Hear no Evil – Speak no Evil!

Hear no Evil – Speak no Evil!

Destructive workplace words can kill morale, team culture, increase distrust and shut down performance and loyalty.

How often as a kid do you remember your mother saying,  If you can’t say something nice, don’t say anything at all!” The power of being impeccable with your words is massive in the workplace!

Recently my two sons aged 15 (Harrison) and 13 (Will) were bickering and demonstrating a deep competitiveness between them. My 15 year old son in Year 9 said, “Mum, kids in my year are saying that Will (year 7) is a show off!” I quickly asked my older son, “So what did you say in reply to them about that comment?”  My older son replied, I said to them that I agree!” My instant response was to advise them that “You are brothers! You need to defend each other and never to support criticism of each other from others,”  I advised them that a better response would have been, “We are brothers and we all have our strengths and weaknesses.”

In the workplace it is so common for people to vent and so easy for people to support ill sentiment, even without shared experience. Be aware of the destruction that passive acceptance of workplace slander and criticism of others can create in the workplace!

I was once venting to my staff about the poor performance of an exiting employee unaware, as a leader, the impact this had on the existing team.  A few months later one of my staff spoke up and said, “When you spoke ill of that exiting employee, it made me lose trust in you as a leader. I wondered what you would say of me if I left.” This was a great lightbulb moment to me in managing others and reminded me of the power of being integral and impeccable in your words.

Critical, negative or slandering words are so damaging to morale and trust in the workplace. If you have a gripe do take it to the person you share this grief with, but first let a sunset go down before you do. Sometimes issues seem lesser after a night of reflection. Go direct to the person and don’t share your experience with others in the workplace. Make sure you are in a relaxed and open frame of mind when you share your concern and deeply look for compassion and consider things from the other person’s point of view. This is described as emotional intelligence and what is needed in the workplace to build trust and loyalty and a positive engaging workplace!

The Definition of Emotional intelligence is the capacity of individuals to recognise their own and others people’s emotions and discriminate between different feelings and label them appropriately.

In the fast and furious workplace of today, people move often and own personal brands is critical – be aware of the power of your words and the impact it will have on your personal branding inside the workplace. Be emotionally intelligent with your talk!


The Interview Is Just the Beginning

The Interview is just the start of a combination of smart hiring techniques. Get smart with new and innovative hiring techniques!

  1. Hiring is tiring – not just for the employee but also for the candidate.  Hiring can also be a risky business with a low success rate, so employers are turning to different means to improve this success rate. Approximately 23% of new hires leave within their first year when the role does not live up to their expectations. This loss costs between 1 and 3 times their salary.
  2. Be lateral in questioning the motives of your applicants!   Online retailer Zappos tempts its new recruits with $4000 if they quit on the spot. If they are prepared to take the money and run, they were never serious about working there. This saves Zappos a lot of money down the track.
  3. Take time to identify your good hires and work to keep them. As much as 75% of demand for new employees is just to replace workers who leave the company.  Every person you retain saves approximately $55K in replacement costs, according to website “The Undercover Recruiter”.
  4. Gaming can now be a part of the hiring tactics! According to BRW (4 June 2014) a new concept to assist with the getting the hire right the first time is to turn to game designers.  Hiring strategist Paul Jacobs says giving people a taste of what a job is like through a role playing game may assist in the hiring process. A successful game can also attract suitable candidates who may not have considered applying.

This is a novel yet powerful way to hire. I know how much my kids love games and communicate through such mediums (Generation Z who were born after the birth of the internet).  According to Jacobs the average young person racks up 10,000 hours of gaming by the age of 21.  Playing at being a sushi chef may not turn you into Tetsuya Wakuda – but it may give you an idea of what you are in for if you get a job in a fast food restaurant!

Paul Jacobs is the founder of Jobgram, a New Zealand-based service that “reimagines” job advertising. He says the first generation of recruiting games were often job-tasting, such as the My Marriott Hotel, which invited people to become hotel managers.

In New Zealand, Jacobs helped create a job-seeker experience for Deloitte in New Zealand by creating a video that allows website visitors to choose how a recruit’s first day pans out, making decisions that indicate whether they are a good cultural fit for the firm. The recruit spills coffee down the back of an unsuspecting partner and has to decide to confess, rub it in, or ignore it. “We tried to make it quirky and humorous,” Jacobs says.

Other innovative tools are “snap chat” people with a summary of why they want to apply for a job and consider requesting voice files and other forms of communication to check more about the communication style of the applicant.

Be a warrior when it comes to finding your talent – think of many techniques to secure the best talent and don’t just rely on the interview process!