Let’s discuss the team members who are responsible for managing schedules, coordinating logistics, and delivering the essential services that are fundamental to your company’s success. While their roles are not always directly associated with generating profits or interacting with clients face-to-face, their contributions are irreplaceable. Without them, the company would grind to a halt in 2.2 seconds — even faster if someone needs a document that is buried in SharePoint. Administrative Professionals Week is coming up, and it’s the perfect opportunity to highlight your support team’s dedication and indispensability.
The individuals on your administrative and support team are standout examples of reliability. Working behind the scenes to troubleshoot and solve problems, they act as the silent force that sustains the vitality of the company's mission and vision. Their attention to detail ensures that no issue goes unnoticed while maintaining the stability and efficiency of daily operations. Armed with an intimate understanding of the company's intricate systems and processes, they offer timely and adept support across all departments. Moreover, their commitment to the continued mastery of their responsibilities creates a place of excellence and innovation that permeates through the company's core.
When administrative and support staff feel valued and acknowledged for their contributions, they tend to experience higher levels of job satisfaction. Recognizing the pivotal roles they play not only cultivates a sense of belonging but also nurtures a deeper commitment to the company's objectives. By laying the groundwork, you can significantly boost employee morale, thereby enhancing the likelihood of achieving strategic goals. Leveraging insights from personality assessments, such as The Omnia Behavioral Assessment, can further refine and customize your approach.
Engaging support staff in an interactive exercise not only injects excitement into the workplace but also ignites teamwork and camaraderie within the group. A sense of community and synergy among colleagues happens when collaboration is high.
Getting the entire company to participate in the recognition event establishes a culture of appreciation and acknowledgment. The benefit of this initiative lies in reinforcing positive behaviors and strengthening team cohesion. Recognize specific skills or traits that make admin and support staff exceptional.
Inviting your admin team to have lunch with you is a pathway to open communication and strengthens relationships across different levels of the company. This fosters a welcoming atmosphere for them to share their ideas and concerns which builds transparency and trust.
Facilitating healthy activities among the support team can decrease job fatigue. By doing this, you are demonstrating your focus on employees’ happiness and well-being.
Having employees share their expertise advances continuous learning within the team. This can enhance job performance, efficiency, and adaptability as employees learn from each other's experiences and best practices.
Administrative Professionals Week serves as a reminder of the important role played by administrative and support staff in driving the success of the business. Beyond just a designated week of recognition, it underscores the ongoing need to applaud and appreciate their tireless efforts throughout the year. Embracing tools, like the Omnia Group’s assessments and reports, enables a deeper understanding of team dynamics and individual strengths, further enhancing your ability to empower your team.
By having a culture of appreciation, you can nurture an environment where your support team feels seen, valued, respected, and motivated. Let us take this time not only to express sincere gratitude to our admin and support teams but also to reaffirm our commitment to their continued growth and success. Happy Administrative Professionals Week!
Ingenuity and fresh ideas are essential for growth and progress within a company, and bringing the creative spirit that’s necessary for innovation to life is a team effort. Everyone needs to play a part in contributing to an organization’s advancement and goals to feel invested in bringing them to fruition. Though not everyone has the same talents, each person has individual strengths that enable them to make a difference in their own unique, important way.
You need people who can come up with forward-thinking plans as a first step, but it doesn’t stop there. You also need individuals who can translate those ideas and goals into tangible practices that can be implemented within your company. Understanding your employees’ individual personality traits and behavioral characteristics is a key to unlocking creativity and innovation within your organization.
People who are goal oriented, driven, and comfortable trying new or unproven methods to achieve results are often the ones who come up with ambitious new ideas. They enjoy taking risks and reaping the big rewards that can come with them. And they do not become discouraged by the trial-and-error aspect of formulating and implementing new plans. Rather, they see each setback as one step closer to success.
