Wolf Gugler Executive Search

Author: Wolf Gugler

  • August Talent Recruitment Newsletter

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    <div style=”text-align: center”><strong style=”background: rgb(85, 177, 176); font-size: 28px”><font size=”4″ color=”#ffffff”>Wolf Gugler Executive Search-August, 2014</font></strong></div>
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    <div>Business is still on the positive side (see opportunities below). We recently met with a well established midwestern entrepreneurial firm to discuss a senior level hire…an addition to head count, which of course is a positive in itself. Other inquiries from Canada and the Caribbean have also surfaced, so do keep checking <a href=”http://streamsend.maxhire.net/c/21884433/807//mUEG?redirect_to=http%3A%2F%2Fbox5121.temp.domains%2F%7Ewolfgugl%3Futm_source%3Dstreamsend%26utm_medium%3Demail%26utm_content%3D21884433%26utm_campaign%3DAugust%2520Talent%2520Recruitment%2520Digest” style=”color: #79b4d7 !important; text-decoration: none !important”>www.wolfgugler.com</a> for career position updates.</div>
    <div>Please feel free to forward this newsletter to any colleagues you feel may be interested in receiving it or have them <a href=”mailto:[email protected]” style=”color: #79b4d7 !important; text-decoration: none !important”>email </a>us for their own personal copy.</div>

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    <div style=”text-align: center”><b><font size=”3″ color=”#666666″><strong style=”background: rgb(85, 177, 176); color: rgb(0, 86, 85); font-size: 28px; line-height: 32px; text-align: center”><font size=”4″ color=”#ffffff”>The Importance of Performance Appraisals</font></strong></font></b></div>
    <div>A well structured performance appraisal can result in improved production, employee and employer satisfaction and increased retention. When it comes to appraisals, do your employees have to hound you for one? When you conduct one is it just a paper processing exercise to satisfy the higher ups, give them a salary bump or is there a true development purpose behind it?</div>
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    <div>One of the most overlooked management areas is answering the employee who asks, “How am I doing?”…but answering that and providing meaningful feedback is one of the best things you can do to ensure they do a good job for you and become a productive, long-term employee. Here are a few ideas to make this a positive experience, one that both sides look forward to…just click the yellow link below for the remainder of the article.</div>
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    <td class=”button-text” style=”color: #840000; font-family: Georgia, ‘Times New Roman’, Times, serif; font-size: 18px; line-height: 21px; text-align: center”><b><a href=”http://streamsend.maxhire.net/c/21884433/809//mUEG?redirect_to=http%3A%2F%2Fbox5121.temp.domains%2F%7Ewolfgugl%2Fperformance-appraisals-structure-tips-follow%2F%3Futm_source%3Dstreamsend%26utm_medium%3Demail%26utm_content%3D21884433%26utm_campaign%3DAugust%2520Talent%2520Recruitment%2520Digest” style=”color: #840000 !important; text-decoration: none !important”>Managing Appraisals</a></b></td>
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    <strong>Job Seeker Resume Tip</strong>
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    <span style=”background: rgb(255, 255, 255); font-size: 14px”><div>Don’t send your resume from one email address and include a different one on your resume!</div>
    <div>Why? <span style=”font-size: 14px”>These days most companies and recruiters utilize some form of applicant tracking software (ATS) to maintain their candidate database. When the ATS initially parses your resume, it will in many cases not include an email address in your candidate file as it’s confused by the two different addresses. This may lead to missed opportunities when the recruiter wants to contact you electronically and can’t do so without a manual effort (which in most cases won’t happen due to time constraints).</span>
    </div>
    <div><span style=”font-size: 14px”>Also, when saving your resume in MS Word, use the “save as” option to name it…especially when you’ve used a template or someone else’s format. It will help the ATS locate your resume when the recruiter wants to reach out to you. I’d suggest a simple firstname_last name format for easy recognition. Do NOT use your middle initial; it will also confuse many ATS systems!</span></div></span>
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    <span style=”color: #808080″>Credit:</span> Flickr/<wbr></wbr>Nguyen Vu Hung (vuhung)</div></td></tr>
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    <span style=”color: #808080″>Credit:</span> Flickr/<wbr></wbr>SurFeRGiRL30</div></td></tr>
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    <div style=”text-align: center”><span style=”background: rgb(85, 177, 176); color: rgb(255, 255, 255); font-family: arial, sans-serif; font-size: large; line-height: 24px”>Opportunities</span></div>
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    <div>Check out the career opportunities available on our web site. They include an <b>Illinois </b>based Key Accounts Sales Manager role, a Sales Representative position in <b>Oklahoma </b>and a <b>Toronto </b>based National Accounts Sales opportunity. Check back often for more opportunities as they become available.</div>
    <div>
    <i><b>Here’s our referral “bonus” policy:</b></i> should you recommend a potential candidate who is hired by our client, we’d be pleased to make a donation on your behalf to your favorite registered charity. That’s our way of giving back.</div>
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    <td class=”button-text” style=”color: #ffffff; font-family: Georgia, ‘Times New Roman’, Times, serif; font-size: 14px; line-height: 18px; text-align: center”><strong><a href=”http://streamsend.maxhire.net/c/21884433/811//mUEG?redirect_to=http%3A%2F%2Fbox5121.temp.domains%2F%7Ewolfgugl%2Fopportunities%3Futm_source%3Dstreamsend%26utm_medium%3Demail%26utm_content%3D21884433%26utm_campaign%3DAugust%2520Talent%2520Recruitment%2520Digest” target=”_blank” style=”color: #ffffff !important; text-decoration: none !important”>Opportunities</a></strong></td>
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    <div style=”text-align: center”><span style=”background: rgb(85, 177, 176); color: rgb(255, 255, 255); font-family: arial, sans-serif; font-size: large; line-height: 24px”>What Do You Do, Anyway?</span></div>
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    <div>We provide retainer-based talent recruitment and assessment resources to companies of all sizes throughout North America and the Caribbean to locate, evaluate and present qualified candidates for a variety of career positions. Does that sum it up? Read the expanded version “About Us” on our web site.<br>
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  • Performance Appraisals-Some Structure Tips to Follow

    Managing Performance Appraisals

    By Wolf Gugler

     

    When it comes to performance appraisals, do your employees have to hound you for one? Is it just a paper processing exercise in order to give them an annual salary increase, or is there a true developmental purpose behind it?

