Four Ways to Inspire & Motivate Your Staff

Is your team happy, productive, and motivated? Do they care about what they do and what the company stands for? Unengaged employees are a common problem for any type of business in any industry.

In fact, according to Gallup’s “State of the American Workplace” Report, over half of the U.S. workforce is not engaged. In other words, over 50 percent of current employees are unhappy with their current job and are actively looking for a new one.

If this doesn’t seem like a big deal, then consider these statistics: organizations with higher than average employee engagement realize 27 percent higher profits, 50 percent higher sales, and 50 percent higher customer loyalty levels.

So, as a manager, what can you do?

When it comes down to it, you can’t make people care. You can, however, inspire them to think differently about your business and the work that they do.

Here are four ways you can effectively inspire and motivate your team:

1. Evangelize company goals and values.

Make sure your employees understand what your vision is and what you’re trying to accomplish. If you communicate to them why you do what you do, they are more likely to treat the company as if it is their own. Show them their purpose and how it affects the business. Also, include your employees in your decision-making. Asking for a person’s input or opinion can give him/her a greater sense of belonging and help foster a culture of collaboration.

2. Incentivize and encourage them.

Show appreciation for employees that work hard and reward them for a job well done. Employees want to know that their work is acknowledged and valued. Offer constructive criticism to staff members when needed along with support to make changes so that you continue to boost their confidence. Consider putting a reward plan in place so that your employees have clear goals and something to work towards. Statistics show that this could increase employee performance by as much as 44 percent! Organizations that offer some sort of recognition program also have a lower turnover rate.

3. Invest in their professional growth.

Discover what’s important to your employees. This sends a clear message that you care about their future, not only with the company but in their professional career. More importantly, offer your staff periodic training opportunities that will strengthen the skills needed to thrive in their current roles or to advance within the company, such as Consult YHN’s weekly teletrainings and Employee Development Program (EDP) classes. Some of our practices will also offer tuition reimbursement to employees who want to continue their education. All of this helps to create “promotable” employees and, in turn, helps you save money in the long run.

4. Trust them.

Micromanaging is counterproductive. Have faith in your team’s abilities (that’s why you hired them in the first place!). It sounds so simple, but your trust has the potential to boost engagement, increase productivity, improve communication, build team spirit, and encourage employee advocacy. Cross-train your staff so that they have the opportunity to take on greater responsibilities in the future. Allow for mistakes, correct them, then step back and see how your employees manage without direct supervision.

Finally, don’t forget that Consult YHN offers industry-leading employee development and recruiting services that can help you build an engaged and high-performing team.

Ask your Account Manager for more information or contact our Recruiting Department today at RecruitingServices@ConsultYHN.com.

About the Author

Jason DiOttavio joined Consult YHN as a Corporate Recruiter in 2011. Previously, he worked as an agency recruiter for a staffing firm specializing in IT/Administrative roles including such large companies as Dietz & Watson. When not working, Jason enjoys spending time with his wife and young daughter. He’s also obsessed with cooking shows and finding new ice cream and donut shops.

The Most Important Interview Question Isn’t What You Think

Every savvy interviewer will ask an iteration of: “Why should I hire you?”

It’s a good question that can elicit great insights into a candidate’s self-worth, awareness, and understanding of the position. So, keep asking it!

However, very few interviewers would be able to come up with a compelling answer if a candidate asked, “Why should I come to work here?”

That’s also a good question. And even if it’s not asked specifically by a candidate, you can be sure that he or she is thinking about it. Hopefully, you’re providing implied answers throughout the interview. Now more than ever, employers need to be able to address this question head-on.

While the employment pool was once filled with candidates who were eager to please and grateful for opportunities to compete for “good jobs,” times have changed. Unemployment is at a historic low. There are more job openings than there are job seekers. The most skilled candidates will be very selective about where they choose to work. Small businesses face even greater hiring challenges because they’re competing with large corporations that offer high salaries, robust benefits, and attractive perks.

A great approach to your business (and your life, for that matter) is to simply do your best to control everything that you can. Here are three things that you can control when it comes to staffing and team building, along with three possible answers to that all-important question: “Why should I come to work here.”

 

“We offer a competitive salary as well as excellent benefits and perks.”

Let’s face facts: job seekers are going to go wherever they can get the most money (I know, I know, “Thanks, Captain Obvious!”). It’s crucial to establish salary guidelines that are in line with the prevailing industry and geographic standards. This is one area where you shouldn’t be looking to cut costs. Benefits and perks should also be part of your compensation equation (they certainly show up as line item costs on a P&L statement).

