Every company will have to face the reality of losing top staff at some point or another. This is just an inevitable part of the working world. While it is disappointing to receive that letter of resignation from a talented employee, don’t despair; it’s not the end of the world. There are a number of things that you can do to make the transition as smooth as possible for you, your soon-to be-former employee and your team.
While it’s not the news you want to hear, there’s no point in flying off the handle when you receive word of a trusted employee’s intention to leave. It’s not the end of the world. These things happen and you now need to focus on moving forward without the employee.
Face to face meeting
Sit down with the employee and try to find out as much as possible about their reasons for seeking a move. Maybe there are only a few minor issues, which can be ironed out. A lot can be learned from such a meeting. If there are specific aspects of their role that they are unhappy with then it is useful to know about them so you can implement changes if necessary. More often than not though, people change jobs as they feel that the new position represents a better career opportunity. You may not agree with them but you should always wish them well and move on.
Remain on good terms
An important employee handing in their notice can come as a bolt from the blue. However it’s better for everyone if you accept it gracefully and wish them well in their future career. This will reflect well on you not only with the employee in question but with the rest of your staff also. If a star member leaves on good terms he/she should at the very least speak well of you and who knows, may even come back to the company one day.
Assess how you’ll replace departing staff
The temptation with many companies is to get the soon to be vacant position advertised ASAP. This can be a mistake however. Don’t rush into it. Reassess the original job specification. Has the position changed in the time that the outgoing employee held it? Discuss this with the employee and make sure you have a clear picture of the ideal candidate to fill the role. This should give you every chance of getting the best person for the job.
Oversee a transition phase
When the employee leaves, you will more than likely have other staff picking up extra duties and filling in for them until the position is filled with a new hire. It’s vital that the outgoing employee sits down with the person or people who will be doing this and goes through all the tasks and responsibilities that the role entails. You do not want a situation where an employee leaves, taking valuable know how and expertise with them. This needs to be transferred to staff that will be covering the role before it’s permanently filled.
You can only judge each situation on its merits but be wary of making counter-offers to employees in the hope of getting them to stay. Generally people want to go because they see the other job as providing new opportunities and challenges. Offering more money or extra responsibility may not be enough to appease someone who wants a change. Even if they do accept, will their heart really be in the job and will they be looking for a move again a few months down the line. Also, if they do accept, how will their improved terms go down with their colleagues?
Losing a top employee is not something that any organisation wants to be faced with. Although undesirable it is not necessarily a disaster. People move on and so do companies. If the situation is handled correctly the departure shouldn’t affect the organisation too much in the long run. Good staff will usually work out their notice period in a professional and productive manner and if they leave on good terms they might even return in the future.
Posted by Recruitment Consultant, Sigmar on 7 December 2017
Doing These 10 Things will make you the Best Boss in the World – According to Google
Doing These 10 Things will make you the Best Boss in the World – According to Google
Today, 16th October is officially known as Boss’s Day. It’s a significant day considering we all have a boss or we are a boss, but what we want to know is makes a great one? You can go to great lengths to hire the best team but without a great manager the team will ultimately fail. Google is acutely aware of this, so for the last 10 years they conducted extensive research on this topic under the code name Project Oxygen. The goal? Figure out what makes the perfect manager, so companies like Google could train its leaders to be the best in the worlds. The research has paid off, as over the years Google has seen improvement in employee turnover, satisfaction, and performance. Want to know what make the perfect boss? It all comes down to these 10 behaviours… 1. A Good Coach A great boss allows their employees to solve their own problems. Rather than doing everything themselves, they teach others to do the work so they can be responsible for their own tasks. Taking the time to teach staff and encouraging