Handling employee holiday requests and ensuring adequate staff at work can be quite hectic. Besides the normal entitlements, as an employer, you have to consider workers on a fixed-term contract, staff on maternity leave, part-time employees, parental or adoption leave, starters or leavers.
If you want to avoid workforce management issues during the holidays, you need to be prepared. With the right procedures in place, you can give employees the holidays off and ensure there are still enough people round to ensure that your organization is running smoothly, this site can help you to manage staff holidays in clear and open manner.
Here are 5 tips for dealing with employee holiday leave requests.
Large organizations ask their employees to submit their leave requests for the year in January. As such, there is proper planning and adequate staff operating during the holidays. Smaller companies also need to plan their schedules at least 3 to 5 months in advance. With the right software program, you can make it easier to organize staff availability and the leave schedule early enough.
Inform Staff About The Company Holiday Policy
Make sure your staff are aware of the company holidays in advance, if there are any. Also, if you are running a small company and are planning to shut it down during Christmas or a few weeks during summer, make sure your employees are aware. On the other hand, if you have exceptionally busy periods or deadlines you must meet, make sure your employees know that they can’t take time off.
Have A Holiday Request Deadline
Inform your employees to make their holiday requests in advance. Also, inform them that if any holiday leave requests are done after the deadline they will not be approved. As such, employees can’t request leave at the last minute. They can’t be frustrated if their leave requests are denied because of the company policy in place.
First Come, First Serve Policy
To avoid any staff shortages during the peak holiday period such as Christmas, you need to have a maximum number of people who can take leave at that time. Your staff should be aware that holiday requests will only be allocated at a first come, first serve basis. That way, they can submit their requests early enough to make your leave scheduling job easier.
Fair And Balanced Schedule
If several employees need the same days off, you can ask them to come up with a holiday work schedule. As such, there is no resentment when someone goes on leave while others are left to work. You should also consider a lottery system and prioritize on the best employees first.
The happier and more content your workers are, the better the productivity for your business. Of course, it begs the all-important question: how can you motivate your employees to do better? Fortunately, very few resources are necessary to keep the morale high in the workplace and motivation going. In fact, it may all boil down to interacting with your employees on a regular basis.
When you’re the proud owner of a small business, you simply can’t afford to lose time when it comes to increasing your revenue as well as the output of your company. To raise the efficiency of your staff, here are a few motivational ideas to get you started:
Many business owners make the mistake of not interacting directly with their employees, only to become a name on the wall and a face on the newsletter. Your employees are unlikely to want to reach your goals and work harder if you don’t take the time to communicate with them or to show your appreciation for their efforts. In fact, you may come across as someone who believes you’re too good for the working team! When you have something to say, tell your staff in-person face-to-face as it can help motivate them.
Set An Example
Be the perfect example for your employees and allow them to learn from you. You can’t possibly expect your workers to behave a certain way or have an enthusiastic outlook about their work if you’re not following company guidelines or don’t enjoy the work. If you become a positive presence in the lives of your employees, you’ll spread your positive attitude and motivate them to work harder and better.
It’s important to empower your employees and make it easy for them to communicate their feelings with you on how they can do more efficient work. It’s guaranteed that most people working for you have solid ideas on how they can do their work better, but they may feel intimidated by the idea of approaching you. A good way to get employees to open up is to ask them to share their ideas with you. Provide an outlet for their sharing such as monthly reviews, but also take the time to implement these ideas. Not only will your employees thank you for caring, but they’ll work harder for your company and know that they’re valued team members.
Help Meet Career Goals
Who wants to work a dead-end pointless job? No one in their right mind, that’s for sure! You need to take into consideration that many young staff members want to be able to advance in their careers and move forward, as opposed to feeling like they’re stuck. Provide skills training for your staff regularly and give them opportunities to move forward in the field. This may be at your company, or by honing their skills to place them elsewhere, but either option sheds positive light on your company.
Reward Hard Work
It’s important to boost morale by rewarding the hard work your employees do. Consider providing workplace incentives such as raffle tickets, paid days off, gift cards, or movie tickets that give all employees something to work towards.
