Posts tagged employee development
New Year, New Development Goals
Dec 16th
Traditionally the new year is a time for reflection and goal-setting for the future. You may have done this for yourself, it’s important to also plan for your company and your employees. A recent Gallup study showed that lack of career advancement opportunities was the most common reason for employee leaving organizations, being cited by 32 percent of respondents. So if you want to motivate engage and develop your top performers you must engage in good quality career development, the basis of which is a properly executed employee development plan.
Begin by considering your company’s goals for the new year. What training or skills would help you and your employees reach your business goals? To get started, design a development plan that outlines the goals you have in mind for your company and your employees—after all, goals clearly direct attention and effort toward action. Here are a few ways you can set development goals for yourself or your employees.
1. Consider your business goals
Before you set objectives for employees, you should try to align their development plan with your company’s needs. Consider what your long and short-term business objectives are. Then identify the necessary skills, knowledge and competencies that support those objectives.
2. Talk to your employees
Don’t just presume you know your employees’ skill level and career aspirations. If possible, have a face-to-face discussion with each of your team members to get a better understanding of what their career goals are and how they think they can accomplish them. You should also talk about any challenges they’re having in their current position. Have your employees do a self-assessment of their work. In what areas do they struggle the most? Would they benefit from additional training or mentoring?
Some of your employees may already have a career path in mind. But many times, they don’t know how to get started. By talking to them, you can work together to figure out what role your business plays in this plan as well as what opportunities you can offer them.
3. Develop your training plan
Once you’ve looked at each of your employees’ abilities and experience, as well as your company’s needs, it’s time to decide exactly what skills each person needs to acquire. Be sure to your employees’ goals are specific and timely. It’s much more difficult to measure an employee’s progress when their objectives are vague or broad.
4. Create an action plan
Now that you know what the objectives are, it’s time to figure out how your employee will go about achieving them. Developmental programs can include a combination of activities such as formal training with an organization like NorthStar360, reading, working directly with subject matter experts, one-on-one coaching and mentoring. Once you’ve identified some specific learning opportunities, create a plan.
5. Apply the new skills in the workplace
You’re spending a considerable amount of time and possibly money on helping your employees improve their skills. To get your greatest possible return on investment, your employees need to be able to put those new skills to work in your company. Set up some opportunities where your employees can quickly apply the new skills to the job and get feedback. This will help them reinforce and refine their new skills. If you’re working directing with a training and development organization, focus on applying this new knowledge as a key part of the development plan. If they don’t use the new knowledge when it’s fresh, they’re likely to lose it.
Creating a development program not only helps you make your workforce more effective and knowledgeable, but it can also improve employee satisfaction. And when your employees are happy, they’re less likely to go looking for work elsewhere. Let’s keep that 32 percent engaged and high performing.
Pre-Employment Assessments and Employee Development Boost Revenue, Confidence at Local Recycling Company
Jul 31st
Auto Recycling Magazine Features NorthStar360
“When it comes to businesses our size, you hear consultant and you think $60,000. Six months later, you’re broke and the consultant wasn’t much help,” describes Steve Dykstra, owner of Metro Recycling and Metro Auto.
NorthStar360 began a partnership with Griffith, Ind. based Metro Recycling and Metro Auto Recyclers last year. With humble beginnings, this family-owned recycling buy-back center and auto scrap service has achieved steady growth, carving out a very specialized niche in Northwest Indiana and Chicagoland. In Ind., the company also has locations in Valparaiso and Indianapolis in addition to its location in Blue Island, Ill.
But Dykstra wanted more. After much discussion and deliberation, the management team decided to bring in … that’s right, a consultant.
The consultant team worked with Dykstra to identify key business goals that were impeding growth. Susan Riddering, vice president for NorthStar360, explains that Employee Assessments are a smart first step for organizations. It helps them take a snapshot of where their company and employees are, and identify specific, measurable goals for the future.
The team agreed the employee assessments were the best first step. For Dykstra, the assessment process helped to accomplish two things: 1. Measure current employees’ strengths and areas for development and 2. Ensure new hires were a great fit for the position. Current employees have learned about their strengths and what they bring to Metro. For managers, skill gaps were identified and they attended concept-based workshops designed to bridge those specific gaps. After each seminar, managers worked with a business coach to talk about how they have implemented those new skills and concepts at Metro.
“The coaching requires follow-up and holds each person accountable. They have to think about what they learned and how to apply it day to day. It’s really a key component of the learning,” advocates Dykstra.
The pre-employment assessment is a useful tool for Metro as well and is now an integral part of the hiring process. When used in combination with the application and interview, the assessment helps identify candidates that are a good fit for a particular job.
“It is nice to have a tool that identifies candidates who are a good fit. It’s not just a gut-check anymore for us,” explains Dykstra. “The process also shows prospective candidates that our team is prepared and focused.”
Dykstra said the results for Metro have been business-changing, increasing employee productivity, retention and morale. Employees are happier and more fulfilled. “Our people see we’re trying to develop them so we can grow to new levels. We care about them, and we have created more credibility as a company,” he explained.
