Great article on why employees quit. Something to think about, and potentially restructure how you work with your staff.
David Novak from NBCNews wrote:
79 percent of employees who quit their jobs claim that a lack of appreciation was a major reason for leaving
If you go to work every day just going through the motions, you aren’t alone.
According to Gallup, only 33 percent of employees are engaged at work.
So, how can nearly 70 percent of the workforce be disengaged?
I believe it’s because there is a tremendous lack of recognition in the world today, or what I call the global recognition deficit. And there are statistics to prove it.
According to OC Tanner research:
• 79 percent of employees who quit their jobs claim that a lack of appreciation was a major reason for leaving
• 65 percent of Americans claimed they weren’t even recognized one time last year
My company, oGoLead, fielded national research and found even more evidence for the lack of recognition in the workplace:
• 82 percent of employees feel their supervisor doesn’t recognize them for what they do
• 60 percent say they are more motivated by recognition than money
If leaders give their people the recognition they’ve earned, show genuine appreciation and acknowledge the unique things people have to offer and do, then they will drive significantly better results. At the same time, they will lift the spirits of everyone involved, including themselves, and create a positive energy that becomes contagious and creates a ripple effect across the organization.
Does this sound like fun? You do need experience but you will gain so much more. Quick interview process, live-in situation and you get paid a bit, trained a lot and most important – it looks good on your resume. So what are you waiting for? ~FH
If you have worked with us before, you will know that we always stress sending along a thank you note after your interview. Emailing it first and if in person, sending it snail mail. What the clients are looking for is an honor of tradition but what sets you apart is that you took the time to write something substantial. It doesn’t have to be long but it has to be BRILLIANT. This is your writing sample and part of the interview process.
Interesting article on dating and now in the work place; Ghosting. This has happened on occasion during our 20 plus years of recruiting. For us it is more about a “non” start; someone is offered a job, they sign the contract and on the start date…they don’t show up. Flurry of activity; angry calls, frantic emails, calls again are exchanged and we move forward looking for another solid candidate for the position.
But what happens to your reputation? Some candidates don’t care, some think they will get lost in the vast expanse of the U.S. or the world and no one will be the wiser.
The day they are on the market again, recruiters and even the employer they ghosted, will not touch them. Why? Their word and commitment is not to be trusted.
Yes you do need to look out for yourself but ghosting is not the way to do it. Private Service is a very, very, very small world and your reputation is important. This will tarnish it. The best you can do is to call the employer and call your recruiter and tell them that you have to turn down the offer. No one will be happy, but you will save your reputation. Don’t forget, there is also the opportunity at that point to negotiate ~ you never know what either employer might come up with to keep you.
Bottom line, be fair and be honest.
Here is a little thing you can do to visualize reverse ghosting:
~just imagine that you quit a job to take a new one, closed down your desk, took your office belongings home, bought a new car for your new commute and on your start date you go to your job site and report in and find that someone else is in your seat…YOU have been ghosted!
Article by Lila MacLellan for Quartz at Work – Lila is writing about people just leaving their job – on the job – without notice or saying anything to anyone…..
“Ghosting at work is now big enough that it caught the Fed’s attention”
The new Beige Book from the Federal Reserve Bank contains some millennial slang to describe a rising trend in the workplace: ghosting.
The mention in the Fed publication, more formally known as the Summary of Commentary on Current Economic Conditions by Federal Reserve District, also comes with a helpful definition: ”A number of contacts said that they had been ‘ghosted,’ a situation in which a worker stops coming to work without notice and then is impossible to contact,” the summary of conditions in Chicago notes.
Until recently, ghosting was almost exclusively used to refer to one person disappearing from a romantic relationship, whether in an online app or after a few face-to-face dates. The idea is that by disappearing, both parties are spared the awkward conversation about at least one half’s lack of interest. It’s often seen as no big deal, and not considered terribly rude unless the couple has spent a substantial amount of time with each other.
Holiday decor for your own home is one thing but for your employer is another. Hiring a team to make it magical is the norm – read Mark Ellwood’s take on this holiday tradition: (Happy Holidays – FHP)
How The Wealthy Outsource Christmas–and You Can, Too
By Mark Ellwood for Bloomberg
Too many to-do lists and obligations, not enough eggnog—Christmas is coming. If you’d like to remedy that imbalance, throw some well-earned money at the problem and consider outsourcing the holidays to the experts, from wrapping gifts to trimming trees, from cooking turkeys to addressing cards. You deserve it.
