OK the following is likely to take more than five minutes no matter what kind of company you run, but what's important is that you cover it right from the start and that the message is clear to new employees and stays with them.
1. Explain expectations. The future of your company rests in the hands of each hire you make--and you often expect new hires to be both willing and able to deliver on an array of duties to make your business grow. While most new recruits are just as excited for the opportunity to demonstrate their many talents, it's crucial to communicate your expectations to the new recruit in no uncertain terms, so he knows what is required of him.
Here's a simple truth: really inspired employees get a lot more done for your business and for your customers than employees who don't really care about the job they do. Uninspired employees don't necessarily telegraph the full extent of their disengagement, but that doesn't mean they don't pose a huge problem for American businesses today.
In the current competitive job climate, hard work alone doesn't always get noticed, say career experts. Good employees are getting passed up for new opportunities because companies may not be aware of their full capabilities. That's where branding can be used to promote your value to your busy bosses, peers and anybody else that can help you from inside and outside the company. Through a coordinated networking, social-media and blogging effort, you can become the go-to specialist in your field.
“Why do people feel so miserable and disengaged at work? Because today's businesses are increasingly and dizzyingly complex -- and traditional pillars of management are obsolete, says Yves Morieux. So, he says, it falls to individual employees to navigate the rabbit's warren of interdependencies. In this energetic talk, Morieux offers six rules for "smart simplicity." (Rule One: Understand what your colleagues actually do.)”
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