Category Archives: Communication

How New Leaders Categorize You

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It’s a pretty common phenomenon for new leaders to turnover most, if not all, of their team when they take over.  It happens all the time!  It’s a primary reason while you’ll see senior leadership take way too long to change out an ineffective leader – the fallout sucks.  Let’s take a look at how most leaders take a position.  It usually happens one of two ways: Promotion or Termination- old leader gets promoted up or gets canned – organization finds new leader (internally or externally) to come in and takeover.   Either way, the team has a new leader.  Now, 99.9% of the time, this next thing happens: Change!  New leader comes in and feels pressure to make a difference, to do better – so they make change.  Then, this happens – Crappy Communication!  Most leaders are not equipped or trained at how to communicate as a new leader, and don’t negotiate with their team on how the team likes communication – so they fail at this part.

Change + Crappy Communication = Employees leaving and having bad attitudes about the new leader.

Here’s how a new leader categorizes employees of a new group they take over:

The Converts – These are the people who are going to forget about the old leader as soon as the person leaves the parking lot and fall into the ‘new’ line of thinking.  What’s funny about these folks is many times their thought process switches 180 degrees depending on what the new leader likes, thinks, prefers, etc.  These folks will be the ones who stay around and thrive – they are corporate survivors in the truest form – some will see 10+ leaders come and go in their careers.

The Zombies – These are your victims.  They only support themselves and how bad their life is because bad things only happen to them.  They are just waiting around for the next bad thing to happen to them.  These will be the first people get to get terminated – which perpetuates their Eeyore belief that everything in life is against them.

The Militia –  Are the employees who are going to fight blindly to keep the vision of their old leader alive.  These folks are passionate, so the new leader will try and convert them over to the new vision, because if you can get them on your side – they make great soldiers. But some will leave and/or get fired because they just refuse to give up the rebel flag!

The Double Agents – DA employees fall in the middle between converts and the militia – they really don’t want to be on one side or the other – they want to find another job, but don’t want the new leader to know.  They want to watch the new leader fail, but at the same time need that person to think highly of them to ensure their next position and possible recommendation down the road.  These folks are the ones who surprise the new leaders – they think they’re on board, then get a two week notice dropped on their desk.

The Insider – This is the most dangerous employee to a new leader. The Insider is an employee who has connections and influence and will funnel information on how the new leader is doing to higher level folks in the organization.  Successful new leaders find this person quickly, and convert them quickly – it’s key to survival!

How does a new leader stop a mass turnover of their team?  I like to see new leaders do three things:

1. Communicate the new reality quickly.  I like to see new leaders do this within the first week of taking on the new position.

2. Team transition meeting.  Third party facilitated, this meeting allows employees to share their fears of a new leader, share the history of the collective group and allows the team and new leader to negotiate how they will communicate with each other.

3. Individual meetings. New leaders should set up a meeting schedule to meet with all of their direct reports weekly in the first 90 days.  Making sure everyone is on the same page is critical.

 

 

 

 

How Obamacare Can Help Your New Hire Retention

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You know what’s really cool?  When major change happens to an industry, entrepreneurial people find a way to make money off that change!  I love America!

Obamacare, The Affordable Care Act, is having major changes to the healthcare industry and some forward thinkers are taking advantage.  One company in particular is a startup out of New York, NY called Health Recovery Solutions.  Here’s what Forbes had to say about what they are doing:

“For too many patients, hospitals have a revolving door: They leave, get sick again, and are quickly readmitted.

The Affordable Care Act aims to curb preventable return visits with heavy financial penalties: If 25% or more of the Medicare patients a hospital treats for pneumonia, heart failure or a heart attack are readmitted within 30 days of discharge, the hospital gets whacked with a 1% reduction in its Medicare reimbursements for every single patient it treats.

The penalties kicked in late last year, and those little 1% slices add up fast. “If a hospital gets $300 million a year in Medicare payments, that’s $3 million,” says Sandeep Pulim, a co-founder and chief medical officer of Health Recovery Solutions, a startup that aims to help hospitals cut their readmissions.”

How do they do it?  They give each patient a tablet with a recovery plan, videos, instructions, etc. when they leave the hospital.  Teach them how to use it and follow up with communications to ensure the patients is using and following the plan.  Let’s say this helps stop 50% of readmissions – that saves the hospital $1.5M in penalties – lets say the service and equipment cost $750K – the organization still saved $750K by using their service. Pretty good ROI!

