Firing people What you do versus how you do it

Firing people What you do versus how you do itFiring people What you do versus how you do itThere sure is a lot of angry talk about firing people behauptung days.I try to stay away from the raging emotion, ideology, and irrationality of politics.But I feel compelled to comment on one claim that I keep encountering - one sometimes stated openly and sometimes implied - about firing practices in the private sector that is distorted, misguided, and often downright wrong.Heres the alleged lesson that bugs meThe practice we landsee in Washington of firing people in sudden, imrolleal, and often humiliating ways is sometimes portrayed as a reflection of how things are done and OUGHT to be done in real businesses.I beg to differ.Yes, there are often good reasons that people ought to be removed from their jobs. Yet(at least outside of politics) both the research evidence and wisdom from skilled leaders suggests that firing people in humaneand caring ways is best for the organization, the peop le doing the firing, and those who are sent packing.InThe Ahole Survival Guide, I quote veteran senior executive and venture capitalistMichael Dearingon this point.Michael has fired quite a few people over the years.It was part of his job as a senior executive at companies including Filenes Basement in Boston and eBay in Silicon Valley, and as co-founder and CEO of a chain of shoe stores in Los Angeles that went out of business.Now, as an early stage venture capitalist atHarrisonMetal,he sometimes has to remove CEOs or pull funding from the startups he invests in for business reasons. BUT, as Michael puts it, there is a difference between what you do, and how you do it.Michaels goal is to fire people in the most dignified and civilized way, to treat the person with respect, to thank them for their efforts and accomplishments, and often, to help them find a new job that is well-suited to their talents.Michael treats them with dignity both because he is a caring person and it is in hi s best interests as a hardcore capitalist.Michaels experience dovetails with lessons the I learned early inmyacademiccareer, when my research focused on the processes of organizational decline and death.I studied how humaneleaders implemented tough decisions such as firing, layoffs, and closures.I discuss such lessons inGood Boss, Bad Bossand in this McKinseyinterview and video.In short, the four hallmarks of leaders who do firings or layoffs well areThey give affected people as muchpredictionabout how the process will unfold which protects them from unpleasant surprises, helps free them from being in a constant state of fear, and allows them to plan their lives.They createunderstandingby explainingwhythedecisionwas made to people who are sent packing and to their surviving colleagues.They help fired people exercisecontrolover how and when they leave.They might, for example, give people a say over the wording of the announcement to their colleagues or the press. Or they might allow them to decide whether to leave immediately or stay around for a few days. Their goal is to do little things that enable people to feel less helpless or ashamed about losing their jobs.Above all, leaders expresscompassionto the person who is being fired and when they discuss the person with others.Rather than bad-mouthing people they fire, smart bosses usually do the opposite.Venture capitalist and former CEO Ben Horowitz wrote alovely pieceon how to do layoffs that captures what a humane firing process looks like prediction, understanding, and control are evident throughout.This paragraph explains what compassionate leaders do during layoffsBe present. Be visible. Be engaging. People want to see you. They want to see whether or not you care. The people who you laid off will want to know if they still have a relationship with you and the company. Talk to people. Help them carry their things to their car. Let them know that you appreciate their efforts.Ben is talking about layoffs d one to cut costs a humane compassionate process may take different forms when a single person is fired for poor performance or unsavory behavior. But treating people with as much dignity and respect as possible, while doing the dirty work that must be done, remains the guiding principle.There are at least five rational reasons why treating people with dignity is good for your organization and for you.1.Ripple effectsTreating fired people with respect rather than disdain dampens the fears of employees who remain.Employees know that, down the road, they may be sent packing too, and often think, or even say, when a colleague is canned I wonder if I am next or But for the grace of god go I.When they see that colleagues are treated with dignity in the process, it amplifies their psychological safety and confidence in you as a reasonable and sane leader.And the resulting dampening of their fear, anger, and anxiety helps them concentrate on doing their jobs and to feel good about going the extra mile for you and the organization- and makes them less likely to start looking for another job.2. ReplacementsIf you are firing a person that you need to replace, by treating them with dignity, you are less likely to scare away strong candidates for the position especially internal candidates who see your civilized firing style first hand.But if you treat fired people like dirt, word will spread (including to external candidates), and they may well decide against taking a job that may end in ugly insults and humiliation.3. Candidate poolMore generally, if your organization develops a reputation for cruelty and vindictiveness in its firing process, word will spread (by word of mouth, social media, and especially at sites where employees provide anonymous evaluations of employers such asGlassdoor), and will drive away strong candidates for all positions.4. Revenge and litigationBy treating the people that you fire with dignity in the process, they are less likely to become ang ry and vindictive former employees who sue your company (and you) and bad mouth you to others.Much as I have seen with Michael Dearing and other compassionate leaders, the people you fire with dignity may even thank you, remain loyal to you, and say good things about you and your organization.5. Your day may comeFinally, if you have belittled, bad-mouthed, and otherwise disrespected the people that you fire, you ought to worry about what will happen when the tables are turned- when the day comes that you get fired.Colleagues who have watched your nasty ways over the years may not be able to resist giving you a taste of your own medicine.But if you have treated others well, they are likely to return the favor inkind,and help you preserve your sanity and dignity in the process.Sure, there are instances when instant firings make sense.An abrupt firing might be wise if an employee commits such an awful or unethical act that you want to send the message that some behaviors will not be to lerated.But beware of using moral outrage as an excuse for your rash, stupid, and mean-spirited actions.AsGeorgetown Universitys Christine Porathsuggests, you are especially prone to treat people like dirt if you wield power over them, feel rushed, or are exhausted.If any or all of these pressures are at play, beware that an incompetent, lazy, or mean-spirited employee is especially likely to unleash your inner jerk.AsDr. Jerome Groopmanput it, sometimes the best advice is Dont just do something, stand there. Slow down and imagine that it is a few days later - and you are knee-deep in a sh-tshow that youve created with your impulsive, insulting, and humiliating actions. Sometimes imaging an ugly future can spare you the pain of having to live in it.P.S.A slightly different version of this piece first appeared in mynewsletter.Thisarticlefirst appeared on LinkedIn.

