|
In This Issue
News from Joan (right)
Dealing with Sticky Employee Behavior Problems(below)
|
|
News from Joan!
Afghans for Afghans
Are you a knitter? Do you have some old wool sweaters you are
ready to get rid of or do you like to shop in thrift shops? If
so, here is a project that will make you feel good! I got the
following email from my friend Sylvia DeVoss.
“My latest ‘thing’ is knitting wool stuff. (A) Heifer magazine
had an article about a woman who started this program. The website
is www.afghansforafghans.org
and talks about the cold conditions and that only wool will do.
Well, I've bought some wool, but it's expensive and I'm going
to do what my granddaughter does.
She goes to thrift shops and buys used wool sweaters, takes them
apart, cleans the yarn and knits them up. The only problem is
that there aren't many thrift shops in my area. If you or your
friends have anything at least 75% woolen just send it along and
I’ll reimburse the shipping charges.”
Send old wool sweaters to Sylvia DeVoss, 3348 E. Canyon Crest
Dr.,
Spanish Fork, UT 84660, Email: sylvia.devoss@gmail.com
What clients are saying about Joan
“Joan, is one of the best coach's I have had the opportunity
to know. I have benefited from her wisdom and insights and I constantly
receive stellar feedback from the people I have referred to her.
She is knowledgeable, an excellent executive coach and has the master's
touch.” October 28, 2007
Cecilia Rose, Senior Consultant, DBM
worked with Joan at Joan Bolmer, Executive, Business, Career Strategist
and Personal Coach
Tiger Woods has a coach.
So do many successful executives.
How about you?
A spam free newsletter written and published by Joan Bolmer,
Executive, Business, Career and Personal Coach.
*Notice: If you want to make sure I read your email please put “coaching
” in the subject line so I will not accidentally discard
it as spam. Thanks.
Schedule a FREE no obligation consultation
TODAY! Call 281 293-8864 or email
me.
Click
here to learn more about Joan’s services!
|
| |
| Dealing
With Sticky Employee Behavior Problems
Dear Joan,
I am the co-owner of a busy and growing catering company. I manage
the front office of four people. Because we are a small group we
must operate as a team, filling in for one another as needed. Our
administrative assistant, Janet, has two small children and I have
been quite lenient about time off when she or her children have
been sick. She has taken an average of two days a month off for
sickness in the past 6 months.
Recently she left work early when I was out of town, leaving our
catering manager alone with many deliveries and a large party to
manage. I feel that Janet is taking advantage of my generosity and
I would like some advice on how to have a talk with her about this.
Signed, C.J.
Dear C.J.,
You are dealing with a behavior problem, which is defined as any
situation completely under the control of the individual. While
Janet may not be in control of her children getting sick, she is
responsible for finding appropriate care for them while she works.
Before you begin the corrective discussion, consider acceptable
ways for the employee to rectify the situation. It is also important
to determine the kind of consequences you are willing to impose
if the situation does not improve.
For example, make it clear to Janet that she is a vital part of
the office team. If she cannot or is not willing to work her scheduled
hours, including any required overtime, and help out other members
of the team when needed, then you will have to find someone who
can and will.
Of course, the above presumes that when she was hired she had a
job description that defined her required hours, responsibilities,
and the company's sick-leave policy.
Because Janet's behavior is completely under her control, you must
get her to tell you what she is going to do to resolve the problem.
Ask her what ideas she has to make up the lost time. Tell her that
this situation MUST CHANGE and ask what specific ACTION she will
take to make sure the problem does not recur in the future. The
agreed upon action MUST come out of the employee’s mouth or you
do not have a commitment.
At the end of the discussion set a follow-up date. If there is no
subsequent follow up discussion where the employee is informed of
her improvement or lack of improvement your conversation will not
be taken seriously. I also recommend making this a documented discussion.
See specific discussion steps.
“Dear Joan,
Thank you for the E-Book Handling Corrective Discussions
with Ease and Success. Your candid and personal approach
to what can be a challenging and awkward situation for supervisors
is simple, direct and very achievable by anyone.