Let these take-charge, resilient individuals in on the ground floor when developing big-picture plans and high-level strategies. They are willing to press forward in the face of adversity to achieve visionary goals.
Management Tip: Since they don’t feel constrained by perceived limitations, be sure they submit their ideas to a “reality check” to make certain those ideas are attainable and realistic to put into practice.
Asking cautious employees who prefer working within clear-cut parameters to think up a brand new revenue stream or to completely overhaul existing systems could feel intimidating to them. People with these personality traits are not comfortable taking on risky ventures. They also have high standards for the quality of their work, so they want to use proven methodologies rather than chancing a mistake with untested techniques.
These employees will be inspired by collaborative efforts that ultimately help others, such as enhancing the services your business provides to clients or creating departmental initiatives that benefit the team as a whole. Rather than inventing a new set of protocols, ask them for ways to improve existing processes to enhance the accuracy and quality of the group’s collective results.
Management Tip: Encourage these employees to create stretch goals when crafting new processes and plans to help them foster a growth mindset.
Employees who are socially driven enjoy working with people and often communicate in an outgoing, expressive way. They thrive when interacting with their colleagues and having the chance to bounce ideas off each other. They are external processors, meaning they often “think out loud” and talk through problems and issues with others.
These individuals may work best on group projects that center around the interpersonal aspects of business, such as setting the tone for your company’s corporate culture or developing team-building objectives. Their ability to read others’ emotions can help them find the best way to appeal to an audience, so they may be effective at assignments involving establishing your brand and building employee loyalty within your organization.
Conversely, people who are analytical thinkers often possess strong focus for tasks that require solitary concentration. They are internal processors who solve problems by investigating facts and evidence. They prefer working individually or in small groups and having the chance to expand their knowledge base. They want to become subject matter experts on specific topics. They are often reserved communicators, but they like being resources for information for their peers and leadership.
These employees may excel at projects that include extensive research, objective data analysis, and bringing a depth of knowledge to the endeavor. Because they keep conversations targeted toward the business at hand, they can effectively keep project meetings and conversations on topic.
Management tip: Ensure everyone has the opportunity to contribute their ideas. Outgoing or assertive personalities often speak up to give their suggestions. Low-key or succinct communicators might be more reserved about offering up their recommendations or ideas. They also prefer having the chance to think things over. Give those employees time to review business needs in advance so they can formulate their ideas before bringing them to the table. Also, consider meeting with people one-on-one initially.
People work at a variety of tempos, and understanding the pace that each employee prefers can guide management when assigning projects and responsibilities. Fast-paced multitaskers are well suited for projects that have quick turnaround times and that have a lot of moving parts to juggle. These individuals are inspired by variety and are not overwhelmed by tight deadlines. Methodically paced individuals are patient and willing to take the time to ensure positive results. They have strong follow-up skills, so they often do well handling long-range projects that require a lengthy time commitment.
Management Tip: Because speedsters are motivated by diverse responsibilities, they can tend to start many new tasks but finish few. Ask for status updates on their assignments, and ensure they are not overwhelmed with too many activities. Persistent, orderly employees want to see one thing to completion before starting something new. Make certain they are prioritizing the most important work first, and help them pivot their focus when a new, more significant objective arises. Review project timelines regularly.
Innovation is about the entire process, from conceptualization to realization, and it takes many different personality qualities to bring that to life within your business. But how do you know which employees have which personality traits? A behavior assessment, like The Omnia Assessment, can help. Contact us today to discover how!
You hire each employee to fulfill a specific role within your organization. And, with rare exceptions, most of your team members want to meet or exceed your expectations. But they also want more. Your employees yearn to feel a deep passion for their work and to be inspired by your company’s mission. They long to make a positive impact on the world around them.
As their leader, you should desire these things for your team. By unleashing their passion, you’ll help your staff feel empowered, fulfilled, and happy. Passion starts with employee engagement.