August 2017 Jobs Report

August 2017 Jobs ReportAugust 2017 Jobs ReportAccording to the Bureau of Labor Statistics (BLS), employers added 156,000 jobs last month, which is below many analysts expectations. And revised numbers from the BLS for June and July show that 41,000 fewer positions were created than previously reported. But the employment market remains robust. Looking at the broader trend, payrolls have expanded by more than 1.4 million jobs since the departure of 2017, averaging nearly 176,000 new positions per month.Among the biggest contributors to last months job gains were businesses in the professional and business services sector, which added 40,000 jobs. Manufacturing grew by 36,000 positions. And healthcare continues to expand, adding 20,000 jobs in August.The overall unemployment rate increased slightly to 4.4 percent in August, up from 4.3 percent in July. The unemployment rate for college-degreed workers who are 25 or older - the most sought-after candidates - held steady at 2.4 percent

How to Fill Out a Job Application

How to Fill Out a Job ApplicationHow to Fill Out a Job ApplicationWhen you apply for a job you are typically asked to complete an employment application. You may be asked to complete a job application even if you have already submitted a resume and cover letter. That way, the employer has a record of your personal and employment history, verified and signed by you. What You Need to Complete a Job Application Its important for your job applications to be complete, void of errors, and accurate. Regardless of whether you complete an online job application or apply in-person, make sure you have all the information youll need at your disposal. Next, make sure you do all of the following Review Your Employment HistoryYoull need your resume (or a list of your employment and education history) to make sure that youre listing the correct dates of employment, job titles, and education. Your resume should match the job application perfectly because discrepancies will be noticed. Download a Sample Job ApplicationDownload ajob application sampleand practice filling it out. That way you can be sure that you have all the necessary information, in advance. Ask for an ApplicationIf youre applying for a position in-person, ask for a job application, then take it home with you to complete. You can take your time filling it out so it will be neat and tidy, as well as accurate when you return to drop it off. Applying In-PersonWhen you stop by, to plattl up or drop off a job application, be sure youre dressed appropriately. You may end up speaking to the hiring manager and its important to look professional, just in case you get anon-the-spot interview. In-Person Job Application ChecklistIf you review anin-person job applicationlist beforehand, youll ensure not making any blatant errors during the interview process. Online Job ApplicationsJob applications for many companies are often available online. For example, aWalmart Employment Applicationcan be completed online and the sa me holds true for many other largenational employers. In fact, some employers no longer accept paper applications and applicants are required to apply on thecompany websiteor the site where the company listed the job openings. Follow the InstructionsExplicitly follow the instructions when completing both online and paper job applications. The slightest error could knock your application out of the running before an employer even gets a chance to look at your application. You might also want to check the company website, or the fine print on the job application form, to verify youve followed the directions as instructed. Review Before You SubmitThoroughly read the instructions for applying for employment before you click the submit button (or hand in your application). Make sure every field is filled in. Some companies refuse to accept an incomplete application. Be Prepared to Take a TestSome companies test applicants for employment in buchen to determine if the candidate is a good m atch for the job. Companies who conductpre-employment tests(such as talent assessments) are seeking applicants that match their very specific hiring criteria. Being prepared foremployment testswill help you respond better to employment-related questions. Some companies requiredrug testsfor applicants seeking employment. Know Whats IncludedThe list below includes all the information you need to complete an application for employment. Information Most Applications Ask For Personal Information NameAddressCity, State, Zip CodePhone numberEligibility to work in the USFelony convictionsIf underage, working paper certificate Education Schools/Colleges attendedMajorDegree/DiplomaGraduation dates(s) Position Applied For Information Title of the job you are applying forHours/days available to workWhen you can start work Employment Information Names, addresses, and phone numbers of previous employersSupervisors nameDates of employmentSalaryReason for leaving References List of three refere nces including names, job title or relationship, addresses, phone numbers Resume (If you have one) Sample Job Applications and Letters Remember, the more prepared you are, the better your chances of getting hired. It pays to review sample job applications to give you an idea of what will be asked of you. It also pays to print out one or two applications and complete them, so you know you have all the information needed to complete actual employment applications. If you need to mail a job application or follow-up on an application youve submitted, take the time to review some samplejob application lettersfor examples of what to write and how to follow-up.