If you hope to advance your company and keep all of your employees, motivation is the key. Without motivation, staff members are likely to quit and take their expertise elsewhere.
The decor of a space can really have an impact on how people feel about it and ensuring your office’s interior is bright, airy and well designed for workers will help create focus and give them a place they can look forward to coming into. Nice desks, ergonomic chairs like these from Posturite and wall decals such as these from Printing Jay all add up to create a fabulous work environment, they can thrive in.
Besides admitting on the wrap up show he unfriended him because he wants a more “private” space and didn’t want Howard seeing pictures in the green room with the NY Mets or of pictures of his kids at the game he didn’t even unfriend him right as Jason Kaplan pointed out on the show.
He actually still had his Facebook profile completely public to everyone. Here is the synopsis from the Howard Stern Show site:
Bobo called in later in the morning with possibly his best question ever – but Howard already knew what he was going to bring up, so he cut him off nevertheless.
“Groundbreaking news: Gary defriended you!” Bobo screamed over the phone. As you may have heard on Monday’s Wrap Up Show, Stern Show Executive Producer Gary Dell’Abate has chosen to cut his Boff, Howard, out of his personal Facebook life as a result of the haranguing he got for a photo of he and his son at a Mets game a couple of weeks ago – and he told the whole world on the air. “Gary is such a f-cking mystery to me,” Howard fumed.
Listening back to the tape from yesterday’s Wrap Up Show, Gary is heard telling co-host Jon Hein: “This is my private space … I just want my little area where I’m not getting bugged.”
Howard, in turn, was seething and launched into what will surely be a legendary chapter in Baba Booey history as he lambasted him for the moronic move, telling him this was worse than “Baba Booey,” worse than his “shitty pitch,” and worse than the love tape.
Even after 20+ years of working with someone and the relationship we thought Howard and Gary have, he still wanted to keep things private
By unfriending Howard Stern now their relationship will always be a bit different
The employee and employer relationship is very interesting to consider with social media sites like Facebook, Linkedin, Instagram, Twitter and more and you have to be careful on what your strategy is before following or connecting with a boss or other coworkers in the first place.
This caused at least a good hour of content where Howard Stern was dumbfounded about their relationship after 20+ years of working together and makes you question an employee/employer relationship.
What do you think about this topic? Leave comments below.
In this episode of the Ask Gary Vee show, Gary Vaynerchuk answers the following human resource question about preparing employees to become managers. This is a great question that relates to how to prepare employees for any type of change really.
1:18 – How do you prepare employees transitioning into a leadership role when they’ve never managed people before?
His answer comes from years of experience at a Wine retailer to now managing over 500 employees at a digital social media agency. And Gary is right you have to step them into it along the way and know the context of each employee. Getting them in the right managerial role to win is important as well and knowing if they are truly a good fit to manage certain departments or teams.
Gary also answers the following questions with also include a HR staffing question.
3:40 – Where do you see the health & wellness industry going in the next 5 years? 7:05 – You’ve joked about being overstaffed, but what’s the balance between hiring for capacity and waste? 10:02 – How and when is a rebrand necessary? 11:49 – How can a consumer soft goods company capitalize on the exposure of being in a department store this holiday season?
9:24 – What is the one question you have to ask in interviews?
Gary’s answer goes back to reverse engineering what the candidate really wants and to get them to fully trust and believe in him on a daily basis. He tries to get the job candidate to give him the truth and what their real motivations are. The other thing he does is completely try to feel who the candidates are and use his gut.
He asks about siblings as well just to understand dynamic but maybe because he loves his siblings so much and appreciates that relationship. So feeling and gut is what his job interview questions are really getting at.
Also, Gary answers the following questions in this episode and here are some of his recent mini motivational movie videos he has down recently including a Techweek talk.
2:34 – How can I become a really good listener? 4:08 – I love you man, and everything you do, but I also hate you because Im jelly of your success. How can I get past that? 7:50 – What lessons, if any, did you find from Mad Men? How is VaynerMedia differently run than Sterling Cooper? 9:24 – What is the one question you have to ask in interviews? 11:46 – How do you feel about Medium’s new logo? I loved their simplicity; this new logo ruined that for me. Thoughts?
