How To Accelerate The Learning Process In A Work Team

These are his tips: Reduce times and processes As scientists do, your organization must be able to come up with an idea, run an experiment, see if it works and reflect on how to improve it. If this does not happen quickly and smoothly, learning is blocked. To accelerate the times try to include feedback processes or pooling throughout the process. This will help the team think and draw conclusions about the work they are doing.

Look At The Distance

Most companies do not have information in real time and, above all, do not share it with employees. Shedding a little light on this aspect can make your employees learn a lot and, above all, have new ideas that help improve the product. Create Learning Forums When concrete processes are created to share knowledge, review a project once finished, reflect on some data or explore the causes of a problem everyone learns. For these to work, it is fundamental to leave behind only criticism and think together about what works, in an environment of broad thinking and help. With these forums, also, the youngest will learn to interact as equals with experts and the veterans will put into practice their abilities to solve problems, etc.

Trust In Time

As the saying goes, whoever covers a lot of little squeezes. And your employees, in addition to acquiring new knowledge, must face their day-to-day tasks. Seek, as a whole, the perfect balance to not neglect either of the two. As Elizabeth Doty says, these six steps are an excellent way to start introducing new learning systems within your company. When it becomes an essential part of your company, and your teams adapt to it, you will see how your business is strengthened in parallel, being more innovative and competitive.

Six Questions You Should Ask Your Team Every Month

The feedback of your employees is a valuable tool for the management of your business. With it, you will not only discover points of improvement but also make your team feel that your opinion matters. However, it is very easier said than done because how often do you interview with your employees to get exciting information?

Usually, this takes place only once a year, at the time of making the annual review of each employee. However, in 12 months many things can happen, and it is necessary to be up to date with what happens in your company from the team.

The flow of information must always be open and must be in both directions; that is, employees must have enough confidence to go to you to give their opinion on some topic and vice versa. And if you detect that your employees are not proactive, you should interview them at least once a month.

In those sessions you should ask them at least six questions:

  1. Anything from your work that you are especially proud of this month?

It begins by giving you the opportunity to feel good about the work you do. This question is interesting because:

The employee can “show off” his work.

You will discover what is important to him.

Allowing your employee to celebrate and share his successes will make him feel more motivated and proud of himself.

  1. If you were the team leader, what would you do differently?

This way you are telling them that your opinion matters and, at the same time, you can get new ideas that you can implement later.

Also, if you want to make your team feel part of the company is necessary to understand that they are part of the decision making.

  1. How could I be a better leader?

If you are, you will continuously be looking for improvement so you will value the employee feedback of those who work with you. You will also welcome any opinion, whether it is positive or negative.

At this point, it is necessary that you remember the employee who can be honest with you and that there will be no reprisals (then you must keep your word).

Your team will be happy to work with a person who receives all the feedback well and, also, you will be an example for them.

  1. What is your biggest challenge right now?

We all face challenges in their day to day work. You, as a leader, should act as a guide for them. Offer your advice and your help.

Asking this question regularly to your employees will help you to know them better and to make them feel more comfortable with you.

  1. What can we perform to help you grow within the company?

Growth and professional development are one of the great motivations of employees. If besides, they perceive that your company cares about them, the turnover will decrease.

In this way, you ensure that your employees improve and tackle new challenges

A good leader knows, too, that the success of your business depends in no small extent on the motivation and commitment of your team.

  1. Is there a project or task that you would like to do if you could?

To get a motivated and happy employee, you need him to work on projects that interest him. Allowing your team to move around and try new things will make them discover, little by little, what their passion is.

Within an organization it is not uncommon for a person to change roles as they discover their abilities. Help them in the process by asking them this question with some frequency.

This small questionnaire will allow you to get to know your employees better, know what they think about the business and get ideas for improvement that could benefit the company. Invest each month in interviewing your employees and help them feel comfortable giving feedback.

How To Attract New Employees Through Social Networks

Social networks have become another source of talent acquisition. Platforms such as Linkedin, Facebook or Twitter can be a perfect channel to find new candidates.

To have a reference, in March 2016 the world population was 7.4 billion people. Of all of them, 3.17 billion are Internet users, and 2.3 billion have profiles on social networks according to Brandwatch data. Through this channel, we can reach a large audience. Without a doubt, we must take advantage of it.

The selection and recruitment of candidates through the Internet consists, mainly, of connecting with them. And social networks are precisely the place where people come to express their opinions and interact with other users.

LinkedIn, Facebook and Twitter are suitable platforms for recruiters to connect with candidates. Inevitably, through these channels, we reach many people that we would not have located through traditional means.

According to Top People USA, each company must have its recruitment strategy in social networks. Discover what steps to take to create yours.

Steps to create a strategy for recruiting employees through social networks

Participate in the appropriate conversations

The key is to know how to listen among all the discussions that are generated between social networks and find the right candidate. Being present in LinkedIn groups will allow us to show members the job offers that may interest them.

Promotes the company culture

In your strategy, you must not only share job offers. It is essential that you share content that conveys the advantages of working in your company. A differential culture will attract new candidates.

Do not despise minority channels

In addition to being present on Facebook, LinkedIn, etc. Do not forget that there are more niche platforms where you can find particular profiles. For example, if they are search engine developers, you will have to visit GitHub.

Involve your employees

They can be your best ambassadors. Invite them to share their day to day and be transparent about what happens in the company.

In addition to all this, you must build your presence on LinkedIn. As you know, in the professional platform par excellence. There it is essential that you have clear your strategy and execute it from the beginning.

Tips for your company profile on LinkedIn

Complete all the information of your company profile

When a user searches for you, you can find all the information you need about the company, jobs available, etc.

Use filters to find the right candidates

You can search by location, companies in which you have worked, years of experience … This will help you locate the perfect candidate among hundreds of users.

Leave your mark

The most talented people receive many messages through Linkedin. Do not copy/cut and paste the same word for all your candidates. Write a personalized paragraph for each one where you explain what has caught your profile’s attention, etc.

With all this information, you can now create a recruitment strategy through networks for your own company. Remember to value your culture and personalize communications with each candidate. In this way, you can make a selection process through social networks in a successful way.