How does this help your New Hire Retention?

You could use the same methodology with your new hires!  Let’s say your cost of hire is $5,000 per hire (which is very low for almost any kind of hire!), and you’re turning over 25% of your new hires.  This is costing your company thousands of dollars each year.  A tablet is $500 – you load it with content that helps a new hire not only adjust to your culture, but to their job – build a communication and followup plan – engage the hiring managers – reduce your new hire turnover by 50%.  You will save thousands of dollars.  Bam – there’s your business case ROI to buy tablets and build content to your executive team.

Another company has already shown you the road map – you just need to make some adjustments and build content – it takes time, but it isn’t too hard for HR to do.  It’s funny how having to carry around a tablet, as a new hire, will change your culture. People will see them and think ‘hey, that’s a new hire – I should say something. I should do something to help them” – signs and symbols are powerful that way.  Having to log into each day and see what the plan is for them each day, helps new hires focus on where they are going with the company – where they need to be at.  The power of direction and goals, helps add comfort to the uncomfortable nature of starting a new position, in a new company.  Having a built in communication tool between you, the hiring manager and the new hire will definitely let you know sooner when something isn’t right and let you address it.

Innovation happens best when major change is about to hit.  If you look close – Obamacare will give us some great ideas in HR!

 

 

Want Higher Employee Engagement? Integrate a Cat Charity

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Have you ever tried to get your employees to join a Habitat for Humanity project, or go down to the local homeless shelter to volunteer?  It seems like an easy endeavor, I which of your employees don’t want to help out the less fortunate?  Apparently, most of them!  From Georgetown University’s Center for Social Impact:

“…the study underscored this new dynamic: You are twice as likely to see a message from one of your social network contacts promoting an animal charity as you are a human rights campaign. And causes dedicated to the disabled or homeless are even less popular, the study found.”

It sounds unbelievable right?  I mean, we all hire great, caring people – we are great, caring people, so why is it we would rather support a charity to help animals, than our own brothers and sisters who are living on the street? I call it the face test.  It’s easier for us to look into the eyes of a dog and cat and feel empathy.  It’s difficult to look into the eyes of a homeless man or woman – it makes us uncomfortable.  It’s similar to when people have a hard time talking about death – it becomes a little to real for them.  You having to engage a homeless person puts into real terms what life potentially has to offer – to you.  It makes you very uncomfortable.  So we combat that by making ourselves feel good – by donating money to animals.  We can rationalize that to ourselves – these beings can’t take care of themselves – so I will help them.

How does this help your Employee Engagement?

Pretty simple – don’t fight psychology – you’ll lose.  I’m not saying don’t support homeless charities – please do!  What I am saying is that your employees will rally around and be more engaged to help homeless pigmy goats, or barn cats in need of food.  It’s sad, but true.   People like to feel like they are making a difference, but most don’t want to get their hands dirty.  Local animal shelters needs funds. Great!  Our employees are the best, they’ll help!   And, they will.  That’s a good thing for your engagement.  Don’t focus on the negative, focus on what you can control in your world.  If you truly feel that bad about the concept, go out on your own and donate your time and resources to take care of actual humans.

Believe me, I’m guilty of this as well.  I support the crap of finding a cure for Leukemia. Truth be told, I’ve never met or known anyone with Leukemia – yet each year we do specific fundraising things just to help this cause.  I drive by a homeless guy almost every day on way to and from work – and I’ve never once offered to help him – not thrown him a couple bucks, dropped off food, nothing.  Psychology is a monster.  I vow to stop and offer some assistance the next time I see a homeless person.  I also vow to start an office program to help disabled kittens – it’s sure to get high participation!

 

 

Little Becomes Big

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I think most things don’t change or get done in our organizations because people look at what needs to be done and thinks – “Holy crap! That’s a big job”.  That’s such a big job and I don’t have the resources or the time or the energy to tackle that right now.  In HR this happens to us all the time.  I would rather just stick with what we have because the amount of work it would take to make a change just isn’t something we can do, right now. “Can’t do right now”, by the way, means “never” in most organizations.

I’m not a all-at-once guy.  Many people are.  “If we are doing this, we’re doing it all!”  This is really an artificial roadblock many people put up to stop you.  They know you don’t want to do it all, ‘right now’, so they force the all-or-nothing compromise.  Which almost always goes to the ‘nothing’ decision.  I think HR can be much more effective by starting very small and moving slowly, but surely, in a direction of major change that you have planned out in the future.

