Artisan Blog

New Hire Onboarding Best Practices

Thursday, September 20, 2018

New Hire Onboarding Best Practices

Today, creating and maintaining a great company culture is top of mind for many firms, and is one the highest reasons for candidates to select one company over the other.

Developing a strong onboarding plan is one way to communicate company culture with new hires and potential candidates. However, some companies mistake orientation with onboarding. While they are clearly linked, they serve different purposes and are two sides of the same coin.

Onboarding vs. Orientation and Training

Most companies have an orientation system and training in place to help candidates learn the nuances of their specific roles and meet team members during the first week.

Onboarding is an on-going plan that continues long after the initial orientation period has ended. It’s intended to help a candidate’s long-term success to continually grow in their role.

An additional component of a successful onboarding plan is to give your new hire the chance to talk to their manager about opportunities, challenges, or concerns they might have at the 3 and 6-month points in their new role. Creating an open dialog allows for a safe space to discuss the job from their experience, and share lessons learned and best practices to make them more productive.

Often, unless given an opportunity, a new employee will keep to themselves, fly under the radar, when in actuality proactive communication could improve the situation for everyone involved.

It is also a good opportunity to communicate company expectations, vision and core values, and create clarity around setting short and long-term goals and understanding as to how and when they will be evaluated.

Tips for Onboarding:

  • Develop a real plan--Don't assume that new employees will find a way to get what they need or want. Make a schedule to meet with new hires at regular intervals and stick to it.
  • Tell them about it--Make sure your new hires know that they will have chances to talk with you about how things are going for them. Ask them to complie a list of  questions to discuss together during your meeting.
  • Follow through--Don't let your onboarding plan fall through the cracks if a new hire is doing well. Even if it’s just get together to share how great it's been so far, you can take the opportunity to let your employee know that they are valued and that you recognize that they are doing well at this early stage.

 

New hires need to know how they’re doing, how they are contributing to the team's success, and that they’ve made the right decision to join your company.  Give all your new hires a chance to feel great about their role and you will reap the rewards of a happy and productive workforce.

 

At Artisan Creative, we believe creating a strong culture helps with hiring and retention.  Contact us today to learn more.

We hope you've enjoyed the 489th issue of our a.blog.




Giving and Receiving Constructive Feedback

Wednesday, July 18, 2018

Giving and Receiving Constructive Feedback

In order to be constructive, feedback must be mindful, purposeful, well-informed, and well-intentioned. It must also be clearly understood and easy to act upon. The purpose of constructive feedback is not to reward or punish; it is to share valuable information and insights so the entire team will be in a better position to accomplish its goals.

Whether you're giving or receiving feedback after an interview, portfolio review, annual employee performance session, or client presentation you can benefit from ideas in the highly regarded book Crucial Conversations: Tools for Talking When Stakes are High, by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler. This book offers a lot of insight, along with a helpful checklist to keep in mind, whether you want to share notes with your colleagues or want to listen more deeply to mutually uncover opportunities for improvement.

"Start With the Heart"

Your observations will be of more value if you practice seeing (and feeling) the world from the recipient's perspective. Likewise, if you can hear the hopes, fears, and emotions behind the feedback you receive, you may be more able to appreciate it as a gift. If you struggle with compassion or often find yourself on the defensive, the toolkit of Nonviolent Communication can change your perspective.

"Stay in Dialogue"

For feedback to be constructive, both parties must talk to each other, not at each other. Our relevant content on active listening has workable ideas on how to keep the paths of communication open.

"Make it Safe"

Safety is one of the most fundamental human needs; if safety is in doubt, addressing higher-level needs is not as easy. Part of building strong relationships is giving colleagues space, to be honest with each other without anyone feeling threatened. The most constructive moments happen in a calm environment within an atmosphere of mutual respect and only after any tensions or distractions have been dealt with.

"Don't Get Hooked By Emotion (Or Hook Them)"

Clear communication happens above the noise and static of aggression, manipulation, or games of status. To give and receive constructive feedback, you must work around any emotional tactics and triggers and maintain your focus on what is true, what is useful, and the objectives you share.