Air Force Job AFSC 2A3X3 Tactical Aircraft Maintenance

Air Force Job AFSC 2A3X3 Tactical Aircraft MaintenanceAir Force Job AFSC 2A3X3 Tactical Aircraft MaintenanceIn the Air Force, Tactical Aircraft Maintenance specialists are tasked with taking care of aircraft when pilots arent flying them, ensuring theyre repaired and maintained to be ready at any time. It involves supervising flight and crew chiefs, conducting quality assurance tests and overseeing maintenance support functions. In many regards, this role is as important to the successful deployment of Air Force aircraft as the pilots who fly them. The Air Force categorizes this job as Air Force Specialty Code (AFSC)2a3x3. Duties There is a lengthy list of responsibilities for these airmen, which varies slightly depending on where theyre stationed and what aircraft theyre assigned. But in all circumstances, aircraft maintenance specialists perform end-of-runway, post-flight, preflight, thru-flight and phase inspections. They also perform integrated combat turns and hot pit refuel s, advise on problems maintaining, servicing and inspecting aircraft and related aerospace equipment, and troubleshoot and maintainaircraft structures, systems, components, and related equipment. In addition, these airmen remove and install aircraft components, conduct functional tests of repaired components and systems and adjust, align and rig aircraft systems. Its up to them to supervise aircraft being jacked, lifted or towed. Another key part of the tactical aircraft maintenance specialists job is to conduct inspections of aircraft, including structures, systems, components and related systems. Theyll then interpretinspection findings and determine what of corrective actions might need to be taken. And finally, tactical aircraft maintenance specialists coordinate the maintenance plans for Air Force aircraft, assist and supervise launching and recovering aircraft, perform crash recovery duties as well as staff and supervisory management functions. Qualifications Knowledge of principles applying to aircraft systems,concepts and application of maintenance directives and data reporting and using technical data are all required and will be key parts of technical school training. Youll also need to knowAir Force supply and deficiency reporting procedures and proper handling, use, and disposal of hazardous waste and materials. ASVABIf youre interested in this Air Force job, youll need a composite score of 47 in the mechanical (M) Air Force Qualifying Area of the Armed Services Vocational Aptitude Battery (ASVAB) tests. Security ClearanceAirmen in this job need to be able to qualify for a secret security clearance from the Department of Defense. It involves a background check of finances and character, and a criminal record or a history of drug and alcohol abuse may be disqualifying. VisionAs with most Air Force jobs, youll also need normal color vision (no colorblindness). You should have a high school diploma, with coursework in physics and electronics prefe rred. Training Tactical aircraft maintenance specialists spend the requisite 7.5 weeks in basic training (also known as boot camp) and participate in Airmens Week. Then they go to Sheppard Air Force Base in Wichita Falls, Texas for technical training. The type of aircraft these airmen work on will determine the length of their technical training.

