Category Archives: HR

My Terrible, Horrible, No Good, Very Bad Hiring Decision

Her name was…well, maybe I’d better just leave that out.Signature:baed3687aecc9fc02b05e033f52ab04b5ac34144c6f0702c4e0cfe36f9d34041

She was young and had tons of energy and enthusiasm.

She had a degree in adult education – a great fit for my market, since we educate professional women.

She had potential (we’ll come back to that).

And I hired her with high hopes about what she could accomplish.

It didn’t turn out that way.

First it was task deadlines being missed.  Then it was writing assignments that were so grammatically mangled I had to re-write entire pieces.  Then it was late to staff meetings.

Then…oh yeah, you know what’s coming.

The drama.  Tears about an old boyfriend, excuses because she wasn’t getting enough sleep, and a full blown anxiety attack that culminated in collapsing on my sofa. I’m not kidding.

I’m a really compassionate person.  I’ve been trained as a lay counselor and my women entrepreneur clients have been telling me their problems and secrets for years.

But if you’re my employee?  I really don’t want to be your counselor .

I want someone to complement my skills and strengths.  I want another pair of hands to help get the work accomplished.

I want someone who can begin with the basics, then bloom and grow.

But this misfire was 100% my responsibility.

I made a classic hiring mistake.  I thought we clicked and hired based on a gut feeling.

I subconsciously attributed qualities to her that I wanted her to have.  I saw potential! (It’s like the bad boyfriend thing.  Sometimes we get attracted to the wrong people and we’re just plain blind.)

I didn’t ask the right interview questions.  I really didn’t ask her specific questions about what she had  accomplished in previous positions.

Because I saw this young woman with potential, it felt rude to press for details.  Because I wanted HER to like ME I didn’t ask her to give examples of what she did well.

And — this was the killer – I didn’t check references.  That felt just plain uncomfortable.

It felt like saying, “I think you could be completely scamming me about how wonderful you are, so I need to ask someone else if you’re as great as you tell me you are.”

But I was wrong.

It’s not rude to ask pointed questions.  It’s not impolite or discounting to ask for samples of someone’s work or verification of accomplishments.

And it’s definitely not insulting to ask a third party to validate what a total stranger has told you.

No more flakes in my company.

My terrible, horrible, no good, very bad hiring decision was years ago.  Since then I researched, I studied and I learned how to do it right.

I’ll be teaching the nine specific steps to making good hiring decisions in a webinar on September 26th, so come on by!  You’ll even get customizable templates for job descriptions and interview questions to ask.

And that young women, the one with potential?  I have every hope that she has matured and grown into a wonderful, capable employee!

Take care, Darcie

 

Wisdom From A Friend…Tell Me What You Need

Some lessons are so simple, so obvious, yet so overlooked.  I learned one of those lessons from a friend of mine last week. 

We both volunteer with a program that educates women entrepreneurs in developing countries.  We love that work! 

As we talked about what we can do to provide really meaningful help, she said, “I’m glad that so many people are offering education and mentoring.  But sometimes they forget to ask the women they want to help, ‘What do you really need?  What would be most helpful to YOU?'”

Well then.  She’s right.  We’re smart.  We have lots of ideas.

We think we know what’s best for others. 

And we forget to ask what others really need.

So…because I offer online courses, training and keynotes for women entrepreneurs (and because I want to be as smart as my friend!), I’m asking YOU:

What do you really need?  What would be most helpful to you?

Think about the challenges you face as we come into the last half of 2013.  What could you learn that would be the most helpful for you?

Just scroll back up to the top and post a reply…I can’t wait to hear what you have to say!

Oh, and the more women you share this with, the more I will learn about what women need.  Thanks!

Is Your (Lack of) Communication Causing Anxiety?

Last week I met with a woman entrepreneur who owned a large business, as well as a large building that houses the business.  As I turned into her parking lot, I noticed a big “For Sale” sign. 

“Wow, she’s selling out,” I thought to myself.  “I thought things were going well for her, but maybe not.”

Turns out things were going very well for her.  In fact, so well she had outgrown her space and Anxious-Girlwas looking for new property.  What a relief!

But during our conversation, it became clear that she hadn’t told her employees she was looking for new property.  Every employee who drove into the parking lot saw that big “For Sale” sign and had no idea what was happening or why. 

Imagine what was going through their minds.  For all they knew, she was selling the entire company.  “Am I going to be working for someone else?”  “Am I going to be out of a job?”

THE FALLOUT

When we don’t have information, we imagine the worst.  We invent things, we make things up.   We hallucinate.  For some strange reason, people tend to fill in the blanks — the communication gap — with something negative.    

Just imagine how much anxiety we create for those around us when we don’t communicate fully.  Just imagine how much wasted energy and wasted time results.  Just imagine how trust is damaged. 

Whether we have one employee or one hundred employees, we want fully engaged, committed, productive employees, right?   Is it possible we might forget to provide employees with some critical information so that they CAN be fully engaged and productive?  

THE FLIPSIDE

It’s not just employees who need forthright communication.  Customers need clear and honest information about what you can deliver and when. 

Contrast the “building for sale” situation with this one:  I hired a branding firm to freshen up my website (stay tuned for a new look soon!).  They promised me they would have a document to me by the end of the day Friday. 

About 10:00 that morning I received an email saying that they noticed something they weren’t happy with.  They wanted to change it, but it would be Monday before the right team member could take care of it. 

Wow!  I can’t tell you how much I appreciated that email.  Honest, direct, timely communication.  No avoiding, therefore no anxiety and no wondering.  And no damage to my trust in them. 

THE CAUSE

The two most common culprits that cause a communication vacuum?

  • Busyness – When you wear too many hats and go in a hundred directions, it’s easy to overlook communication needs.  But as a leader, communication must be one of your top priorities.  If you’re too busy, dig deeper and realign your priorities.  Find small things you can 1) delegate, 2) outsource, or 3) eliminate.  Start with your technology… it’s become an incredible black hole we fall in!
  • Fear — A dozen “what if’s” go through your mind as you consider what to say, to whom, and when.  What if they disagree?  What if they get upset?  Don’t let fear of someone’s reaction stop you from sharing important information.  Emotional needs come out one way or the other.  Be on the front end and know that emotions are the gateway to vitality and better relationships. 

THE SOLUTION

So what can you do to make sure your communication is timely, open, and transparent?  Use these twelve questions as a quick checklist.  Review them before each staff meeting (you are having staff meetings, aren’t you?).  In fact, just print them out and keep them handy. 

  1. Who needs to know What by When?
  2. Whose cooperation do I need for this task or project to be successful?
  3. Who will actually carry out the work?
  4. Who will influence the outcome?  This might be someone who is not directly responsible, but someone with technical expertise, like legal or technology advice.
  5. Who will be affected by this decision, this action, this project?
  6. Have I fully communicated my expectations?
  7. Do my employees know where we are going?
  8. Do they know what we need to do to get there?
  9. Are they aware of our values, our processes and our procedures?
  10. Do they understand how they contribute to the company’s bottom line?
  11. Is there something I’m afraid of?
  12. What can I do to mitigate my fears?

Remember, when people don’t have information, they fill in the communication gap with something negative.  Those negative thoughts create anxiety and damage trust. 

Authentic and transparent communication is the first step to trusting, healthy relationships, both inside your company an out. 

I’d love to see your comments and questions!  And as always, if you know other women who can learn from this, please do share. 

Take care, d

Darcie