What are the secrets of great leadership?

Great leadership depends upon our level of self-awareness, our willingness to learn and our acceptance that our actions and attitude influence everyone around us. When we assume a leadership role, all of our behaviour counts. Our ability to recognise and develop the qualities we naturally possess and a willingness to develop and improve upon those we don’t is what separates ordinary leaders from the great.

Collaborate and congratulate

Work with your staff, not above them. Avoid using your position as leader as the driving influence behind getting things done. Treat your staff as colleagues rather than minions and they will feel empowered to share their ideas. It costs you nothing to smile and greet staff as you go about your day. This essential courtesy practised consistently, transforms office culture. Support your team by listening to them, congratulating and thanking them for their dedication and effort.

A great leader listens; they never assume they are the most intelligent person in the room merely because of their job title. And indeed they rarely are.

Authentic, human and humble

You want your staff to succeed. You’re happy to take a backseat and give them their moment, and the recognition and rewards they deserve. You know your team, which is reinforced as you say hello as you pass each other in the hall. You do not pry; you are aware that Tom is coaching his son for his GCSE exams, and Martha is training for the marathon. You acknowledge that staff have lives and interests outside work. Your team feels valued and genuinely cared for. With the global war for talent, authentic relationships make all the difference.

A great leader enjoys a balanced lifestyle. They work hard and take their time away from work seriously too. Whether its active involvement with the family or indulging in a favourite hobby, they know they make better leadership decisions if they are not over saturated with the pressures of the job.

Creative, confidence and focused

Your team knows you’re friendly, courteous and set a consistent example of acceptable behaviour. They also know you’re not easily fooled or manipulated. You navigate your team towards company goals and your team know they are in expert hands, no matter what the circumstances. Of course, there will be those days where everything appears to go wrong. On those days, you remain calm and exude confidence. It’s your job to keep the ship on course – and your team is led by your attitude and behaviour as much as they are by your direction. Your communication style is clear; your team understands what is expected. Do not hesitate to weed out under performing staff who cannot keep up. Timing is crucial; don’t wait.

A great leader thinks creatively. Part of this creative thinking is knowing the difference between what is right and what is easy. A level head and strong sense of perspective focused on company goals get the job done. Throughout it all your team seeks guidance from you. Where do you go for your inspiration? It’s important you have a healthy perspective on your past experience to draw from, in addition to seeking out your own mentors’ wisdom to guide you.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

10 ways to engage, retain, and motivate staff in the Print and Packaging sectors

 

Statistics confirm Print and Packaging companies around the world are experiencing the highest talent shortfall since 2007. Today’s employee seeks value beyond financial compensation. Thankfully, engaging, motivating and retaining talented team members is much easier than you think. Here are our top ten solutions to your staff retention challenges.

1. Numbers don’t lie
Gallup research showed that out of 7,000 individuals, only 5% felt engaged. The Institute of Leadership & Management (IML) discovered 37% of employees are looking for a new job this year. Monster.co.uk revealed 58% said they are not thanked enough; 54% felt unacknowledged and 47% felt uninspired. Employees perform better and are loyal when they feel understood and are given the opportunity to do their best every day.

2. It’s not about the money
Budgets for staff events, dinners and team building seminars were touted as the answers to staff engagement issues. Not anymore. Key solutions for retention success have nothing to do with money. Talented staff are engaged, motivated and retained through behavioural solutions and creative thinking, not the company chequebook.

3. Relationship revolution
Employees seek roles within companies they connect with. An employer’s role has evolved beyond supplying work and salary to valuing and developing the talents and skills of their team. The most successful companies understand this: both employee and employer exhibit equal investment to reach business targets.

4. Creative investment
No promotions available? No problem. Offer a talented team player their own project to lead. This simple example is a great way to nurture staff. Research reveals developing individual development strategies are crucial to employee retention; and, in most cases, more important than a career path.

5. Say it
All employees want to know whether they are doing a good job. Effective feedback is clear, prompt, offers solutions and concentrates on behaviour (not the person or their intention). Consistent feedback creates solid communication between employee and management.

6. Don’t worry, be happy
A positive perspective is one of the most effective leadership qualities. Celebrate success stories at the start of every staff meeting and encourage staff to explore solutions as a team. Once established, a positive environment is its own sustainable cycle of positivity.

