An interview is a business transaction wherein the objective of the hiring manager (the person who has the authority to hire) is to make a selection among job candidates called in for interviews. A candidate has two challenges: first, to convince the hiring manager that he is the ideal candidate for the position, and second, […]
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Micromanagement is, “to manage especially with excessive control or attention to details” – Merriam-Webster’s Online Dictionary. In general, micromanagement has a negative meaning and implication, and is viewed unfavorably by supervised employees. Let’s discuss the issues of micromanaging employees and how to identify if you are a micromanager. |
Most employees are unhappy in the work place when they are micromanaged. Unhappy employees are less productive than happy employees. In addition, this may cause a high turnover on your team as unhappy employees leave, which will further affect your team’s productivity.
A manager who has done nothing to develop one or more potential successors is usually viewed as a poor candidate for promotion. The manager who is perceived as poor at delegation and staff development is often not considered for promotion to a level where delegation takes on even greater importance.
The goal of improving a poor performer is to improve their performance. A means to doing so is to meet privately and frequently with the employee to discuss the performance issues. Assign tasks and provide specific direction, expectations and a timeline to the employee. Then, monitor, measure and discuss their performance during those frequent meetings. To some, this approach seems like micromanagement, and it may well be. The difference is that once the employee’s performance improves, you will meet with them less frequently.
Letting Go of Micromanagement
The difference between managing and micromanaging is the focus on eliminating the “micro.” Start by looking at your to-do list to determine what tasks you can pass on to a employee. Clearly explain what the task result and due date should be, but don’t dictate how the employee should work on the task. Ask, don’t tell, your employee about how they plan to approach the assignment. You might be surprised that their approach, while different, may yield great results.
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“Candidate Experience: Truth, Myths and Measures”presented by Gerry Crispin
It may be hard to believe but a small and rapidly growing group of firms is re-examining their recruiting process from the point at which candidates research the firm through onboarding of new hires with the intent to treat those candidates they do not hire as well as those they do equally. Skeptical? You should be. However, 100s of thousands of candidates are now feeding back their experience directly to employers and…they are taking note. What we can learn from the firms that are ranked highly by candidates and…poorly and what that means to your strategy to find your next job can be critical.
Profile of Gerry Crispin, SPHR
Gerry Crispin is a life-long student of recruiting, recognized internationally for his views and written commentary on employment strategy, hiring process and staffing technology, his passion is to understand how firms design and build recruiting processes, the technology to enhance them and the systems to manage them.
After completing his undergraduate and graduate work at Stevens Institute of Technology, Gerry served in increasingly responsible leadership roles in the Human Resource function of Johnson and Johnson for 10 years. For another decade, he was General Manager of one of the largest private advertising agencies in the US devoted to recruitment, Shaker Communications where he pioneered emerging technology applications that impacted an entire industry.
In 1996, Gerry co-founded CareerXroads (www.CareerXroads.com), an international consulting practice that facilitates a dialogue between company recruiting leaders. This peer network of more than 100 large corporations (CareerXroads Colloquium) meets 8 times a year and collectively hires about 3 million people worldwide.
In 2011, Gerry formed the non-profit, Talent Board, to define, measure and honor the firms who are treating candidates as partners in the hiring process (www.thecandes.org). By 2015 the organization, now in its 5th year, annually collects and analyzes data from hundreds of firms and hundreds of thousands of their candidates. Over 100 firms have been honored through the Candidate Experience Awards program in the first four years. The CandEs, as it is known, is expanding in EMEA and Asia Pac in 2015.
Gerry has served in the past on half a dozen National Boards for the Employment and on the Board of Trustees of his alma mater where he continues as a volunteer advisor for new graduates and alumni in transition. He has been an adjunct professor at Rutgers University, Cornell University’s School of Continuing Education and Stevens
Gerry has published more than 100 articles over the last two decades including 8 books from 1996-2003 detailing the impact of emerging technology on recruiting. More recently he has co-authored whitepapers on the Candidate Experience results and speaks at major conferences ranging from Sydney, Australia to Cologne, Germany.
Please share this with other groups you may be in. Join us on Meetup.com at: http://www.meetup.com/The-Breakfast-Club-NJ/ to RSVP for the meeting.
TBC meetings for 2015 are free (courtesy of one of our members), and free breakfast (bagels) to the first 50 attendees!!!
Be sure to tell your friends and bring them along. Be a part of our growing network of Job Seekers, Hiring Managers, Recruiters, Career Coaches, and people who want to be able to help themselves and each other.
Days Hotel Conference Center
195 Rt. 18 South, East Brunswick, NJ 08816
732-828-6900
7:30 to 8:00 – Registration & Open Networking
8:00 to 8:15 – Welcome and housekeeping
8:15 to 9:15 – Presentation by the guest speaker – Limited to 60 minutes
9:15 to 10:15 – Elevator Pitch – 30 Seconds about yourself, who you are, what you are looking for, target companies (3-4), how we can help you, how you can help others. Follow the rule of the Three B’s of Public Speaking: Be informative; Be brief; Be seated.