As for the bottom line, there are direct savings from decreased turn-over. “We all know turnover costs money; in searching for a candidate, training and day to day turmoil from having a vacant position,” said Dykstra. In addition, there are savings from indirect costs like productivity, retention and morale.
Metro owner Dykstra and CEO Neil Samahon are confident, the growth they have experienced would not have happened as seamlessly without hiring NorthStar360. “Two years ago I wouldn’t have wanted to grow to this extent. Now owners and upper management are ready. All the work we’ve done gives us the confidence to plan for growth,” cites Dykstra.
Dykstra admits; hiring a consultant can be scary because businesses associate it with a high cost. But for this family owned business, it was exactly what he needed to launch ahead, and Dykstra assures businesses there is a great return on investment. He recommends companies research area consultants. For Metro, NorthStar360 specializes in growing small to mid-size businesses with a niche for companies with 50-500 people, a perfect fit for Metro. “Rick and Susan at NorthStar360 are our experts,” said Dykstra.
Based in Dyer, Ind., NorthStar360 Business Solutions, LLC was founded to help businesses maximize their success through comprehensive hiring practices and in-depth employee development programs. The company customizes its training and tailors its development programs to meet the specific business goals of its clients. For more information on NorthStar360, please call (219) 864-1576 or visit www.northstar360.com.
Published in Automotive Recycling Magazine, March/ April 2013 issue. View article:
Keeping Your Talent in Your Company
May 29th
You’ve spent significant time and money hiring and training good employees. Now how do you keep them? If you are happy to have them, your competition would be too, especially since you made the initial and often costly investments of taking them from the “maybe” group to the “proven” stage.
Before you look up to see your treasured performer standing in front of you with resignation in hand you may want to ask yourself a few serious questions.
1. Would I want to work for me?
2. Do my employees feel appreciated?
3. Am I paying enough?
4. Do the people here feel they are part of a community?
5. Do my people feel they make a difference?
6. Are my employees proud to be part of my organization?
7. Would I want to work in this environment?
8. Does everyone here believe they have a future?
9. What am I not seeing?
10.Is the existing orientation process working?
People that are thrown into unfamiliar situations without clear expectations and understanding may never even begin the process of becoming part of your company.
Many times we fall into the rut of thinking that the way things worked yesterday will be fine for tomorrow. Meanwhile the people that want to take our spot in the marketplace are searching high and low for that added edge. Keeping the people we need to perform our tasks at maximum efficiency may be as easy as asking ourselves, “What would keep me here?”
Administrative Assistants Day Provides Opportunity for Development
Mar 17th
Administrative assistants may be best associated with the many clerical tasks performed throughout the day. We may forget to recognize the importance of a warm greeting, the filing of important documents or managing a busy calendar full of appointments; but these tasks have a resounding effect on the success or profitability of a business. Wednesday, April 24 marks this year’s Administrative Assistants Day, an annual reminder for us to say, “thank you.”
Having a right-hand gal or guy is essential to successful business growth. A strong administrative assistant has been linked to improved employee retention, financial growth and higher productivity.
The International Association of Administrative Professionals (IAAP) founded Administrative Assistants’ Day and suggests recognition go beyond the traditional Hallmark card and flowers. The IAAP suggests recognition that provides opportunities for learning and growth, including tuition reimbursement, participation in professional organizations and business workshops.
“We work with a variety of businesses that incorporate business and leadership training as a token of appreciation,” advises Susan Riddering, vice president of NorthStar360 Business Solutions. “One of the best things is to query your administrative staff and ask what areas they would like to develop.” Workshops can focus on any aspect that would improve skills and build confidence, such as High Performance, Teamwork, Time Management, Goal Settings and Customer Service.
Consider adding professional development to your plan for showing appreciation, ”But don’t forget the flowers!” advises Riddering.
Employee Engagement: Part One of a Five Part Series
Feb 4th
Perhaps the companies of old were on to something; long live the life long employee. Employee engagement is not a new buzz word or an old adage that is being revisited. Simply stated it is an approach to business and employees that is producing exceptional results. Unfortunately, a recent Towers Watson survey indicated that nearly two–thirds of U.S. employees are not fully engaged in their work and are less productive as a result.
This initiative starts from the ground up as employees alone do not drive engagement. The entire organization, its managers and its employees comprise the level of engagement. For engagement to truly “work” employees must be happy and productive. That’s a tall order. Managers must communicate and lead their employees toward the goals of the organization.
Research has shown that managers do not feel communication is a job responsibility, but this is not the case. Contrarily, organizations and leaders must identify clear visions and goals. They need to spearhead and encourage the communication of this vision throughout the company. And, simply having a mission statement or employee program does not fulfill this requirement. Proper training, marketing and support are mandatory for engagement to thrive in any corporate culture.
To address the many needs of employee engagement, NorthStar360 has developed a hands-on, 5-pronged approach to addressing each of the involved aspects:
1. Developing the Plan
2. Crafting a Working Environment
3. Supporting Employee Development
4. Coaching Employees
5. Maintaining Engagement
In upcoming newsletters and blog posts, we will outline each step in additional detail, a how-to guide for employers if you will. These steps together develop a more engaged, productive, happy and committed employee (and supervisor!). Stay tuned and salivating for the March NorthStar360 newsletter. And if you just can’t wait, contact us today for a custom-designed program for your organization.