Here’s how I like to do it – let’s use changing your interview process and beginning to get 100% compliance on using new competency driven interview guides.  Sounds like something your hiring managers will hate, right!?  Here’s how this normally works: Step 1 – Put together a 7 page questionnaire on competencies and send out to all 200 hiring managers in your organization with a time line of 4 weeks to return.  At 4 weeks, 12% have returned, after reminders 17% have returned. You’re dead in the water because you can get a majority of your hiring manager to even agree on which competencies are important in your organization.  Step 2– you give up.

Here’ how I do it:

Step 1: I meet with 4-5 top performing hiring managers who give a damn, individually, and gather their ‘opinion’ on what competencies really matter to them.

Step 2: I come up with a consensus of this small group and deliver them back an initial ‘draft’ interview guide, based on their recommendations, and ask for any additions or subtractions they would like to see.

Step 3:  I begin using these guides for all interviews with these managers as a ‘test’ case on how these might work with the rest of the organization.  This test might take 3-12 months based on how much hiring you do in your organization.  I change and tweak and better the guides constantly to make the more end-user friendly based on the hiring managers using them.

Step 4:  My 4-5 best hiring managers now have a habit of using competency based interview guides – 100%.  They are believers because they were the designers of them. They work, for them.  They will not want to change.

Step 5:  I present my ‘Competency based interview guide’ test results to leadership.

Step 6:  We roll out competency based interview guide process to the entire company – 100%.

Ok, I probably missed a couple steps in this quick example – but you get the idea.  Little steps become big steps.   How do you eat an Elephant?  One bite at a time.  The easiest way for an HR shop to get anything done in an organization is to find champions who are high performers to work with you and believe in what you’re doing – then just start doing it – ‘as a test’!  Most leadership love to see their employees trying things that is an attempt to make the organization better – especially when it’s their best and brightest!  Don’t get caught up in “Everybody has to do it”!  No they don’t – ‘Everybody’ will actually slow down what you’re trying to accomplish.

Little, becomes Big.

 

 

 

 

 

 

Direct Deposit Has Killed Compensation Motivation

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Do you open your birthday cards and simultaneously do the “money grab”/catch, knowing-wanting something to fall out of your card?  Or do you play it cool and let it fall to the ground, acting like you didn’t expect it!?  That’s what I trained my kids to do – and act really surprised at the same time.

Seriously!? Don’t lie.  You do it.  How do I know you do it?  Because everyone does it!

There’s something emotional about opening a birthday card and finding money or a gift card in the card.  When there isn’t something in there, you almost feel the need to explain to the person – “oh sorry, we didn’t have time, here’s $20!”

One of the great traditional HRish things we use to get to do was to hand out paychecks on payday!  Don’t worry kids, ask someone over 30 to explain it to you.  It was a piece of paper you carried into a bank and would sign the back of this piece of paper and the bank would give you money! Yeah!  Anyway, direct deposit, paycards, etc. have almost completely killed paychecks and the need to go around on payday and hand deliver them to your employees.  That’s right kids – you had to meet face to face every other week with real employees! Sounds crazy, uh?

Paycheck delivery did a number of very motivating things, that in our rush to be ‘more efficient’ we have lost:

1. Payday euphoria!  Every payday when checks were being handed out you could almost feel the energy building in the organization.  Your boss or someone in HR/Payroll would walk around and hand out check, make small talk, give words of praise – “Have a great weekend!”, “Don’t spend it all in one place!”, or my personal favorite – “Can I have a loan?”

2. Leadership connections.  It really forced a ton of leaders to go out and deliver the ‘pay’ for the week.  Which really put them in a situation to have to say something nice to each employee! Crazy how motivating that is for employees after a long week!

3. A trophy for everyone.  When you got that paycheck in your hand, you felt like you accomplished something.  Here’s what I did all that work for.  I can look at it, I can see it, I can smell the ink! (don’t judge, I was born in the 70’s)

There is a definite emotional and some would say, physical, response to being handed a week or two’s worth of pay.  For most people, it feels good.  It feels like accomplishment.

Direct deposit takes that all a way.  On Friday afternoon, you don’t get a visit from your boss or HR. You don’t get to know your local banking people and get fresh new bills and those little money envelops from the teller and DumDum sucker for the kids.   Direct Deposit, while great in its efficiencies, has effectively killed one of life’s great joys.  Cashing your paycheck.

So, what do you think HR Pros – would you ever go back to handing out physical paychecks each week?