"Agree on a Mutual Purpose"

Make sure constructive feedback is shared on a common ground. This means setting your goals upfront, being transparent about what you hope to gain, and recognizing each other as allies on the same journey, headed in the same direction.

"Separate Facts from Story"

We, humans, excel at constructing narratives; we use this skill to find patterns in our experiences and to make sense of the world. To remain open to new information and wisdom, we must practice setting aside our stories and pay attention to things objectively, as they are, in a way both parties can understand and agree upon. Things are almost never precisely what they may seem!

"Agree on a Clear Action Plan"

Every transmission of constructive feedback should conclude with a set of concrete, realistic, shared goals. The best feedback often results in a plan of action, and once the plan of action is followed through to everyone's satisfaction, then you know the feedback was constructive!

At Artisan Creative, we believe the surest path to professional growth is through better communication. Get in touch today and start the conversation!

 

We hope you’ve enjoyed the 480th issue of our a.blog.

 


Working with Non-Millennials

Wednesday, May 16, 2018

Working with Non-Millennials

In the last few decades technology has changed the world of business rapidly and profoundly. This rate of change continues to accelerate. To overcome the widening gap in knowledge and to be able to collaborate more effectively, it is essential for members of different generations to understand each other in a spirit of teamwork, empathy, and mutual respect.

With their range of experiences, Baby Boomers, Generation X-ers, and Millennials can often generate more useful and exciting ideas together. Cross-generational diversity and cross-collaboration can become a great organizational strength and lead to expanded creatvity and new solutions to solving challenges.

We've explored some of the cultural attitudes that make members of the Millennial generation unique and valuable coworkers. Today, we'll share tips for Millennials who strive to work more effectively with seasoned teammates.

Respect Their Independence and Set Expectations

Members of Generation X, in particular, are often distinguished by a rebellious, skeptical, and iconoclastic spirit. They grew up mostly before the advent of smartphone communications and always-on social networking. Compared to Millennials, they tend to be motivated less by community and more by a sense of individuality, as do many Boomers.

"When working with an X-er, don’t be surprised or offended if they choose to work alone," writes Mira Zaslove in Fortune . She adds, "X-ers tend to be hands-off, low face-time managers. So when working for an X-er, ask them to clearly define their expectations. When you do receive a compliment from an X-er, you’ve done a great job."

Help Them Understand New Technologies and Trends

Many Millennial workers are digital natives, having had access to fast paced technologies and the internet their entire lives. Thus, it may be difficult for them to appreciate how wondrous and strange these innovations can seem to those who did not always have them, or who witnessed their rapid proliferation firsthand from the 1980s through today.

When working with colleagues on new technology, "never say, 'This is so easy,'" writes Ann Friedman of The Los Angeles Times . "Recognize that baby boomers have a lot of fear and anger about technology, and tread gently."

It is important to appreciate how glorious our new technological breakthroughs really are. Demonstrating the utility of a new application or device to someone who doesn't regularly use it may even renew your own sense of delight.

It All Comes Down to Communication

When communication is optimized, almost any group of people can come together to pursue shared goals. Working to achieve that understanding is how we mine the greatest value from our work and our lives.

Appreciating and working with our differences requires well-honed active listening skills, along with an appreciation for different learning styles and preferences in communication and collaboration.

When we respect our shared and individual goals and work together to continuously improve our company cultures, our differences make us much stronger through our diverstiy.

At Artisan Creative, our experience has shown us how great teams are built among individuals from all walks of life. Contact us today to take your career or your business to the next level.

We hope you enjoy our 471th a.blog.

 



How to Find Your Ideal Candidate

Wednesday, April 18, 2018

How to Find Your Ideal Candidate

 

In past posts, we've covered some of the important factors that separate effective job descriptions from others. One of the most important is effective SEO using language familiar to your prospects, setting expectations appropriately, and differentiating between strict requirements and "nice-to-haves."

Today, we'll share a few pro-level tips that will really set your job descriptions apart and help you attract the most qualified, in-demand candidates.

