Skip to content

Posts from the ‘Employers’ Category

Conducting an Exit Interview: top questions to ask

Employee turnover is inevitable. But you can turn an employee’s departure into an opportunity to learn about what you are doing correctly and where your organization can improve with our guide to conducting valuable exit interviews with departing employees.

Making an exit interview part of your employee offboarding process is key to helping you identify opportunities and implement influential changes in your organization’s processes and procedures. Whether you’re unsure of exit interview best practices or how to conduct an exit interview with a terminated employee, check out Adecco’s essential guide to getting the most out of exit interviews.

Exit interviews and retention

No organization can completely avoid employee turnover. Even the best efforts to increase engagement and employee retention can fail; there will always be colleagues leaving your organization, whether it’s because they’ve found employment elsewhere, reached retirement or fell short of their job expectations. Despite the inconvenience of initiating the recruitment and onboarding process, there is something to be gained from employee turnover and it lies within the exit interview. With nothing to lose, departing employees are more likely to provide constructive feedback, enabling employers to refine their recruitment and training practices as well as developing better engagement and retention strategies for the long-term success of their employees and business.

Conducting the best exit interviews

Exit interview best practices: two colleagues shaking hands after a business meeting

Be mindful of a few exit interview best practices to make sure you are getting optimal feedback from the departing employee.

  1. Schedule an exit interview within a week of the employee giving written notice. This will ensure the colleague is still engaged in their work load.
  2. Offer the colleague multiple exit interview format options (written, phone or in-person) and allow them to pick the format they are most comfortable with.
  3. If the associate opts for an in-person or phone interview, have an HR representative conduct the interview. Allowing a manager or direct supervisor to conduct the interview can leave the colleague feeling intimidated and uncomfortable about answering certain questions.
  4. Create a comfortable and safe environment to encourage the colleague to open up about their experiences and reasons for leaving. Reiterate that all feedback is confidential and provide a private area to conduct the interview.
  5. End the interview on a personal and positive note. Thank the employee for their time and wish them success in their future endeavors.

Remember! With limited time left in their role, departing employees are busy organizing their desk for the replacement employee and preparing for their next big chapter. Keep your exit interview brief to ensure better engagement from the colleague.

Exit interview questions

Exit interview questions: businessman using pen and computer laptop for an interview

Asking the right questions will help ensure you are getting the best insight from the departing employee.

Consider these general questions:

  • Why are you leaving your current position?
  • What did you like/dislike most about your job?
  • What would you recommend we do to help us create a better workplace?
  • Can you offer any other comments on why you are leaving and how we can improve as an organization?

Ask the following if you have high retention:

  • What could have been done for you to remain employed here?
  • What made you accept another job offer?
  • What things could management have done better?

Ask the following if you have low retention:

  • What skills and qualifications should we look for in your replacement?
  • How can we improve our employee training and development programs?
  • What things could your manager have done better?

Ask the following if you are a start-up:

  • Were you happy with your compensation (including pay, benefits and other incentives)?
  • Did you feel you had the necessary tools and equipment to do your job?
  • Did you receive feedback to help you improve at your job?

Ask the following if morale is low:

  • How could management make this company a better place to work?
  • How would you describe our company culture?
  • How would you improve employee morale?

Ask the following if the employee leaving is a surprise:

  • How do you feel you were treated by colleagues, supervisors and management?
  • Were your job responsibilities accurately characterized during the interview and orientation process?
  • Did management help you accomplish your professional development and career goals?

The results of your exit interview hold great opportunities for adjusting how you manage your employees and improve retention. This includes seeking and analyzing the departing employee’s feedback on: job training, efficiency, management leadership styles and compensation. Use the results you have collected to create an action plan that improves office efficiency and betters employee morale.

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

Lowering employee turnover rates by focusing on engagement

In today’s labour market, employee retention is key to a business’ success. With growing competition to attract and retain top talent, high employee turnover rates can be detrimental to the success of a business. That’s why addressing the causes of turnover in your organization can help you maintain your competitive position in the labour market and retain top talent.

When an employee leaves the organization and needs to be replaced, the result is employee turnover. Some employee turnover can’t be controlled; involuntary turnover includes terminations and downsizing. But when it comes to voluntary turnover — that is, employees choosing to leave your organization — there are high price tags attached. Management is forced to spend massive amounts on recruitment and training — ultimately affecting your bottom line. Plus, there’s always the costs associated with a halt or decrease in productivity.

So, if you’re wondering how to reduce employee turnover and maintain a productive and happy workforce, read on for Adecco’s strategies to reduce employee turnover.