Designing and Addressing Holiday Cards
Bernard Maisner trained as a fine artist at Cooper Union in Manhattan before turning to custom social stationery 20 years ago. He offers an off-the-peg line at Bergdorf Goodman alongside one-off designs. Any such bespoke clients can also hire him to address their envelopes, with various script styles that range from classic to flourished.
Of the Loeffler family, for whom he has created custom holiday cards for many years, Maisner says,“We always meet in person at their home in New York and sit down for a creative discussion, often over a glass of Champagne.” The most recent design was a complex, hand-assembled card engraved in two colors with an interactive, spinning arrow; Maisner hand-addressed each of the 300 envelopes accompanying the card, using the Loefflers’ favorite purple ink.
Card design and production, from $2,000 for 100 cards and envelopes. The spinner card, as described ,cost $12,000 for 300 cards and envelopes. Envelope-addressing, from $3 per line.
Decorating Your Tree
Every Christmas tree selected and decorated by interior stylist Erin Swift and her Holiday Workroom team is one-of-a-kind—even when a client orders many for the same home. That’s what happened last year, when they installed eight individually themed trees in a mansion in upstate New York, all in one day. It was even tougher to transport a 10-foot fir through the streets of Soho and via a tiny elevator to the loft of an art-loving client who wanted a tree that played off a favorite artwork: a giant day-glo piece by Robert Swain, who’s known for trippy, Pantone-like contact sheets. Swift festooned the custom tree with 2,000 lights and 500 ornaments, each painstakingly color-matched to the blues and pinks in Swain’s artwork.
Neatness freaks need not fret, as Erin Swift will tackle both artificial and real trees. For the latter, Swift recommends the premium Balsam Hill to minimize needle-dropping.
From $1000 per tree.
Remember Candy Spelling’s notorious gift-wrapping room? If you have neither space nor inclination to install one of your own, hire Mia Canada. The Atlanta-based entrepreneur of That’s a Wrap! has spent the past eight years wrapping gifts year-round. An event planner by training, a local mall’s urgent last-minute request for gift-wrapping service changed Canada’s career. After a few hours poring over YouTube videos and some competitive shopping to see the standard set by Macy’s and others, she landed Candy Spelling’s dream job. Her team of a dozen works with corporate and private clients across the country; the gifts onscreen in Mark Wahlberg’s new movie, Instant Family are Canada’s handiwork.
“I have one client who insists on waiting until the last minute to have them wrapped, because he doesn’t want the family to find them. And it’s well over 100 gifts because it’s a huge family,” she says. “So, each year, we’re traditionally wrapping them well into Christmas morning. We have to dress as elves in case the children find us placing them under the tree.”
Prices vary, from $10 for a one-off gift to $125 per hour for larger projects.
Read at source on Bloomberg or Apple News….https://www.bloomberg.com/news/articles/2018-12-07/how-the-wealthy-outsource-christmas-and-you-can-too?
Great article by Laura Weidman Powers on severance pay. In the “old days” the only people that got severance were the ones that got laid off due to a company downsizing. Now even people that are getting fired are getting severance. Laura points out reasons for rules and reasons to deviate from the rules.~FHP
Read on for her thoughts:
No One Talks About Severance And That’s Because The Process Sucks
November 30, 2018 by Laura Weidman Powers
If you’re a people manager, eventually you’ll have to fire someone
One of the things I had to do as an executive at multiple companies is fire people. It’s not a part of any job that I particularly like to dwell on, but it is a part of any job where you’re managing a team.
I’ve fired people for whom the conversation felt like a surprise (no matter how clear I thought I’d been in the weeks leading up to it). I’ve fired people who sat down and said “I’m being fired now, aren’t I?” I’ve had honest conversations during which we’ve come to a common understanding that a person and role are no longer a fit. I’ve given people gentle, weeks-long exits. I’ve had people escorted from the premises before they could wreak further havoc. The vast majority of the time, these terminations have been uncomfortable, maybe upsetting, but have ultimately enabled a graceful parting of ways where all parties felt respected.