7. Start at the beginning
Successful Print and Packaging companies create an induction process engaging directly with a new employee’s enthusiasm. The most successful companies take this ethos right back to recruitment stage. They recruit talent for their behaviours and traits, as well as for experience and qualifications.

8. Practice what you preach
Great leaders embody the qualities required to succeed in an organisation. Research reveals that if employees respect their leaders they are 55% more engaged. If management is inspired, engaged and motivated, your team will reflect these qualities.

9. Two-way street
Encourage staff to share ideas and they will actively contribute to the business’ success. In successful companies, staff contributions have streamlined workflow processes and created meaningful solutions. Use an enjoyable ritual such as morning refreshments to gather the team together for an ideas session.

10. Acknowledge and reward
The simple act of acknowledging hard work is extremely effective – and crucial. Not being thanked rates as one of the highest ranking complaints cited by disengaged staff. Statistics show staff loyalty and engagement increase if people feel genuinely valued.

If you are serious about engagement and want to retain your best Print and Packaging employees Athena can help. Our 7 Step Recruiting System is designed to ensure that you can recruit and retain the top 15% of candidates in the Print and Packaging market, candidates who are motivated by much more than money. We work in partnership with our clients to fully understand their requirements and ensure that newly recruited staff are joining for the right reasons and looking to develop a long term career.

Book in for a Client Discovery Call today by clicking on this link https://athena-executive.acuityscheduling.com/

 

10 reasons why you should use a headhunter

10 reasons why you should use a headhunter

Headhunters, in simple terms, are recruiters – but not all recruiters are headhunters. Another term for what headhunters do is “Executive Searching” and this is it in a nutshell – they search for the ideal candidates at executive and senior management level. But they don’t just match people to companies; they match companies to people.

So what else does a headhunter have to offer?

  1. A headhunter knows how your industry works – the technology, the trends and most crucially understands what you do.
  2. A headhunter will have many years of networking within your field behind them. They make it their business to know who’s who, and will very quickly have someone specific in mind for a role you need to fill.
  3. By using a headhunter you can save yourself a lot of time. Your company doesn’t need to embark on a long, drawn-out recruitment process that may not even lead to finding the right candidate at all.
  4. As a result of the above, a good headhunter works in an advisory capacity for you, hence reducing the risk of making a bad (costly) choice of candidate.
  5. Once a particular headhunter has done a great job in finding you the perfect new recruit, a relationship of trust can exist for locating suitable candidates for future roles.
  6. Good headhunters in your field will be up-to-date with the latest laws, strategies and techniques.
  7. Headhunters are very proactive – it’s their job. After all, they’re paid on results. An effective headhunter will work tirelessly on your behalf until the role is successfully filled.
  8. A top class headhunter knows exactly where to look for talent. They not only have good networking connections within your field, but they also have a highly comprehensive set of tools and knowledge at their disposal to get that ideal person through your door.
  9. Headhunters will thoroughly understand the job requirements and person specification for the role on offer. Then will then be able to comprehensively convey these to a potential new recruit. This allows the candidate to gain a much clearer understanding of the role from the outset, meaning less space for misunderstanding – and a possible recruitment mistake.
  10. Any headhunter worth their salt will also make sure they do not lose the best candidates to other companies. There are likely to only be one or two ideal potential new employees for the level of job you are aiming to fill. A headhunter will know how to get them interested and motivated in the role – and not let them get away!

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. Please get in touch if you are contemplating a career move or looking to recruit. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

 

The Role Of Video Interviewing In Recruitment

In a competitive world, employers are constantly striving to come up with new, innovative ways to recruit candidates. This is especially true within industries and roles which are specialised and require certain skills and experience, as there tends to be high demand for these types of candidates. With such high competition, it is important for businesses to embrace new technology and understand how it can be beneficial, rather than sticking to the tried and tested traditional methods. Many businesses are undertaking more telephone interviews than ever before, so are these slowly becoming the future of recruitment? There are many reasons why video interviewing is becoming an increasingly popular method of recruitment.

Increased Choice 

When it comes to the recruitment process, it is not always feasible to interview candidates, regardless of how suitable they may be for the role. Many candidates are based overseas, but will be happy to move when they find employment. The use of video interviewing can allow businesses to widen their audience and improve their pool of candidates. With video interviewing, it is possible to speak to anyone, regardless of their location. In roles which are difficult to fill, video interviewing can make the difference between filling a role or not.