Whether you are an employer/recruiter/HR manager searching for some of the best job interview questions to ask potential job seekers and candidates for your job openings or you are a job seeker trying to prepare for an upcoming interview you are looking to stand out and land your next job review this list for help.
Also, if you would like to add to this list let us know as we will keep it updated and add a job interview question to our bonus section.
For now, here are the most common job interview questions when surveying employers in all industries across the United States.
Most Common Job Interview Questions
What are your strengths?
What are your weaknesses?
Tell us about yourself?
What did you like about your last job?
What didn’t you like about your last job?
Why are you applying for this position?
What can you add to the position you are applying for?
What do you like the most about the job position you would like an offer for?
Why do you think you would be the best candidate for this position?
What is the biggest reason we should hire you for this position?
What is a reason we shouldn’t hire you for this position?
Would you consider any other position or job opportunities at our company?
What other job positions interest you at our company?
Why do you want to work for our company?
What do you know about our company?
How did you learn about our company?
What do you like about our company?
What don’t you like about our company?
How did you decide on applying for this position?
What other positions did you apply for?
How many other interviews have you had?
Do you have any other job offers at this time?
If you did have another job offer what would make you choose one job over the other?
What was your last role?
How long were in in that role?
Why do you think you are the best candidate for this job?
What did you contribute to your last company?
What did you love about the companies you have worked for before this interview?
What didn’t you like about your past work experience?
What is the #1 thing you learned so far in the workplace?
What is #1 thing you would like to take back from your work experience?
What’s one thing you regret about your past work experience?
What’s the one thing you love about your past work experience?
What awards or accomplishments are you most proud of at your last job?
Why did you leave your last job?
What was one thing you loved about your last job?
What was the one thing you didn’t like about your last job?
What did you contribute to your last position?
Do you work well in teams?
Do you work well by yourself?
Do you prefer direction or do you prefer autonomy within a narrow job role?
What excites you about working for our company?
What would you bring to the table working for our company?
What would you like in a manager that you are responsible to report to?
What wouldn’t you like in a manage r that you are responsible to report to?
Would you consider yourself an A, B, or C level player?
What motivates you?
What de-motivates you?
What get’s you inspired?
Where do you want to be in the next ten years?
Who are your heros?
What do you like to do for fun?
What do you do in spare time?
Do you do any charity work?
If so, what are some of your favorite charities?
Do you volunteer? If so, where?
What is a favorite childhood memory?
Would you prefer monetary bonuses or acknowledgment?
Where do you see yourself within our company?
How would you be team player?
Do you prefer to work in teams or work better by yourself?
What are you favorite passions outside of work?
What is the last book you read?
What did you learn from that last book?
Do you use social media?
If so, what social media platforms have you used?
What do you know about customer service?
What do you know about sales?
What is your description of a great leader?
Tell me about your work experience?
Tell me what you would do in a situation in the workplace that made you irate/uncomfortable?
Tell me about a work accomplishment you are proud of?
Tell me about a work experience you are not so proud of?
What is your take on management roles in companies?
Where do you see yourself in the next year?
Where do you see yourself in the next 5 years?
How do you keep yourself at the top of your game for this position?
How do you develop your skills further and stay fresh with the industry?
01:54 -If you ever became the CEO of a local chamber of a community of 12k, what would be the first thing you would do?
Create infrastructure to connect to each person one by one and ask them what the chamber can do for them (reverse engineer) and get everyone aligned to the sweet spot.
04:42– What is one of your favorite questions asked by an interviewee for a position at VaynerMedia?
Gary sorta answers honestly at first meaning he doesn’t necessarily want the interviewee asking him questions or asking him something they googled ect.. He likes when it’s an honest question overall, no pandering!
Gary said he is having a ton of success with the wine deals instagram selling a ton of wine and is going to do more with it going into the 4th quarter. Gary is a big proponent of gaming it with “tagging” people, getting people to comment, and knowing that people watch what the people are following are liking and commenting on. It considers instagram early email and early Twitter.
11:56– What is your biggest goal heading into the homestretch of 2015?