Emotional Intelligence? The Buzz Word That’s Elevating Employee Productivity
Sep 28th
Why should your business be interested in an esoteric subject such as Emotional Intelligence? Why should your firm invest training dollars in a program designed to increase emotional competencies for your staff? Does it make a difference when employees are aware of their feelings, values and goals?
For any business that would like to see increases in productivity and efficiency, more effective sales people, more creative teams and more nimble management—the answer is an unequivocal yes.
Psychologists knew the traditional IQ test did not measure all of the factors that comprise an effective, successful, happily productive person. Competence at “book learning” is not the only, and perhaps not the most important, measure of intelligence. Many of the other factors that psychologists found to be important in making people successful in business and in life are included in the terms Emotional Intelligence or emotional competence. The more we are aware of our own emotions, the more control we have over them; and the more we empathize with the emotions of others, the more emotionally intelligent we become. Emotionally competent people have self-confidence, which makes them good leaders and active team players. They maintain an optimistic outlook on life, which helps them overcome obstacles. Their ability to delay gratification and to manage stress, anger, envy and other negative emotions helps them build productive relationships and complete difficult tasks.
Emotional Intelligence is not some New Age, touchy-feely concept. In fact, the United States Air Force saved three million dollars by using Emotional Intelligence screening to select recruiters. Those who had the most Emotional Intelligence were three times as effective as the general candidates. The more emotionally competent recruiters also stayed on the job longer, cutting training costs. The General Accounting Office reported an annual savings of $3,000,000 per year on a $10,000 investment in screening. It certainly seems that Emotional Intelligence is important for most roles in a business. But business people have one overriding question: how does it affect the bottom line? Can putting employees in touch with their emotions actually make them more productive?
Auto Recycler Drives Growth with Assessments and Employee Development
Jul 30th
“When it comes to businesses our size, you hear consultant and you think $60,000. Six months later, you’re broke and the consultant wasn’t much help,” describes Steve Dykstra, owner of Metro Recycling and Metro Auto.
Griffith, Ind. based Metro Recycling and Metro Auto Recyclers are your typical growing small businesses. With humble beginnings, this family-owned recycling buy-back center and auto scrap service has achieved steady growth, carving out a very specialized niche in Northwest Indiana and Chicagoland. In Ind., the company also has locations in Valparaiso and Indianapolis in addition to its location in Blue Island, Ill.
But Dykstra wanted more. After much discussion and deliberation, the management team decided to bring in … that’s right, a consultant.
The consultant team worked with Dykstra to identify key business goals that were impeding growth. Susan Riddering, vice president for NorthStar360 Business Solutions, LLC, explains Employee Assessments are a smart first step for organizations. It helps them take a snapshot of where their company and employees are, and identify specific, measurable goals for the future.
The team agreed the employee assessments were the best first step. For Dykstra, the assessment process helped to accomplish two things: 1. Measure current employees’ strengths and areas for development and 2. Ensure new hires were a great fit for the position. Current employees have learned about their strengths and what they bring to Metro. For managers, skill gaps have been identified and they attend concept-based workshops designed to bridge those specific gaps. After each seminar, managers work with a business coach to talk about how they have implemented those new skills and concepts at Metro.
“The coaching requires follow-up and holds each person accountable. They have to think about what they learned and how to apply it day to day. It’s really a key component of the learning,” advocates Dykstra.
The pre-employment assessment is a useful tool for Metro as well and is now an integral part of the hiring process. When used in combination with the application and interview, the assessment helps identify candidates that are a good fit for a particular job.
“It is nice to have a tool that identifies candidates who are a good fit. It’s not just a gut-check anymore for us,” explains Dykstra. “The process also shows prospective candidates that our team is prepared and focused.”
Dykstra said the results for Metro have been business-changing, increasing employee productivity, retention and morale. Employees are happier and more fulfilled. “Our people see we’re trying to develop them so we can grow to new levels. We care about them, and we have created more credibility as a company,” he explained.
As for the bottom line, there are direct savings from decreased turn-over. “We all know turnover costs money; in searching for a candidate, training and day to day turmoil from having a vacant position,” said Dykstra. In addition, there are savings from indirect costs like productivity, retention and morale.
Metro owner Dykstra and CEO Neil Samahon are confident, the growth they have experienced would not have happened as seamlessly without hiring NorthStar360. “Two years ago I wouldn’t have wanted to grow to this extent. Now owners and upper management are ready. All the work we’ve done gives us the confidence to plan for growth,” cites Dykstra.
Dykstra admits; hiring a consultant can be scary because businesses associate it with a high cost. But for this family owned business, it was exactly what he needed to launch ahead, and Dykstra assures businesses there is a great return on investment. He recommends companies research area consultants. For Metro, NorthStar360 specializes in growing small to mid-size businesses with a niche for companies with 50-500 people, a perfect fit for Metro. “Rick and Susan at NorthStar360 are our experts,” said Dykstra.