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| Author: Mike Burstein |
- Learn how to delegate
- Use sincere praise
- Seek employee input for change
- Screen applicants with appropriate testing
- Create an employee reward/bounty program for new hire referrals
- Do not hire husband/wife, parent/child teams if one is terminated, the other may become a problem employee
- Long commutes usually lead to a disgruntled employee take an applicants commute into consideration when hiring
- Set up a complete and ongoing training program
- Pair up each new hire with a long time employee as a mentor
- Cross train employees whenever possible
- Never correct an employee in front of his peers use a private office
- Be available and approachable at all times
- If industry certification is available, encourage employees through education subsidy/reimbursement and increased pay
- Encourage employee improvement through education and training
- Never ask an employee to do something you wouldnt do yourself
- Lead by example whenever possible
- Reward outstanding employee performance
- Time off
- Acknowledge in front of peers
- Set up a vacation calendar pick by seniority
- Apply policies uniformly no favorites
- Formally review employee performance on a regular basis
- Set up a progressive disciplinary policy verbal, written, suspension, termination
- Dont procrastinate in ridding your organization of a hiring mistake
- Encourage employees to better themselves even if it results in losing an outstanding performer
- Set realistic goals for performance modify as circumstances change
- Use technology to improve employee productivity
- Create and utilize systematic tools to help employee success checklists, electronic reminders
2005 ODEC |
Author Bio:
Mike Burstein is a noted author. Mike likes to create articles about this area. |
| You can also reach this article by using: project management, risk management, small business administration, performance management |
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