 

 

My Dongle is Bigger Than Your Dongle

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In case you missed it last week, a couple people got fired for joking about the size of their dongles at a conference. Here’s the article from Tech Crunch — A Dongle Joke That Spiraled Way Out of Control.  Long story short — two guys make a sexually suggestive joke about a Dongle to no one in particular, but it’s at a conference and they’re in mixed company.  A lady overhears them and doesn’t like it. She takes a quick picture of them with her phone and tweets out the pic and the comment about how crude they are.  This gets the jokester fired, and, after the fallout, gets the lady who posted the picture fired!

To get reaction – I went to my buddy with the biggest dongle I know – Laurie Ruettimann!

(Tim) Laurie – you know the deal, you’ve been in HR, a couple of idiot guys saying inappropriate stuff – it’s HR 101 and an easy termination!  The backlash on the female who posted the original comment and pic, Adria Richards, I thought was a bit crazy.  It almost screams retaliation termination.  What is your take on this?  How would you have handled it as the HR leader?

(Laurie) If there is one thing like I like more than Human Resources, it’s dongles. I love them.

You know what I really hate? Public shaming. Adria Richards was well within her rights to be offended by a joke. I think using a #hashtag to talk about the joke, and gain the attention of the conference organizers, was okay. But when she took it upon herself to take a picture of the guys who made the dongle joke and publicly shame them, she went too far and exercised poor judgment.

Who wants to employ a person like that?

She was also fired because the hacker group Anonymous caught wind of her actions and went after her employer. Adria posed a risk to her organization. It was time for her to go.

There’s a lesson in this, Tim. Nothing good comes from industry conferences. Stop pretending like innovation and thought leadership happen at these stupid events. No matter what your industry, it’s mostly a bunch of nerdy dudes trying to hook up with hypersensitive chicks.  Get back to work.

(Tim)  LFR — Public Shaming?  You’re against Public Shaming!  Do you know Stephen Covey, Jack Welch and Mahatma Gandhi all call ‘Public Shaming’ one of the most underutilized management tools of the 21st century!  In fact, I think I taught a leadership development class on Public Shaming and Driving for Results back in the day.  

I’ll admit the Adria picture was a low blow — especially since in the photo it looks like there is one main dude she is pointing out, and that guy didn’t even do it.  Not only did she post the pic, she made it look like the wrong guy was the Neanderthal!  I’m still sitting here in shock you’re against public shaming, it’s the basis of every great HR Pro I know — and the entire liberal movement since the 1960’s!

(Laurie) My Dearest Timmy, I stand corrected. I am actually okay with public shaming when I do it, which is the hallmark of every great leader.

When I shame you, you deserve it. When someone shames me, they should get fired.

But the HR lady in me wonders why Adria didn’t have a crucial conversation with the guys who made the dongle joke. Right there. Adria wasn’t standing up for reproductive rights or fair wages. She wasn’t walking a picket line. Her safety and security weren’t being threatened. She heard a joke that bugged her. And if she can’t pony up the courage and tell two stupid dudes at an event to STFU, maybe she doesn’t deserve her job.

Leadership is all about small, subtle decisions. She made a big, dumb decision. So she’s out.

But you know my management motto: Do as I say, not as I do.

(Tim) I’m sure there’s some kind of poetic justice in all of this — but I’m an HR Pro and now have two positions to fill because people couldn’t act like adults.  Another day in HR!

So, what do you think? Would you have fired either, both or what? Hit us up in the comments.

Ugly People Hate Recruiting’s Newest Silver Bullet

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One really great thing about the traditional resume is that you can be a Troll and no one will know until you actually show up for the interview! Hey, getting to that point is half the battle.  Once you get into the interview room and you’re super uggs – you’ll get a courtesy 20 to 30 minutes at least.  This gives you some time to actually break down those initial rejections to your looks and prove yourself worthy of working with these beautiful people!  It’s really win-win.  Long live traditional resumes.

The reality is, ugly people are running scared right now!  While video interviewing and video profiles aren’t new – they’ve finally gotten to the point where ultra conservative corporate HR and Recruiting departments are beginning to use them.  The tech has gotten so simple, your baby boomer hiring managers can figure it out – at least if they can figure out how to open an email. Plus, the ROI on cost is ridiculously low, as compared to flying someone in for an interview.  It’s not if, but when, most companies will be doing video interviewing and screening as a major part of their recruiting process.

