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Human Resources

Don’t let difficult or toxic employees derail productivity. A toxic work environment can suck the life out of a company’s bottom line by tainting morale, tanking productivity and defusing momentum. Backstabbers, credit-takers, bullies, hyper-sensitives, serial emailers, know-it-alls, brown-nosers, and hyper-criticals all have the potential to create a high level of workplace toxicity. Restore a more productive workplace by coaching employees to see the adverse outcome of their toxic behaviours. Function as an example of the behaviours you wish your employers would emulate.

No budget to devote to a human resources team? Human resources don’t have to be pricey, just effective. Hiring to detailed job descriptions alleviates many downstream personnel issues related to drifting from expectations. Foster an environment of forward-thinking employees. Employees who are integrally entwined with the company’s success increase retention and engagement. Create a collaborative spirit focused on teams that are geared towards working together, winning together and celebrating together. Know the strengths and weaknesses of each team member and maximize each employee’s usefulness. Always thank your team members and employees for a job well-done!

Traditional weakness-based leadership approaches are unwise and irresponsible. Review your current styles and make it a quest to improve them. Instead of focusing on gaps, weaknesses and wrongs, focus on strengths and what's right. Bring out the best in people rather than looking for their worst. Stop catching people doing things wrong and start reinforcing people doing things right. Try asking people to participate instead of demanding them to. It is always better to have willing than forced co-operation from the people you lead.

It's the presence of strengths and not the absence of weaknesses that makes you an effective leader.

Hiring the wrong people will cost you money and time. Your interview should be more than simply checking off a list of job requirements; you want to see the person behind the resume.

To get insight on personalities, have candidates sit near some of your employees before the interview and see how they interact with potential future coworkers. Ask questions that don’t directly relate to the job at hand – answers relating to fun activities or hobbies may tell you how creative or competitive they are and their participation in competitions or contests may tell you how they would manage successes and failures.

Hiring is a risky business and an interview is the opportunity to determine whether the candidate is a good fit for the job and the company. Look for someone who asks questions about you to find common interests or shared values, listens well and retains knowledge.

Hiring is risky and the process can be daunting.  Look past impressive resumes with hard experiences into soft skills and who the candidates really are.

Ask open-ended questions to find out if your candidates possess the initiative to correct problems on their own, skills to make difficult decisions such as those counter to a personal bias and ability to apply their knowledge to new situations.  Review their experience to find out how versatile and agile they are.  Look for their demonstration of interests in your company and test their follow-through skills if it is possible.

It is important to make calling for references a priority and looking for recommendations.

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