However, this is not always the case. And in my experience one of the most complicated aspects of firing people and much of where things go sideways in a termination that’s otherwise well executed is in determining appropriate severance to pay. Continue reading at source:
Wow, what is next? Will this replace hiring reps? I doubt it. It might be like all those personality tests the employers make you take that go nowhere ~ we hope. Read the possibility of the situation:
Wanted: The Perfect Babysitter. Must pass AI scan for respect and attitude.
Article by Drew Harwell in the Washington Post November 23, 2018
When Jessie Battaglia started looking for a new babysitter for her 1-year-old son, she wanted more information than she could get from a criminal-background check, parent comments and a face-to-face interview.
So she turned to Predictim, an online service that uses “advanced artificial intelligence” to assess a babysitter’s personality, and aimed its scanners at one candidate’s thousands of Facebook, Twitter and Instagram posts.
The system offered an automated “risk rating” of the 24-year-old woman, saying she was at a “very low risk” of being a drug abuser. But it gave a slightly higher risk assessment — a 2 out of 5 — for bullying, harassment, being “disrespectful” and having a “bad attitude.”
The system didn’t explain why it had made that decision. But Battaglia, who had believed the sitter was trustworthy, suddenly felt pangs of doubt.
“Social media shows a person’s character,” said Battaglia, 29, who lives outside Los Angeles. “So why did she come in at a 2 and not a 1?”
Predictim is offering parents the same playbook that dozens of other tech firms are selling to employers around the world: artificial-intelligence systems that analyze a person’s speech, facial expressions and online history with promises of revealing the hidden aspects of their private lives.
The technology is reshaping how some companies approach recruiting, hiring and reviewing workers, offering employers an unrivaled look at job candidates through a new wave of invasive psychological assessment and surveillance.
You do need to be prepared in any event when you are working for the UHNW – be it a royal or a friend/colleague of your employer, you still need to know the protocol. Lauren Cahn wrote a piece on how to “meet” a royal ~ read on:
We have seen it all after 20 plus years of staffing private estates and residences across the nation. You think you know it all, you are the chief of staff/estate manager and just took on the job of your dreams for $$$$, you believe you need to make changes right away to prove to your new boss that he/she hired that Rock Star, the Unicorn, the A+++ employee – think again. Before ruffling the feathers of your new staff, before changing out all the systems they have in place, take the time to learn how they work – a lot of time – and eventually bring up ideas that might streamline things. Your talents will be seen, more in the light of “being a great boss” and representative of your employer than the reason for the mutiny of your employers’ staff. FHP
HOW TO BE AN ALL START EMPLOYEE by Kevin O’Leary Chairman at O’Shares ETFs and Shark on ABC’s Shark Tank
We’ve talked about how to be an all star boss, but how about an all star employee? You already know what I do with problematic employees – I whack them, without exception. At least once on your path to entrepeneurship, you’re going to have to work for someone. Here are a few things you can do right from the start that will help you avoid the ax and give you a firm foothold in the workplace. If you’re in a position to hire, honing these attributes will also help you spot the same qualities in the winners who will come work for you.
1. Pace yourself. Chances are, you were hired because you’re a hotshot. It’s not time to relax – but instead of jumping right in, take some time to observe and assess. Get the lay of the land. Don’t announce your hotshot-edness upon arrival. Rising stars already have a built in trajectory. You don’t need to accelerate the process.
2. Take stock. Not everyone becomes a partner, even if you’re there at the inception of companies like Facebook or Google. But a lot of those early employees took stock rather than exorbitant wages. Today, they’re stinking rich, taking stock shows faith in the company – plus, anything that ups the stakes ups the performance. It might mean a lower paycheck initially, but if you’re passionate about the venture, and feel your ideas will impact and influence the business, this is a good way to go.
3. Think beyond your borders. If you really want to set yourself apart from your peers, beyond knowing everything there is to know about your company and competitors. Read the trade papers, study the company taking away clients, subscribe to them, attend competitors’ seminars, eat at the restaurants that leech your clientele. Don’t be myopic. If business is war, this is the espionage part.
4. Don’t brownnose the boss. They’ll catch on to your manipulation. You’re better off sidling up to the top salesperson or smart assistant and learn their tricks to being a valuable part of the team.
5. Your desk says a lot about you. Keep it clean and orderly, with some personal touches here and there, but avoid colorful distracting detritus…AND NO STUFFED ANIMALS. I’ll light it on fire right before I fire you.