That sucks if you’re Ugly.  Now, you’ll never make it to that interview room for the courtesy interview – Video Interviewing Vendors have stolen your dream.  Blame them – and your parents for your genetics, heck blame it on the rain – doesn’t matter, you’re not making it through.  Unless!  Unless, you follow these easy tips for nailing your video interview/screening opportunity:

Don’t look like yourself.  Seriously – if you’re not the ‘pretty friend’ in your friend group, ask the pretty friend to help you get ready for the interview. It’s a video – not a runway – only worry about what you’re wearing from the shoulders up.  You have to have your best hair day ever.  Professional makeup – cover up anything you can see in good lighting.  Again, don’t do this yourself – ask someone much better looking than you for help – or pay to have it done.

Practice. Not into a mirror, not to your cat, not to your Mom.  Practice on video. Yes you can – you have a smart phone – just set it up on something and push record – then watch it back. Repeat 250 times.   You’ll instantly notice all the things wrong with you – that’s good.  Now limit those annoying things you’re doing, because that is what someone else is going to see instantly.  Practice is key, because most automated Video interviewing/screening systems only give a few minutes, and only one take.

Connect. Find a way to tell your story in around 90 seconds.  Also, have other stories about your experiences you can also share in 90-120 seconds. People won’t remember your skills – they’ll remember your story – your personality.  Practice these as well – so many times that they don’t seem like you practiced them, but come off as natural, as a good memory you are recalling.

Believe me, I feel for you.  Growing up a short redheaded kid on the wrong side of the tracks – I’ve been where you are now.  Don’t curse the game – it’s here to stay.  Adjust, learn how to play it better than those running it.  Be better than those pretty brainless idiots you’re competing against.  Capture the hearts of your tormentors.  Embrace your trollness!

The 4 People You Need In Your HR Network

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Fast Company published an article titled called “The 4 People You Need For An Awesome Network” and like most stuff they put out, it was great!  Here’s a taste:

“Start with the Socialite. “If you’re not actively filling the role of Happy Hour Coordinator Extraordinaire,” Augustine writes, “you should befriend whoever is–and quick.” This is the friendly neighborhood super-connector, the person who will intro you to all the people you need to know.

And within that crew, you’ll find an Older Sibling that’s yearning to be a mentor. She can help you find the supply closet, navigate office politics, and vouch for your side hustles.

Another expert you need is the IT Guru: You don’t want to be stuck hapless while waiting for the IT ticket to be resolved, Augustine observes, so you better have a tech-knowledgable colleague that you can lean on in times of buggy need.

But office friendships aren’t just take-take-take; that would be ungracious. Be on the lookout for the Helpless Newbie: If someone is more doe-eyed than you, they could probably use a kind word–which could launch a career.”

It’s a strong list and everyone should have these 4 types of folks in their ‘inner-circle’ for sure.  The article did make me think about who it is I have and would recommend to other HR pros to have in their network to make themselves a better HR Pro.  Here’s my list:

1. A Money Girl.  The one thing you’ll need to be effective in HR is a budget that allows you to do basic blocking and tackling of the job.  So often I see HR pros struggle because they can’t even fund the ‘basics’.  It’s usually because they’ve gone through years of budget reduction and throwing their department on the proverbial sword.  A great relationship with a peer in finance will help stop this trend and actually reverse it!

2. Nerd.  Like the Fast Company article – it’s really a non-negotiable in my network – I have to have a great IT Pro on my side.  Great HR takes Great IT solutions to be the most efficient and effective you can be.

3.  Used Car Salesman.  Most HR Pros don’t know how to make money.  You need someone in your network that will help you think like a business person. Someone who will show you how to communicate like a profit center, not a cost center.  It’s not that you have to actually make money, but you need to run your HR shop like you could if you had to.

4. Trusted Adviser.  My last network must have is a strong relationship with a senior level executive who is not in your functional area.  I love to have these people be from operations, but really any area will do.  Why not your own function?  You need to sometimes run ideas and things by someone at an executive who isn’t your boss – to get real feedback.  Set this relationship up as a mentor and tell them it’s for your development, have regular time set on their calendar and come prepared to seek out their advice.  You have no idea how this will help you down the road within your organization!

Who would you add to you must have network relationships?

