Ralf Weiser's Blog – Shake Up Your Snow Globe! ©

Stop doing, shake your globe, ponder, dream, start reaching your full potential – live on purpose and do it with a smile!

Archive for the category “balanced life”

1001 Blog posts and now it’s time to shift gears


1001 Blog posts and now it’s time to shift gears 

When I first started to blog it was frightening experience. It was also exhilarating. I had no idea what to expect. After 6 years of writing at least three posts a week I am glad I persevered. Collecting material, sorting it, and then typing it up into a value added post such that you the reader would get something out of it has been fun. It also helped me have clearer thoughts and enjoy a less cluttered mind. Furthermore, it opened up time for me to listen to folks rather than me trying to share information. That info is now available for me and you to tap into online on this website.

No worries, I will still post here. I will however shift my focus toward helping fellow business leaders, managers, and entrepreneurs how to attain and then retain the up and coming young Millennial and GenZ workforce. There is more to come about this and I will share more of it here. Stay tuned!

What would concluding a thousand posts be without sharing some of the top posts?

https://ralfweiser.com/2013/11/19/when-people-say-interesting-what-does-that-really-mean/

https://ralfweiser.com/2012/10/21/have-you-thought-of-one-person-that-has-changed-your-life-forever/

https://ralfweiser.com/2012/06/10/lack-of-planning-on-your-part-does-not-constitute-an-emergency-on-my-part/

https://ralfweiser.com/2012/11/18/illuminators-how-can-you-become-a-person-other-people-look-up-to/

https://ralfweiser.com/2013/02/24/what-does-being-weak-as-water-really-mean/

Thank you for your followership.

Ralf

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9 ways why job candidates will not stick around – especially not Millennials


9 ways why job candidates will not stick around – especially not Millennials 

Here you are and the economy is still going strong and you need more folks helping you with the additional work. You interview and review like crazy, the candidates you meet are great and you make offers, yet they take other offers instead and you are in pain. You spend excessive amounts of time interviewing and recruiting and your other folks remain overworked and stressed out. You are stumped. Now what?

The problem may lie right under your nose: It typically is your own organization and how you present it during the interview, but more so how your candidates get to perceive you and your company that lets them ultimately decide against you. The following is a list with almost certain interview killers where you will lose even the most desperate candidates:

The candidate gets the feeling that he will be working in a toxic working environment. Symptoms: Your people do not interact with the candidate genuinely or sincerely. The conversation during the interview does not flow and appears not to be candid.

More than two bosses: The future immediate supervisor holds the interview, but the candidate feels that there is somebody else really in charge. Symptoms: During the Q&A the supervisor rarely says or asks anything, or the supervisor is being interrupted constantly by another interviewer constantly.

The candidate first interviews with senior manager(s) and at the time of a second interview are not part of the panel. It leaves the candidate confused and questions the future working environment.

The interview process is not explained and appears to be uncoordinated. This may include but is not limited to scheduling mistakes, not having a clear schedule by which you will need to have hired someone, unclear / uncertain question set, no schedule or process for follow up questions. Bottom line: There is a lot of uncertainty.

The candidate interviews for a job that he feels like he did not apply for. This is a symptom of not having done your homework with a clean and very descriptive job description, no KSA (Knowledge, Skills, Abilities) available. This breeds immediate uncertainty and distrust.

You do not have a hierarchical and functional organizational chart that you can show or at least explain to your interviewee. Worse would be if you cannot explain the processes as well as the inputs and outputs of the position and its stake holders surrounding this position.

You do not have a question catalog based off of the KSA and job description as well as dealing with the cultural fit. Symptoms: You stumble through questions that you need to think through while you interview the candidate. That leads to lack of focus and you talking more than the candidate, but he is left to wonder about you and the organization.

You do not have a second or third interview with the candidate set up as a panel interview where you have future stake holders and at least one subject matter neutral employee help interview the candidate. Now the candidate only has a chance to meet one person. Having a panel interview provides many important clues to the candidate as to what working together might look and feel like.

The interviewee is not treated nicely while waiting at the lobby. Do not laugh or discount this one. How your employees talk about your organization and how they treat the candidate is treated when coming in and while she waits will immediately put a permanent lower score and doubt into the mind of the interviewee.

Do any of the above scenarios sound familiar to you? You may be surprised to find no pay or benefit package related issues here even though you may hear that exactly those supposedly led the candidate to decline your offer. That may or may not have been the issue. You will need to raise your emotional intelligence antennae and scan for deeper rooted issues.