Go Big

An increasing number of candidates, particularly those of the Millennial generation, are looking for job opportunities that align with their values. Therefore, look beyond the standard compensation package speak and whether or not it's important to know the full Adobe Creative Suite or just Photoshop. If you want to attract candidates at the cutting edge of technology and culture, write your job descriptions with an eye toward the larger mission of your company - what you do, why you do it, and how larger ideals (and groups of people in need) are served by your work.

Get Small

After you've conveyed a broader idea of what it means to work at your company, describe a typical day on the job, in clear, meaningful detail. This will communicate all responsibilities associated with the job, and also give prospective applicants a taste of your company culture. It will also demonstrate that you understand the position you're hiring for and that you know what sort of candidate would be most apt for it.

Use Pictures, Sounds, and Feelings

Take your first draft and rewrite it, making sure that every sentence paints a picture, creates an experience, and inspires a vivid emotional response to attract your ideal candidate. Potential applicants should be able to visualize an imagined scenario of working and excelling as part of your team. This will result in a memorable job description, and create an opportunity for your ideal candidates to resonate with your corporate culture.

Use Humor

Humor works well only if it's true to the personality of your company culture. If you write a job description that's comfortable with the realities of the job and life at your company, you can start the working relationship on a light and friendly note. Most teams of creative professionals who spend a lot of time working together develop their own collective sense of humor, including inside jokes and references. Using humor can separate your job description from thousands of similar ones.

With 20+ years of experience matching creative talent with top clients, we have a refined sense of how to cast a great opportunity in the most flattering light. Nothing makes us happier than making a great match. We know that a lot of pieces have to come together to make that happen, and we're here to help guide you through that process. Contact Artisan today to get started.

We hope you've enjoyed the 467th issue of our a.blog.


CA-The State of Employment

Tuesday, February 06, 2018

CA-The State of Employment

According to a recent jobs report, the state of employment in California is robust and growing.

California added 52,700 jobs in 2017, representing 36% of national growth. ("We should be, at our size, closer to 11%," State Employment Department Director Michael S. Bernick told The Los Angeles Times.) Unemployment stands at 4.3%, down from 4.6% in November and 5.2% at the end of 2016.

Professional and business services, travel and leisure, and information services all saw big gains, along with the public sector. All these have the potential to unlock opportunities for freelance creative professionals. Employers, particularly those connected to the "information economy," are staffing up, hiking pay, and opening new roles for those with the right skills, a penchant for adaptability, and are tech savvy.

Migration patterns show that, after a slump during the Great Recession, the state is once again attracting talent in search of sun, surf, and favorable circumstances. At around 51% move-ins versus move-outs, California is once again a popular destination for the upwardly and geographically mobile.

Like any boom, this one comes with some caveats. Despite an impressive recovery, California remains an expensive and challenging place to live and to work. Optimistic new Californians may encounter some challenges given the state's severe housing shortage.

To navigate the landscape of employment in California, we recommend consulting experts and taking advantage of the wealth of resources made possible by our rich information economy. Freelancers Union, AIGA or similar organizations have resources, expertise, and camaraderie available for independent contractors or those considering a switch to freelancing.

And, of course, your advocates at Artisan Creative are here to guide and help you understand the current trends to build your career and expand your network as you continue to flourish right here in California.

Contact Artisan Creative today - we'd love to show you around.

We hope you've enjoyed the 460th issue of our weekly a.blog.


14 Books for Creatives

Wednesday, December 13, 2017

14 Books for Creatives

Whether you listen to audio editions on your commute, use a tablet or e-reader, or relax with a cat on your lap and an old-fashioned paper edition, books are still a great source of information and knowledge for creative pros.

A book allows you to take a deeper dive into a subject and emerge with a broader awareness of how its details fit into context. When it's easier and easier to consume bite-sized bits of information, delving into a book gives you an advantage over those with less experience of focus.

And books make excellent gifts. With countless titles to choose from, they're not easy to shop for. Your favorite creative mentor, peer, or friend will be delighted when a thoughtfully chosen book drops into his or her lap.

Whether you're shopping for a designer, a developer, an artist, or a marketing executive, here are fourteen selections that will spark creative inspiration.

