The only way an employee can successfully contribute to your business is by knowing exactly what is expected of them and by receiving frequent updates from management about how well they are meeting those expectations. To simply set an employee adrift in their position, hoping that they’ll figure out which habits are productive is not only a waste of time but it can also cost you a ton of money. If you want to get the most out of your team, it’s important to have a clear strategy about how to communicate expectations and evaluate employee success.
After spending this past weekend at the cottage, I find myself daydreaming about what it would be like to take an extra day off so I can enjoy the beautiful weather at the lake…and possibly even squeeze in a game of golf. Needless to say, I usually find it difficult to get motivated on Monday mornings.
Instead of completely ruining my productivity for the day, I’ve decided to use this thought as a motivator. The cottage will still be there next weekend and I’ve already booked a tee-off time on Saturday morning! Now all I have to do is accomplish my goals for the week.
So you have just finished a round of 5 interviews, and most of the candidates seem to be competent enough; how are you going to select the right person? With so many factors influencing hiring decisions, and so much risk of making the wrong hire, you need a method for quickly, effectively, evaluating each of the candidates. Use Demand Metric's Interview Evaluation Matrix to eliminate the guesswork.
What are Decision-Making Criteria for Hiring?
Many employee reviews take place in the final two months of the year, or at the very beginning of January. While that may still seem like distant tasks, employee evaluations should be on the mind of managers year round. Understanding what your employees do on a daily basis, and do well, is the foundation of effective management. A business management software program can help you do this effectively.