10:15 until you choose to leave – Open Networking, follow up with people you are interested in meeting following their elevator pitch, exchange business cards, peruse the library, arrange follow up meetings, etc.
1) Attend meetings regularly to keep group strong and help pay back to others (meeting logistics on our website www.thebreakfastclubnj.com)
2) Keep anti-virus on your machine up to date and run scan regularly
3) Review messages and if request for assistance please help whenever possible
4) Once you have received your invitation and joined our linked in group, connect to other members directly(questions see Gerry Peyton -gpeyton@ptd.net)
5) Join groups Facebook group, Google +, and connect to other members directly (questions see Adrienne Roman – adrienne1204@optonline.net)
6) Join groups twitter account (questions see George Pace – keeppace@gmail.com)
7) If you run across someone in transition invite them to join our group and sponsor them through process (details on our website www.thebreakfastclubnj.com)
8) Sunday mornings listen to our radio show, “Your Career Is Calling”, at 8am ET either on radio at 107.7 or via internet 24/7 live or on demand at www.1077thebronc.com (as this is a call in show your calls help make it successful)
9) If you are in transition put your elevator pitch in writing to group, ask for help with job search issues or connecting to people at target companies, regularly post job opportunities (from email you joined the group – send email to thebreakfastclubnj@yahoogroups.com)
10) Help fellow members whenever possible
We look forward to seeing everyone let’s make this a great meeting for our members that are in transition and welcome those that have landed
Disclaimer: Social networking is not a substitute for attending social events, talking with others on the phone, or having lunch with someone. To me there is no question of the growing importance of social networking for people in transition who are looking for their next career stop. However, for many middle-aged people, social networking may […]
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In today’s busy world, people are wondering what really is mobile app development, and what is involved in producing a mobile app for their business. Mobile application development is the process of making or creating a computer application to run on one or more mobile platforms. A mobile platform is the operating system used on a mobile device.
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Many articles point to the fact that the job interview is really all about the so-called cultural fit of the candidate, provided the skill and experience requirements are met as well of course. The thing is that in addition to the hiring manager, several other company members, too, are interviewing candidates to add their own […]
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“Staying motivated during your job search”presentedby Debra Wheatman
Presentation: “Staying motivated during your job search”
”I think that a lot of times people have a difficult time staying motivated primarily because they get depressed, overwhelmed or just plain fed-up! I will be discussing some techniques to help people stay on track and remain positive and enthusiastic during what can be a difficult time!”
Please share this with other groups you may be in. Join us on Meetup.com at: http://www.meetup.com/The-Breakfast-Club-NJ/ to RSVP for the meeting.
TBC meetings for 2015 are free (courtesy of one of our members), and free breakfast (bagels) to the first 50 attendees!!!
Be sure to tell your friends and bring them along. Be a part of our growing network of Job Seekers, Hiring Managers, Recruiters, Career Coaches, and people who want to be able to help themselves and each other.
Days Hotel Conference Center
195 Rt. 18 South, East Brunswick, NJ 08816
732-828-6900
7:30 to 8:00 – Registration & Open Networking
8:00 to 8:15 – Welcome and housekeeping
8:15 to 9:15 – Presentation by the guest speaker – Limited to 60 minutes
9:15 to 10:15 – Elevator Pitch – 30 Seconds about yourself, who you are, what you are looking for, target companies (3-4), how we can help you, how you can help others. Follow the rule of the Three B’s of Public Speaking: Be informative; Be brief; Be seated.
10:15 until you choose to leave – Open Networking, follow up with people you are interested in meeting following their elevator pitch, exchange business cards, peruse the library, arrange follow up meetings, etc.
1) Attend meetings regularly to keep group strong and help pay back to others (meeting logistics on our website www.thebreakfastclubnj.com)
2) Keep anti-virus on your machine up to date and run scan regularly
3) Review messages and if request for assistance please help whenever possible
4) Once you have received your invitation and joined our linked in group, connect to other members directly(questions see Gerry Peyton -gpeyton@ptd.net)
5) Join groups Facebook group, Google +, and connect to other members directly (questions see Adrienne Roman – adrienne1204@optonline.net)
6) Join groups twitter account (questions see George Pace – keeppace@gmail.com)
7) If you run across someone in transition invite them to join our group and sponsor them through process (details on our website www.thebreakfastclubnj.com)
8) Sunday mornings listen to our radio show, “Your Career Is Calling”, at 8am ET either on radio at 107.7 or via internet 24/7 live or on demand at www.1077thebronc.com (as this is a call in show your calls help make it successful)
9) If you are in transition put your elevator pitch in writing to group, ask for help with job search issues or connecting to people at target companies, regularly post job opportunities (from email you joined the group – send email to thebreakfastclubnj@yahoogroups.com)
10) Help fellow members whenever possible
We look forward to seeing everyone let’s make this a great meeting for our members that are in transition and welcome those that have landed
RSVP
Congratulations! You and just a few others have been selected from among many, many applicants to be called in for the second part of a selection process known as the interview. The process is tortuous because all of those selected are outstanding applicants who, potentially, could do the job well. So, what should you do […]
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