The Artist's Way by Julia Cameron

This revolutionary writing guide gave rise to a system of thought and a movement that has helped creative people of all types develop greater respect for themselves and their work. Its most influential exercise is probably "the morning pages," a daily three-page handwritten routine that has galvanized authors, actors, musicians, and everyday people around the world.

The Design of Everyday Things by Don Norman

A favorite among UX designers, this classic takes a thorough and counterintuitive look at the familiar objects around us and wonders how they came to be as they are.

Die Empty: Unleash Your Best Work Every Day by Todd Henry

You only get one chance to make the most of the creative career you pursue in this lifetime. This urgent and heartfelt challenge will embolden you to “lose yourself,” fully commit to your process, and leave it all on the field.

How To Be Useful by Megan Hustad

Hustad's book is a wry, comprehensive, no-nonsense primer on networking, career-building, doing your job, and preserving your soul. It's perfect for graduates, those mulling a career change, or anyone who sometimes wonders if he or she missed out on some essential knowledge about how to thrive in the workplace.

The War of Art by Steven Pressfield

A successful novelist with a cult following among creatives in all fields, Pressfield believes that success means showing up, every day, and maintaining a regular practice, and that the only way to self-actualize as a creative is to start treating yourself as a professional.

The Comic Toolbox: How to Be Funny Even If You're Not by John Vorhaus

Some of the most useful creative inspiration has always come from jokes and humor, from looking at life sideways and shattering expectations. This is a practical and amusing guide to the functions and structure of humor, with exercises that can help you produce smarter and more entertaining work.

Place Your Thoughts Here: Meditation for the Creative Mind by Steven L. Saitzyk

A Buddhist art teacher explores the connections between creativity and meditation in a warm and compassionate book that will fascinate any creative pro with an interest in mindfulness practice.

Thinking, Fast and Slow by Daniel Kahneman

This landmark study on human behavior, and how it relates to thought, is a must-read for anyone who needs to understand incentive structures and why people sometimes act as they do. Kahneman won the Nobel prize for economics and is a highly regarded psychologist.

Flow: The Psychology of Optimal Experience by Mihaly Csikszentmihalyi

This book examines what happens when we get so absorbed in our work that we lose track of time, and suggests how we might cultivate such a state of pure creative devotion.

Unsubscribe: How to Kill Email Anxiety, Avoid Distractions, and Get Real Work Done by Jocelyn K. Glei

In an always-on world of perpetual distraction, an influential blogger and editor makes a case for shutting out the noise and decluttering your digital life. You don't have to be a hardcore minimalist to get some empowering and actionable insights from this one.

Quartz: The Objects That Power the Global Economy by Quartz Editors

This coffee table book from the business blog Quartz showcases the innovative genius of product design and makes a beautiful companion to The Design of Everyday Things.

How To Get Ideas by Jack Foster

Foster is a fun, funny, avuncular guide to the art of generating fresh ideas. If you know someone who's struggling to stay creative, this book can reignite the joy of the process.

Hey Whipple, Squeeze This: The Classic Guide to Creating Great Ads by Luke Sullivan

This irreverent but practical guide to the advertising industry provides a thorough understanding of the creative business and shows how a rebellious attitude can help you do work that gets attention. The classic text has been updated to address new channels and technologies.

The Dip by Seth Godin

Seth Godin is a business and marketing guru to millions through his daily blog. This tiny but crucial book examines what happens when we get stuck in a gap between mediocrity and excellence, how to persist, and how to get out.

When you're inspired and driven to take your career to the next level, contact Artisan Creative, and join some of the most prestigious creative talent around.  We hope you enjoy the 454th issue of our weekly a.blog.


Working with Millennials

Wednesday, December 06, 2017

Working with Millennials

The Millennial generation, loosely defined as those born between 1980 and 1999, now comprises the largest group of living adults. They are the first generation to come of age with high-speed internet access as a central part of their lives, which has shaped their culture and collective worldview. This Millennial generation is having a noticeable impact on the world of business, which will only increase as Baby Boomers retire.

Of course, no group as large as Millennials is going to be uniform, and there are some trends in thought and behavior that are unique to this generation of digital natives. The experiences of Millennials position them to offer insight that can ultimately make the workplace more modern, more productive, and more exciting for everyone.

