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Does your brand attract employees? Are you and your managers any good?
JUDGE YOUR COMPANY LIKE YOU JUDGE YOUR GOVERNMENT.
Being the good employer is not a goal – it is a consequence. It is not abstract, it is practical.
To know what its people think of it, a government runs a vox populi and it relies on feedback to stay in power. The feedback usually forecasts performance during voting. An independent electoral commission is in place to gather and calculate those votes.
Your company is not very different. Its version of an electoral commission is in the form of your recruiter.
Typically, you contact a professional recruiter to find you a talented employee. To do this correctly, your recruiter spends time speaking to many candidates before creating a shortlist. Among the many things that a good recruiter investigates are the real reasons why people left their previous jobs. You can benefit from this valuable feedback.
Then more time is spent building a relationship with those candidates; understanding their personality in order to secure a comfortable fit within your company.
The recruiter-candidate connection continues after the placement. The recruiter continues to check on how that new employee integrates as there is rapport. If the new employee identifies an obstacle, their recruiter is among the first to learn of it.
If there is a problem with how the new employee feels managed, your recruiter is likely to know. Naturally, managers want to believe that they are good – but they don’t have the means of knowing this for sure because a self-assessment would be biased.
See your managers as ministers in your government. You are understood to approve of everything they do, unless you make it clear that everyone has a voice and that you and your managers are open to feedback. Eliminate the perception of having untouchable or unreachable management.
Do away with autocracy and introduce autonomy to your operational staff. This way, the rest of your personnel will feel that you are approachable and that they can contribute meaningfully to your company.
SO, HOW GOOD IS YOUR GOVERNMENT ?
The best test of a good manager is not what their staff does while they are there – it is what happens when the manager is not there. Your staff may greet you with gleeful smiles as you walk down the passage, but it is what they say when they know you are not listening or watching.
Never take it for granted that things are as good as you THINK they are. Have the bravery to solicit a truly independent party to engage with your people. Your recruiter is usually very good in this respect. They are able to relate to your perspective as well as your personnel’s. Use their vantage to your advantage. They can gauge the real temperature in your workplace without bias.
They can carry out a vox populi of your staff without disrupting your operations.
After all, when you recruit, you accept a whole person; flaws, blind spots, prejudices and all. Reading personalities is a skill which needs constant practice. Your recruiter possesses those strong skills at assessing personality because they speak to different people every single day and also understand your business.
They can conduct a vox pop through private conversation. Thereafter, they prepare a comprehensive report that reflects what people truly feel. Although the feedback you’ll receive is anonymous, it is truly valuable and can help you see areas of improvement and as well as help you implement corrective measures.
Your business is worthy of continuing growth. Choose a recruiter who is prepared to partner with you in a meaningful way.
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