them to upskill makes for a more empowered staff. A great boss allows their employees grow and guides them as much as they can. 2. Empowers Team and Does Not Micromanage Giving staff the freedom to do their job is key to being a great boss. Employees need to be trusted in order for them to succeed. Robert Gibbs, Chief Human Capital Officer of NASA is an advocate for this. During Robert Gibbs keynote at Talent Summit he explained how NASA’s raison d'être boils down to the flourishment of human kind, giving NASA the ultimate competitive advantage. Robert believes in “the power of presuming positive intent”. Belief goes a long way and sometimes to get the best out of people the best thing a boss can do is to just believe in them. 3. Creates an Inclusive Team Environment, Showing Concern for Success and Well-Being Putting emphasis on building social capital in the workplace is a trait of a great boss. Margaret Heffernan is an entrepreneur, CEO, writer and keynote speaker who understands that social capital takes time, focus and energy, but if the ingredients are right, can bind human capital to achieve success beyond measure. A great boss will know that loyalty, friendship and comradery in the workplace create a shared commitment to success, something we may struggle to replicate in the gig economy. In short, being trusting and trustworthy is the basis of creating a just work culture that inspires success. 4. Is Productive and Results-Oriented The best type of boss will motivate and inspire their team purely by just working hard at their job. If a manager is lazy and their team doesn’t really see them doing much it really just encourages the staff to do the same. Having a boss who is not afraid to roll their sleeves up and get stuck in to any given task is the type of leader that inspires their staff. 5. Is A Good Communicator — Listens and Shares Information A great boss shares information from their staff. Having a transparent boss means staff learn more and are encouraged to be transparent themselves. A great boss is a good communicator but an even better listener. 6. Supports Career Development and Discusses Performance A great boss will always encourage their staff to develop, praise them when they do well and constructively criticise when it’s needed. Sir Ken Robinson is a believer in the importance of a culture that gives us the opportunity to engage in creativity and how creativity should be encouraged in our businesses. Humans are born with endless capacities but they need to be adapted in order to become abilities. Sir Ken uses a clever anecdote about learning to play guitar to explain his theory. We are all born with the capacity to play guitar, but we don’t have the ability until we learn to play the instrument. We need to open up our employees to new opportunities to learn and adapt skills and unlock talents they didn’t even know they had. Criticism is also very valuable to employees. A great boss will always praise their staff on doing a good job but will have the capacity to explain in a constructive way when work isn’t at it’s highest standard. This kind of behaviour encourages learning and development which is a key behaviour of a great boss. 7. Has A Clear Vision/Strategy For The Team A great boss had a plan. They know where their team is, where they are headed and what is needed to reach their end goals. A great boss needs to be catalyst for the team/companies vision. When the team loses motivation or drive, the boss needs to be there to remind everyone of the strategy and keep things in motion. 8. Has Key Technical Skills to Help Advise the Team Understanding every staff member’s job is crucial to being a great boss. A great boss will appreciate the work that goes into completing tasks and is on hand with useful advice when needed. If a boss has unrealistic expectations because he/she doesn’t understand their staffs role, employees will only ever feel like they are underdelivering and when they need advice they feel their boss doesn’t quite understand the problems at hand. A boss who has the technical skills will welcome their staff seeking guidance. 9. Collaborates Across Effectively A great manager always sees the big picture. They work for the good of the company as a whole and encourage their teams to do the same. A great leader will promote camaraderie and integration and encourage everyone to come together and work on goals that benefit the company as a whole. 10. Is A Strong Decision Maker A great boss is decisive and not impulsive. They are confident in their knowledge and make decisions that they stick to. Being a leader means being brave in your actions to lead and guide others. You need to be courageousness to lead beyond the odds, stick to your decisions to be a great boss. Google have really hit the nail on the head with these behaviours. If you can promote these behaviours and train your leaders using these 10 points from Google, you’ll build teams that will trust and inspire one another to achieve success beyond measure.
