September 2011 18
Anne Loehr is a nationally recognized management coach and author of the award-winning book, A Manager's Guide to Coaching: Simple and Effective Ways to Get the Best of Your Employees. I recently spoke with Loehr about her new book, Managing the Unmanageable: How to Motivate Even the Most Unruly Employee, a collaboration with workplace communications expert Jezra Kaye. She discussed some key takeaways from the book, including how to identify when an employee is worth holding on to and when it's time to walk away.
How do you define an “unmanageable employee”?
We call an unmanageable employee (UE) an employee who exhibits constant, repeated, unproductive behavior. Everyone has a bad day, a bad week, sometimes even a bad month, depending on what’s going on in their life. But we’re talking about someone who’s constantly, repeatedly - on a fairly long-term basis - unproductive. This book is about helping managers uncover what they need to put UEs back on track.
The majority of organizational challenges are because the goals, the roles, and the processes are not clear. So people will say, for example, “Gosh, Mary’s driving me crazy, do something about Mary.” And I’ll go in, and I’ll do some work and then I’ll say, “Well, you know what? It’s not actually Mary – it’s never Mary – it’s Mary’s behavior that’s not working, for one. Two, she’s doing this because she actually thinks it’s her job, and you think that’s your job, and that’s the problem there.”
Do you find this happening a lot more now, with the economy and people taking on bigger workloads now, or is that always how it’s been?
I think that’s always how it’s been. You’re right – we have a lot of downsizing, a lot of reorganizing. Also what’s contributing to this is you’ve got a lot more virtual teams. So you’ve kind of lost that face-to-face feeling, which I’m not saying is a bad thing at all, but it’s just harder to have those kind of conversations to say, "What’s going on?" and it’s harder for a manager to spot a challenging, unmanageable employee until maybe it’s too late.
What makes managing the unmanageable different from other management books?
Many workers aren't just enjoying the taste of coffee (as I am right this minute) -- they're using it to give their careers a jolt. From better networking, to rubbing elbows, to improved performance, a cup of Joe's helping many workers make connections -- and career strides. Workers are particular about their coffee fixings; some like it black, others with cream and sugar; and still others with another unique combination altogether. Whatever their blend of choice, they're guzzling it down: 28 percent drink three or more cups a day, and scientists, education administrators, and marketing/public relations professionals, as well as nine other professions, adamantly say they're less productive without it.
Let's take a closer look:
You can also download the full infographic here. What's your coffee drink of choice -- and when have you needed coffee most at work?
…one in two job seekers want to find and engage with companies in social?
…80 percent of companies use social media to recruit?
…12 percent of job searches are done via mobile devices?
…54 percent of job seekers are more likely to apply to your job at your company after they follow you on social media?
Yesterday, CareerBuilder’s Vice President of Corporate Marketing and Branding, Jamie Womack, along with CareerBuilder Area Vice President Andrew Streiter discussed these very findings in the featured webcast, Going Social: How to Leverage Social Media In Your Recruitment Strategy.
In addition to these findings, they also gave practical tips for employers on the best ways to leverage emerging media to strengthen employment branding and recruiting efforts, including…
…the latest tools, trends and techniques for attracting top talent
…what emerging media are and what they mean for your business
…how to integrate emerging media into your current recruitment strategy
Missed the webcast? Download it now at www.careerbuilder.com/GoingSocial.
Keep the conversation going – use #CBGoSocial on Twitter…
During the webcast, participants were urged to join in the conversation by following and posting the hashtag #cbgosocial on Twitter! Visit Twitter and search #cbgosocial and put in your own two cents!
New surveys released through three of CareerBuilder’s niche sites – MiracleWorkers (which caters to healthcare workers), WorkinRetail (serving the retail industry) and Sologig (focused on contract and freelance positions) – reveal the information workers value most on an organization’s social media pages – and what social media moves they despise.
More than 500 workers nationwide in each of the above industries participated. Take a look at the results, and use them to inform your own social media recruitment efforts:
Fifty-three percent of healthcare workers who use social media are interested in seeing information on company social media pages, according to the survey from MiracleWorkers.com.
What employers should post…
- Job listings on company pages (wanted by 40 percent of healthcare workers)
- Fact sheets or Q&A about the company (26 percent)
- Career paths within the organization (26 percent)
- Employee testimonials (22 percent)
- Something that conveys fun about working for the organization (19 percent)
…and what they should avoid:
- Company communication reads like an ad (a peeve for 35 percent of healthcare workers)
- Failure to respond to submitted questions (33 percent)
- Failure to regularly post information on social media or blog entries (23 percent)
- Filtering or removing social media comments (20 percent)
Fifty percent of retail workers who use social media are interested in seeing information on company social media pages, according to the survey from WorkInRetail.com.
What employers should post…
- Job listings on company pages (wanted by 33 percent of retail workers)
- Facts sheets or Q&A about the company (27 percent)
- Career paths within the organization (27 percent)
- Employee testimonials (18 percent)
- Something that conveys fun about working for the organization (18 percent)
- Pictures of company events (13 percent)
- Videos of a day on the job (13 percent)
- Video of new products and services (13 percent)
…and what they should avoid:
- Company communication reads like an ad (a peeve for 43 percent of retail workers)
- Failure to respond to submitted questions (38 percent)
- Filtering or removing social media comments (27 percent)
- Failure to regularly post information on social media or blog entries (24 percent)
Fifty-one percent of IT workers who use social media are interested in seeing information on company social media pages, according to a new survey from Sologig.com.
What employers should post…
- Job listings on company pages (wanted by 39 percent of IT workers)
- Fact sheets or Q&A about the company (32 percent)
- Career paths within the organization (24 percent)
- Something that conveys fun about working for the organization (21 percent)
- Video of new products and services (17 percent)
- Employee testimonials (16 percent)
…and what they should avoid
- Company communication reads like an ad (a peeve for 53 percent of healthcare workers)
- Failure to respond to submitted questions (32 percent)
- Inconsistency in company messaging in different social media venues (26 percent)
- Failure to regularly post information or blog entries (25 percent)
Employers must lead the social media path
Earlier this month, Target retail stores and its online site were overrun with activity from customers desperate to own a piece of squiggle-patterned luxury at a bargain price. On Sept. 13, famed Italian house Missoni launched a line exclusively for Target, and everybody wanted in. The Internet traffic caused Target’s website to crash, and the Missoni line was essentially sold out in a few hours. If you visit the website today, you will see most items are listed as “out of stock.”
It’s interesting that even in today’s economy, when many people are tightening their purse strings and have less disposable income, they still turned out in droves to spend on this collection, which, while affordable, is not comprised of necessities. People are even taking advantage of the craze by reselling the items on eBay at outrageous prices!
The consumer enthusiasm was (and still is) certainly driven by hype and Missoni itself, but Target did a lot to ensure that the line would be well-received. Though they made some mistakes , there are still nuggets of information to be mined from this situation – namely, building excitement without creating disappointment. How can you apply the good pieces of Target’s tactics to your recruitment strategy?
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