    One of the most overlooked management areas is answering the employee who asks, “How am I doing?”…but answering that and providing meaningful feedback is one of the best things you can do to ensure they do a good job for you and become a productive, long-term employee. Here are a few ideas to make this a positive experience, one that both sides look forward to.

     

    Prepare:

    • review previous performance appraisals, complimentary letters, course transcripts, and records of performance, discipline and everything that relates to performance.
    • Use a performance appraisal form to keep the meeting on track. organize your papers in the sequence you intend to cover them. Ideally you;d use a self-evaluation form given to the employee in advance of the meering. It’s a fact that people are usually harder on themselves than others are, and will typically work harder at resolving these self identified problems.
    • Make sure this takes place as a two-way dialogue, not a debate.

    Venue:

    • ensure the setting is private and distraction-free. Don’t take phone calls and let the person know what time the meeting will end, so they’re aware there’s an end in sight.
    • Ensure the room layout conveys a relaxed atmosphere. A restaurant is inappropriate; a meeting room, ideally with armchairs is much better than sitting across the Boss’s desk from him/her. If using a conference table, sit at 90 degrees from one another vs. across the table in what can be perceived as a barrier to open conversation.

     

    Introduction:

    • start with a smile and greeting, and relax your employee. Chances are they’re nervous and have sweaty palm syndrome. Set the scene; explain the process and encourage input and discussion. Let them know what time it will conclude, so they don’t feel like this will be an open-ended interrogation.

     

    Review and evaluate;

    • review individual tasks, objectives—and stay focused. Use facts and figures, not “woulda-coulda-shoulda” excuses or unsubstantiated anecdotal stories. Staying objective and avoiding being perceived as biased will gain you far more credibility and effort from the employee in the long run.
    • Resist appraising them based on your own style; stick with the facts and figures. Review each item, communicating the standard or measure of performance being used and their ranking. If you don’t have these facts in hand, don’t wing it; reschedule the meeting until you do have the data. If a dispute arises about a specific area, table it for future discussion to allow you to obtain more information to make a factual judgment.

     

    Devise a mutually agreed-upon action plan.

    • The plan should include a brief job description with responsibilities, strengths and constructive areas of development, a short/medium/long term action plan and the individual’s career goals and objectives. Make it realistic and attainable. Agree on what support the company will provide to ensure the employee’s success…additional on the job training, courses, workshops and any other company-provided assistance. If the company expenditure requires your Supervisor’s approval, make sure you have this prior to the meeting.

     

    Close on a positive note.

    • Thank the employee for their input, and make sure they know you look forward to working with them to ensure the next appraisal meeting is just as positive, or even more so that this one was. Let them know your door is open if they have any further questions, and this is meant to be a win-win situation.

     

    Document, document, document!

    • Record all primary points discussed and agreed-to performance issues, actions required to rectify them and the agreed-to timetable involved. Copy all appropriate departments and maintain a copy in the employee’s file.

     

    Following a template similar to this one should help you develop loyal employees who are both top performers and accountable for their actions.

     

    Wolf is President, Wolf Gugler & Associates Limited, specializing in executive search and management appraisals for clients throughout North America and the Caribbean with offices in the United States and Canada. He can be reached at (888) 848-3006 or email, [email protected]. Web site: www.wolfgugler.com.

     

     

  • Leadership Wins With Trust

    Want to win in a leadership role? Learn to trust your team, peers and business partners. When delegating responsibility, the most powerful and motivating words you can utter are, “I trust you.” Research shows that organizations and leaders that are trusted have lower employee turnover, higher revenue growth and greater profitability. So how do you get started?

    First, talk to team members about specific job responsibilities and how each person goes about getting things done. Listen with sincere interest. Ask questions and show you support them. Then ensure your team’s interests are aligned with the company’s goals.

    Now it’s time to build deeper trust by engaging more personally. Pay attention to the special talents and quirks of individuals and give honest, thorough and frequent feedback. Early constructive discussions on difficult issues work best. Talk periodically to each person about career goals, and don’t assume they’re the same as what you remember from a conversation two years ago. When it comes to career growth you are the most important person in the loop.

    Your most important trust-building skill as a leader of people is communication. Keep no secrets. Be honest and upfront. Speak frequently about the issues and values that are most important. If there are black clouds on the horizon, be sure to do the talking before rumors beat you to it. Trusted leaders always communicate ahead of the grapevine.

    All of your words and actions are observed, so do what you say. When you make a commitment, follow through. If something comes up that prevents you from honoring your word, explain the situation so your team understands the circumstances. When you are open about issues, people understand, but if you ignore or bury the topic, people will become distrustful.

    Start with “I trust you” and watch the faces on your team light up. Your stars will rise — and so will your wins.

    Joe Scarlett is the retired CEO of Tractor Supply Co. He can be reached at [email protected].

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