How To Avoid Burnout
How To Avoid Burnout
Burnout is a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress. It occurs when you feel overwhelmed, emotionally drained, and unable to meet constant demands. As the stress continues, you begin to lose the interest and motivation that led you to take on a certain role in the first place. – Definition by HelpGuide.org Now that “burnout syndrome” has been recognised as an official medical diagnosis, it is important to recognise the signs so you can catch it before it happens. Here are small, yet effective, measures you can take to improve your wellbeing in the workplace that can spread into your personal life in a positive, affirming way. Work/Life Balance Sir Ken Robinson noted in his keynote speech at Talent Summit 2018 that, although the invention of emails was promised to save us time, we have since found that, if anything, we are less and less able to leave work behind in the workplace. It is now part of most people’s routines to check their phones first thing in the morning and reply to work-related emails at all hours of the day, always thinking about what needs to be done. It’s important that you ‘work smart, not long.’ This means actively leaving work behind in the office, working efficiently during the day so you don’t feel compelled to continue with it after hours. If the quantity of work you are being expected to complete within working hours is too much to do so successfully, be sure to speak up and discuss the manageability of your workload with your supervisor. Communication is key – they’re going to keep piling on the work as long you stay quiet about how overwhelmed you are, so make sure you speak up and be heard before it becomes too much to handle. Employers won’t know where the pressure lies unless you tell them. If you’re unsure of how much your work life spills over into your personal life, why don’t you try keeping a log for a month? Jot down in a diary how many hours you work every day – not just when you’re sitting at your desk, but when you’re thinking about work at home, composing emails and returning calls out of hours. It may build a more objectively troubling picture than you can see currently from the inside. Make The Most Of Your Breaks Don’t be afraid to make the most of the breaks you are allotted at work. Once you’re on a roll, it’s tempting to power through lunchtime and eat at your desk, one eye always on your computer screen. Try and avoid doing this when you can. Take a walk, practise mindfulness or meditation, experience new places to eat, socialise with co-workers or friends who work nearby. “But I don’t have time to meditate!” I hear you exclaim. Yes, you do! ‘Meditation’ is not always synonymous with pulling on yoga pants, lighting up a stick of incense and adopting the lotus position. You can meditate absolutely anywhere – in a local park, at a café… even sitting at your desk! If you’re not confident leading your own meditation, you can find five-minute guided sessions free online, like this one here. There are also some great customisable apps you can get on your phone, such as Timer and Headspace. It is impossible to overvalue the importance of taking time to relax, clear your head and focus on your own wellbeing. You’ll find this re-energises you for the rest of the day, as well as provide an invaluable opportunity to assess your current state of mind and mentally address any emotional concerns or anxieties. You may also be pleasantly surprised at how easily solutions pop into your head when you take just a few minutes to collect your thoughts. Communication This one works both ways for employers as well as employees. Communication is the key to destigmatising conversations about mental health. In his TEDx talk on workplace mental health, Tom Oxley says ‘you don’t make people unwell by talking about mental health – you give them the opportunity to speak out sooner’. There’s a flawed unspoken terror that speaking out about mental illness will somehow worsen the problem, as if it’s contagious or seem as if you conjured it up into existence within your own mind. The reality is that many sufferers don’t feel able to speak up due to the prejudice surrounding mental health, and the fear that their workplace would not be supportive of them if they did so. The best way an employer can foster an atmosphere of positivity, health and wellbeing is to ensure that their workers know that they are free to talk openly about any feelings of stress, anxiety or depression and won’t face indirect penalisation for doing so. The first reaction of many employers is to offer a struggling staff member limited time off to recover, then expect them to return to work and continue as usual. While time off may be a solution for some employees, bosses should also consider the advantages of offering flexible working hours to affected workers. Tom Oxley strongly advocates for good communication practices between employers and employees to ensure that no one ever feels alienated from their place of work, and that anxieties don’t build up over time into uncontrollable crises. In turn, employees should communicate to their employers about their feelings on mental health in the workplace, as far as they feel comfortable to do so. Being transparent about how you’re feeling and what you need from your job to help you recover will give your boss the tools to help you in the way that’s most beneficial for you. If you are worried that taking time off would only serve to isolate you from the company, voice that concern. Your employer should want to get the very best out of you – they hired you for a reason. It’s in their interest to give you the support you need. Create a Healthy Routine Studies have consistently proven a strong link between mental health and physical health, and specialists are adamant that one of the best ways to maintain good mental wellbeing is to look after your physical welfare. Your job can be intellectually demanding, with long hours and difficult tasks taking a toll on your mental health. Your job is also more than likely sedentary. Indeed, scientists have connected the rise in global obesity to the increasing number of jobs that don’t require any form of physical activity. It can be hard to find the time to exercise during a busy work week, but it’s important you look after your body – the injection of endorphins from exercising can only beneficially impact your mental wellbeing. Take a stroll during your lunchbreak, do 30 mins of yoga before work, or even try training for a half marathon over the course of a few months. The same can be said for your diet, avoid that pastry to go with your coffee and instead be sure to stock up your desk drawer with nutritious snacks rather than sugary ones, such as nuts, fruit and protein bars. Snacknation has published an extensive list of delicious office snack ideas if you’re dry on inspiration. These are just a few ways you can work to improve your mental wellbeing in the workplace, which will in turn hopefully boost your productivity, energy happiness and eliminate the possibility of getting Burnout Syndrome. While mental health is something we can’t always necessarily control, we can impact the way in which we talk about it, breaking down the harmful social barriers that currently ruin constructive discussions on preventative measures.
