Signs Your Employees Are Unsatisfied - Spark Hire

Signs Your Employees Are Unsatisfied - Spark HireNot too long ago Spark Hire touched on what employee engagement is and how companies can start working towards improving it. We learned right away that employee engagement does not simply mean satisfied employees. It goes much deeper than that. Engaged employees are actually emotionally invested in the company they work for and the work they do, making their productivity much higher and valuable than employees that are just satisfied. Thats all fine and well, but what if you dont even have satisfied employees? You can bet that unsatisfied employees are not engaged with their work. Plus, they can become that toxic employee that negatively influences the rest of the team. So how do you know if you have unsatisfied workers without asking them outright?It can be difficult to tell whether some of your employees are unsatisfied or not. Some may hide their dissatisfaction for you or their work behind a big smile, but there are certain things you should look for in reservierung to attest to your teams satisfaction. If you realize that many of your employees are in fact unsatisfied, then it may be time to work towards some employee appreciation and employee engagement improvement.AttitudeRemember that saying attitude is everything? Well, its said so often because it is true. Take a day or two and go out of your way to observe your employees attitude. As stated by Small Business Chron, a badeanstalt attitude can come in the form of frequent complaints, sullen dispositions day in and day out, and/or displays of anger or temper. Its true, we all have our off days, but a person that is dissatisfied with their work will landseem as though they are having an off day everyday. Employees with a bad attitude not only hurt themselves and their work, but their negativity can easily rub off on other employees that were otherwise pretty happy.A bad attitude can also come off in the way an employee chooses to present himself or herself . Meaning their appearance. If you find that one- or some- of your employees has gotten sloppy in the way they dress it could mean they are unsatisfied and are at a point where they no longer care what kind of impression they are giving. They may leave their shirts untucked and come into work with their hair looking like it hasnt seen a brush in days. These are all signs that either your employee is unsatisfied with their work or they are dealing with something rough in their personal life. Either way, you should talk to them in order to get to the bottom of it.Their Productivity and Quality of WorkThis is a pretty obvious sign that you have an unsatisfied worker on your hands, but it should still be mentioned. If you had an employee that was producing great work with a high productivity level, but for some reason their work has gone a bit south lately then you may be dealing with an unsatisfied worker. Once this employee decided that they no longer enjoyed or wanted to do what they were doing, they probably lost interest and may even be looking for a new job. This can come in the form of sloppy, frequent errors, failure to meet goals and/or simply producing work that is sub-par to what they are used to producing.Constant Tardiness The jury is still out on this one a bit. A while back Spark Hire touched on how employers should let minor tardiness slide. If you have an employee that is always 5-10 minutes late, then (depending on your management style) this isnt really a big issue. However, if you have an employee that was always on time before and are now starting to arrive to work late, then you may have a problem. Frequent tardiness that is uncommon for this employee can be a sing that they are unsatisfied and completely disengaged with their work. Likely they wake up in the morning and drag their feet to come to work because they no longer want to be there.At the same time, if you have an employee that is all of a sudden frequently absent, it may be a bad s ign for you. On the one hand, they may just be taking advantage of getting out of the office whenever they can because they dont want to be there anymore. On the other hand, they may be using those days off to interview with other companies in hopes of finding a new job. Either way, the situation is bad for you. Unsatisfied workers will also start to take longer lunch breaks, so be on the lookout for that as well.If you take these tips with you and find that you have a few unsatisfied workers on your hands, dont panic. These employees havent jumped ship yet and there is still time to reel them back into their job. For starters, look at yourself first and ask yourself if you are creating a working environment that others would want to be in. Do you micromanage? If so that could be a big reason why some of your employees are unsatisfied. Next you need to take a minute to communicate with your disgruntled employees. If you want this person to stay on your team, then you need to ask the m what the source of their frustration is.Its not always easy but spotting dissatisfied workers and working towards rectifying the situation can be extremely beneficial to you and your company. Not to mention your workers will see that you actually care about how they feel, which may lead to increased employee engagement.Do you think increasing employee engagement is something your company needs to do? Do you have unsatisfied workers on your team? Tell us about it in the comments section belowIMAGE Courtesy of Flickr by Vectorportal