1. Improve hiring practices

Reducing employee turnover starts before employment. In fact, 69% of employees are more likely to stay with an organization for three years if they received great on-boarding. Be clear on role responsibilities from the beginning and put in place a thorough on-boarding program that includes job training, brand initiatives and culture, so that new colleagues are engaged and able to acclimatize to their new role.

2. Focus on employee recognition

Boss shaking hands with a new employee: employee turnover

Your employees work hard for the success of your organization, so make sure their efforts don’t go unnoticed! Recognize and reward top talent to keep employees engaged. Is productivity starting to lag? Motivate colleagues to achieve success for themselves and your business as a whole. Here are a few tips on how to motivate your workforce.

3. Assist employee development

Make it clear that hard work pays off and that your business rewards commitment with professional growth. With 93% of employees stating that they would stay longer at a company that invested in their careers, assisting employee development is a definite solution for high employee turnover!

4. Offer flexible work

Flexible work: man working outdoors

Promoting a healthy work-life balance is a beneficial strategy to reduce employee turnover (among other benefits!). After all, balancing professional and personal commitments is no longer a luxury, it’s an expectation that 87% of employees expect employers to accommodate. Help your staff achieve equilibrium with a few tips on deploying flexible work or different work weeks.

5. Demonstrate open communication

Ensure your employees are heard by developing an open-door policy that facilitates communication between staff and management. Remember, communication is a two-way street. Offer regular constructive feedback on job performance and involve employees on decisions that affect their role within the organization to help keep them engaged.

6. Offer a competitive salary

At the end of the day, money talks. Workers want to be properly paid for their hard work and expect fair compensation to offset the rising cost of living. If you’re not paying your employees adequately, they’ll find an organization that will. Retain your top talent by keeping employee salaries competitive with Adecco’s 2019 Salary Guide.

7. Include a comprehensive benefits package

In today’s world, compensation includes much more that salary. Offer your employees a comprehensive benefits package that includes health insurance (including dental and vision), paid leave, retirement plans, commuter benefits, work-life balance and additional fringe benefits.

8. Make work fun

One third, or approximately 90,000 hours, of your life will be spent at work. Let’s not waste that time being miserable! Believe it or not, there are ways to manage a productive workplace that also includes fun. Encourage collaboration through team-building activities or celebrate successes with employee recognition events. Even the occasional pot-luck lunch will help turn your workforce into a community that yields impressive results.

Attract and retain top talent for your company with the help of Adecco. Contact your local Adecco branch to speak with a qualified recruiter today!

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

Managing Workplace Conflicts: helpful tips for your next workplace conflict

Dealing with employee conflict is an integral part of a manager’s role. Conflict in your workforce may be inevitable, but it doesn’t have to defeat your office morale or productivity. Find workplace harmony through efficient and effective conflict management approaches outlined in our blog.

Workplace conflict can be draining on your office’s resources: one study by the Society for Human Resource Management found that, on average, human resource teams spend 24 to 60 percent of their time trying to resolve workplace conflict, while a study by Christine Pearson out of the University of North Carolina at Chapel Hill found that 53% of workers have lost time over stress of a previous or potential confrontation with a colleague. When different opinions clash, or office politics erupt, Adecco’s tips to mediating workplace conflict will help get your office back to its productive state.

Communication is key

Conflict resolution in the workplace is only possible with strong communication between colleagues and management teams. Whether the conflict stems from a communication breakdown, personality clashes or responsibility disagreements, the best way to resolve it is often through mediating a conversation with all parties involved. If a resolution cannot be found, consider bringing in a third-party mediator who can help provide objectivity to facilitate unbiased communication.

Address conflict head on

Conflict affects more than the two parties involved. In fact, when disputes erupt, the rest of the office may find themselves caught in the crossfire or brought down by the negative energy that surrounds them. Don’t tiptoe around the issue at hand. Avoiding the disagreements or building tension will only help the conflict escalate and further damage colleague relationships and workplace productivity. Act quickly, investigate the conflict to determine the root cause and address the conflict head on.

Listen to both parties

Conflict resolution in the workplace: Serious businessmen having a dispute at a business meeting

Managing conflict in the workplace is not the time to pull rank and demand that colleagues simply end their dispute. Rather, be empathetic and work towards resolving the issue at hand. Refrain from judging the situation and make sure both parties are heard and have the opportunity to explain their feelings and describe their frustrations. Paraphrase what you have heard back to the employee to ensure you have the best understanding of the situation and to give them the opportunity to add in anything you may have missed.