According to Gallup, “…engaged employees produce better business outcomes than other employees -- across industry, company size, and nationality, and in good economic times and bad.” The numbers bear this out; the behaviors of highly engaged business units result in a 23% difference in profitability. If that’s not incentive enough to focus on engagement, Gallup also reported, “Not engaged or actively disengaged employees account for approximately $1.9 trillion in lost productivity nationally.”
When your employees have this deep connection to their jobs, your company will reap numerous benefits. Engagement will go up. Turnover will go down. And your team will become an innovative, problem-solving force that fosters productive relationships and pursues continuous learning -- all in the name of moving your enterprise forward.
So how do you encourage, tap into, and nurture your employees’ passions? You:
Your organization has to facilitate passion through engagement. And your company culture must reflect that desire to support the differing needs of each team member.
Shaping a culture that fosters passion begins with leadership -- old-school, rigid micromanaging and narrow-focused supervision is out. Collaborative, flexible, trusting, and visionary leadership is in.
Your employees need to know that it’s okay to fail if a calculated risk doesn’t pay off. They also need to know that you’re not after perfection -- you’re after results. And, while today’s performance is important, tomorrow’s growth and evolution are even more so.
This organizational stance has to be championed from the top down. As a leader, you need to model the behavior you want to see in your employees. Let your own passion show before you can expect your team to reveal theirs.
To be genuinely invested in and truly passionate about their work, your employees need to see that what they do matters. To help them recognize this, show them how their effort impacts their department, organization, and community. When each employee can trace their output to a larger outcome, they’ll take ownership of it and strive to improve.
Here are a few ways you can show your employees their real impact:
According to Omnia’s 2024 Talent Trends report, “The value of a company aligning with the ambitions of employees is clear. 77% of job applicants research company culture before applying for a job. 92% say that the company culture impacts their decision to stay longer.”
When you invest in an employee’s development, you tell them that you care about them and their career. With an enhanced skill set, they’ll feel more confident navigating uncertain times. They’ll also feel more loyal to your organization.
This development can also uncover and nurture your employees’ passions. As they learn by creating and doing, they’ll realize their potential and find new ways to help your organization achieve its goals. It’s a real win-win.
For best results, provide each employee with various developmental experiences tailored to their emerging skills and interests. Let them interact with other passionate team members across the organization to spread enthusiasm and innovation. And most importantly, give them ample space to experiment and implement what they learn.
It’s exciting to watch your team’s passion develop and deepen, benefiting each member and the business as a whole. What if you could get a sneak peek into your employees’ strengths, tendencies, and work preferences? That insight would help you position them for success both now and in the future and determine optimal developmental opportunities.
Good news! You absolutely can get that insight anytime you want it. A behavioral assessment provides all of those details and more, helping you lead, motivate, and communicate effectively with your team. You can learn more about Omnia’s behavioral assessments here.
Remember, effective communication leads to more productive employees and a more profitable workplace.
According to Dan Schawbel, managing partner at Workplace Intelligence (as reported by The Workforce Institute at UKG), “Feeling heard drives a sense of purpose and belonging. By implementing employee feedback, people leaders can create an organizational culture of psychological safety and trust that thrives when its people thrive.”
Behavioral insights can provide leadership with ideas on how to communicate with each team member efficiently and thoughtfully, to ensure that they each feel heard.
Omnia offers a variety of reports using behavioral assessment data. For example, the Team Dynamics Report provides an in-depth custom analysis of an existing or potential team. On the other hand, our Professional Development Report is an automated self-awareness report written directly to existing employees.
Passionate employees can achieve great feats for your organization. But, they must be empowered to create, innovate, and take risks. When they are, you’ll retain valuable human capital, and your company will take giant leaps forward -- both necessities in today’s ever-competitive business world.
This article is a repost from August 2020 with updated information and statistics.