Develop Incentive Travel Programs for Your Workplace

Develop Incentive Travel Programs for Your WorkplaceDevelop Incentive Travel Programs for Your WorkplaceWould you like to sip cool drinks on a tropical island? Would you like the experience even mora if your spouse or partner were next to you and your company paid for everything? Sure you would. Incentive travel programs are a reward incentive your employees really like. When companies reward employees with travel for meeting a goal, the incentive travel program increases both employee loyalty and engagement. What Is Incentive Travel? Incentive travel is a reward for achieving a goal. For example, every salesperson who produces $X worth of sales gets a free trip to the Carribean. These trips can offer pure fun or can combine a few company events along with the pleasurable vacation. Spouses or partners are usually invited to make the incentive travel a vacation rather than an additional work event. Incentive travel programs are most frequently found in sales, financial services, a nd insurance. Why Employers Are Using Incentive Travel for Employee Recognition Employers are using incentive travel programs because business has experienced a dramatic increase in the number of organizations using incentives to motivate and emotionally engage employees for productivity and retention. In 1996, only 26 percent of businesses used incentives for these purposes. As of 2016, that figure stood at 83 percent and was rising to engage and retain millennial employees. Each year, US businesses spend more than $14 billion on employee incentive travel programs. Can Incentive Travel Help You Meet Goals Better Than a Bonus? Everyone likes cash. But, a trip is a special option for employees. It gives them something to look forward to its not just an additional payment on their student loans. Of course, not every employee would prefer a trip to cash, but incentive travel has advantages over cash bonuses. For instance, if you pay out cash bonuses, you can announce that the f ollowing 10 people achieved their goals and will each receive $2500. This announcement is not as public as an award that provides a trip. When these same 10 employees go to the Carribean together, they are out of the office, they are on social media, and people talk. The incentive travel provided becomes a focal point for the staff to encourage them to meet the upcoming years goals. Generating discussion and interest can help motivate your employees. Every time they see their pictures from the trip, theyll hope that they can meet the criteria for the next trip. Incentive Travel Programs Are Powerful in Employee Emotional Engagement An Incentive Research Foundation (IRF) study found that tapping the emotional engagement of your employees through rewards and incentives is a powerful way for businesses to motivate their employees. They point out that one of the best ways incentives such as incentive travel are powerful in motivating employees is that they tap into employee emotion by providing them with experiences. So, all employees will be aware, all of the time, of this particular travel incentives program. Culturally, people dont talk about money, so once you hand out a bonus check the recipient might hear a congratulation or two. But six months later no one will say, Hey, remember when you got that $2500 bonus and made an extra payment on your student loans? It just wont happen. Money, once spent, is quickly forgotten. Remember, though, incentive travel should reward employees over and above any promised commissions or cash bonuses. Factors to Consider When Deciding to Provide Incentive Travel Programs Design the Incentive Travel Program Fairly- Ensure That It Meets Your Goals Take these five steps to design an incentive travel program that demonstrably delivers on its goals. Tie the earning and selection criteria for significant business goals.Clearly and consistently provide feedback about progress to eligible employees.Design the program with empl oyee input about destinations, the presence of senior leaders, and activities included.Provide a measurable link between the performance of your top performing employees and the performance of your business on its goals. Measurement and documentation are key.Finally, find ways to allow your oben liegend employees to interact with one another and with other less successful employees to encourage shared knowledge and continuous improvement. The Affect of Incentive Travel Programs on Spouses and Families For reward travel, youll want to include partners. You may think you are saving costs to say only spouses or only spouses and live in partners can participate in incentive travel. But this defeats what you want for people to have a good time and look forward to going. If this means that Jane brings her sister as her partner, who cares? You should not base Janes earned reward on her marital status when it comes to a plus one. Take into consideration also that spouses and partners who a re not invited or able to travel will not regard your reward as a positive. You mean youre going to the Bahamas for three days while I stay home with the kids? So, make the choice about whether to pay the way of a plus one carefully. Consider providing help with babysitting. Not all of your employees have grandparents nearby who are eager to take care of children. You may have employees who cant take advantage of incentive travel because of childcare issues. This is not just a single mom issue. Anyone with a child can find overnight travel more hassle than its worth. Remember ADA and Employee Preferences When Offering Incentive Travel Programs When it comes to trips, the Americans with Disabilities Act is important. If you arrange a ski trip, for example, Steve may be unable to ski because of his heart problem and John may not like skiing. Make sure you make other activities available. You want this trip to reward employees. And a reward means everyone needs to have fun. If an emplo yee is punished or left out because of a physical or mental disability, youre at risk for an ADA violation. You also show your employees that you dont care about them as individuals. Make sure you provide options that fit your staff. What Employers Need to Do If an Employee Cant Attend Remember, this is a reward. Dont punish an employee who is unable to attend. When your group consists of more than a couple of people, finding a time when everyone is available is often impossible. Offer a cash bonus to these people. But, because your hoped-for bi-product from incentive travel program rewards is team building with your employees, you can pay less than the actual cash value of the trip. The goal of an incentive travel program is to offer an excellent reward for above and beyond contribution. So, make sure its a great experience for everyone who earns it.