Work towards collaboration

Ensuring that your diverse workforce is thriving means that you have talented colleagues with different ideas and opinions who feel comfortable expressing their perspectives in a welcoming environment. However, with such an array of ideas, there is the potential for clashes that result in tension or conflict within the workplace. Use these disagreements as a starting point to increase creativity, innovation and efficiency. Listen to both parties and work together to create a plan of action. By incorporating each side’s opinions and ideas, management can strengthen their team dynamic and create a corporate culture that promotes collaboration and prospers from it.

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

Outdoor Team-Building Activity Ideas for 2019: How to Get Outside and Strengthen Your Team

As business slows during the summer months, take the time to strengthen your organization with outdoor team-building activities.

If we spend an average of 90,000 hours at work in a lifetime, for some of us, that will add up to a lot of time spent under fluorescent lights staring at a screen. Getting outside can make you healthier; from helping to improve mental health to increasing productivity , leaving the screen behind can have a positive impact on your health and output.

As an employer, of course you want your employees to be happy, healthy and productive. And given the studies mentioned above, it’s clear that encouraging your employees to go outside is one way to help improve their lives. With that in mind, we’ve got the top outdoor team-building activities to get your employees outdoors and working together.

1. Support your local sports team

outdoor team building ideas: 4 soccer players chasing soccer ball

Whether you choose a professional or semi-professional team, getting outside to take in a sporting event is a great team-building activity. The time away from the office allows colleagues to get to know each other in a more relaxed setting and employees are united through cheering on the home team!

2. Be a tourist in your own city

Check out your city through the eyes of a tourist. Choose a popular tourist destination in your town and take a tour. Consider indulging in a food tour, testing your balance with a Segway tour or hitting the waters with a boat tour. Your employees will appreciate the time out of the office and the break from the 9 to 5 grind. Who knows, you may even learn something new and gain a new appreciation for the city you call home!

3. Hit the links at a corporate golf event

What better way to enjoy the sunny warm weather than taking a swing at a nearby golf course. You don’t have to be a pro to appreciate the breathtaking vistas and it’s always fun to learn something new. Mix teams with different skill levels to help coach beginners and play a tournament style such as Best Ball or Scramble that keeps the pace moving and limits frustration for the newbies.

Low cost/no cost team-building activities

Working with a tight budget? No problem! We’ve got options for outdoor corporate team building activities that won’t break the bank.

1. Host a scavenger hunt

Try a scavenger hunt to improve team dynamics and get your employees moving. Last year, Adecco held a scavenger hunt for our employees across Canada in support of Win4Youth, our global sporting program. Adecco branches and corporate departments across Canada competed against each other by submitting photos and videos of the team working together to perform challenges issued by our corporate head office. Need some ideas for fun clues to add to your scavenger hunt? These are a couple of the challenges we issued to our teams last year:

  • Take a picture with your doppelganger
  • Take a picture of your team doing their best yoga pose
  • Take a picture with the president of the company
  • Take a picture of a Canadian icon
  • Take a video of your team and strangers dancing.

2. Volunteer

Outdoor team building ideas: business people raising their hands

Improve office morale and give back to your local community by volunteering as a team this summer. Volunteering is a great way to boost employee engagement and give back to those less fortunate, all while highlighting your organization’s corporate social responsibility program. Helping employees feel better about themselves and the organization they work for.

3. Set up challenges for your team

For team-building games without materials, think about introducing daily/weekly/monthly challenges for your employees to get them outside and away from their screens for a little while. Company-wide Couch to 5K challenge? Monthly department meeting in the park? Nature photography competition? The activities and amount of friendly competition are specific to your teams, but by encouraging your team to take a break and flex different muscles can help make them more productive and ready to work when they get back to their desks.

It’s why Adecco supports the Win4Youth program, where Adecco colleagues, clients and temporary employees track their kilometres and sporting hours in support of a corporate donation to Plan International based on our results. It’s a program that introduces a small level of competition into our day and allows us to see our activity and where we’ve made improvements. If you’re an Adecco client, join us here!

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

Mastering Your Employee’s Performance Evaluations

Taking the time to conduct yearly performance reviews with your team is necessary to maintain peak performance of your organization. How will you make the most of performance appraisal season this year?

Conducting yearly performance assessments for your team is an essential tool to maintain the success of your business. Job appraisals can motivate colleagues to improve their performance through goal setting, while also providing a platform for employers to constructively assess colleague performance in relation to business needs and demands. Ready to kick-start your employee appraisal season? Adecco shares some of our favourite methods to motivate employees during appraisals to increase performance for the year ahead.