If you are nervous about working with Millennials, relax - they are much more like previous generations than they are different. You can collaborate more effectively with team members if you keep these four principles in mind.

1. Be Flexible - Keep an Open Mind

The lifelong adventures of Millennials on the internet and social media have made them less rooted to fixed locations. They have friends all over the world; their social groups aren't anchored by geography, and their careers won't be, either.

As teleconferencing technologies continue to improve, expect telecommuting and offsite work to grow more popular. If you can, create flexible work schedules for Millennials. They work as hard as any other generation, just not necessarily according to the strict parameters of the traditional 9-to-5.

Likewise, be open to new technological innovations of all sorts, including those that may disrupt your existing workflow. Millennials have spent their whole lives living through massive technological upheaval, and can adapt quickly and effectively to change.

2. Lead With Your Mission

Studies show that Millennials are less interested in perks, social status, or lavish compensation than they are in making a positive difference in the world and living in ways that are congruent with their values.

To hire and retain top Millennial talent, be clear on the values that drive your culture and never waiver from what matters. Be a good corporate citizen and have a zero-tolerance policy toward hypocrisy. Make sure your culture welcomes and supports everyone on the team. Be a good corporate citizen, even if it may seem to make things more difficult in the short run.

If your company is unclear on its core mission, this is a strong call to consider your values, rediscover the reasons your company was founded, and consider what sort of world you want to live in.

3. Be Transparent, Be Human

Social media and other digital breakthroughs are a mixed blessing. In some ways, they have brought us closer together.

Millennials are less covetous of privacy and more comfortable with sharing. They are less inclined to compartmentalize their lives or to hide their "private" selves from their employers and coworkers.

To be an effective manager, you must reciprocate this transparency and trust. It’s okay to be flawed and even rough around the edges, as long as you embrace the unique contours of your personality.

No one is perfect. Everyone is human. In our modern digital landscape, it doesn’t make sense to hide. This creates an opportunity to embrace who we are and to be our best selves.

Get comfortable with informality. Being a serious worker doesn't always require strict conformity and decorum. Encourage your younger team members to nurture a variety of interests and to have robust lives outside of work.

4. Keep the lines of communciation Open

Communicating effectively with millennials will allow them to fully integrate with your company and garner respect for you and your product if they understand the company's vision, mission And values. This generation needs to feel they have a voice that is heard. Taking the time to listen and giving a platform to share ideas will mean that they will talk openly and honestly with your team and management. This input is invaluable as a manager and should provide a meaningful and long-lasting communication style.

As the world rapidly changes, those members of your team with diverse interests and full lives will offer the confidence, creativity, and adaptability you need to stay relevant and successful.

In our decades of experience working with top creative clients and talent, we have learned how businesses can use change to their advantage and thrive in interesting times. Contact Artisan today to learn what we can do for you.

 

We hope you enjoy the 453rd issue of our weekly a.blog.


Nurturing Your Team's Culture

Wednesday, October 25, 2017

Nurturing Your Team's Culture

 

A few weeks ago, I traveled to San Francisco for SHIFT: The Culture Conference, where I saw entrepreneurial legend Arianna Huffington speak. With wisdom, empathy, and sharp comic timing, Huffington shared her ten rules for creating a healthy company culture.

You can watch the whole conference here (Huffington's segment begins near the 35-minute mark). Just in case you're strapped for time, we've summarized her ten principles below.

1. Make Sure Everyone Gets Enough Sleep

Huffington's recent work on corporate culture and self-improvement has focused heavily on the necessity of getting a full eight hours' sleep. While she concedes that a few rare individuals can function on less, you are almost definitely among the vast majority who need plenty of sleep to perform at your best.

This principle extends to working with your body's needs and rhythms, rather than against them. Instead of pounding coffee, take a deep breath, get some real rest, or walk outside. If you treat your body and mind well, you will feel good, and do better at work.

2. Let Go of the Growth-Above-All Mindset

A truly successful company will have a vision, mission, purpose, and values outside of growth for growth's sake. Even from a purely practical standpoint, making your work meaningful is a better way to retain good employees, keep your team together, and meet your important objectives.

