Category: TAPP Tips

TAPP Tip: 7 Soft Skills to be Successful

There are different definitions for soft skills but most agree that they are a combination of interpersonal skills, communication, social skills and attitudes. According to Terri Williams1, there are “7 Soft Skills You Need to Be Successful.” They are:

Leadership skills enable an employee to manage other staff effectively. A person with strong leadership skills can communicate effectively, build relationships and create the desired culture. A good leader has the other soft skills listed below. A leader can be at any level within a company … not just at the top.

Teamwork – whether you work alone or in a large department, knowing how to collaborate with others is key to success.

Communication  – Terri says that successful communication has five components: Verbal, Nonverbal (body/facial language),  Aural (ability to listen), Written, and Visual (use of pictures and graphics).

Problem Solving – “The ability to use your knowledge to find answers to pressing problems and formulate workable solutions will demonstrate that you can handle – and excel in – your job.”1

Work Ethic is your commitment to your job …. completing projects on time, being dependable, checking your work for errors, and having a helpful attitude.

Flexibility/Adaptability – the world is changing and companies need individuals who are open to change and will be able to switch gears as needed.

Interpersonal Skills – “This is a broad category of “people skills” and includes the ability to build and maintain relationships, develop rapport, and use diplomacy. It also includes the ability to give and receive constructive criticism, be tolerant and respectful regarding the opinions of others, and empathize with them.”1

1The 7 Soft Skills You Need to Be Successful by Terri Williams https://www.omniagroup.com/the-7-soft-skills-you-need-to-be-successful/

TAPP Tip: Retention- Professional Development

In every industry, training is critical for success. However, limiting training to the specific tasks of the job does not enable the individual to grow and become engaged with the company. Providing opportunities for employees to participate in professional development demonstrates that the company is invested in their future. It is equally important that the company actively support professional growth at each level.

According to David Ballard in the Harvard Business Review “Lack of supervisor support for career development is also linked to important organizational outcomes. For working Americans without supervisor support, only 48% say they are motivated to do their best at work, 39% are satisfied with their job, 16% say their company or organization makes them feel valued, and 22% would recommend their organization as a good place to work.”1

To read the full article 1“Managers Aren’t Doing Enough to Train Employees for the Future” by David Ballard published November 14, 2017, click here.

 For more tips on retention, click here to download “5 Secrets to Increase Retention.”

Share on facebook
Facebook
Share on google
Google+
Share on twitter
Twitter
Share on linkedin
LinkedIn

TAPP Tip: Document Onboarding Process

Document the Onboarding Process

The first few days of an individual’s employment set the tone. Having a documented on boarding process will ensure that the individual’s first few days are welcoming and productive. Here are some key items that you should cover:

In advance of arrival, communicate:

  • Who he/she should see on the first day and where to find that person
    • Make sure their supervisor knows when the individual’s first day will be
  • What the expected attire is. Be very specific on what is allowed and what is not permitted.
  • Anything they need to bring with them (IDs for the paperwork), notebook, etc.
    • Anything that is not permitted at work
    • If cell phone use is not allowed, make sure that is communicated along with a phone number which could be used by family in case of an emergency.
  • What to expect on the first day (s).

 

Onsite:

  • Introduce the person to his/her co-workers
  • Review the individual’s schedule for short and long term
  • Set expectations for behavior
  • Explain how job training works both the first few days as well as long term.
  • Review benefits
  • If a restaurant and food/beverage are a perk, explain when and how they can take advantage of the perk. For example, is it during their shift? Before/after? Can they use their benefit and give the item to a friend?
  • With a part-time employee, discuss his or her schedule. If the schedule is fixed, share how you expect them to handle it when changes need to be made.

 

For more tips on retention, click here to download “5 Secrets to Retaining Staff”.