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  • Recruiting Veterans and the Disabled

     The best way to express appreciate to our veterans is to help them find jobs.  Government contractors have this obligation as part of their affirmative action programs.  However all organizations can engage in efforts to help veterans enter the civilian workforce. Examples of Best Practices:  Find Qualified Candidates Evaluate what works and what doesn’t.  If a source is not providing the candidates you need, move on to other sources Meet with other employers (business ...

  • Individual Development Plan

    The following is a roadmap for creating an Individual Development Plan. Below are listed eight (8) categories that include goals, activities, work opportunities, and development opportunities. For each section, the employee should provide specific and thorough examples and responses.

  • Creating a Professional Work Environment

    A key to developing organizations that are productive is to foster an environment where people feel respected, at ease, and enjoy working. Often referred to a “civility” or “etiquette”, professional work environments set standards for an overall concern about treating others in a sensible, understanding manner and behavior that is positive and reasonable. These standards can be enforced and incorporated into staff training, such as harassment and diversity training.

  • Making Referrals to Employee Assistance Programs

    Making a referral to the EAP for a serious situation such as erratic behavior or workplace violence can be uncomfortable and difficult for a manager. Managers should keep in mind that in making a referral to the EAP they should describe the specific behavior that is causing concern to the employee and to the EAP counselor. When discussing it with the employee provide specific, quantifiable facts that are hard for the employee to refute.

  • Giving Effective Feedback

    Critical conversations take place frequently in the workplace.  One of the most difficult, yet critical, things for a manager to do is to provide feedback to an employee, especially if the feedback is negative.  The following checklist provides quick pointers for managers.

  • Reframing a Situation

    Managers and HR professionals often have to deliver news or provide feedback where the message is less than desirable. A natural reaction is avoidance because no one wants to hear bad news. However, that will not solve the problem.

  • Encouraging Dialogue

    Critical conversations are two-way communications that require dialogue. It is a give and take of information. In a world so dependent on technology and one-way communication, it is critical that managers and HR professionals continue to perfect the art of conversation and dialogue.

  • Listening Strategies

    The most important skill for effective communication is listening skills. Try this simple exercise to test your listening ability. Close your eyes and for 60 seconds try counting from 1 to 100.

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