If you have reviewed my previous post on "How to Hire Passionate Employees", then it is also important to make sure you are getting the most out of each employee.  I found the most amazing article to assist business management on how to strategically and properly dismiss a poor performer. I found this interesting because it provides tips on evaluations pinpointing areas of concern and dealing with areas of frustration. Please take the time to review the article as I am sure you will find it to be useful just as I did.

I wanted to focus this session on “How to Hire Passionate Employees”. It is a continuous issue that costs companies thousands of dollars each and every time an employee is brought into the company. This article gives both good advice and great tips that will put companies, especially smaller companies, on the right track when it comes to hiring the passionate employee.

The following link will bring you to the article where you can obtain the information on hiring passionate employees.

http://money.cnn.com/2006/07/11/news/economy/annie0712.fortune/index.htm

Works Cited:

Fisher, Anne. "How to Hire Passionate Employees." CNNMoney.com. 12 July 2006. 1 Feb 2007 http://money.cnn.com/2006/07/11/news/economy/annie0712.fortune/index.htm

According to a report issued by CCH, very few employees realize the magnitude of the expense incurred by employers who pay medical insurance benefits, even though it is generally a well-publicized fact that medical insurance costs are skyrocketing.   A 2004 study by MetLife on Employee Benefits Trends showed that 28% of full-time employees believe that their employer spends less than $1,000 per year, per employee on health care benefits.  Almost half of the employees - 49% - believes their company spends less than $2,000.  Only 27% of employees correctly estimated that their employer spends at least $4,000 per year, per full-time employee on health benefits. 

This demonstrates a real opportunity to communicate regularly and effectively regarding company insurance and benefit costs.  Annual employee reviews are excellent opportunities to show employees the actual numbers.  And, by always including the costs of medical insurance into any discussion of compensation, employees will learn to recognize the real-dollar value of these benefits.

From CommerceClearinghouse: 

"Although nearly two-thirds (69 percent) of U.S. workers rate their supervisors as excellent or good, over a quarter (27 percent) believe that they can perform their bosses' jobs better than their bosses. Workers aged 18-29 and those earning less than $20,000 annually were more likely to make that claim than their counterparts in higher age and income brackets, according to a national Hudson survey on managerial performance. Also, nearly a third of male workers say they could outperform their bosses, compared to a fifth of female workers. Nearly a third (31 percent) of U.S. workers work for supervisors who are about their same age, with one out of every six workers (16 percent) reporting to someone younger. Workers give almost identical performance ratings for both male and female bosses. Seventy-one percent of male employees rate their male bosses as good or excellent in comparison to 68 percent who rate their female bosses the same. Similarly, 69 percent of women employees rate their male bosses as excellent or good while 71 percent rate female bosses the same way. The Hudson supervisor survey is based on a national poll of 1,246 U.S. workers and was compiled by Rasmussen Reports, LLC, an independent research firm."