talent

Can Facebook Predict Future Job Performance? – Talent Management magazine

/ Susan Hendrich / Leave a comment

Facebook Prediction of Future Job Performance Trumps Traditional Personality Assessments…

Wow. What a statement!

If this Northern Illinois University study is correct, and Facebook is a better barometer of a candidate’s potential job performance than traditional personality assessments, what does that mean for hiring managers? Do we simply spend five to 10 minutes perusing candidates’ Facebook profiles to predict future job performance?

Can Facebook Predict Future Job Performance? – Talent Management magazine.

And, what does YOUR Facebook profile say about your chances for success in your next role?

Puts a whole new perspective on that comment you made on the game last night, eh?

MBWA

/ Susan Hendrich / 1 Comment

20 Ways to Communicate With Employees

  1. Share credit. Always.
  2. Praise in public and give feedback in private.
  3. Include affected employees in goal setting. 
  4. Give frequent and meaningful recognition for a job well done.
  5. Interact with employees on an informal basis.
  6. Go to shared work areas. Meet them on their own turf.
  7. Ask for team members’ opinions and listen with an open mind. Try to understand their point of view.
  8. Share non-confidential information with team members, and ask for their input and response on issues.
  9. Offset demoralizing actions and events by emphasizing what went well, and use the experience as a learning opportunity.
  10. Listen 80% of the time and talk 20%.
  11. Ask team members what rumors they have heard, and address them.
  12. Get into the “trenches” with team members. Look for opportunities to understand employees’ jobs better.
  13. Give information to staff after management meetings.
  14. Ask team members. “Have I made our vision, mission, and goals clear and understandable?
  15. Ask team members, “What can I do to help you with your job, and what am I doing that gets in your way?”
  16. Ask team members”What is making our clients/customers the most and/or the least satisfied?”
  17. Find something to like about each team members with whom you work.
  18. Actively make a point of speaking to all employees seen each day.
  19. Build bridges with people with whom you are uncomfortable.
  20. Set goals each month on ways to accomplish “Managing by Walking Around.”
  21. Occasionally have lunch with team members.  Use this as an opportunity to build trust.

Adapted from “A Checklist for Managers,” by Robin Reid