December is a great time to review your management strategies, evaluate your level of success, and figure out where you need to improve.
What have you learned this year?
What you can change?
What can stay the same?
If you need some tips, here’s a look back on the top three management articles from 2018.
Unfortunately, every employer must fire an employee at some point or another. So, when you do, you should take the proper security precautions to make sure you tie up loose ends.
First, send a letter that summarizes any remaining obligations—equipment, access to confidential information, a non-compete agreement—they may owe you.
Next, have them return any keys in their possession, cancel any credit cards, change their internet passwords, and have them return any company laptops, phones, or tablets they used for your company.
If they had remote access to your network, have your IT department remove their access codes and reassign their emails to another employee, so their contacts don’t slip through the cracks. And finally, remove the person from payroll and your benefits package.
Generation Z are individuals born between the years 1995 and 2010, so the oldest ones are just starting to enter the workforce.
They’re driven by financial security and making sure they can provide for themselves and their families. They’re competitive, independent, and entrepreneurial, striving to work alone and being judged on the merits of their own work. They’re willing to start their own businesses, but they also make great employees since they can take on new projects and challenges and learn new information and skills. Though they’re comfortable with all kinds of virtual communication, they prefer in-person conversations to see the nuances that can’t be fully expressed in text alone.
With pre-employment screenings, you can predict personality, behaviors, cognitive ability, physical readiness, and other factors to immediately weed out people who might not fit your requirements.
If they don’t discriminate based on race, color, sex, nationality, religion, disability, or age, and are related to the job, they’re perfectly legal.
Personality tests measure traits or characteristics to determine whether candidates will fit the company culture. Talent assessment tests predict how the candidate might perform on certain skills. Emotional intelligence tests can measure how well the candidate understands their own emotions and the emotions of others, which is critical if they’ll be managing others or interacting with customers.
And, for physically demanding jobs, there are physical exams to determine how able-bodied a candidate is.
Background checks, credit checks, and drug tests help employers gauge character and habits—they’re legal, but a little more controversial. And some employers will administer tests that require candidates to act in a real-life simulation to see if they can perform certain job-related tasks.
Looking to Expand Your Workforce this Year?
Contact the experts at PrideStaff Denver Northwest. Let our team of skilled Staffing Consultants and Account Managers find the perfect fit for your available opportunity.