Introducing Waitress Duties Resume

Introducing Waitress Duties Resume New Step by Step Roadmap for Waitress Duties Resume Producing resume with the aid of application vorlages readily on the web is alfruchtwein the the most productive approach to producing resumes that ensure youre using the appropriate format and correct information that is acceptable for the job that youre attempting to get. Curriculum vitae Advice for Keeping It Up-To-Date Whenever you fill out an application for the work unterstellung days, its very likely that youll need to be efficient in some sort of technology or maybe computer computer software. Resumes need to be in a format accepted by the expert community. Ok, I Think I Understand Waitress Duties Resume, Now Tell Me About Waitress Duties Resume The waitress job description usually contains the very same responsibilities from 1 workplace to another. The job of a waiter or waitress comprises a wide array of tasks and duties that vary based on the form of employer. These duties are very important to guarantee a steady stream of service. In some facilities, employed as a waitress demands additional duties. Keep in mind, every restaurant could have a different waitress job description so that its important to read up on your prospective employers, so you recognize just what waitress duties and duties are needed for the restaurant for which youre applying. In addition, you can look for waitress jobs on Monster. Being a real waiter or waitress means a lot more than serving food. Being he is not an easy job. Life, Death, and Waitress Duties Resume Though some continue writers is truly somewhat pricier than others, it generally does not suggest that you have to avoid them. For instance, if youre asking for a self-employed article writer job then youll want to not just have adequate comprehension of the English language, nevertheless, you have to likewise have the ability to utilize it and writing an excellent application is 1 method of show your prospective companies or maybe clients youre good in writing. The issue with the bulk of resumes is they will think that the possible added benefits to prospective companies be self-evident to the reader. Got a letter of appreciation for the difficult work, and superior service. Be certain that the order is prepared based on the menu. A waitress resume template has the exact info and data an ordinary resume does. The internet site will request you to choose a package deal in a bid to download or print your new continue. Use the search box to find precisely what you want to find. As an example, these waitress resume templates cater to a specific profession or job type, since the name suggests. Our resume contractor is certainly the quickest method of create a continue that may enable you to get a fantasy job. An acting resume format may be your key to landing the role of an eternity. Any sort of job would request that you submit a resume to sustain a place to be evaluated for a particu lar position. Mentioning the previous work record is likely to demonstrate the obligations an individual previously held and the sum of time they usually maintains a job. If you would like to come across a do the work then the perfect move to make can be to be ready. If youre looking for work, you might be brief on cash. So to find an exemplary work, you must do both. The Chronicles of Waitress Duties Resume Dont be afraid to make our cocktail waitress job description sample your own with the addition of info about your small business and the qualities you want to see in your next hire. A job may be an event building stepping rock if you previously know very well what sort of profession you wish to make in future. Regardless, the position is extremely stressful, perhaps among the most stressful in the area of hospitality. One of the most often abandoned positions in the service and hospitality market is the job of waitress. Job prospects are predicted to be somewhat goo d because of many workers who leave their jobs annually. Attempt not to locate a superb job as soon as youre unemployed. As soon as you have completed the exact first job resume, be sure to save it. So, below your latest job. The Debate Over Waitress Duties Resume Some can insist on a particular meal without a specific ingredient. The waiter ought to be in a position to advise the customer on the way the many dishes on the menu are prepared and make recommendations to customers that are unsure or fighting to earn a choice. Then youve got what it requires to be a wonderful waiter or waitress. An excellent waiter or waitress needs to be in a position to bear in mind the requirements of their customers to be able to communicate these desires clearly to the cooking staff. When youre asking for work, it is almost always better to use resume templates which have been specially designed to suit the goal. There are two forms of Resume Objective Examples for Waitress. You can al so see Resume Templates. A template could be considered a one-page resume, or a two-page resume, but until you realize what youd need to devote the resume you dont understand what duration will most likely do the job best. Regardless of the salary being well under the minimum wage, the majority of the income for someone with the waitress job is composed of tips, bonuses, and overtime. Finding a job for a waiter or waitress does not arrive so easy anymore, particularly with the simple fact that fewer jobs are at present available than the variety of individuals looking for employment opportunities. Waiters are seen in uniform the majority of the times. Companies like to recognize that youre continuously growing and trying to strengthen your abilities. Emphasizing your accomplishments is among the best approaches to demonstrate the value youll be able to bring to a small business. Youll be receiving a good deal of on-the-job training for a server, but for the large part, no f ormal education is needed. Your resume will end up in an ATS ultimately, though youve networked your way through personal connections within the industry enterprise. While My Perfect Job application supplies you the wording, that cant offer you all of the information necessary to make your work application standout. Job descriptions are absolutely critical for all organizations especially with the goal of advertising to find suitable candidates for certain job positions. They should include a list of essential physical requirements necessary to perform the work, with information specific to the particular restaurant. Job descriptions for the exact same position will read differently depending on the type of job that youre searching for now.