Now that we’ve addressed the obvious, you’ll be happy to know that there are other ways to be competitive in attracting talent.

“We’ll help you build skills that will last a lifetime.”

Many employers look to find people that can “hit the ground running.” In doing so, they sometimes confuse skills and experience with attributes and traits. They look for candidates who have acquired job skills through experience and professional development opportunities provided by previous employers. Your competitor assumed all the costs and did all the heavy lifting to develop this employee—what’s not to love?

Well, you may end up paying top dollar for talent like this and you may end up with an employee who isn’t challenged by the position.

So what if, instead of focusing on their skills, you also factored in the attributes that you want in an employee? Wouldn’t you be willing to teach, mentor, coach, and develop someone who had an impeccable work ethic?

You could end up with an employee who is challenged every day to learn; The kind of employee who is grateful for the opportunity and is engaged in his or her job and with the business; An employee who could contribute character and positivity to the kind of culture you want to build and maintain; Someone who would be an evangelist for your organization and help you attract future like-minded employees.

Bonus: they’ll cost you less than the employee who has the skills and experience to “hit the ground running.”

“We have a really great team of people here and we pride ourselves on having a culture of growth.”

You might be thinking, “But what if I spend all this time and money to develop this employee then they leave.” Well, know that while people may ultimately come to work for you because of the money, they will stay, or leave, because of your culture. 

Creating a culture of growth and development is a great way to demonstrate your organization’s value to candidates. When you offer opportunities to learn and grow and can speak to the policies and procedures that you have in place to encourage growth, you’ll be in a great position to attract top talent. As you evaluate or create your ideal culture, keep in mind that you want a work environment that is defined by respectfulness, transparency, and fairness.

In this competitive job market, the costs of making wrong hiring decisions, or hesitation in the face of potential growth is staggering. Identifying, vetting, attracting (and being attractive to) the best candidates has never been more important or more difficult.

Fortunately, Consult YHN’s experienced recruiters are here to help. Not only can we keep your practice running at capacity, but we can also help you build the ultimate dream team. Talk to your Account Manager or contact the Recruiting Department at RecruitingServices@ConsultYHN.com.

About the Author

Ernie Paolini is responsible for Human Resources and Recruiting Services at Consult YHN. He has more than 20 years of experience in building and managing technology-driven HR and recruitment organizations. His areas of expertise include behavioral interviewing, employee relations, compliance, and onboarding.

The 5 Keys to Successful Hiring

Every business owner is excited about growth. You’ve cultivated and nurtured your practice well, have done all the right things and are ready to take it to the next level. This usually involves expanding your staff and that means investing in additional human capital – hiring.

Small business owners don’t hire new employees every day and the thought of screening, interviewing, and selecting employees can be daunting. But if you pay attention to these five keys, you will maximize your chances of attracting and developing the best new talent for your practice.

 

1. Know what you are looking for

Preparation is always a strong precursor to success. Invest the time to understand the role you’re looking to fill as it relates to the skills necessary to do the job (think of skills as the things we all learn—both through work experience and formal education) and think about how to test and vet those skills. In addition to skills, you should also consider a candidate’s attributes or traits. These are the qualities that are “hard-wired” into a person’s DNA. While most skills can be taught or developed it can be very difficult to develop a person’s attributes. Finally, think about the culture you have and how a candidate will fit into that culture.

 

2. Always be on the lookout for talent

Once you know what you need, you may find yourself assessing everyone you meet. That’s a good thing. Leverage relationships, chance encounters, and business meetings. You never know where you may find your next star employee.

 

3. Listen

You should not be doing most of the talking in an interview. Sometimes we concentrate too much on the information we want to provide and not enough on getting the information we need. Asking good questions becomes meaningless if we are not listening to the answers and asking good follow-up questions.

 

4. Think about WHY someone would want to come to work for you

Unemployment is as low as its been in a long time. Talented candidates will have multiple options. Be ready to promote your practice as an employer of choice. You should always have a great answer when a candidate asks, “Why should I come to work for you?”

 

5. Take the time to onboard

Even if you execute the above items flawlessly it won’t matter if you don’t take the time to onboard new employees. Remember to set expectations, model great behavior, provide a lot of feedback, and coach your employees.
Follow these guidelines and you’ll maximize your chances hiring and retaining the best talent out there!

Of course, if you need a partner in guiding you through the process, trust the experts in hearing healthcare recruiting—Consult YHN’s recruiters!