If your only purpose as a company is perpetual growth, examine your priorities and reflect on why you got started and what sort of world you want to be a part of.

3. No Brilliant Jerks Allowed

Huffington decries the "cult of top performers" and warns against lionizing aggressive, antisocial personalities at the expense of team cohesion and harmony. If your company is too beholden to employees who behave like arrogant celebrities, consider that they may do more harm than good.

4. Learn to Build Teams

On a similar note, Huffington suggests thinking of your team as a networked unit, rather than a collection of individuals. While humans need eight hours of sleep and plenty of down time, your company should in some sense, be "always on," so your team can consistently communicate in one voice, reflect one vision, and share the same methods and objectives

5. Treat Culture as Your Immune System

Anyone with an active lifestyle will be exposed to germs, and any company that's taking on serious challenges will face threats and encounter toxicity. If your culture is healthy and strong, you will be able to survive these attacks, and improve through exposure to the elements. With a strong immune system, you won't need to be quarantined or use too much disinfectant.

6. Empower Women

In the wake of ongoing debates around gender gaps in hiring and compensation, along with recent controversies around issues such as harassment, the culture of business is now becoming more friendly to women. This is a long overdue awakening, and make sure your company is ahead of the curve in this regard.

Allow for a generous maternity leave and areas for nursing mothers. Companies that put a priority on empowering women to thrive and succeed will have an ethical and practical advantage.

7. Meet the Growing Demand for Purpose

The Millennial Generation will soon make up the majority of America's workforce, and numerous studies have found that Millennials demand not just money, not just flexibility, they also require a strong sense of purpose in their work.

This goes back to Rule #2; as Millennials assume power, the world's culture is changing around them. This creates an opportunity for your own culture to aspire to a greater sense of meaning.

8. Model Culture Changes at the Top

Your employees will model their actions less on what you demand or expect than on the behaviors and values you manifest in your own behavior. If you want to change your culture, set the example. Once your actions are consistent with your values, your team will know that these are values worth following.

9. As Much As You Can, Work Out Problems Face-To-Face

Huffington celebrates transparency. She encourages creating a culture where people feel safe airing their grievances and finding solutions together in a spirit of cooperation, rather than going behind each other's backs.

Although certain issues must be hashed out behind the scenes, aspire to make honesty, openness, and transparency among your core values.

10. Turn Crisis Into Opportunity

As a board member, Huffington has witnessed several companies in the throes of serious crisis marshal their resources to correct mistakes and reemerge better,and stronger than before.

The most fearsome struggles and challenges can often create the greatest opportunities for insight, perseverance, and excellence. Aspire not to avoid difficulties; aspire to transcend them.

Attending events like this is one of the ways Artisan Creative stays engaged with the world of ideas and continually improves its own culture. When you work with us, we will motivate you to do the same, and give you all the tools you need to be your best and continuously improve. Contact us today to learn more.

 

We hope you enjoy the 447th issue of our weekly a.blog.

 



6 Questions for Coaching Your Staff

Wednesday, September 13, 2017

6 Questions for Coaching Your Staff

Concepts proven to be successful at the top levels of the business world are often just as effective throughout every level of the organization. To make the most of your team's engagement and growth as well as improve retention and morale, we’re sharing a few models from the world of executive coaching.

When he works with high-powered executives, well-known and in-demand business coach Marshall Goldsmith, uses a "six question" model, which he summarizes in a Huffington Post article. His model works equally well when helping employees maximize their potential and determine how they can best fit with their team and help drive the company mission.

Use these six questions in your coaching or review sessions to empower your staff.

1. Where are we going?

Each member of the team has a unique perspective that lends itself to specific, valuable insights on how the company can evolve to better meet its objectives. Asking team members for their observations and insights on the company at large can generate useful ideas for growth and change. It also makes them feel invested in the company's future and lets them know that their perspectives are valued.

2. Where are you going?

Many job interviews include questions such as, "where do you want to be in three to five years?" As employees become tenured and experienced, it is important to maintain that conscious focus on the future. Change is the only constant, for organizations and individuals alike. Check in on how individual team members are changing and growing, and how that relates to the company and their roles within it.