I have supervised employees for ten years and never
once did a college class or my employers offer training, guidance
or the information you provide in your E-Book. Your book is a great
source that can be utilized everyday.
How refreshing to use the term "corrective discussion"
versus reprimand and substandard performance, that is used by my
employer. Your informative E-Book and coaching me through the steps
have made me be a better supervisor.
Thank You!”
Roberta Moss, Customer Service Manager
Learn how to
successfully and easily deal with all types of employee problems.
|
| |
|
Quotes
for the Month
“Identify your problems,
but give your power and energy to solutions.”
—Anthony Robbins
"Oh, God, you sell us everything for the
price of an effort."
—Leonardo da Vinci
”A handful of patience is worth more than a
bushel of brains.”
—Dutch Proverb
“Energy and persistence conquer all things.”
—Benjamin Franklin, US author, diplomat, inventor,
physicist, politician, and printer (1706 - 1790)
|
|
| Job
Seeking Tips: Networking Secrets
Nine out of ten jobs are found through networking, not on job boards
or newspapers. Everyone has a personal network of about 250 people.
Even friends in other states may know a person in a company where
you are interested in finding a connection. Their contact may be
able to put you in touch with an appropriate person in your area.
Consider joining and using www.linkedin.com
to expand your network and reconnect with people you know.
The exact words you use in asking for a referral will make a huge
difference in the results you get. For example if you ask, “Do you
know anyone who is looking for XXX?” The answer will most likely
be no. But if you ask, “Who do you know who works in the medical
field or any of the large hospitals?” The chances are that the person
will know someone. That person may not be in the department or specialty
you are looking for, but they will probably know someone who is.
If they are willing to give you a connection, ask if you may use
their name as the referrer. This then becomes a warm, insider call
to someone who you do not personally know.
Informational interviews are often more valuable than just sending
your resume to a friend or to the HR department. When asking for
an informational interview, state what you are specifically looking
for, such as information about the company, the industry, or the
requirements for a specific type of job. Request a specific amount
of time for your interview, such as 30 minutes, and make sure you
stay on topic and within the time requested.
NEVER PUT THE PERSON ON THE SPOT BY ASKING FOR A JOB! You are there
to ask for advice about how to better target your resume toward
a specific job or industry, or to find out who they know that you
should possibly meet. Whenever possible, offer to do something of
value for the person, such as sending them an article that might
interest them. ALWAYS SEND A HANDWRITTEN THANK YOU NOTE THE NEXT
DAY! There have been times when an informational interview has turned
into a job interview with that company.
Let the person who gave you the lead know the steps you have taken,
your results to date, and your appreciation for the lead.
Reciprocity is the universal law of giving and receiving, so always
be open and willing to share information, support, and leads with
others.
If you live in Houston, TX ask to be put on the monthly job listings
from
Paula J. Marion, CPC, Marion Staffing Solutions 713/534-1855;
713/208-9313 pmarion@houston.rr.com
If you want to power up your resume and sharpen your job search
and interview skills, give me a call at 281-293-8864 or email me:
joan@bolmer.com for a free consultation.
“Joan Bolmer pushed me to bring out my best
qualities and put them on paper. My resume stood out because of
her creative insight on how to display my experience. Working with
Joan helped me get to know myself and be proud of my achievements,
giving me the confidence I needed to land a job. Every single interviewer
said I had the most unique and interesting resume of all their applicants.”
—Sofia Perches, PR Manager Latin America BMC
|
|
| Quick
Links
The Miracle of Five Minutes a Day
Handling Corrective
Discussions with Ease and Success E-Book
10 Tips on Getting More of the Clients
You Love
Favorite Resources Links
|
Happy Valentine's Day!
Check out Joan's paintings and notecards.
Love is Always in Season
|
Insights ©2008 by Joan Bolmer, all rights reserved.
Permission is granted to reproduce, copy or distribute this newsletter
so long as this copyright notice and full information about contacting
the author is attached. |
|