The Ask Gary Vee book is coming! And Gary is ready to set up VaynerMedia for it’s biggest year, get his venture capital in order, wrap up the Ask Gary Vee book, focus on a few businesses he is deeper involved with, and get deeper into HR (human resources).
14:03– When do you know it’s time to hire an assistant?
Gary shares his personal assistant experiences with Matt and Brandon and said it was more about being places and needing people to take on businesses he was still attached to like Wine Library has he grew his other businesses and brand. (hacking it with other human beings..once he felt like he was disrespecting other people)
Want to see a list of the first 250 questions asked of Gary on the Ask Gary Vee Show? Check out this list.
Get the full complete answers watching his video below.
In this episode of the Ask Gary Vee Show on YouTube he answers the following questions as well.
6:19 – Is the Snapchat Discover kind of like billboards? They’re there for everyone to see, but people’s attention is elsewhere. 8:27 – What do you think about the revamp Facebook gave its Notes platform? A Medium contender maybe? 10:55 – Do you see video response functionality being built into email clients? Would it be practical for someone like you? 14:41 – You don’t talk much about Tumblr. Do you think it’s losing relevance?
What a Social Media Manager Does and Why You Need One
Our world is becoming increasingly more digital. Many relationships begin and progress through the Internet, more specifically, through social media networks. More and more, people are operating with the “out of sight, out of mind” mentality. If your brand doesn’t have a strong social media presence, your brand doesn’t exist. The importance of social media engagement is at an all time high. And as social media marketing jobs are on the rise, the person with the fate of your brand riding on their shoulders? Your social media manager.
What is a social media manager you ask? Long story short, they are the person in charge of all of your social networks. They also:
Design, create, and post on behalf of your brand.
Start and maintain constructive conversations surrounding your brand and the lifestyle associated with it.
Understand your goals, properly track their efforts, and provide detailed reports back to you to help you see where and how your company is succeeding.
Provide second to none customer service to your followers, answering questions, thanking compliments, and solving criticisms.
Maintain your loyal fan base and are constantly expanding it.
Have an extraordinary understanding of each social network and the best tactic to use for each.
Unwavering knowledge base of design tools such as Adobe Photoshop, Illustrator, and Canva and organization tools such as Hootsuite or Sprout Social.
Strategically utilize hashtags, photos, videos, articles, and contests to strengthen your presence.
A great social media manager is a true professional, with a strong work ethic, and even stronger communication skills.
What to Look For in a Social Media Manager Job Description?
Creativity is one of the most important qualities a good social media manager should posses. Creativity is used to design custom graphics for your brand. A great candidate will use creativity to write stellar content , whether it be funny, witty, or professional. They will use creativity for engaging and conversing with your customers. You don’t want to your brand to come off like a robot with the same monotone response for each similar question asked. Your ideal social media manager will be personable, and keep a lively and real tone with your customers.
In addition to creativity, your social media manager should be knowledgable. They should be an expert on the ins and outs of every aspect of their craft. They should know how to create a detailed, strategic plan, and how to deliver on it. They should be aware of SEO, and how their work is affecting it. They should be a good communicator, and an even better listener.
Most of all, a great social media manager will be passionate. If you hire a great social media manager, you will get great results. If you hire a poor social media manager, you will get poor results. Your decision on social media management is an investment that takes great consideration. A person with a genuine interest in the subject and passion and enjoyment surrounding the job will shine through in the content produced, and be a great investment for your brand.
The 80/20 Rule
Effective social media managers understand and utilize the 80/20 rule to get a social media ROI. 80% of posts are about lifestyle, customer interests and relevant industry news. The other 20% is content promoting your product or service. This rule is necessary because in this online world, consumers rule. Consumers need to want to follow, and not be told to do so or be sold to. Social media managers achieve this by creating a relatable, likable, and interesting lifestyle around brands. That feeling of belonging and desire of association with a brand is what will hopefully convert them into sales.
The Voice of Your Brand
Your social media manager is the voice of your brand. Make sure that voice is the perfect representation of your ideal image. You need someone with exceptional communication and language skills. This person is responsible for providing your current and future customers with the appropriate information, assistance, and entertainment. You have to trust the person that will be building the trust between you and your customers.
