Should You Praise or Criticize?

February 19th, 2016

There are two approaches you can take to getting the most out of your employees: You can criticize work that needs improvement, or you can praise work that was done well. Actually, managing effectively requires both.

Avoid Unconstructive Criticism

Negative feedback can’t always be avoided, and criticism has value when it’s done constructively. This means placing the criticism in context and making sure an action is being criticized, not the person. Constructive criticism should be specific and related to a particular situation. There should be suggestions on how to improve, but you should collaborate with the employee to come up with a plan.

If done well, constructive criticism will leave an employee feeling like you’ve partnered with them to help them improve, and they’ll see the value of the improvements to the business and to themselves.

The Benefit of Praise

Offering praise makes employees feel good and boosts morale and self-esteem, which in turn boosts motivation and commitment to their work. Public recognition of an employee’s good work makes a clear statement about the employee’s value to the organization.

Using praise effectively doesn’t mean handing out trophies just for showing up at the office every day. Praise can even be used as part of coping with negative behaviors; you can use a “positive reprimand” where you offer examples of how the current behavior doesn’t match up to the employee’s normal good behavior. (If the employee hasn’t had any good behaviors or results to point to, there needs to be a specific improvement plan or a termination).

Determine Your Goal When Deciding Your Approach

To decide whether to take the positive or negative approach in giving feedback, think about what you hope to accomplish. Negative feedback can change behavior, but it doesn’t motivate or inspire. Positive feedback and praise motivates employees to put forth their best efforts. In the long run, that may have the most value to your organization.

Looking for employees you won’t need to criticize? We can’t guarantee that, but with 20 years of experience in helping businesses hire top employees, InReach IT Solutions knows how to match candidates to the right position. Contact our experienced IT recruiters┬áto find praiseworthy employees in our database of candidates.

Strategic Staffing: The Benefits of Contract-to-Hire Solutions

November 13th, 2015

Bringing on new employees is a good thing when it’s the result of company growth and new projects. But there’s also risk involved with hiring new staff. Projects can get cancelled, leaving you with staff but no work for them. Or a new hire might simply not work out, leaving you with a painful, potentially expensive termination process and the costs of hiring a replacement. To mitigate these risks, companies should consider a contract-to-hire option.

Contract-to-hire provides companies the following benefits:

  1. Achieve strategic business goals. Contract-to-hire work lets you meet strategic business goals through flexibility. You can add and remove staff as departmental needs change. There’s none of the stress and hard feelings associated with shifting permanent employees to new roles or cutting their positions.
  1. You find out if a new hire works for you before you invest in them. Permanent employees incur costs beyond wages. These costs include unemployment insurance, company contributions to health insurance and 401(k) accounts, paid time off, and training. With a contract-to-hire employee, you don’t have to assume these costs until new employees have proved themselves and you know you want them to stay with you for the long term.
  1. Work gets done while you look for the ideal new hire. If you have work that needs to get done now, you may want someone who can start immediately even if you know they aren’t the best fit for the job. You don’t need to go through a long process of multiple interviews; you can speak to as few as two potential contract employees and simply pick between them. Contract-to-hire lets you bring in a worker with no long-term commitment and no costs to replace them once you find your ideal employee. It’s also possible the worker will surprise you and turn out to do a better job than you expected; you can then stop your search and easily convert them to a permanent employee.

Whether you want the flexibility of a contract-to-hire employee or are ready to make the commitment with a permanent position, InReach IT Solutions can help you find job candidates with the skills you’re looking for. Contact us to find out how we can help solve your hiring needs.