 

 

3 Things You Can Do To Increase Your Female Engineering Hires

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I run a small technical recruiting company.  We hire mostly engineers and IT professionals.  It’s a good group to go after – they’re educated and higher level wage earners which typically cascades itself into other traits that are nice to work with – career focused, courteous, responsible, etc.  Because the technical demographic we go after – to be fair – it’s mostly men we have to deal with.  As any company who is trying to hire technical professionals can attest it is really difficult to hire minorities and/or females in the technical disciplines. Tough, but not impossible!

The one thing we hear all the time from almost every company we work with is, “Hey, if you ever come across any female or minority engineers let us know – we would be interested.”  Which begs the question – “Do you want me to find you a female or minority engineer?”  Of course they do!  But these good respecting HR Pros we work with will never say that because they think it’s against the law to say that.  Which it isn’t. But they assume it is, because saying the opposite would be!  (I.E., “Please don’t give us any female or minority engineers!”)  I won’t say the name of our client, but one Fortune 500 manufacturer we work with does actually use us for minority hiring and will say very specifically what they want.  Like they’re ordering a pizza!  It doesn’t bother me, because I know what they are trying to do is ‘right’ – they are attempting to have a positive impact on their diversity – I can support that!

I saw this from Etsy recently on how they increased their female engineering hires by 500%! Don’t go crazy – it was 20 hires – but still impressive.  Again, they’re a female dominated company, so as you can imagine that having female engineers was important to them, and you could probably also imagine females would be attracted to a female oriented company. From the article:

“Most technical interviews suck – fundamentally interviewers ask the question, “Quick, prove to me how smart you are!” “Smart” is not optional. “Quick” and “prove to me” are very rarely actually part of the job and you’re interviewing for the wrong thing – which generally sets up women for failure in the process…after two years, female engineers at Etsy are nearly 20% of the team, four and a half times what they numbered at the start of the initiative. When reached for comment, Etsy’s corporate communications would not comment on the current number of female engineering staffers, but told FORBES that the coming months would see the company making women a even bigger priority, particularly in the wake of the media coverage sparked by Elliott-McCrae’s presentation. After all, roughly 80% of the over 800,000 shops on the site are owned and operated by women. At a certain point, they should be represented from within the company’s ranks.”

So, how did Esty do it?  How did they increase their female engineering hires?  I’ll give you 3 things they did:

Step 1   Make it known publicly you want to hire women!  Too many companies decide behind closed doors this is something they want to do in their organization, but then never go the next step and let their staff know, let their industry know, etc.!  And not only that, but let your staff know why this is important!

Step 2  Don’t lower the hiring standard.  The first thing most companies do when an initiative like this becomes hot, is lower the standard. “Oh, you want more women. Ok, you need to allow us to hire entry levels and from ‘B’ level schools!” Don’t do that, you’ll marginalize the entire program and your people and your candidates will know it!

Step 3  Put women in charge of hiring women.  It’s Ok to have different hiring processes if they are both getting you, in the end, what you want as an organization.  You can make two interview decks, one for woman and one for men, that are both still valid and reliable.  It’s just hard, so 99.9% of you won’t do it. Have your female leaders interview your female candidates – they will do a better job at selecting female talent, especially if this is a huge organizational weakness you’re trying to correct!

The more you hire of any kind of person, they more your organization will start to take on those traits.  The more women you hire, the easier it will be to hire more.  It doesn’t happen overnight – but you can do it!

It’s Time To Change Your Employee Referral Program!

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The really cool thing about superheroes is that they are superheroes for a reason – they have someone who is their equal to compete against them. These competitors are the villains, and in the movies they’re doing bad things – but in real life these “villains” are only the bad guys and girls because they work for the competition.

So, how do you get your competitors talent to come over to your side and put on your company’s cape?  A great employee referral program is the key.

FOT is back at it with the March installment of our monthly webinar series. This month, with the help from the heroes at Zao, HR SuperFriends Kris Dunn and Tim Sackett will be laying down seven strategies that are guaranteed to put your employee referral program on another planet.  Join us Wednesday March 27 at 1pm ET and we’ll hit you with the following:

  • Seven surefire ways to engage your best employees and increase referrals (while ensuring your employees don’t refer SuperDuds!)
  • How to develop an internal communication strategy for your employee referral program.
  • The keys to sustaining your program long-term.
  • How and why trends like gamification can lead to better employee referral results.
  • The top three reasons 99% of employee referral programs fail and how you can make sure your employee referral program is delivering the goods all year long.

Don’t let your employee referral program fall to the Legion of Doom.

Register now for The SuperFriends: 7 Strategies to Get Your Superhero Employees to refer Their Arch Nemesis!