Before any social media activity can take place, your social media manager needs to have a solid understanding of the your business and your ideal image and voice.
Some topics to outline with your social media manager:
What goals are you trying to achieve through social media?
Do you have specific, trackable, ROI objectives?
Who is the intended audience of your company? Demographics, social networks of choice, interests?
What is your brand’s desired voice? Funny or serious? Formal or casual?
Who is the competition of your brand and what is/ is not working for their social media marketing efforts?
These questions are a great place to start as your social media manager is getting to know you and your brand. Once you are on the same page, make sure your social media manager is properly tracking your efforts, so you can evaluate the success of your investment.
Tracking, Targeting and Analytics
Properly tracking your social media effectiveness is essential to understanding if your investment is paying off. The goal here is to evaluate likes, followers, shares, and engagement, to see how they are converting to sales at your business.
The great thing about advertising on social media is the targeted marketing aspect. Your social media manager has complete control over who sees your advertisement. Specifically, on Facebook, they can target advertisements within any desired category. Anything from gender, age, and zip code, to interests and other relevant Facebook likes. To sweeten the deal, communication on social media is immediate, there is no waiting for the magazine to go to print or your commercial to air. Your social media manager also has access to settings that guarantee views and clicks, a promise that cannot be made with traditional advertising.
As mentioned earlier, social media marketing provides your brand with a voice. This voice is an immensely powerful tool, as conversations become two-way between company and consumer. Customers appreciate the ease and quick responses of questions and comments that social media platforms provide. With social media targeted marketing, your audience is unlimited. It is much easier to maintain a national or global campaign on social media than in traditional marketing efforts.
With such marketing efforts, your social media manager will have access to detailed analytics reports on how each advertisement and post preformed; on a general scale, and in relation to your previous posts or ads. This data is extremely important to analyze, as it is a window into what your customers are or are not responding to.
The Goal of Hiring a Social Media Manager
Summing up the goal of a social media manager in one word would be: promotion. Promoting a product, promoting a brand, promoting a lifestyle. A great social media manager will promote your brand in a way that will connect customers (current and potential) to your brand, making you likable and relatable. They will portray the voice and vision of your brand in your idea of the appropriate manner, and you will maintain relationships and loyalty with current customers, while also attracting new customers. Of course this leads to a solid return on your investment and an increase in your popularity and sales.
Here is an example take of what a Social Media Manager does directly from a source.
Will be keeping this social media manager job description post updated in 2015 and beyond. Feel free to leave a comment or hit us up on Twitter @jobsinsosh if you would like to add content to this post that is more current or helpful.
Lastly, if you decide you to want to hire a social media manager and use this to help build your job posting description and want to outsource the role to a social media management company check out 505 social.
The definition of company culture is the behavior of humans within an organization and the meaning that people attach to those behaviors. It’s the attitude and beliefs of a organization and the employees as a whole.
In this keynote, Gary Vaynerchuk defines company culture by intentions of the leader of the organization. Watch Gary talk about company culture and how to scale with intent and how he answers some of the questions from the audience about company culture.
An example of company culture as Gary points out in his keynote VaynerMedia is a dictatorship that all stems from his vision and the structure of managers (jury) he has below him that carry out their mission.
Another example of VaynerMedia’s culture is what gets you fired from VaynerMedia.
Gary says these things will get you fired from VaynerMedia.
If you aren’t liked or don’t play nice with other employees you will get fired within 6 months of being hired
If you suck, forget things, and don’t show up to meetings you will get fired from VaynerMedia within a year
Lack of self awareness. (As an example if you want to become a creative director but you are really just a great designer) that gap in self awareness will corrode the relationship within the company.
Gary also shares his insight on how Zappos flat model with no boss is more tactical vs. using human instinct and being capitalistic because not only employees have the same motivations, work as hard, and have a long term view with staying with a company.
Gary says he spends at least a few hours a week watching employees online so he can reverse engineer their motivations and what they like ect…
Feel free to share some of your company culture attributes in the comments below or anything you would like to share on what you think company culture is and why it’s important.