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Recruitment with Behavioural Questions:
Recruitment is about finding the right people. To do this, use Behavioural Questions in interviews. These questions help understand how candidates behaved in the past, aligning their experiences with the company's values. Make sure you undertake reference checks.
Strong Induction and Gap Training:
For Induction and Gap Training, ensure new staff have a good start. Provide training to fill any skill gaps and help them understand the company culture and values. Provide explicit information about their tasks and your expectations.
Ongoing Professional Development:
Use ongoing Professional Development to keep employees growing. This keeps employees engaged and aligned with the company's beliefs. Listen to where they see themselves going in their career and help them get there.
Reward and Recognition:
Reward and Recognition is about appreciating good work. Recognise and reward employees for their achievements. This positive feedback loop reinforces the company's values. Make sure you reward in a muliti dimemensional way, for instance, you may have an outstanding receptionist who converts appointments skillfully and fills the books. Whilst this is an amazing feat, the stock ordering officer may be toiling away getting best price on items and not being recognised because the outcomes are not appointment book oriented.
Performance Evaluation:
Performance Evaluation is about assessing how well employees are doing. Regular evaluations provide feedback and identify areas for improvement. This information shapes ongoing development and recognises all employees.
Feedback Loop:
Create a Feedback Loop for continuous improvement. Let employees share their experiences and suggestions. This feedback helps improve recruitment strategies, keeping them effective and in line with employee expectations. It is an opportunity for you, as a leader, to hear how you are progressing as well.
Employee Engagement Initiatives:
Boost morale with Employee Engagement Initiatives. Include social and team-building activities, monetary and leave related bonuses. Engaged employees stay motivated and committed to the company's values.
Succession Planning:
For Succession Planning, think about the future. Identify and develop talent within the organisation for future leadership roles. This ensures a smooth transition, maintaining the company's values. Great Leaders develp the team they may one day leave!