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Quit and Stay, Lazy, or What?

January 10, 20241 min read

Folks have been asking this: “What about the people we hire who don’t want to work once we hire them? They won’t even do a full day’s work! Or they won’t do it correctly.” How does that happen?

It could be recruitment. Does your ad accurately--from the eyes of an outsider--describe the job and the duties?

It could be selection. How do you decide who to interview and do you use behaviorally-based interviewing? Are you asking the right questions to get the stories you need to hear? If you’re a nonprofit, are you hiring people who too closely resemble the population (will shift from staff to friend) you serve? What stories can they tell about how they approach tasks, completion, and accuracy?

It could be onboarding/probation. How are you bringing new hires into your culture? Does your culture promote accurate completion of tasks 80% of the available time (8 hours minus lunch and breaks)? How do you know? What expectations get set, and how, during the first 90 days? What kind of collaborative coaching to expectations occurs?

But wait! There’s more, next week.

the trauma informed academyelizabeth powertrauma resiliencechangehiringcompany culturerecruitmentselectionemployee onboardingemployee probation
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Elizabeth Power

Elizabeth Power, M. Ed., CEO of EPower & Associates, Inc. , is a sought-after speaker, facilitator, and consultant. EPower & Associates is the parent organization for The Trauma Informed Academy(r). "All we do is help people with change, resilience and self-care, and learning to live trauma responsively. And everything is done from the trauma-informed perspective," she says. "Even courses directly about working with trauma are about change."

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