About the Author

Ernie Paolini is responsible for Human Resources and Recruiting Services at Consult YHN. He has more than 20 years of experience in building and managing technology-driven HR and recruitment organizations. His areas of expertise include behavioral interviewing, employee relations, compliance, and onboarding.

5 Tips for Onboarding New Employees

Building a high-functioning, patient-friendly, and revenue-generating business begins with building a great team. And, as important as it is to recruit the best and brightest for positions in your practice, that’s only part of the process.

All of the hard work and time spent finding the perfect candidate could be wasted if you don’t put the same amount of time and effort into properly onboarding and training them.

In fact, your onboarding process can be one of the most critical factors in ensuring recently hired talent become happy and productive workers. Research has shown that 50 percent of all hourly workers leave new jobs in the first four months while 50 percent of senior-level new hires fail within 18 months.

How employers handle the first few days and months in a new employee’s experience is crucial to ensuring high retention.

So here are a few ways that you can help new hires be successful from the start

  • 1. Make sure they have all the tools and programs they need.

    Having new hires arrive to an empty or nonexistent work station is a terrible first impression to make. Set up their computer, email, and phone ahead of time, and stock their desk with the essential office supplies. In addition, make sure new employees have access to any programs, software, or electronic files necessary for them to hit the ground running.

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  • 2. Develop a plan and daily schedule for, at least, their first week.

    This will help the training process go smoother for everyone. In that schedule, be sure to pencil in a one-on-one meeting before or at the end of the week. Not only does this make new employees feel valued, but it gives you, as the owner, a sense of how they felt about their first week on the job. Providing realistic and clear expectations from the start keeps the line of communication open and gives the employee a better understanding of what’s expected of them. They really need that “approachability factor” to be a positive one.

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  • 3. Give them a warm welcome.

    If they haven’t had a tour of the office already, now is the time to do so. Make sure they’ve been properly introduced to everyone in the office—a few quick minutes can go a long way in easing their nerves and helping them get a better feel for the company culture and workflow. Scheduling an office meeting and/or lunch their first week is another good idea. Some companies will even greet new colleagues by leaving a plant or small gift on their desk.

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  • 4. Have them shadow a seasoned employee.

    This person should be someone who can show them, step by step, the daily tasks they will be responsible for and be able to exercise a great deal of patience (newbies are bound to ask a lot of questions and make at least a few mistakes). Documented SOPs (Standard Operating Procedures) will help the trainer. Otherwise, encourage the new hires to take notes along the way. After a day or so of shadowing, have them switch places and the new employee start the work.

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  • 5. Continue to foster their development.

    Training shouldn’t end after an employee’s first week, especially not if you’re hoping to have them eventually take on greater responsibilities. Remember: the more productive the employee, the more profitable the business. And, the happier a staff member is, the more inclined she’ll be to refer her friends and family members to the practice as patients, or even for new positions as they become available.

Documented procedures, equipment, training, introduction to staff, and on-going support will help to ensure that a new employees are able to thrive in their new role.

If you don’t already have a formal onboarding process in place, let our experienced recruiters help.
Along with your Account Manager and the Consult YHN Training Department, we form a team that will provide on-going support and training for every member of your staff so that you can build the best and most successful team for your business.

 

Source: Onboarding New Employees: Maximizing Success

About the Author

Dawn Bauer is a Senior Recruiter who has been with Consult YHN for 15 years. Previously, she spent 15 years working in banking and accounting, including 2 years in Consult YHN’s billing department. When she’s not at work, you can find Dawn either on the beach, in a shoe store, or at a concert.

Three Ways to Attract Top Talent

The US unemployment rate recently hit a 48-year low of 3.7 percent.

What does this mean for your practice when it comes to recruiting candidates? It means that qualified candidates have more employment options than ever.

Fortunately, there are many things you can do to set yourself apart from the practice down the road or any other employer the candidate may be considering, and it doesn’t involve rolling out a red carpet before every interview:

1. Preparation

From the moment candidates walk through the door, they should feel welcomed and comfortable in your practice. Make sure your front office staff is aware of the interview and gets the candidate settled, including if they want water or coffee and/or a quick office tour. All interviewers should have read the candidate’s resume ahead of time so that they’re not reading it during the interview for the first time. This shows the candidate that you are serious about their candidacy and also allows you time to write down questions specific to their background. You may also want to allow a 10-15 minute buffer in your schedule before the interview for any last minute accommodations and to make sure that you’re not rushing into it or arriving late.

