In recent months we have spent some time discussing the importance of training, management and support functions all managers their employees traveling within the organization. It is also important to remember that this is not a linear process going from the first part of this last cycle. You will often find you need to move between floors in the development of each individual employee.
In the first part of this series, we have briefly touched on the importance of recruiting and hiring candidates to be corrected. If you have already hired a staff, you can recruit some of these and wonder what happened to return. During the interview it is important to remember that they rent for as much as behavior skills. I often had trouble when I be a candidate for management or a line cook set, not because I liked the person, or because they questioned funny. During the questioning of the candidates, it is very important to share with them the reality of the situation. Whether the move to the duties of the position or the ability to forward, it is important to ask and answer the right questions. It is often suggested that a pre-interview guide so that you can all the important questions of the capabilities and practices are the position and also to create a fair look at all candidates.
After the initial adjustment phase, the next is the need to train. Training is the first step of the expansion and maintenance of an employee’s life cycle. If an employee starts on the wrong foot in the organization and not receive the necessary training, the result is usually used a short life. The same applies to the third phase, the guide is.
So for the fourth stage, given to those who work for you see, it makes sense to encourage employees to better understand where they are within the cycle of life, and improve what they have to conduct, particularly when they seek leadership positions within the organization. When I look back to my work in restaurants, people move through the cycle in different ways. In writing this, I plan to some of the people who worked for the organization to return. Sometimes I would support a new recruit who fought through adversity in his personal life, recycled, even years after someone began to help them to succeed. » Read more: The Employee Life Cycle (Part 4 of 4)
