Scottsdale AZ Management Recruiters | Accent' Hiring Group

Not Giving Feedback to Female Employees Can Hurt Their Careers

ACCENT' Blogger — Wed, 21 Jun 2017 12:48:06 +0000

According to a joint study by McKinsey & Company and LeanIn.org, members of both genders ask for workplace feedback at equal rates, but managers are 20 percent less likely to provide

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How Can an Incentive Program Reward Your

ACCENT' Blogger — Wed, 14 Jun 2017 14:16:15 +0000

Too often, the rewards provided by incentive programs are disproportionately granted to a group of strong performers who don

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Employees First, Customers Second

ACCENT' Blogger — Wed, 07 Jun 2017 13:06:59 +0000

In a perfect world, CEOs and managers could wave a magic wand and easily keep both employees and customers happy. Give the members of both categories exactly what they need to feel appreciated, and voila! Turnover stays low, sales stay high, and the company thrives. As far as possible, this is the goal that most managers strive to achieve; in fact, if you occupy a leadership role, you may notice that most of your late nights and early mornings are absorbed in the process of pleasing, educating, training, satisfying or motivating one group or the other.

But what happens when the needs of these groups conflict? What should you do when taking care of one group means taking something away from the other? If you need to put a customer on ice to support an employee, should you do it? Yes, you should. Here

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Making a Counteroffer to a Departing Employee

ACCENT' Blogger — Wed, 17 May 2017 15:37:45 +0000

One of your most talented employees and valuable contributors just delivered some unfortunate news: They

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The Real Way to Delegate Decisions and Empower Your Team

ACCENT' Blogger — Wed, 10 May 2017 13:13:34 +0000

There

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How Can Small Businesses Improve Retention?

ACCENT' Blogger — Wed, 29 Mar 2017 13:24:15 +0000

Any business

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Avoid Creating a Bad Candidate Experience

ACCENT' Blogger — Wed, 22 Mar 2017 16:19:41 +0000

Protect your business by protecting your relationships with every one of your stakeholders: your customers and clients, your shareholders, your employees, and members of an often-overlooked category: the candidates you ultimately decide not to hire.

If an applicant engages with your company and walks away from the interaction feeling misused or misled, this is not the applicant

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How Can You Activate Talent to Help Your Company?

ACCENT' Blogger — Wed, 15 Mar 2017 14:21:23 +0000

If you

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Become a Better Manager Part 2: Overcoming Fear of Failure

ACCENT' Blogger — Wed, 08 Feb 2017 12:06:53 +0000

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Should You Bring Back a Boomerang Employee?

ACCENT' Blogger — Wed, 25 Jan 2017 13:57:14 +0000

You parted ways with your employee a few weeks, months, or years ago, and now they are reaching out to you hoping to reestablish your previous relationship. How should you respond? The answer will depend on a few key factors, including your level of need and the nature of your past interactions. Before you automatically say yes or no, think carefully and gather all the meaningful data available to you, including answers to the following questions.

How did the relationship end?

If you worked with the employee personally, you already have this information. Trust your own memory. If you recall tension at the end of their term of employment, search your records and figure out why and how that tension occurred. Were they displeased with the company, the salary, the working conditions or your management style? Were you displeased with their productivity or performance? Whatever went wrong before will probably go wrong again unless the two of you have developed the wherewithal to overcome it.

If you weren

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