3 Ways to Make Your Employees Love Their Jobs

Happy Employees

Most companies (87%) now view employee retention and engagement as their biggest challenge. So what can you do to make your employees love working for you – and, ultimately, stay?

  1. Make them feel valuable. Employees crave meaningful work. Your job as a manager is to ensure your employees understand and buy in to the broader goals of the company and see how their work contributes to furthering those goals. Start by mapping out the goals for yourself, and then connecting how an employee’s job contributes to those goals. Then schedule a meeting with your employee and engage in a discussion. Make it as collaborative as possible. Your employees will own their tasks better if they are the ones suggesting them.
  2. Empower them to ‘get a life’. As millennials grow in the workforce and begin their families, work-life balance is increasingly becoming a highly sought after benefit. As a manager you can start by evaluating your team to determine where and to what extent you can offer the option for greater flexibility. If a job can be done from home one or more days per week or if you can support flexible hours, that can provide a nice bargaining chip to attract employees and keep them loyal.
  3. Nurture awesomeness. It’s a fact that employees perform at their best when the environment is conducive to growth. Whether it’s financial, career or even personal growth, the potential for growth is a huge motivational difference maker. Even aside from the tangible benefits of advancing in a company, good employees want to improve their skills and broaden their knowledge. From a succession planning and productivity perspective, this  can be a win-win for employers. Start by making sure that each person has a career path and understands what they need to achieve to advance to the next level.

In most cases, employees, whether they are millennials or from other generations, like the idea of stability and being part of a company’s growth. If you have keepers on your team, it’s good business to keep them happy.

Happy Anniversary!

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We’d like to recognize colleagues who are celebrating their anniversaries this month! Happy 29th anniversary to Charles N., happy 28th to Richard W., happy 26th to Nicole A., happy 25nd to Hart F., happy 20th to Natalie C., and happy 19th to Christina C. and Kelly Y. Last, but not least, we’d like to tip our hats to Jade U. and Jan C. for their 32 years of service and results. We’d like each of you to know how much we appreciate all that you do… each day, year after year.

Are Employment Gaps Tanking Your Interviews?

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During job interviews, you want to keep things as positive as possible. However, the reason for leaving past employers can sometimes make that challenging. Whether it is getting fired or an extended gap in employment, you need to be ready to address questions that could lead to negative misconceptions by the interviewer. The good news is that there is a right way to handle these issues, and it will make your interview a lot easier.

The key to explaining a gap, termination or resignation is to be confident and optimistic in your answer. Perfect a 30-second elevator speech highlighting your positive outlook and productivity in between. Don’t apologize and don’t dwell. Don’t leave your answer at “I was not being challenged” or “I am looking for more challenging work” as it could mean that you will leave your next job too quickly. Bring your explanation back around to why you would be a great fit for the job you are interviewing for. Change the subject immediately back to the interview by asking a question. The specific question is not the point, but rather, asking a question redirects the focus of the interviewer. For example:

In the event of a termination:

“There were some differences in opinion between me and my boss and I was let go. I accept responsibility for my part in not resolving them and I learned a lot from that experience. I still respect my past employer and I am ready to move on to an opportunity where I can excel. What is your first focus for the position you have?” 

In the event of a resignation:

“I knew that I was ready for a change, but I didn’t want to take my focus off the job if I was going to keep working there. So I did what I believe was the right thing and left the job, to allow them to get someone who was in it for the long haul and to allow myself some time to ponder  my next steps. What are some of the department’s best team attributes?”

In the event of a gap between jobs:

“Well, my time away from traditional work has brought even more value to future positions for me as you can see. I understand this position needs someone to hit the ground running. What is the most immediate challenge I would be able to focus on and solve in the first few months?”

By perfecting your elevator speech for each instance, you can give a satisfactory answer WHILE subtly changing the subject. Typically, if you don’t dwell, they won’t either. By handling this question correctly, you’ll be able to move onto the next subject quickly.

Going Green in Santa Barbara

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Here is the Santa Barbara AppleOne team channeling Rosie the Riveter to show their commitment to Going Green. This awesome team is just one of our 150-plus global locations staffed with great Hiring Advisors committed to providing exceptional results to job seekers and companies looking for great Talent. Go AppleOne!

How to Answer the Salary Question During an Interview

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There is a decent chance that you will be asked about salary during an interview. This can be a bit tricky to navigate.  When you are asked how much you are seeking for the position, you could give a number that is too high and price yourself out of a job, or you could give a number too low and take away your ability to negotiate later. When it comes to answering questions in regards to salary, here are some good things to remember.

If You Can, Deflect

While it is important that you don’t deflect other questions in your job interview, when it comes to questions about salary and compensations, you may not know enough about the position at the interview stage to answer it intelligently. In that case, you can try to use the question to pivot to learning more from them. For example, a good answer may be:

“I’ve done some homework and I have a general market range in mind for the position but I understand you may have other internal factors to consider. What can you tell me about the compensation you are offering for this position?”

Instead of avoiding the question outright, you turned it back on the interviewer. Now, they can give you a salary number, if they choose to, and you can counter it at a later date.

If They Push, Be Ready

Deflection doesn’t always work when it comes to questions about salary, so it’s best to be ready with an answer. This means that before your interview, you should do some research to determine the typical salary for the position in your area. Sites like Salary.com and Glassdoor can help with this. You may also be able to ask your contacts that work in the company or in similar types of companies or industries. This way when you are asked in the meeting you can answer like this:

“From the research that I have done it appears that a position as you have described it would typically pay in the range of $60-70K in this geographic area. It that the range you had in mind?”

By presenting them with this information, it doesn’t just answer the question, but it also shows that you have done your homework.

If You Were Sent By A Staffing Company, Let Them Know

If you were sent by a staffing company, such as AppleOne, refer them to your Hiring Advisor for any question about salary. When asked about salary, you can answer like this:

“AppleOne has asked me to allow them to address any questions related to salary. I can tell you that they know my range and what I am looking for, and I know that they would not have arranged this interview if there were any concerns about that.”