3. What is going well?

Share where the employee is excelling, then allow them to point out, celebrate, and take credit for their strengths and achievements. This will help them focus on what they do best and continue to build their strongest skills. It helps set a positive tone, so that any challenge can be tackled with optimism.

4. What are key areas for improvement?

Start this section with their suggestions for self improvement, as it’s important to ask the employee to commit, via greater self awareness. Everyone has areas where they could be a bit more effective. Gently drawing attention to these areas of potential growth casts a light on them and makes it easier to improve through mindfulness, effort, and diligence.

5. How can I help?

As much as you may foster an atmosphere of collaboration and inclusion, some employees may feel isolated, left out of important decisions and discussions, or insecure about asking for the resources and guidance. This question lets them know that they have your support and opens an opportunity for dialog.

6. What suggestions do you have for me?

This brings the conversation full-circle. Just as team members may have revealing perspectives on the company as a whole, they might also be able to provide insights that can help their supervisors and hiring managers grow. Let them know that you value their feedback, and you also appreciate opportunities to strengthen your skills as a manager, and create an atmosphere of mutual respect.

In our 20+ years of connecting creative talent with top clients, we have gained knowledge and built strong networks.  Contact us today to discover how we can apply our expertise to help you build your dream team.

We hope you enjoy the 442nd issue of our weekly a.blog.


Tips for Employee Engagement

Wednesday, September 06, 2017

Tips for Employee Engagement

Creating a strong, engaged, efficient and successful team results from diligent recruiting, targeted hiring, effective onboarding, and ongoing training. When properly orchestrated, this process can lead to higher retention, attracting fresh talent while keeping your existing core members engaged.

According to recent statistics, nearly half of American workers leave their jobs within a year of being hired. More than 40% leave within their first six months. Numbers vary across industries, but clearly, in all areas, there are opportunities for organized, mindful, and emphatic practices to improve staff retention.

Keeping the right people happy and engaged for the long haul makes all the difference. At Artisan Creative, some of our greatest satisfaction comes from watching teams connect and grow over time.

To that end, we’d like to share a few guiding principles to help hiring managers select and retain top talent.

Set Expectations

Whether you’re onboarding new talent or working with tenured team members, it is crucial to be as transparent as possible. Each position has its own challenges and responsibilities that may not be immediately apparent and may shift over time. 

Communicate goals, responsibilities and expectations early and as needed.  Include the team in the big picture so they understand why a specific task is being requested.

Foster an all-pervasive atmosphere of transparency, and trust, in order to retain the talent you need to succeed.

Share Feedback

Many employees report leaving their jobs due in part to a lack of appreciation, understanding, and feedback. As a hiring manager, best practices include holding regular check-ins and creating buddy systems. 

To make sure employees have the support they need to succeed, provide specific, honest, and constructive feedback on a regular basis. Depending on your company culture, team size, or location of your team members, you may have to define what a “regular check-in” means to you. Marshall Goldsmith, a leadership coach and author of several management books recommends at minimum to set quarterly meetings.

Acknowledge that team members have lives outside of work and do what it takes to make sure their jobs support them through any significant life transitions. Be prepared to work with them to strengthen the professional relationship through whatever outside forces may arise. Holistic support builds ironclad loyalty.

Reward Success with Opportunity

When employees adapt to their responsibilities, accept their challenges, and make their jobs their own, they have earned opportunities to build on their success.

Make sure that all employees can clearly envision a path to advancement, whether this comes through promotions, increases, or other rewards. As with any relationship, it is important to maintain the sense of optimism with which it began. Make sure that no one ever feels taken for granted.

When employees find that more focused effort reaps richer rewards, they will reciprocate and make the most of your shared opportunities.  Building success is a marathon, not a sprint.

 

Artisan Creative is celebrating 20+ years in staffing and recruitment of creative professionals. Over the years, we have worked with a range of creative talent and clients. Our experience gives us the tools and understanding to help professional relationships thrive. We would love to share that with you and your organization. Contact us today to learn more.

We hope you enjoy the 441st issue of our weekly a.blog.



Search

Recent Posts


Tags


Archive