Searching for the Perfect Fit for the Available Position ~ 101

When in the market to hire a new parts replacer, or technician, for your company, remember and realize the difference in the two. A parts replacer can replace a part on the equipment, but he does not really know why, only that it was not working. A technician knows that a part needs to be replaced and can explain why. He replaces a part, knows how it works, therefore can test to make sure it is indeed repaired.

Another consideration is whether to make the position hourly or flat rate. Be upfront when interviewing, the position is hourly. If all the equipment is repaired, and there is “nothing to do”, jobs will be assigned such as washing windows, sweeping, straightening the waiting room or tool racks, cleaning the garage, etc. A willing candidate will embrace the idea of staying busy and earning their income.

Do not hire with the promise of promotions, unless you are absolutely sure this will occur. It is likely that a technician is just that, a great technician. Different skills are needed to be a shop manager. If you see later down the road a technician has the qualities that are meant for management, approach him at that time, and not before. If a technician is successful, keeping him happy with pay raises, awards, recognition, a title change, and other incentives will be a win/win for you and for him. He will be happier than if you move him to another position he does not enjoy or are not as good at. Then, you have lost your great technician and manager as well.

A good goal is to keep people in jobs they enjoy, and let them know you appreciate them, whether by new uniforms or business cards. Making the right decision when interviewing and hiring new employees saves time and much money locating and training… again and again. Morale is the key once you have found that reliable, knowledgeable technician.

The Flaws in Annual Performance Assessments

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It’s inevitable, the New Year, New Performance Goals to set and the disdain for the process of performance assessments from managers and employees alike…. have you ever wondered why there’s such an aversion to performance assessments or improvement plans?

Here are our thoughts:
Performance assessments/plans are typically conducted once a year and, in that time span, many situations can occur. Addressing behaviors, whether they are good or bad, once per year can cause undue stress on the manager, as well as, the employee.  According to author Leslie Allan in his blog: What’s Wrong With Performance Appraisals? “Managers don’t have time for them, they have a tendency to fray employee-manager relationships and they don’t help the organization reach its strategic objectives”.

Often, the behavior exhibited just prior to an assessment is more closely focused upon and performance from earlier in the year is overlooked. Or, an issue from six months ago is just now being brought to the forefront, leaving the employee wondering why management waited until now to discuss it.

However, this process can give struggling employees an opportunity to address performance concerns while allowing managers to hold employees accountable for performance. While it isn’t clear why performance assessments/plans are viewed in a negative way, the organization must allow for open and consistent feedback.

In an article on CareerBuilder -- Building a Performance Improvement Plan the author stated: “It’s a fact that almost every manager will have an under-performer employee at some point in his/her career. Don’t be frustrated, don’t ignore the problem, don’t let the team suffer, and don’t revert to termination as the first resort. Implement a performance plan to work with the employee and measure the result”.

Your regular and consistent feedback should provide the employee with the tools for success.

Let us, here at NEX21 Partners, help you improve your performance goals and managing skills! Contact us at NEX21 Partners.