Going Global How to Manage Remote Applicants and Hires - Spark Hire

Going Global How to Manage Remote Applicants and Hires - Spark HireTodays work environment is drastically different from even 10 years ago. Technology now allows you to look for and hire candidates anywhere in the world. They no longer need to be in your office for the job interview or even once theyre hired. The benefit to hiring employees who dont necessarily live in your city are numerous you expand your reach to find the absolute best candidate for the role and you cut down drastically on expenses like relocation packages and overhead associated with an in-office employee.Here are tips for managing what has become a virtual hiring process for many companies.1. Be More Meticulous Than You Would for Local CandidatesNo matter where the job candidate lives, you want to ensure that youre selecting the one that is the perfect fit both for the empty role and for your company as a whole. Without in-person interviews, it can be a little mora challenging to really assess someones compete ncy as well as general personality.Choose the best type of video interview for the situation. You can have a live video interview that mimics what an in-person interview would be like. Or you can ask candidates to record a video where they answer questions that youve sent in a one-way video interview. Focus your interview questions to get answers that will help you make an informed hiring decision.Additionally, find out what experience this candidate has in working virtually. Its not for everyone, and you need to ensure that you choose someone who is adept at working from home, not someone who needs constant in-person hand holding.2. Adapt Your Onboarding Process to Accommodate Virtual EmployeesYou may pride yourself on your slick onboarding process, but consider how much is relevant to the virtual employee. Certainly, you can send the employee manual via emaille and get them to digitally sign hiring forms, but you wont really engage them fully.Consider pairing virtual hires with em ployees who work in your office. Ask the established employee to set up a video chat with the new hire on their first day to welcome them and answer questions. That person can check in with the new remote hir every few days to ensure they feel comfortable with their role and is understanding how to do their job.3. Digitize Your Training ProcessTraining is key to getting a new hire up and running faster while minimizing downtime on training. Without being in the office, it can be harder to ramp up quickly, but with a learning management system, you can turn your training materials into easily-accessible online training tools that your virtual hire can plug into when they need to learn something new or get a refresher.Create custom modules that you can tailor for each new employees specific role so that you can reuse them for employees that have overlap in their responsibilities.4. Stay in TouchAs the HR point of contact, it might be all too easy to let your relationship slip away wit h an employee you dont see at the water cooler, but its just as critical that you keep the relationship going. Schedule quarterly video check-ins so you can make sure your new remote employee doing well and is happy at the company. Ask if they are experiencing any barriers to getting their work done, as well as how theyre doing working virtually with their team. Make an effort to solve any problems they might be having to ensure that theyre engaged and efficient at their job.Wrap-upHiring virtual employees is not without its issues, but if you expand your hiring process to accommodate employees who live and work elsewhere, youll quickly see how effective it can be.About the AuthorChristine Soeun Choi is an SEO associate at Fit Small Business specializing in digital marketing. Currently based in NYC, she has a background in business studies and math with a passion for business development. When not helping small business owners, Christine enjoys taking photos, exploring artwork, and traveling.