But can they handle adversity?

One of the attributes that is rarely mentioned in the context of hiring, is the individual's ability to roll with the punches.

I'm not speaking here just of the day-in, day-out aspects of their job - such as inevitably occur for someone in, say, sales - but the overall environment on the job and the often rude intrusion of reality.

If you own a smaller, more entrepreneurial firm, this is an important consideration.

Many folks will present at interview with a slightly rose-colored view of their future work environment. They possibly think that working at a smaller - and often fast-growing - firm, is all fun and games. Or, they assume the upward growth of the company will be relentless and dazzling.

Neither of these is a realistic view of working life at a smaller firm. But I have found that many people hold these or similar views, and it can complicate the management of your firm.

Such employees are very enthusiastic while the good times are rolling but, as soon as the company hits a rough spot, they lose interest.

And, as seasoned business owners know, it only takes a few setbacks with the economy or client companies closing down, and your own firm is back to square one in terms of business development. No-one has done anything wrong but the firm soon faces an uphill climb to re-build.

Meanwhile, the people who are less capable about dealing with adversity will be looking for the exit - just when you need to rely on their expertise the most.

One way to avoid this scenario is to screen carefully for prospective employees who have already handled adversity.

During the interview process, be sure to ask some questions, getting them to describe

1) Scenarios from prior employment where they had to work within reduced budgets or through other forms of cutbacks in resources;

2) How they handle their work in a shoestring environment. Those who are creative will come up with answers, whereas those who haven't the inner, personal resources to deal with adversity will more likely give you a blank stare.

During the interview, you not only want to find out what prospective hires have done, but also want to communicate what your firm is like and what is expected in different situations. Getting across the message that times may be bad as well as good, never hurts.

For tips on these and other hiring issues, read my book:

Other People's Problems: Why You Need To Go On Interviewing Your Employees - After You Hire Them!

What are they really thinking...and doing?

While as a supervisor or employer, you can't really know the totality of what goes on in the minds of your staff, there are times when you need to know - because it may have an impact on the job!

Many years ago, I had someone working for me whom we'll call Don. Long before the rest of the world cottoned on to the idea of the stay-at-home Dad, Don had decided to quit his career-path job to be with his kids more.  However, he still needed to work and so we hired him part-time.

Think this will be a story about life-work balance and juggling child care with office duties? Wrong! Along with his new role, Don found he had lots of time to read. And he picked up a title called "The Path Of Least Resistance" by Robert Fritz. (Not sure if it's still in print.)

This book is mainly about creativity and changing the underlying structure of your life but... that's not what Don got out of it. As he read further into the book, his philosophy became one of: 'It's OK if you don't feel like doing something', in fact, taking the path of least resistance on any onerous task is OK.

For Don, in the workplace, this translated to: If we don't feel like making sales calls, we don't have to. If we don't feel like stressing to deal with a difficult assignment, we needn't. Etc., etc.

Trouble is, his work for the company wasn't getting done! Eventually, we had to let him go.

You can't stop your employees from reading whatever they want but it is a good idea to keep tabs on any "new thinking" a person might be gaining from what they read IF it will become detrimental to the function of the workplace. (Not sure where the revenue was going to come from if we stopped making sales calls...)

Fads, fetishes and more, plus their impact in the workplace is one of the topics I tackle in my book Other People's Problems. Why You Need To Go On Interviewing Your Employees - After You Hire Them!"

You can learn more by following this link:

http://www.deborahcsawyer.com/shopsite_sc/page2.html 

Copyright Deborah C. Sawyer