Set expectations early on

There should be no surprises during performance evaluations. Expectations should be clearly detailed within each employee’s job description and in the employee handbook. Revisit these expectations periodically throughout the year and especially in the months leading up to the employee’s evaluation to serve as a friendly reminder for those who may need an extra push to get back on track.

Utilize self-evaluations

Self-evaluations are an essential tool during the employee performance review process. Provide employees with a performance appraisal template well in advance of their scheduled formal evaluation to give employees time to fill out their self-assessments. This provides colleagues with the time to reflect on their performance over the past year and to give realistic ratings of their own performance. These self-appraisals can help remind managers of colleague contributions and they guide the creation of talking points for the appraisal meeting.

Start a conversation

Rather than creating a laundry list of feedback, start a conversation with your employee. Prepare talking points based on their performance to date and information shared in their self-assessments. Make sure to discuss career goals to ensure their needs are met and that you are fostering a work environment that promotes development.

Focus on coaching

To keep employees engaged and driven, highlight available coaching resources during the appraisal meeting. Ask your employee what they require from management to meet their performance and professional goals. Create an action plan to keep both parties accountable. By focusing on coaching practices during your appraisals, you are acknowledging your responsibility to develop and further your employees’ career goals.

Get to the point

One of the hardest parts of an employee’s performance assessment is confronting team members who are not pulling their weight. Although the conversation may be uncomfortable, speaking honestly about an employee’s poor performance and its impact on the organization is an effective way of addressing productivity gaps within your business. The performance appraisal meeting presents an opportunity to find out the cause of the problem and help employees create a plan to get back on track, which may include reassigning tasks or providing extra support or learning where necessary.

Focus on the give and take

As an employer, your takeaway from the performance appraisal session is clear. You will walk away with feedback on operations and management performance. But what does the appraisal give to your employee? Whether it’s monetary compensation, additional benefits or perks, or compensation for training and education, make sure to provide high-performing colleagues with a take-away for a job well done.

Create a follow-up plan

A full year may be too long to wait to discuss the outcomes of the appraisal meeting. Keep employees motivated by creating goals as well as a follow-up plan. This helps to keep both employee and management accountable for development, while increasing the overall performance of your organization.
By focusing on performance feedback, self-evaluation, employee recognition and goal setting, your employees will feel respected, valued and ready to take on another year of hard work within your organization.

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

Keeping your candidates on their toes: why you should be asking oddball interview questions

As a hiring manager, do you ever feel like you’re stuck in your own version of Groundhog Day, asking the same questions in interviews with candidates with similar qualifications, day after day after day? Don’t let your interview process get stale! Adecco is here with some of our favourite oddball questions to ask in a job interview to help you spice up your interview process and identify top talent.

When it comes to preparing questions for the interview process, recruiters have two goals: to identify the candidate whose skill sets match the position’s requirements and whose personality complements the organization’s corporate culture. Traditional questions such as “what are your strengths and weaknesses?” and “where do you see yourself in five years?” can still provide a valuable base for getting to know the candidate. But, as we’ve discussed before, behavioral interview questions give your interviewees the opportunity to show how they’ve approached certain situations in the past, helping you evaluate their potential fit with your organization.

Similarly, oddball interview questions can help you learn more about your candidates. Some of the top tech companies use strange interview questions in their hiring practice for this very reason. Here are a few of our favourites:

1. How many Big Macs does McDonald’s sell each year in the U.S.? (Facebook)
2. If you could be remembered for one sentence, what would it be? (Google)
3. How many children are born every day? (Apple)
4. If you had a choice between two superpowers — being invisible or flying — which would you choose? (Microsoft)
5. Design a spice rack for the blind (Intel)

The purpose of these interview questions is simple. Not only do these questions keep you from receiving the same practiced responses to traditional interview questions, they also force applicants to get creative and think critically about their answers. You can gauge how an applicant truly responds under pressure while getting an off-the-cuff response that reveals their true values, beliefs and logic. Questions can be positioned to identify candidates’ behavioral patterns, logical and critical thinking, beliefs and values.

Getting creative with your interview questions not only helps get honest answers out of unsuspecting candidates, but it also proves to your prospective candidate that the position is with an organization that thinks outside of the box, making you look great while helping to identify the best applicant to join your team.

Need help selecting the best candidates for your open roles? Our experienced recruiters are ready with some interview tricks of our own! To get started, contact your local Adecco branch today.