How do you get out of these potential issues is as simple as turning weaknesses and threats around from SWOT excercises: You take them and turn them around and make strengths and opportunities out of them. This is best done with internal resources as this becomes more organic and self-sustainable. Do something now!

Ralf

Using this Easter holiday to reflect and be grateful – plan your life using two great books


Using this Easter holiday to reflect and be grateful – plan your life using two great books 

Today’s post is about two books that will help you put your life in high gear. Use the Easter Holiday for some downtime and deep reflection.

The first book is by friend Alvin Brown. He is a personal trainer for top notch athletes who are determined to achieve excellence in whatever field they are in. 

Alvin wrote and released his first book “Journey to Personal Greatness: Mind, Body, & Soul: A Blueprint for Life Balance & Self-Mastery” (Discover more of the book here). It is based on his personal journey that took him and his family from Jamaica to Eastern Canada. His mom could make barely ends meet and he was living in the poorest conditions. Yet one decisive day he refused to live a mediocre life any more. He choose nothing but greatness and along the long way to success he managed to work himself up to where he is today: I consider him one of the most inspiring personal trainers and coaches I know.

I am glad that he took what he learned and placed it into a powerful book that invites you to also invite greatness into your life (that in itself is a sign of him being a great coach). Please make it a point to read his book – you will not regret it.

The second book is by friend May Lore. It is called Managing Thought. Stop letting people who do so little for you, control so much of your mind, feelings, and emotions. Easier said than done, right? The problem is actually not with the person you are having an issue with. It is your own thoughts that make your life miserable. 

Mary Lore @ManagingThought is a battle hardened thought leader on this subject. I am totally with her assertion that you are not your thoughts. A thought is only a thought and we can learn how to shape our thoughts so they work better for us.

The process is surprisingly simple. If you are older then you may remember the Viewmaster kids toy that featured all sorts of discs with neat pictures on them. You inserted them into the main red body of the device. Then you pulled a lever to advance to the next picture while viewing them through the lenses while holding the whole thing facing a bright light source. The significance lies in likening the discs to your thoughts. When a thought does not work for you, take that mental disc out and put another one in that works better. This mental re-framing works really well. It rests on the premise that you actively choose whether or not you allow someone to have control over your thoughts and how you feel about this.

NO ONE has power over you – power is granted. When someone is making you mad or sad realize that they are not doing that, but you are. Next time you feel getting angry etc make sure to take a deep breath and take that bad mental Viewmaster disc right out and substitute it with one that works better for you.

 

Ralf

If you are a GenX or BabyBoomer business owner/ leader you may want to read this post


If you are a GenX or BabyBoomer business owner/ leader you may want to read this post 

I am just flabbergasted by how many fellow business leaders belonging to the above-mentioned generations who are not embracing Millennials in the work place. They are outright shunning them because Millennials are “lazy, entitled, pampered, unreliable, immature” and so many other not so nice things.

This is just crazy! GenX and BabyBoomer business leaders behave a bit like the last generation of dinosaurs – they may not know it, but they will go extinct eventually. Millennials represent the majority of the workforce already. It will not be long before GenZ folks are knocking at business doors seeking employment. Are you going to shun them also?

The most resistant business managers claim the following two key reasons why they do not want to adapt their businesses to be more inviting to younger folks:

  • Managing Millennials costs too much money. They need more management resources and attention.
    Counter argument is that you will need plenty of structure and training anyway as your organization grows.
  • “If I spend more money on training new people, I will need to pay them more, or they will leave me for better employment.”
    Counter argument is that what if you don’t pay more or train and the people stay anyway?

Here are the top three things Millennials look for joining and staying at an organization:

  1. Purpose: You provide a reason why they should spend their time at your place. “Is my time spent here worth my time and am I making an impact?”
  2. Structure and career path: You provide a clear career path through your organization and you interview and onboard with plenty of documented structure.
  3. Flexibility: You provide a work place where productivity, creativity, and collaboration is rewarded – not just butt in chair time.

Do those three items cost you in preparation and execution time? Absolutely. Realize though that you are not only doing this for this one generation. Employee research has proven that the former generations love and embrace those key items as well – they were groomed to not actively ask for them. Millennials on the other hand listened to their parents and thus do not expect company loyalty and they have been immersed in technology from an early age.

The younger workforce of today is starting to displace the older business leadership generation. Don’t be a dinosaur. Stop working in your business trying to make it another day. Start working on your business and adapt it to embrace the younger working generation. The older workforce will love the changes to and you will be able to show it to your CFO due to a greater profitability through higher employee engagement, which elevates productivity.

Ralf

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