.  The equipment at the work place changed and so we were sent away for four hours of training and it’s really good of the company to make sure that we know exactly how to operate the equipment, the peak of its efficiency.”  Something like that so there’s a connection between what the person learned in the business, some sort of a connection.

Then the question that has equal relevance to someone who might have been out of the work force for a period of time.  Most of us might think that people out of the work force just sit around with him doing nothing or they might be applying for jobs and things like that.  But it’s always good to hear that someone has used their time gainfully even if it’s not necessarily work related.

For instance, I do recall a candidate that I interviewed once who had been out of the work force for six months and he went along to do a homebrewing course.  But the way that he went about that was he went around to two or three regional shows in his area where people had submitted homebrew samples and won prizes and he asked the winners how they have learned how to brew and so he gathered data and worked out the best equipment to get and the best course to do.  You can imagine that when we employed that guy, he was just fully on about training.  You know, ‘Let’s go out there.  Let’s learn something.  Let’s learn something new.  Let’s improve the process.’  So with people like that, you don’t have to force them to go along to training.  They expect training to happen all of the time and for all of the right reasons..

 

Want More Good Interview Questions Right Now?

Stay tuned for the next question in our Top 10 Interview Questions With Answers series.

  • Can’t wait to see the rest of the questions and answers?
  • Like to know Robert’s thinking behind these questions and how they fit into the overall interview process?

You can download the full document via our HRwisdom Facebook page right now.

Just sign-in or join using the Free HR Resources tab – it’s free and available now at: www.Facebook.com/HRwisdom

By the way, we’d love it if you Like, Share or Tweet this blog post.

HRwisdom

HR Advice, Employment Law Discussion, Staff Management Tips and Information

Download Your Employee Retention Masterclass Workbook Now

Regardless of whether an economy is in trouble or if times are booming, every organisation benefits when they can retain their best people and have them motivated to perform at their usual high standards.

Proactive organisations realise that if they can continue to give great service outcomes whilst their competitors flounder with people-related issues then they will be more attractive to customers and clients and to the market at large.

Organisations that don’t plan for employee retention should be prepared to manage excessive employee absenteeism, poor quality, attitude problems, key staff walking out at crucial moments, low morale, bad customer service, workplace injuries, cost blowouts and more.

The Employee Retention Masterclass is an excellent resource for any business.

Employee Retention Masterclass WorkbookThe Masterclass comes to you from guest HRwisdom contributor and internationally best-selling author, Les McKeown.

Not only has Les consulted to fortune 500 companies around the world, he has successfully started and grown dozens of companies in his own right, so Les knows what he is talking about.

In this comprehensive report, you will discover:

  • Powerful new approaches to attracting the right types of people to your business.
  • The key to developing your employer brand.
  • How to manage, develop and retain the right type of people for your organisation.

Download the free Employee Retention Masterclass Workbook:

Click here: Employee Retention Masterclass

HRwisdom

 

 

 

How To Fire Someone

How To Fire Someone

The question of how to fire someone is not a pleasant one but it is one that is being asked by more and more companies of all sizes as they feel the strain of ongoing economic uncertainty.

Remember to get free HR documents & employment law templates right now (use the form on the right-hand side of this page).

Alternatively, click to create customised termination letters and other HR documents.

How To Fire SomeoneThe question of how to fire someone has been highlighted recently with debate on unfair dismissal laws for small businesses and with announcements by large companies such as QANTAS and BHP Billiton that more job losses are imminent.

The George Clooney movie “Up In The Air” raised the profile of the redundancy process.

The film featured a corporate HR redundancy expert whose role was to fly from city to city making staff redundant as part of his firm’s outsourced outplacement service. At one stage, Clooney’s firm even explored the technical “advance” of conducting employee dismissal meetings via computer video linkups.

Perhaps more useful is the recent article published by the Wall Street Journal which shared some ideas on the unpleasant question of how to fire someone.

The article included feedback from different HR experts.

How To Fire Someone

Here are some of the suggestions on how to fire someone . . .

Say it yourself. The main bearer of bad news should be the employee’s direct manager. Otherwise, an employee may wonder whether the supervisor even supported the decision, and that could raise concerns over the merit of the termination.

Bring a witness. Having another manager or HR representative present helps to avoid a game of he-said, she-said if the employee retaliates with legal action. A third party also can ensure that the conversation remains on topic and professional.

Get it in writing. The moments after receiving bad news tend to be a blur, and the employee might not remember details such as how to get that final paycheck or when to sign up for [government support]. Have a written list of information on hand so the employee can process it later.

Keep it quick and make it less of a conversation and more of a notification. Cap the meeting at 15 or 20 minutes.

Be specific. Our imaginations can be our worst enemies, so the more employees know about why they’re being fired, the less likely they are to wonder about more nefarious motives, such as gender or age discrimination. Now is a good time to rehash some of the missteps an employee has made, such as missing sales quotas or ignoring warnings about unprofessional behavior.

Click to create customised termination letters and other HR documents.

Don’t apologize. Saying you’re sorry suggests that the manager is disappointed with the decision, which could leave the employee wondering whether the firing really was fair… Comments like “This is actually a good thing for you” are also inappropriate, since the manager offering such platitudes is still gainfully employed.

Do it on Friday. Or Monday. Or Wednesday. There is no consensus on the best day to fire someone. Fridays make the departure less dramatic but could leave the employee stewing over the weekend; Mondays allow a rapid-response job hunt but highlight that the employee’s calendar is clear for the rest of the week. The answer? Don’t dawdle. Make the notification as soon as you make the decision.

The article also made the basic but the sometimes overlooked suggestion to keep calm throughout the process and allow the employee to maintain some dignity by sticking to a private setting.

Feel free to share this article with friends and colleagues.

HRwisdom

Nothing HR Can’t Sort Out In The Morning

HRwisdom regularly shares HR & staff management templates, reports and general HR advice with employers all over Australia.

This HR advice and employment law advice is always aimed at being proactive and reducing your workforce management risks.

However, today (because it’s Friday) we’re sharing something a little different.

Today we’re sharing what appears to be anti HR advice.

Anyone who has ever dealt with managing people has probably had to face this situation at some point.

We had to laugh when we saw it . . .

Anti HR Advice

The picture below was spotted as part of a recent online advertisement for an inner city cocktail bar/bowling alley chain.

HR Advice

Remember, if you ever face a situation where an employee has taken the attitude that it’s “nothing that HR can’t sort out in the morning” then you should probably take a look at some HR advice and employment law advice.

It’s available now on HRwisdom.

Just login as a free HRwisdom Community member and scroll around the welcome page.

To login, just use the form over on the right-hand side of any HRwisdom page.

No password is required.

HRwisdom Gift Still Available

Also, a quick reminder that the special HRwisdom Thank You Gift is still available.

For details or to access your gift: Click Here.

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