By the way, the latter can soften the employee's embarrassment.
Posted: Wed Dec 18, 2024 5:34 am
If the following points are scored: 54-90 – high level of employee loyalty (the person is responsible and devoted to the company). 18-54 – average attitude towards their organization. -18…18 – low reliability of the specialist. -90… -18 – the employee is completely disloyal to his employer. Interview This principle allows you to assess the loyalty of key personnel who are valuable to the enterprise. It also helps to collect information about teams (services and departments) with a high level of support for their employer or vice versa.
By conducting such a survey, you can find out the reasons for insufficient loyalty and how this deficiency can be eliminated. For the most accurate results, all personnel must be divided into groups: newcomers (who have been working for no more than a year); experienced (people with more than 3 years of experience); leaving (those who are leaving the service). In each category, it is necessary to select 2-3 bright representatives for conducting a survey. People need to be asked open, or more precisely, projective (abstract) questions. Read also! Motivating remote employees: distance is not a hindrance What open questions might be: What do you dislike most about the company and why? What did you expect from employment at our company? Which expectations korean boy whatsapp number were met? What are you most unhappy with about the organization of work? How would you eliminate these shortcomings if you were in charge? What can you do to improve your productivity? In addition, you need to ask the person the following: do his colleagues in the department, whose experience and support he relies on, help him in difficult times; does his salary justify all the funds invested in the company; what weighs him down in the team and what he likes; is there a prospect for personal growth and advanced.
Training in the organization? Top 5 Articles That Will Increase Your Sales Sales Manager KPI Sales Department Development Plan 10 Secrets of Successful Sales Sales Manager Plan Manager's KPI Survey of job applicants It is carried out with the aim of finding out their previous experience and inclinations, readiness to be useful to the business. The main markers that indicate the loyalty of future employees: interest in the company and its area of work; undisguised loyalty to the common cause and one's own work; willingness to develop professionally and improve the qualifications of employees, striving for self-improvement; unity of goals between the employer and the subordinate; activity and a conscious approach to the manager’s tasks and innovations in the organization of work; focus on improvement, striving to improve the company's position. Questions to help assess these markers: What attracted you to your previous employer? Describe your past relationships with superiors, co-workers, and subordinates. What did you like and what did you dissatisfy about your previous company? How do you see interpersonal relationships with colleagues and management? What should be excluded from relationships within a team and in the company as a whole? What do you focus on in life – the main principles? (Ask for a brief description).
By conducting such a survey, you can find out the reasons for insufficient loyalty and how this deficiency can be eliminated. For the most accurate results, all personnel must be divided into groups: newcomers (who have been working for no more than a year); experienced (people with more than 3 years of experience); leaving (those who are leaving the service). In each category, it is necessary to select 2-3 bright representatives for conducting a survey. People need to be asked open, or more precisely, projective (abstract) questions. Read also! Motivating remote employees: distance is not a hindrance What open questions might be: What do you dislike most about the company and why? What did you expect from employment at our company? Which expectations korean boy whatsapp number were met? What are you most unhappy with about the organization of work? How would you eliminate these shortcomings if you were in charge? What can you do to improve your productivity? In addition, you need to ask the person the following: do his colleagues in the department, whose experience and support he relies on, help him in difficult times; does his salary justify all the funds invested in the company; what weighs him down in the team and what he likes; is there a prospect for personal growth and advanced.
Training in the organization? Top 5 Articles That Will Increase Your Sales Sales Manager KPI Sales Department Development Plan 10 Secrets of Successful Sales Sales Manager Plan Manager's KPI Survey of job applicants It is carried out with the aim of finding out their previous experience and inclinations, readiness to be useful to the business. The main markers that indicate the loyalty of future employees: interest in the company and its area of work; undisguised loyalty to the common cause and one's own work; willingness to develop professionally and improve the qualifications of employees, striving for self-improvement; unity of goals between the employer and the subordinate; activity and a conscious approach to the manager’s tasks and innovations in the organization of work; focus on improvement, striving to improve the company's position. Questions to help assess these markers: What attracted you to your previous employer? Describe your past relationships with superiors, co-workers, and subordinates. What did you like and what did you dissatisfy about your previous company? How do you see interpersonal relationships with colleagues and management? What should be excluded from relationships within a team and in the company as a whole? What do you focus on in life – the main principles? (Ask for a brief description).