5 Tips for More Effective Team Meetings

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By: Laura Scuderi

In the United States alone, around 55 million meetings are held each week. Yet, employees surveyed said they felt that half the meetings they attend each month are a waste of time. Here is a list of 5 helpful tips to ensure your next meeting is engaging and effective.

  1. Create an Agenda

    Creating an agenda and distributing it ahead of time can greatly improve the productivity of your meeting. An agenda sets clear expectations for attendees on the topics that need to be discussed, the objectives of the meeting, who is presenting what information, and a schedule to follow to make sure time is not wasted. Make sure to prioritize the most important points.

  2. Time Management

    When there is a lot of information to cover, it’s very easy to run out of time in your meeting before all topics can be addressed. Plan in advance how much time can be spent on each agenda item, and stick to it! You can assign an attendee the task of keeping time to make sure you stay on schedule. It’s also important to prioritize the most important agenda items to be discussed first, and with an appropriate amount of time allotted for them.

  3. Encourage Participation

    Having a meeting facilitator or leader is fantastic, but remember that doesn’t mean that the entire meeting needs to be conducted by one person. In fact, having different employees present is a great way to keep everyone engaged and focused. Ensure you have extra time budgeted to allow discussion and collaboration among employees, and be sure to ask open-ended questions to get those conversations going.

  4. Send Recap

    The conversation doesn’t end once the meeting has ended. Often times, there are action items or deadlines that were established. That’s why it’s critical to have a designated note-taker. This person can have the task of sending out a recap via email that highlights the important information that was discussed. This helps remind all the employees in attendance (as well as those who were invited but could not attend) a summary of the most important takeaways, any next steps that were discussed and any critical deadlines have been assigned.

  5. Ask for Input

    Finally, one of the best ways to determine if your meeting was effective is to ask the participants for feedback. This can be done via email, in person, or even anonymously through a survey. The following are just a few questions you can ask to measure meeting effectiveness:

    • Was this meeting helpful?
    • Did you feel engaged during this meeting?
    • Do you feel this meeting was a good use of your time?
    • What would you do differently?

Effective meetings in the workplace can improve employee engagement, keep employees informed on important issues and promote company alignment. The tips discussed above are just a few ways to increase the productivity and success of your next meeting.

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10 Interview Questions to ask Prospective Candidates

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By: Samantha Zeoli

The average job interview lasts between 45 minutes and 1 hour. For the candidate, this can feel like an eternity, but for the employer, an hour is not a lot of time to decide whether or not someone is right for the role. It is possible to make this determination; you just have to pose the right questions. Here are 10 interview questions employers can ask to find the best candidate for them:

  1. What attracted you to apply for this position?
    This question allows the employer to determine whether or not the candidate has a true interest in the company or has just applied blindly for the position. Look for passion and excitement in the candidates answer. This can also be a good segue into the employer providing the candidate with a more detailed background on the company and the position itself.
  2. Tell me about your role at your previous job.
    Technically this is not a question, but it is important to find out the candidate’s previous work experience and the role they played in their previous position. Sure you can look at their resume, but you will most likely get a more detailed report from the candidate this way.
  3. What type of work environment makes you happy?
    This question can help the employer understand how the candidate may adapt and fit in to their company culture and also be telling of their work ethic. This offers the opportunity for the employer to then touch on more information about the company’s work environment, team and management style so the candidate can also determine if they will be a right fit.
  4. Tell me about a time when you were faced with a challenge at work. How did you overcome it?
    Finding out how the candidate copes with, handles and learns from challenging situations can provide the employer with a sense of what it may be like to work with them when times get tough. Be sure to hire someone who can work well under pressure and has the problem solving capability to address challenges efficiently.
  5. If you have multiple projects and limited time, how do you go about prioritizing them?
    Posing this question permits the employer to get some insight into how the candidate will navigate through the challenging tasks of the role and how effectively they manage their time.
  6. What professional accomplishment are you most proud of?
    Asking this question allows the candidate to elaborate on their strengths rather than asking the standard “what are your strengths?”. It can also boost their interview confidence by talking about something they are proud of in their work history.
  7. What one skill would you like to improve and what’s your plan for doing so?
    This is an alternative to another common interview question, “what’s your biggest weakness?”. Rather than asking the candidate to point out their flaws, it offers them an opportunity to discuss an area of improvement and see how much they are willing to put into continuously improving their skills.
  8. What motivates you?
    This question allows the employer to

    1. make sure the factors that motivate the candidate align with your company’s goals as well as the position and job responsibilities in which they would be working and
    2. get a sense of the candidate’s self-awareness to know what drives them.
  9. Do you have any questions for me?
    This is an important question to ask as some candidate’s nerves get the best of them and they forget to ask their own questions about the role/company. It could also provide insight on how the candidate values the position. Those that ask informative and thoughtful questions are likely to have the most interest.
  10. If money wasn’t an object, what would your dream job be and why?
    Ending with this one last question can close the interview on a fun and relaxed note and also allow you to know your candidate on a more personal level.