Hiring a new employee can feel a lot like a guessing game. Sure, you study resumes, conduct interviews, and check references, but it often still feels like you’re taking your chances and hoping for the best. After all, job applicants can (and do) fudge resumes, candidates do their best to say all the right things and impress in interviews, and some references aren’t very forthcoming — if you can get them to return a call or email at all.
As frustrating as the process may be, it doesn’t have to be a gamble because Omnia helps take the guesswork out of hiring. And after the employee selection process is complete, we help make onboarding a productive, seamless experience too. It all starts with The Omnia Behavioral Assessment.
Our pre-employment assessment provides businesses with valuable insights into job candidates’ innate personality traits, revealing which behaviors are most natural and comfortable for them. It’s like getting a peek behind the curtain to see a potential hire’s inherent characteristics because the assessment uncovers attributes that might not be apparent from resumes, phone screens, or even interviews.
Omnia’s behavioral assessment helps companies identify candidates whose strengths and motivators align with the needs of the job, increasing the likelihood for success in the position. It also pinpoints a candidate’s potential challenge areas — something that might otherwise take weeks or months to come to the surface after starting a job.
Bonus #1: The personality insights gained from our pre-employment assessment help reduce the chance of unconscious bias in the hiring process. Rather than relying solely on subjective judgments, organizations use our data-backed assessment results as one of many factors in their decision-making, which helps to make their employee selection process more objective.
Our behavioral assessment is comprised of an adjective checklist, and job candidates select the words that best represent them. Because it is not a pass/fail test or a forced response questionnaire and there is no time limit, our assessment is an unintimidating exercise for job applicants. It’s also quick, typically taking 10 minutes or less to complete, making for a smooth candidate experience.
Although our clients are welcome to use any of the position benchmarks from our extensive library covering a variety of industries, we also offer the opportunity for clients to create their own job benchmarks unique to their businesses. They can assess the people who are successfully performing those jobs now to create a standard by which to evaluate future applicants.
The data derived from an Omnia pre-employment assessment is illustrated by an easy-to-read 8-column bar graph and explained in depth in both the Target Selection Report and The Custom Selection Profile.
Our Target Selection report compares the candidate’s attributes to the desired traits for a job and provides insightful discussions about the similarities and differences. The results are available immediately. Omnia’s Custom Selection Profile also offers informative explanations about an applicant’s job fit. Each Custom Selection Profile is individually evaluated and written by an analyst, and this enables us to tailor the writeup based on an employer’s unique needs, such as including peer and supervisor comparisons and addressing specific questions or concerns.
Bonus #2: All Omnia reports, including our automated reports, are originally written by analysts, not AI.
Understanding the characteristics that are most natural for an applicant can make interviews more impactful as well. Armed with this information, interviewers can ask behavioral interview questions that delve deeper into how a candidate’s attributes will either complement a job or become challenge areas within the position. It gives the applicant a chance to offer real-life examples of how they’ve handled specific situations and obstacles in the past, allowing employers to make hiring decisions based on concrete examples and experiences rather than surface-level impressions.
Bonus #3: All Custom Selection Profiles and Target Selection reports include behavioral interview questions specific to the traits outlined in each candidate’s report.
But the benefits of The Omnia Assessment don’t end after the selection process. The personality insights offered by Omnia’s suite of behavioral assessment reports aid in onboarding too. Understanding a new hire’s communication style or the level of structure and direction that best suits them in a new job helps companies tailor the onboarding process to the individual, maximizing their potential from the start.
Identifying a new employee’s intrinsic traits can help better integrate them into existing teams, uncovering potential conflicts or areas of synergy within the group, enabling managers to proactively address them during the acclimation process.
Bonus #4: Omnia also provides unlimited consultations with our team of expert Client Service Managers to discuss the assessment results, answer questions, and help clients get the most out of their Omnia reports.
For 39 years, Omnia has been a trusted partner through candidate selection, employee onboarding, and beyond. In addition to our pre-employment behavioral assessment, we also offer other tools such as a cognitive assessment, grammar assessment, and job ad writing assistance. Reach out to us today to discover how the Omnia advantage can help take your hiring and onboarding process to the next level!
