Terry's Blog

Millennail Investment

Surveys show that Millennial employees rate training and development as an employee benefit three times higher than they rate cash bonuses.

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Hiring Clarity

Before you head into an interview with a job candidate, be crystal clear about what you're looking for in an employee.  Hiring success depends on this.  Be armed with a very specific set of hiring criteria that fits your business strategy and culture.

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Job Descriptions

Typical job descriptions prove ineffective because they focus on activities, or a list of things a person will be doing.  Instead, focus on outcomes, or what a person must get done.  Make the outcomes as objective and observable as possible.  Additionally, each job description should have it's own set of competencies tailored to the position.

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Silence is Golden

You want to hire high-performers right?  Don't just hire big talkers.  Remember, some high-performing super stars are quiet. 

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Employee Ownership

Involve subordinates in planning.  Their involvement will give them a feeling of control over their work - and people are more conscientious when they feel that they "own" their work.  Perhaps the greatest reason that some people feel alienated from their work is that they lack control over how they spend their working day.

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Goal Setting Mistakes

Many organizations make three mistakes when setting goals: 1) fail to create performance metrics, 2) fail to align rewards with organization and department goals, and 3) the achievement bar is set too low.  All three can undermine the value of goal setting.

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Hiring Discipline

Part of successful hiring means having the discipline to pass on talented people who are not a fit with your company culture.

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Focusing on the Right Stuff

Results of a six-year global study of 351,613 respondents,  where people indicated that just over 40% of their time and energy was being spent on things that were not important to them or their companies.  Nearly half the payroll is being spent on things that don't matter to their strategic goals.

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Reference Check Tactic

When interviewing a job candidate, ask them this question: "What do you think your job references will say are some things you're good at, or not interested in?"  This will, in most cases, force the job candidate to give you an honest and complete answer.  The thought that you will be talking to references and verifying the candidate's answers compels the candidate to be much more truthful and complete than usual.

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Taking Charge

The first 90-days are critical in a new leadership role.  First impressions form quickly, and they matter.  Depending on their personalities, newly appointed leaders respond very differently to the increased visibility and performance pressure.  This is where a good mentor comes in.

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