Sigmar Named "National Champion" At The European Business Awards
Sigmar Named "National Champion" At The European Business Awards
Sigmar Recruitment has been named ‘National Champion’ in the 2019 European Business Awards, one of the world’s largest and highly contested competitions. From a pool of 120,000 companies and a shortlist comprised of 2,753 companies, Sigmar Recruitment was selected as National Champion by an expert panel of business leaders, politicians and academics. Sigmar Recruitment was awarded Ireland’s “Business of the Year” award for companies with a turnover of €26-150 million. Adrian Tripp, CEO of the European Business Awards said: “This is a significant achievement and Sigmar Recruitment is an outstanding leader in their field. To be chosen as a National Winner means you show great innovation, ethics and success and are one of the best businesses in Europe. We wish Sigmar the best of luck in the final round.” Robert MacGiolla Phádraig, CCO of Sigmar Recruitment said ““We are delighted to be recognized as business of the year in the most competitive category. This is a testament to the commitment of our people to our customers and ultimately our purpose in creating better working lives as the world of the work augments. Our shared commitment to all stakeholders; colleagues, candidates, clients and community remains the focus of every employee every hour of every day, something that we hope elevates their respective experience of us. Our recent strategic partnership with Group Adéquat has enabled us to invest in servicing and not just our Irish customers, but our growing international base.” Following this success, Sigmar will now head to Warsaw, Poland on December the 3rd to compete against National Champions from around the globe. An expert panel will make their assessments of each Champion and announce the overall category winner at the Gala Ceremony on the 4th of December.
Why Candidate Feedback is so Important
Why Candidate Feedback is so Important
We understand that your working week is busy and you can be overrun with many different tasks, but when it comes to hiring we cannot stress enough the value of adding extra time to your hiring process to give feedback to candidates and here is why… Positive Impact on Employer Brand No matter what the feedback, good or bad just giving feedback will most likely hold you in high regard to that candidate. Giving a direct response and/or constructive criticism will show the candidate that their time and interest in applying for the role was valued and that you, as an employer, appreciate that effort and would like to return the courtesy. This will reflect very positive on your company as a whole. The last thing you want is a disillusioned candidate who when asked about how the interview went they say, ‘I’ve no idea, I haven’t heard from them’. Recommendations The positive experience the candidate had with you even after being rejected will give them the option to recommend you to their friends/peers. Maybe they weren’t right for the position, but they felt they got on well with you and your feedback has helped them to realise why they are not suitable for the job, but they know someone who is. Giving someone feedback will increase your company's advocates which can lead to invaluable word of mouth recommendations and potentially new customers and/or relationships. Future Employee A lot of the time when candidates are rejected after interviewing it is because they are lacking a certain skill or qualification. They normally tick most of the employer’s boxes which is why they were invited to interview in the first place. You may have really liked this person, but they weren’t right for the available position, so you chose to hire someone else. Giving them that feedback will leave the door open for them to come back in the future. They may not have what you’re looking for now, but down the line they could be perfect and it will eliminate a lot of the stress of hiring in the future. Helping a Job Seeker In this case the candidate wasn’t up to scratch. The CV and cover letter were excellent, but after meeting face to face you realised a number of things that could be improved i.e. they were very shy and couldn’t articulate confidently or couldn’t recall information due to nerves. All of these things are understandable reasons not to hire someone, but without that feedback, how will the candidate know what they are doing wrong for their next interview? Your feedback could be the ticket to them landing the job after their next interview. When you consider the added value candidate feedback gives, over the amount of time it takes (usually less than 5 minutes) it really is a no brainer that you should be doing it after every interview.