When it comes to hybrid work environments, I’ve seen (and worked in) most all variations. When I first started at Omnia as an analyst, our team was able to earn telecommuting privileges, working from home for up to three days a week. Years later, I became a fully remote employee, working totally from home, while most of my colleagues worked in the office. After the impact of Covid, Omnia decided to adopt a fully remote business model, so now everyone at the company works from home.
The hybrid work experience that has been the “old normal” to me for years has become new terrain that many businesses are learning to traverse. The option to work remotely presents many benefits, including less time spent commuting and greater work-life balance for employees as well as decreased overhead costs and improved retention rates for employers. However, when coworkers aren’t in the same proximity consistently, it can present some challenges in cultivating feelings of connectedness to the organization and to each other. But it is those very challenges that make it even more important to prioritize building a unified, thriving culture.
Hybrid workplaces may present some unique challenges to building a company culture, but they are not insurmountable. Alexia Cambon, a research director at Gartner says, “Instead of viewing hybrid work as a disruption to the cultural experience, leaders should see it as an opportunity to build culture differently.” With that in mind, here are 5 ideas for growing your company culture in a hybrid environment.
Communication is a critical component for building any business culture. When all employees are made aware of the direction and values of the organization and kept updated on its happenings, their buy-in and commitment increases. Conversely, when people hear about important company information secondhand or long after the fact, it makes them feel left out and disengaged.
Regular, transparent communication becomes even more crucial within a hybrid workplace. You may not be able to get all employees together in a physical conference room to discuss the latest KPIs, but you can schedule monthly or quarterly virtual meetings to give everyone updates about the organization.
Employees may work not only in different locations but also in different time zones or have different work schedules, so asynchronous methods of communication like email and messaging apps can also help ensure that everyone stays current on the latest plans and initiatives.
One of the drawbacks of employees not working in the same office is the lack of unplanned meetings in the hallway and impromptu conversations around the coffee maker that often spark great ideas. While working in different places may not be as conducive to spontaneity, collaboration is still possible — and necessary — for colleagues who aren’t always in the office together.
The variety of tools and apps available to help people collaborate is abundant, so put technology to work for your employees and your business! Video meetings, even with the camera off, can be a helpful tool to brainstorm ideas and plan projects. Task/project-management tools, document sharing platforms, discussion boards, and other apps make it easier for colleagues to work together, even if they are physically apart.
And don’t forget the power of a good, old-fashioned phone call!
The above-mentioned hallway and watercooler conversations help grow camaraderie among colleagues, but that does not have to stop in a hybrid workplace. Set weekly or monthly virtual meetings where employees can voluntarily get together and catch up with each other — no discussions about work allowed! A small investment of company time can reap big dividends by making employees feel more connected to each other and, therefore, the organization at large.
Offer employees a few chances throughout the year to get together and see each other face to face. Consider designating a charity or community initiative to support, and set aside a day when employees can volunteer alongside one another. Or have everyone meet at a zipline course for a day of teambuilding. Whether through in-person all-company meetings or a communal day of recreation, providing opportunities for everyone to be together can facilitate bonding and rejuvenate feelings of togetherness.
There is no shortage of headlines about business leaders who are skeptical about how remote work impacts their companies, but adjusting to a hybrid work model can be a challenge for some employees too. While most people who are offered flexible work arrangements will take them, they may benefit from guidance on effective methods for working productively and staying engaged in a hybrid environment.
Not merely signing paperwork and setting up equipment, effective onboarding offers companies the chance to review their work processes, values, and mission while also providing the training that establishes the foundation for new hire success. And yes, it can be done successfully even remotely!
Remote mentoring can be a valuable way to give new and tenured employees both a connection to a fellow colleague and guidance for staying engaged and productive while working in a fully or partially remote job. Incorporating virtual coworking sessions can also provide opportunities for the mentee to ask questions as they come up and mimic the feel of working together in person.