Interviewing doesn’t have to be stressful as long as you are prepared. These 10 questions are compatible with almost any position, but feel free to include more precise questions that truly reflect your company’s culture and have a specific purpose. Keep it relevant and remember to be friendly. Your demeanor will set the tone for the interview, so be welcoming and put forth positive energy to help your candidates feel comfortable.

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4 Highly Effective Employee Retention Strategies

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The national employee turnover rate is increasing every year. According to the 2021 Bureau of Labor Statistics report, the total separation rate for 2020 was 57.3% (up by 12.2% since 2019). While that number may seem overwhelming, fear not! We at Revolution are here to help with this list of the top 4 employee strategies to increase employee retention.

1. Onboarding is Key

First impressions matter. Research by Glassdoor found organizations with a strong onboarding process improve new hire retention by 82%. Onboarding is arguably the most important part of creating and maintaining employee engagement. The following are just a few of the many things a company can do to implement a more effective onboarding process:

  • Send paperwork, handbooks, benefits guide, etc.  to the employee before they start.
  • Set up the new hire’s desk, computer, and phone before they begin.
  • Assign someone to be the new hire’s “guide”- a person they can go to with any questions about onboarding, policies, etc.
  • Set clear expectations and objectives from the beginning.
  • Once the employee starts, onboarding doesn’t end. Make sure to check-in with them frequently to see how they are doing/ feeling in their new role.

Onboarding is everything at Revolution, which is why we have a dedicated onboarding team to guide consultants through the entire process. Our goal is to simplify onboarding so our new employees can feel confident and comfortable as they embark on their new journey in their new role.

2. Encourage Communication & Feedback

Communication is vital in any relationship, and that includes the relationship between a company and its employees. According to Salesforce, 86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures. Establishing an internal communications strategy can lead to better morale, stronger job satisfaction, increased collaboration, and an overall better employee experience.

There are many initiatives a company can take to improve its communication with employees:

  • Regularly communicating company news, changes or updates via email
  • Having an internal messaging tool for communication between departments and employees
  • Giving employees a clear understanding of the company’s core visions and values
  • Hosting collaborative meetings where employees are encouraged to participate and share ideas
  • Embracing and encouraging employee feedback through employee surveys, in-person one-on-ones, and group meetings/ discussions.

Employees want to feel involved and want their voices to be heard. At Revolution, having open communication is our goal! We frequently communicate company news to our associates, conduct collaborative meetings, and request employee feedback through surveys, meetings and one-on-ones. We also utilize Microsoft Teams to collaborate on different ideas and communicate with coworkers.

3. Recognize & Reward

When employees don’t feel appreciated for their good work, they’re less likely to continue putting in the same effort. Employee recognition lets employees know they are valued at work, leads to increased retention and an overall improvement in workplace happiness and engagement.

According to a survey conducted by SurveyMonkey and Bonusly, 63% of respondents who were recognized at work said they were very unlikely to look for a new job.  Whether it be a “shout-out” on the company website, a promotion, a monetary reward, a team-outing or simply saying “thank you,” taking the time to recognize your top talent can greatly improve motivation and satisfaction in the workplace.

Here at Revolution, we love to celebrate achievements in the office! From work anniversaries to ringing the bell when we bring new talent to our client’s sites, we’re proud of our employees’ accomplishments, and regularly recognize our team with merch, company-wide shoutouts, treats and team outings!

4. Promote a Healthy Work-Life Balance

In order to create a positive work environment that makes employees want to stay, you’ll need to prevent burnout. Promoting a healthy work-life balance is one way to accomplish this, and the benefits of allowing employees to have a work-life balance don’t just end with retention. Having that balance can lead to increased productivity, healthier employees, and higher engagement.  Encouraging breaks, giving PTO, allowing employees to work remotely when emergencies arise, and promoting health initiatives are all effective ways a company can ensure its employees have a healthy work-life balance.

Revolution Technologies recognizes that life happens, and we want our employees to feel that they can take time off when needed. In addition to providing vacation time, Revolution’s wellness committee, RT Health, was launched earlier this year in an effort to promote overall health and well-being among our employees across the nation!

While some turnover is inevitable, implementing these strategies is a great way to increase your employee retention rate and keep your company’s top talent happy and thriving! Making onboarding, open communication, recognition, and a healthy work-life balance priorities in the workplace is essential to enhancing employee loyalty and trust.

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