Psychological Screening for Police Officers

Psychological Screening for Police OfficersPsychological Screening for Police OfficersPerhaps one of the most important but least understood aspects of pre-employment berprfung for law enforcement and other criminal justice careers is the psychological exam. One of the last steps in the hiring process for polizze officers, the psychological exam can make or break your chances at a law enforcement career. Its estimated that more than 90% of law enforcement agencies in the United States require the psychological screening of their applicants. By comparison, only about 65% use apolygraph exam, and 88% employ drug screening. With so many agencies placing their faith in a psychologists opinion, many would-be police officers are no doubt wondering whats the big deal with the psych test and what can you do to increase your chances of success? What Psychological Screening Isnt Before we discuss what the psych test is, lets talk about what it isnt. Pre-employment psychological screening d oes not determine a candidates sanity or lack thereof. By comparison, only about 65% use a polygraph exam, and 88% employ drug screening. There are a lot of demands placed upon law enforcement, and a day in the life of a police officer can be emotionally, mentally, and physically taxing. There will be days when you are forced to stand firm yet polite in the face of tremendous verbal abuse, and there will be times when you are exposed to horrific scenes. The fact of the matter is, not everyone is cut out for a career as a cop. While it takes all kinds of personalities to make up an effective police force, there are certain traits all officers should ideally share. Conversely, there are also certain traits that are agreed to be undesirable in law enforcement officers. The psychological tests tend to focus on identifying those undesirable traits more than looking for those desirable ones. Its important to remember that if your screening finds one or more of those traits, its not a refl ection on your value, your sanity, or your personality. Its just an examination thats narrowly focused toward your suitability to become a police officer. Psychological Screening as a Hiring Tool Psychological screening is just one more tool that many police agencies use to ensure they hire the best candidates for the job. It is part of a multi-faceted hiring process that can include a basic abilities test, a thorough background investigation, a credit check, a polygraph exam, physical abilities testing, and medical screening. The exam is a battery of tests that includes several components. Typically, the exam starts with a pre-test self-vorstellungsgesprch or evaluation. Next, comes a series of multiple-choice tests or surveys. Finally, there will usually be a sit-down interview with a psychologist. The evaluation takes into account the totality of all of these components to help the psychologist render a final opinion about the applicants suitability for the law enforcement pr ofession. That determination is usually expressed in one of two ways low risk, medium risk, or high risk for hiring or acceptable, marginal, or unacceptable for hiring. The Purpose of Psychological Screening Pre-employment psychological screening evaluates a number of personality traits to help formulate an opinion about whether or not a candidate would be a good hiring choice. According to Dr. Gary Fischler, an assistant professor of psychology at the University of Minnesota and a forensic psychologist whose practice specializes in the evaluation of potential law enforcement officers, those traits include Impulse controlGeneral intelligenceJudgmentAbility to perform boring or tedious tasksReasonable courageHonestyIntegrityPersonal bias or lack of biasAbility to tolerate stressWhat motivated the candidate to choose law enforcementDependabilityAbility to deal with supervisionAppropriate attitudes towards sexualityPrior drug use These particular traits represent areas that have be en determined over time to be important areas to explore when evaluating law enforcement candidates. Law enforcement officers are held to a high ethical standard and thus the psychological exam serves as one more way to screen out candidates who may demonstrate unacceptable or undesirable personality traits. What You Should You Expect During Your Screening When you arrive at the psychologists office, the first thing youll probably notice is the crowd. Often, there are several candidates being evaluated at one time. The good news is, theyll probably be just as nervous as you are. Youll probably be given an anfangsbuchstabe questionnaire that will ask you a series of questions about your personal history. Past drug use, what you consider to be your personal strengths and weaknesses, past employment, education, and personal background are all likely to be inquired about. After the initial survey, you will be presented with a series of multiple-choice personality assessments which w ill likely include the Minnesota Multiphasic Personality Inventory (MMPI), among others. Plan to spend several hours completing these Scantron surveys, which will often be comprised of statements with which you will be asked whether you strongly agree, agree, are neutral, disagree, or strongly disagree. During the personality assessment phase, you will probably encounter the saatkorn or similar questions multiple times. This is by design and helps evaluate your consistency and honesty. After the personality surveys, you will probably participate in a face-to-face interview with a psychologist. The psychologist will probably ask you questions about the answers you provided on the survey and on your self-evaluation. This is your opportunity to clarify your responses. Once all the phases are complete, the psychologist will make a report of her opinion and forward it to your hiring agency. The Effectiveness of Pre-Employment Psychological Screening According to a 2003 study by resea rchers from Wright University, more than 90% of the over 12,000 law enforcement agencies in the United States use psychological testing as a component of their hiring processes. Given the expense associated with such screening, are pre-employment psychological assessments worth it? Do they even work? Most agencies utilize personality assessment tools, which have been validated as accurate predictors of behavior over years of study. Because of the vast amount of data available to back up the validity of these tests, police departments and psychologists alike are fairly confident that psychological screening does indeed work. Psychological Assessments for Police Departments Interestingly, data suggests that the psych exam typically only screens out about 5% of those tested. With so much on the line, is it worth these departments money to go to the added expense and effort if theyre losing such a small percentage of applicants in this particular phase? Consider that a larger law en forcement agency may receive more than 1000 applications per month from people hoping to become police officers. Of those 1000 applicants, 50 will be disqualified as a result of the psychological assessment. Thats 600 applicants disqualified per year, just for one department. Imagine the potential cost to the agency and, worse, the community, if those 600 officers, who were found to have exhibited undesirable traits, were given a badge, a gun, and authority. Rather than ask whether the cost of the exam is worth it to the agency, it may be more prudent to ask if it is worth the risk not use psychological screening. How You Can Pass the Psychological Exam The first thing you need to do is eliminate the notion of passing or failing the psych test. The better question is, how can I have the best chance for success on the psychological assessment? To be successful, you must first and foremost resolve, to be honest. Most assessments have hidden questions and triggers built into the te st to let the psychologist know if youre trying to be deceptive. These include repetitive or similar questions and other questions that will raise red flags if answered a certain way. The best way to be successful is to be yourself. Answer every question honestly and let the chips issue where they may. You also want to put your best foot forward and dress for success. Wear appropriate business attire ties for men, pants suits or business-appropriate skirts and blouses for women and adhere to normal grooming standards. Remember, youre representing not only yourself here, but your employing agency, as well. Be sure to dress the part. What Happens if You Fail the Psychological Evaluation Its important not to think in terms of pass or fail, but of whether or not you should be working in law enforcement. If you fail the psych, it doesnt mean youre crazy or even that youre a bad person. It should, however, make you take stock and make sure that a career as a police officer is what y ou want to do. If, after an honest self-evaluation, you are convinced a law enforcement career is in fact for you, you should try to find out exactly what issues caused the psychologist to consider you to be high risk or unacceptable, and you should consider how to correct those traits. In any case, you will probably have to sit out of the hiring process for a year or longer before you can apply for the same agency again. Theres truly no need to be nervous. Remember to be yourself, be professional and be honest. You are who you are. Theres nothing wrong with that. If all goes the way you hope, youll be working as a police officer in no time. In the event you dont make it through, then its better to find out the job isnt for you now as opposed to when it could be dangerous for you or someone else.