2. Extending an offer

You just had a great interview with a candidate and want to extend an offer. You should strive to make that offer within 24-48 hours of the interview, if not sooner. My mantra: time is a deal killer when it comes to recruiting. Any delay in extending an offer may result in the candidate finding an opportunity elsewhere. What if it’s the first candidate that you interviewed? Don’t get caught in the mindset that you need to see more candidates! If your first candidate has the right skill set and will fit into your office culture, why would you need to see more? As for the details of the offer, besides salary, what are some perks that will distinguish you from another employer? Can you offer health insurance/monthly healthcare allowance? A generous vacation package? Bonuses? Spontaneous awards? Think outside the box to win over that candidate.

3. Branding

Every interview experience is a branding exercise for your practice. The candidate is evaluating you as much as you’re evaluating them. An employment decision for anyone has many implications for their professional and personal lives. Even if you don’t choose to hire a candidate, you want them to walk away with a good impression of your practice. They will tell their family and friends (i.e. potential patients) about the positive experience they had with your practice and in turn, will convey to them if they had a negative interviewing experience. Before I came to work for Consult YHN, I interviewed at a local college to work on their co-op program. At the end, the interviewer handed me a coffee mug with the name of the college on it which left me with a great impression of the school and the interviewer. Think about what you can do at the end of the interview to give that good last impression to the candidate.

Implement these suggestions to be any candidate’s number one choice, even in this increasingly competitive employment market!

Or, even better, let Consult YHN help.

Not only can our recruiters fill open positions in any functional area of your practice, but they’ll assist with the entire hiring process, start to finish.

Talk to your AM or give us a call at 800-984-3272, ext. 228 for more information.

About the Author

Ira Disman joined Consult YHN in 2011 as the recruiter for home office and field sales positions. He started his career as an agency recruiter in the insurance industry and then worked as a Corporate Recruiter for the PWC Consulting practice and the software company Synygy/Optymyze. Ira holds a bachelor’s degree from Babson College and an MBA (Human Resources) from Drexel University. When not working, he enjoys getting his money’s worth on the golf course by hitting many, many shots during a round.

Impressive Skills or Winning Personality: Which Should You Be Looking For?

Recruiting top talent for your practice is never an easy process. A lot of time and effort is put into interviewing, so we want to make sure we get it right for our Associates. Of course, our initial screening process begins with considering a candidate’s background, experience, and education. But there is so much more that goes into finding the perfect fit for your staff. It is important to the recruiting team at Consult YHN to ensure we are interviewing candidates based on their expertise, but also seeking out those with winning personalities.

In a 2013 survey of over 500 business development, communications, and tech industry leaders, 78% identified personality as the absolute most desirable quality in a potential employee. Meanwhile, skill-set was ranked only the third most important at 39%, following behind cultural alignment at 53%.

Are you someone that looks for candidates who can “hit the ground running” because they already possess the required skill set? While the learning curve may be a concern for busy practices looking to fill positions quickly, there are pitfalls to only interviewing based on skill set. Remember, skills can be taught, but the right attitude and personality cannot.

We recommend focusing on finding someone with a great personality and putting the time into onboarding that employee and cultivating their talent. Personality conflicts between a new hire and their superior are one of the leading reasons for employee turnover. Incorporating behavioral questions in your interview process can uncover how different personality types would handle certain situations and really tell us a lot about if they will be successful. Consult YHN’s recruiters work closely with their accounts and are experts at finding the ideal candidates for each practice, as no two practices are alike.

Below are some traits that we can interview for during our recruiting process to find the personality that best fits your practice’s culture:

  • Ability to learn/adaptable to change
  • Response to stressful situations and constructive criticism
  • Analytical skills
  • Teamwork and social skills
  • Integrity, honesty, empathy
  • Determination and drive for success
  • Accountability/ownership of responsibilities

If you are interested in learning more about specific questions that you can ask during the interview process, please reach out to Consult YHN’s Recruiting Department at RecruitingServices@ConsultYHN.com or 800-984-3272.

 

Source: Hyper Island Executive Study, 2014

About the Author

Jason DiOttavio joined Consult YHN as a Corporate Recruiter in 2011. Previously, he worked as an agency recruiter for a staffing firm specializing in IT/Administrative roles including such large companies as Dietz & Watson. When not working, Jason enjoys spending time with his wife and young daughter. He’s also obsessed with cooking shows and finding new ice cream and donut shops.