Behavioral assessments offer another avenue for supporting your employees in a hybrid workplace. Understanding a person’s natural traits and characteristics gives leadership insights on how that individual may excel working in a hybrid role as well as where they might have difficulties. Omnia’s Professional Development assessment gives our clients the option of selecting a remote work environment, and the report discusses the employee’s strengths and challenges in navigating a remote position while also offering management and motivational strategies.
Our Professional Development report is just one of the ways Omnia helps our clients hire right the first time and retain productive, motivated employees. Whatever your business environment, Omnia wants to be your trusted partner to help your business and employees thrive!
You’re ready to stand out in the community and create strong member relationships, but what’s the best way to get there? First, you have to be ready to provide members with what they want, like incentives, digital engagement, and financial education. Along with meeting member needs in a modern way, you need to stay focused on the usual day-to-day needs of the organization. That starts with hiring the best people. The success of any credit union, or really any business, starts with its people. Your employees represent your core values. They turn vision into reality. They make it all happen. That’s why a strong selection process and a solid pre-employment assessment strategy that uses data-backed decision tools like behavioral assessments and cognitive ability tests will set your credit union up for success on all levels.
Myth: We have to just accept high turnover
A common misconception often accepted as fact is that frequent employee turnover is normal, so when the hiring gets tough, it almost doesn’t matter who is hired since the employee won’t stay long anyway. It’s tempting, when that open position is staring everyone in the face and making things harder on the rest of the team, to just quickly find anybody to fill it and hope they’ll stay long enough to alleviate even a little bit of the pressure. Unfortunately, this mindset often creates bigger problems, like inefficiency and expense, making the normal business problems your credit union faces even more challenging.
When working with the unknown, like job candidates you’ve never met before interview day, it’s best to collect as much information as possible to help you make solid hiring decisions. Using data-backed hiring tools is your first defense against making a wrong hire. Instinct and personal judgment can play a small part but should never be the only tools used to select people; too many things can easily cloud our judgment, and some candidates are very good at hiding their faults until it is too late.
When you are ready to start looking for your next great credit union employee, consider these 7 easy tips:
It’s easy to think a formal hiring system is unnecessary. After all, too many bureaucratic layers create unnecessary problems, while everyday business needs can get in the way of following the system perfectly. As a result, rigid selection practices can feel impractical or inefficient. And there is certainly some truth to that; strict processes can be as problematic as no process.
A formal, structured process is crucial, but you need one that works for your culture and is not weighed down by bureaucratic layers that unnecessarily burden the process. Find a balance between haphazard and inflexible. Extremes never work; find a balance that works for your credit union. Having a plan will go a long way toward avoiding long-term problems, like excess training time, performance problems, and unnecessary turnover.
The goal should always be to hire the best. You want talented, capable, dedicated employees. Never settle if you can help it. Of course, this is the real world and sometimes the candidate pool is shallow, but if you start with the mindset of wanting the best and you do the steps to uncover all you can, then you’ll have more hits than misses.
Listing out your needs and the reasons behind those needs will help you set priorities and see your expectations, strengths, and weaknesses in a brighter light. Think about the specifics of your work environment and credit union culture.
Is your credit union fast-paced and hectic with constant little fires to put out? If so, you should avoid hiring people who tell you they hate being rushed or interrupted or that they get overwhelmed easily. While patience and diligence are admirable qualities, they could be liabilities in a turbulent environment. Of course, certain roles might need those traits regardless of the overall culture, so consider all the factors, like the culture of the individual department, the manager’s leadership style, and the basic demands of the job itself. One-size-fits-all is another myth.
It's also a good idea to stay up to date on the latest hiring trends to stay competitive within your community’s job market.
The job post is the crucial first impression you make on a candidate. It’s also a great tool for instantly eliminating people who are not the right fit for the job or your credit union.