Flexible 

It is much more flexible to set up video interviewing than it is with face to face interviews. When you set up face to face interviews, you need to ensure both parties are free and find suitable time slots. However, with video interviewing, there is much greater flexibility as interviews can potentially be carried out at anytime and anywhere, even on the go!

Cost Saving 

Video interviewing is not only more flexible, it is also a good way for businesses to save costs. Most businesses spend thousands of pounds each year on travel costs, but unnecessary costs associated with travelling for interviews can be decreased, if not eliminated, through video interviewing. The cost of recruiting a member of staff usually mounts to thousands of pounds, so any way of decreasing expenditure will be welcomed by any business.

Quicker 

In many cases, employers will want to see candidates face to face before making a final decision on whether to make the hire, which is understandable. However, it is still quicker to use video interviewing in the first instance, as you can easily and quickly eliminate those who are not suitable. Video interviewing can help the process reach conclusion, long before it would using only traditional methods.

Convenient 

Professional people have busy schedules to adhere to and quite often, interviews can take up a lot of time, especially where travel is involved. Without the use of video interviewing, those involved may need to make numerous trips until a final conclusion is reached. It is much more convenient to use video interviewing, than to rely on traditional methods only.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. Please get in touch if you are contemplating a career move or looking to recruit. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

 

Optimising ROI from your new hires

 

As the global war for talent intensifies, the pressure is on for companies to obtain the best possible results from new hires. Investing in a clearly-defined set of processes for new employees creates a positive employee experience which encourages loyalty and the organisation protects itself from losing talented team players to competitors.

Commit to employee onboarding

Introduce your new hires via a series of induction processes, collectively known as “onboarding”. If you implement a positive onboarding process, you are more likely to retain 60 percent of all new hires for longer than three years. The numbers speak for themselves; there are substantial benefits to be had.

Celebrate your culture

The most effective onboarding processes focus on organisational culture, behaviour and knowledge, with special attention also given to expected performance. The results are remarkable: faster adjustment to working environment, increased productivity and targets reached within a shorter period of time. Everything you want your new hire to do. The best onboarding programmes from companies such as Google and Facebook tailor these strategies to the business’ ethos and personality in an engaging, original way.

Embrace structure

Giving new hires specific detail attracts positive results. For example, don’t say that your company values providing clients with a prompt reply; rather, if the expectation is for all employees to respond to client emails within one hour, say precisely this. The more structured and specific you are, the more supported new hires feel. If new hires feel supported they will be more productive.

Engage and inspire

Introduce new starters through an engaging new starter manual telling your company story and providing the details a newcomer needs to know about your company in order to feel part of the team. Details such as company-specific acronyms, key locations and dates as well as showcasing social functions, groups, reward programs and available training all help a new starter to settle in. Providing detailed insight into company culture goes a long way.

Have you remembered the why?

Training is an integral part of successful onboarding programmes – if it’s administered correctly. Combine teaching new employees how to do their job with why it needs to be done in a particular way, thereby making the process far more intuitive.

Mentors

Pairing new starters with a mentor is an effective strategy to reinforce new starter training, offer continued support and encourage relationship building within the team. Effective mentoring encourages the new starter to feel comfortable providing feedback about their experience.

Recipe for success

Immerse new starters in your onboarding processes in the first week. The secret is to tailor these processes insofar as is possible to your company ethos. When in doubt, allow innovators such as Google and its “Noogler” baseball caps for new starters, to inspire you.

The best onboarding programmes encourage new starters to feel valued, welcome and a key part of a successful team. In return, new starters are engaged, productive and keen to achieve. Just what your business needs to succeed.

Athena Executive Search. If you are serious about optimising the ROI  from your new hires in the Print and Packaging sectors Athena can help. Our 7 Step Recruiting System is designed to ensure that you can recruit and retain the top 15% of candidates in the Print and Packaging market, candidates who are motivated by much more than money. We work in partnership with our clients to fully understand their requirements and ensure that newly recruited staff are joining for the right reasons and looking to develop a long-term career.

Book in for a Client Discovery Call today by clicking on this link https://athena-executive.acuityscheduling.com/