Many termination mishaps can be avoided with a little planning and knowledge. Less is more when communicating why an employee is leaving. Tell others that the employee has left, and then focus on the logistics of how that employee’s work is being handled moving forward. If pressed, the employer should simply state that it is a confidential employment situation.
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If you receive a resume that is too good to be true, it probably is. Recent surveys show that 30 percent of all job applicants lie on their resumes, while 60 percent include misleading information. Deception on resumes commonly entails falsifying education (the most common deception), stretching dates to cover employment gaps, enhancing job titles, fabricating credentials or licenses and inventing employers. Properly conducted background checks have the potential to save companies both time and money, as costly hiring decisions may be prevented.
Just because everyone stays silent or agrees with what you say doesn’t mean they’re being candid or they’re on board with your plans.
Listening to what is said between the lines as well as the tone of a candidate’s response can offer insight into their personality and work ethic.
High performance leaders are inventors of the future with a focus on what needs doing now and an awareness of how their behavior will limit or expand results.
Employers of choice are those who know how to develop their people into future leaders and leave a good impression with the people they don’t hire.
Companies get the chance to try on an employee’s work style and see his or her skills in action, while both parties consider a more permanent arrangement.
It’s an exciting time when you’re ready to add that new employee to your company, yet it can be nerve-wracking if you do not plan well.
Imagine the boost to your bottom line if you could energize and inspire your employees to give you more at work.
When your workforce reaches about five to 10 employees, I believe you enter a critical stage. At this point, the credibility of the firm begins to rely not just on the owner, but also on the people joining the team.
Passwords are fair game, but do employers want them? This is a key question.
If they haven’t figured out how to weather personality conflicts and disagreements before they come your way, you will need to teach them that important life skill. Good luck with that.