How to Hire, Train and Retain the Best Employees Developed and Presented By Michael Gregory

Did Albert Einstein Really Say This? Insanity is doing the same thing over and over again and expecting a different result. © 2019 Michael Gregory Consulting LLC

Part One of a Three Part Series Part 1: Hiring Smart to Attract the Right Employees Part 2: Onboarding and Training Employees Through Mentoring, and Coaching Part 3: Retaining Employees & Developing Talent with Ethical Behavior and Addressing Stress © 2019 Michael Gregory Consulting LLC

Hiring Smart to Attract the Right Employees Recruit in a diverse world Apply appropriate interview type, questions and interviewers Set expectations in the interview Ask questions at the end to test listening skills Consider testing as part of the interview process Make better selections © 2019 Michael Gregory Consulting LLC

© 2019 Michael Gregory Consulting LLC Background Know your niche Successful hiring and selling your firm Qualities needed Staff management metrics Project management skills Quality control culture Investment in People © 2019 Michael Gregory Consulting LLC

© 2019 Michael Gregory Consulting LLC Qualities Needed Working independently Attention to detail Strong communication skills Oral Writing Sense of urgency Client focus Adaptable, flexible and creative Minimum physical standards? © 2019 Michael Gregory Consulting LLC

Staff Management Metrics Business orientation Goal setting and achieving results Show up every day ready to go Do what it takes Do the right thing Have fun along the way © 2019 Michael Gregory Consulting LLC

© 2019 Michael Gregory Consulting LLC Project Management Identify problems Define problems Listen to understand Generate options - Leadership Determine impacts Evaluate impacts Select a solution – perhaps back up Test it Implement © 2019 Michael Gregory Consulting LLC

Quality Control Culture Quality is built in from start to finish Resident experts at the firm and network Quality is part of branding Our stakeholders trust us with their product so we must not let them down One serious mistake can cause serious harm – safety first © 2019 Michael Gregory Consulting LLC

© 2019 Michael Gregory Consulting LLC Investment in People Education and training On top of current issues Providing you with mentor, coach and network Contemporaneous feedback Opportunity to lead project area task © 2019 Michael Gregory Consulting LLC

Recruitment in a Diverse World Diversity Visible: race, age, ethnicity, gender, physical abilities, sexual orientation, class Below the surface: religion, nationality, marital status, education, income, work background Third level: learning style, personality, professional orientation EEO don’t discriminate Do recruit broadly and consider the changing face of your customer base and your needs © 2019 Michael Gregory Consulting LLC

Interview Type and Interviewers Traditional interview Behavioral Interview – SHARE (write out) – STAR (write out) “Tell me about time recently when you… Business results question Customer satisfaction question Leadership question Employee satisfaction Ethical question Actual question based on work Situation Hinderance Activity Results Evaluation Situation Task Activity Results © 2019 Michael Gregory Consulting LLC

Interview Type and Interviewers Diversity of interviewers Demonstrate openness Appropriate backgrounds Multiple steps, with employees, testing © 2019 Michael Gregory Consulting LLC

Setting Expectations at the Beginning of the Interview Who will ask questions Have the same questions prepared ahead of time for all interviewees Tell interviewee that you will be taking notes What will happen after the interview © 2019 Michael Gregory Consulting LLC

Setting Expectations at the Beginning of the Interview Introductions Explain the process Give background on the firm (at the end ask some questions about this to test listening skills) © 2019 Michael Gregory Consulting LLC

Questions at the End to Test Listening Skills Based on your introduction about the firm ask the interviewee something about your firm Based on questions during the interview and follow up questions, double back on any areas for clarification Based on any information provided during the interview process ask any questions to see if the interviewee can summarize it better than you said it. © 2019 Michael Gregory Consulting LLC

Testing During the Interview Process Perhaps test for writing skills Give the interviewee twenty minutes to write about any topic by developing an outline on paper with a pen, then writing about the topic with a deadline of 20 minutes using Word at a work station © 2019 Michael Gregory Consulting LLC

Testing During the Interview Process Perhaps test with a very simple example For example provide facts and ask how it should be addressed technically What might need to be done behaviorally? Communication with peers Communication with manager Other concerns How well working with different skill levels © 2019 Michael Gregory Consulting LLC

Consider Employee Interactions Besides the formal interview process with a small team consider one on one time with a select group of employees for a set amount of time after the formal interview This provides an informal avenue for peers to evaluate how well the employee would fit in with the firm This provides an informal avenue for the interviewee to evaluate how well the interviewee may fit in with you Feedback from this team to the formal interview team may provide some valuable feedback for consideration not addressed during the formal interview © 2019 Michael Gregory Consulting LLC

© 2019 Michael Gregory Consulting LLC Selection For selection consider Diversity Knowledge, skills and abilities – qualities needed Interpersonal skills and working with team Their ability to meet your staff management metrics Their project management skills Their ability to work in your quality control culture Their ability and drive to continually improve educationally © 2019 Michael Gregory Consulting LLC

© 2019 Michael Gregory Consulting LLC Your Hired Anticipation Plan out first day - orientation Plan out first week Help employee develop their own action plan over the first year Mentor Coach Example Continuous feedback © 2019 Michael Gregory Consulting LLC

© 2019 Michael Gregory Consulting LLC Orientation Orientation on day one Who – introductions, openness, first impressions What – roles, goals, expectations When – describe the day, week, month etc. Where – work area, facilities, team members © 2019 Michael Gregory Consulting LLC

© 2019 Michael Gregory Consulting LLC Orientation Why – demonstrate that you care How – open, friendly, professional Mentors Training Other areas demonstrating your culture © 2019 Michael Gregory Consulting LLC

© 2019 Michael Gregory Consulting LLC Retaining Employees Trust Sharing career aspirations Develop a plan Help them execute their plan Listen Keep promises Be loyal to those not present Seek to understand Say please and thank you © 2019 Michael Gregory Consulting LLC

Motivators Around Diversity Boomers 55-64: you are important, valued, your contribution is unique and important, we need you, I approve of you Xer’s 38 – 54: do it your way, newest hardware and software, not a lot of rules, not very corporate Yer’s 37 and younger: working with caring creative people, you can really make a difference here, you can be a hero here Younger Millennials: we are true to our values, we value you, we are ethical, we make a difference feeding the world © 2019 Michael Gregory Consulting LLC

© 2019 Michael Gregory Consulting LLC Remember Know your niche Successful hiring and selling your firm Qualities needed Staff management metrics Project management skills Quality control culture Investment in People © 2019 Michael Gregory Consulting LLC

© 2019 Michael Gregory Consulting LLC Follow Up After completing the process evaluate the process What worked and what lessons were learned? What could be improved? What will we do differently for next time? What do we need to do to follow up so that we remember to do this differently next time? Maybe revisit in 6 months and include employees hired for follow up © 2019 Michael Gregory Consulting LLC

© 2019 Michael Gregory Consulting LLC Summary Knowing your background Recruitment in a diverse world Interview type, questions and interviewers Setting expectations in the interview Questions at the end to test listening skills Testing during the interview process Interaction with your employees Selection and orientation Go over summary sheet © 2019 Michael Gregory Consulting LLC

How to Hire, Train and Retain the Best Employees - Hiring Michael Gregory 651-633-5311 mg@mikegreg.com www.mikegreg.com www.collabeffect.com

© 2019 Michael Gregory Consulting LLC What’s Next? Part 2: Onboarding and Training Employees Through Mentoring, and Coaching © 2019 Michael Gregory Consulting LLC