Start with being crystal clear about the job. Highlight exactly what the job is, what it entails day to day, and what personality traits are best suited to it. It’s amazing how many candidates are hired and later state they felt misled about the role. Honesty is your best employee retention tool during the selection process. It’s perfectly okay to scare people off from the job in your post. The whole process is about funneling down to the best candidates. The right candidates will want to put their hat in the ring, and the wrong candidates will turn away. If you aren’t honest though, you’ll hire the wrong candidates, and they will quickly feel resentful of the perceived betrayal and leave or perhaps stay but do the bare minimum, known today as quiet quitting. Scaring off the wrong type will help your retention efforts in the long run.
Your job post needs to clearly show who you are as an employer and company. Emphasize your identity and brand. Be daring. Today, employees want to work for an organization that matches their personalities. If your credit union is playful, lighthearted, and full of laughs, make sure your post reflects that. Use humor. But if your credit union is buttoned up, formal, and serious, then be serious and formal in your post. Staying true to who you are will help you attract like-minded people, and people who are compatible with your identity are more likely to stay.
After posting the job, the resumes should start rolling in. Now you can discard the ones that clearly do not meet your needs and whittle down your candidates. Keep in mind that, as you dig deeper into each person’s background, you may uncover more than just a few unpleasant surprises. Research shows that up to 40 percent of resumes include some false or inflated facts!
A pre-employment personality assessment will give you an even closer look at a candidate’s potential. Do their traits coincide with the traits needed for the job? How will they interact with their peers and supervisor? To hold on to strong, productive employees, make sure the people you hire are a match for the demands of the position. Omnia helps to set the “job personality” which shows the traits of an ideal candidate; this way you can see how a candidate’s traits align with the best traits for the job.
The best part is that a behavioral assessment is not a test; there is no such thing as pass or fail. The Omnia behavioral assessment uses the candidate’s responses to a simple word association checklist. It’s a quick yet powerful tool that provides extensive insight into a person’s strengths, motivators, weaknesses, and fit to the role.
To minimize the risk of a bad hire, make sure the potential new hire has the skills they claim to have, especially the ones needed to do the most basic aspects of the job. Use hard skill proficiency tests that are job appropriate (this is important) and designed to demonstrate abilities. It might be a bookkeeping test, a Microsoft Excel or Word test, a cognitive ability evaluation, or a banking terminology quiz. Don’t assume that the person interviewing for your IT position knows how to turn the computer on. Sometimes, people say they know how to do something just to get their foot in the door.
A background check protects everyone: you, your employees, and your credit union. Crime and violence are, sadly, not uncommon in the workplace. Make sure there are no issues from your candidate’s past that make you leery. Negligent hiring can be alleged if an employer fails to exercise reasonable caution when hiring a new employee. Employers could be held liable for illegal or violent action taken by employees who were not subjected to reasonable pre-employment screening.
Self-awareness is a powerful leadership tool. Consider your own management style and encourage all other managers to do the same. To effectively motivate and inspire your employees, it helps if you have a great grasp on what makes you tick.
Do you prefer it when employees consistently ask for your guidance, or are you more in tune with those who regularly make their own decisions? Do you closely oversee every detail big and small, or do you expect your team to fill the gaps for themselves?
While it might sound nice to surround yourself with people who are completely in sync with your own work approach, that’s not always realistic or even wise. Different roles require different traits. The power is in knowing how to adjust your style to meet the individual needs of your employees. It’s one of the strongest employee retention tools you can use.
It might seem completely daunting, and maybe sometimes it will be, to hire and lead a productive, cohesive, and dedicated team, but it is possible. Know what you want, stay true to your non-negotiables, and seek out employees who align with those needs. Don’t settle. Employ people who have the potential to exceed your expectations.
How to Preserve Your Credit Union Reputation with Succession Planning
Enhance Workplace Effectiveness through Behavioral Assessments
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