Jennifer McClure`

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Written by Jennifer McClure

10 Questions You Should Be Asking to Prevent Your Best Employees from Leaving

Impact Makers Podcast Episode 071

In general, employees leave their jobs because they want more career growth, flexibility, and/or appreciation and recognition.

You’ve probably also heard that people leave managers, not companies.

So, how do you prevent your best employees from leaving?

By taking the time to have conversations with your direct reports and team members to understand what’s working, what’s not working, and how you can help to set them up for success.

Whether you’re doing performance evaluations, having end of year discussions, or talking about goal setting and goal planning for next year, I’m sharing 10 questions you should ask.

To Discover Skills to Focus on or Develop / Areas to Eliminate or Support

1. What are 3 aspects of your job that you feel you’re best at, or enjoy the most?

2. What are 2 areas in your job where you could use more support or resources, or would prefer not to do?

3. Outside of work, what do you really enjoy doing? Do you have a hobby, or a passion project that you work on that gives you joy?

Learning and Development / Career Growth

4. Is there something that you would like to have an opportunity to learn or explore, that either isn’t a part of your current job, or is something you’d like to try?

5. Are there skills that you would like to learn, or career opportunities that you would like to explore that you don’t fee are available to you in your current role, or at this company?

Flexibility / Work Hours

6. Does the current schedule or work situation allow you to do your best work, while also enjoying your life away from work?

Understand How Someone Likes to Be Managed

7. How do you like to be recognized and appreciated? What is meaningful to you?

8. How often would you prefer to meet to discuss and share progress against your goals?

Support Their Progress and Ensure Success

9. What is one thing that I can do to set you up for success in 2023, that I’m not doing currently?

The Magic Question

10.If I gave you a magic wand, and you could change one thing about your current job, or about the company – what would you change?

IMPACT MAKERS PODCAST – EPISODE 71

Key Quotes From This Episode:

“More and more people are really focused on making sure that work serves their needs and their life.” ~ @Jennifer McClure

“Flexibility, and how that matches with what your employees are searching for or what they feel best meets their needs, is a big driver of the Great Resignation.” ~ @Jennifer McClure

People & Resources Mentioned In This Episode:

Workplace from Meta

Show Sponsor:

This episode of the Impact Makers Podcast is sponsored by Workplace from Meta.

Everybody’s talking about the metaverse these days, but Workplace from Meta is different – I mean, the clue’s in the name, right?

Workplace is a business communication tool that uses features like instant messaging and video calls to help people share information. Think Facebook, but for your company.

It’s part of Meta’s vision for the future of work – a future in which your job isn’t just something you do, but something you EXPERIENCE. A future in which we’ll all feel more present, connected, and productive.

Start your journey into the future of work at workplace.com/future.

Connect with Jennifer:

Send her a message [https://jennifermcclure.net/contact/]

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Categories: Blog, Employee Engagement, Leadership, Podcast
Posted on December 8, 2022

Written by Jennifer McClure

5 HR Tips For Creating Effective Performance Reviews

Today’s post is a guest post from Erin Palmer – a writer and educator for Bisk Education. Erin works with University Alliance and the online education programs at Villanova University.

So give it up for Erin as she she shares some tips for creating effective employee performance reviews…

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As HR professionals know, an employee review is an essential part of building an effective organization. Just like smart recruiting helps you get the best possible talent, a well-developed employee review process allows you to develop that talent. Conducting reviews takes experience to finesse, but is worth the time as a strong team building tool. Following these five key points when reviewing your organization’s review process can turn an HR challenge into an HR success.

1.  The best reviews involve the employee in a self-assessment process that motivates, celebrates strengths and identifies clear areas for improvements.

Begin with having the employee fill out a self-assessment for you ahead of time. This self- assessment will provide you with a starting point for the review. Seeing from the employee’s perspective will teach you things that you otherwise might not see.

2.  Use the self-assessment as a way to keep the conversation focused and as a tool for you to accentuate strengths and address areas for growth.

The in-person employee review meeting can be stressful. Beginning with reviewing the self-assessment can ease the tension and get a conversation started. Many employees will admit the areas in which they aren’t as strong. When an employee brings up their own weaknesses, it is easier to have a proactive conversation about them without the employee feeling defensive. This will help you create an honest discussion and set goals for improvement. Make sure that the conversation is two sided; listen as much as you speak. Always alternate between addressing the employee’s positive and negative performances. Use the conversation to empower the employee to identify new goals.

3.  Create an employee review form that reflects the values and goals of your organization.

If you are building a review process from scratch, there are tools available to build review forms.  Whether you use your own or adapt an existing form, the process needs to be consistent. Be sure all employees are aware of the process and any changes you make well before individual reviews begin. The review process should be an organic part of the organization and help build a strong team who knows what to expect in the process. All levels of the organization should engage in a similar review process. If the review includes scoring or grading an employee’s performance, the scoring system needs to be clearly defined. Adhering to a standard review procedure builds trust in your leadership and builds camaraderie across the organization. As your company evolves, adjust the review process when necessary to support your mission statement.

4.  Review the employee review form in a conversational manner.

Do not just read the form out loud to the employee. A two-sided conversation is more beneficial to both of you. Be sure to take the jargon out of the process and communicate clearly the specific areas you will focus on so that the employee feels comfortable with the process. If a monitoring process needs to be established for an employee experiencing challenges, be sure to work that out formally in the written review. When the review is over, discuss pay raises and the employee’s goals. If an employee is going to receive a raise, or an adjustment in duties, give a specific start date. Always give the employee a copy of the review.

5.  Set up a regular schedule for reviews and clearly communicate changes ahead of time.

Most organizations review employees on an annual basis, although there are some exceptions. New employees often find it beneficial to have a review after 90 days on board. A current employee who is transitioning into a new position may need a review in four to six months. A current employee who was underachieving may benefit from another review in six to ten weeks to encourage the changes or modify the process.

Even the most skilled HR professional can find seasonal employee reviews a daunting task and a cumbersome process.  Your employee review process should be accurate, efficient and goal-oriented. Thoroughly reviewing your company’s review process can help build a strong, focused team.

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University Alliance submitted this article on behalf of Villanova University. If you’re interested in an online HR certification program, Villanova offers these courses in addition to a Master’s Degree in Human Resources Development. For more information please visit http://www.VillanovaU.com.

Categories: Blog, Guest Posts, Human Resources
Posted on November 23, 2011

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