How can you get your employees to learn faster?

Employee integration can be a tiring process for you and also for the newbie. It is all about finding a balance between getting them to be on track and on top of the game, and letting them learn at their own pace. Truth is, as an employer, you want your employee to learn as quickly as possible so they can start delivering results. Here are a few ways you can help your new hire learn faster:

Hiring someone who already matches your company’s culture will make it easier for them to blend in and catch up to the speed. It is important that new employees feel a part of the company’s mission, vision and way of functioning.

There are many things you can do to help your new hire feel integrated: Let your employees know a newbie is joining the team, create activities that will promote bonding, take them on a tour around each department…The more integrated he feels, the more he will be able to embrace all of the novelty that comes with joining a new company.

Find ways to empower your employees and make them feel valued and appreciated. It is all about showing them that you believe in their talents and aptitudes by pushing them to be the best version of themselves.\


How to build a strong team of employees

Take the time to clearly tell your employee what you are expecting from them. Being unsure brings confusion and lower self-esteem. When your employee knows exactly what is expected from him and what the company’s goals are, it will be easier for them to direct their efforts towards reaching these goals.

Employees love to feel like they are walking towards a goal, something better. Create clear incentives that will encourage them to make more efforts. When it comes to new hires, use goals and outcomes as the standard for performance reviews. Outcome-based reviews conducted regularly throughout the new employee’s transition can help keep him or her on track and focused on developing skills needed for the position

Most importantly, remember that each employee learns at his/her pace and needs a certain time to adapt and truly understand the way things work. Some employees will learn more quickly than others and that is OK. Just make sure you always provide a safe environment for the, to express how they feel, ask questions and grow.

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Thinking about asking for a raise? Here are the things you should NOT do





                                                  As an employee, your goal should always be to grow within the company you work for. Nobody, with the right mindset and ambition should want to stay stagnant in their current position.

Asking for a raise is a part of this growth journey. Not many people are comfortable with the idea of approaching their boss and asking for it. This is understandable. Society has a way of making us think that the best way is to conform, settle and not ask for more. However, you need to understand that you were never placed on this earth to simply survive but to reach your highest potential. Your career is a great part of what makes you feel accomplished and alive. When you follow your passions and dreams and reach higher level, it has the power to give you a sense of purpose and well-being.

While many people discussing “How to ask for a raise”, it is also important to talk about the mistakes employees must absolutely avoid when asking for a raise.


One of the mistakes you want to avoid when asking for a promotion is sounding pushy and insecure. It is OK to approach your boss and tell him/her about the raise you think you deserve. However, there is a thin line between being bold and being pushy. If you truly know your worth, you won’t need to remind your boss every other day that it is time for a raise. One open conversation about should be enough to communicate your message. If after your meeting, your boss seemed open about the idea and never followed-up, then, it might be a good idea to approach him about it. It is also not necessary to throw subliminal messages in the air, hoping your boss will get it. Not only is this not very professional but it also has the power to cause your boss to lose their respect for you.



This, by no means, means that you should settle for less than what you know you deserve. However, it is also important to play smart when asking for a raise. No matter how much YOU think you have worked for this promotion, keep in mind that your boss will always want to see more. Start by asking for 1 or 2 benefits at a time. If you ask for too much at once, your boss might feel a little overwhelmed and avoid everything all at once.


Timing is key! It is not always appropriate to approach your boss and ask for a raise. Asking at the wrong time in the wrong place could turn out to be a complete disaster. It is important that you know when is the best time to approach them. One of the best ways to do so is to study your boss’ behavior. When is he/she usually in the best mood? Is it in the mornings after their coffee? After a nice lunch? Or in the afternoon? Identify the best time to approach and seize the opportunities. It is not about playing mind games but about putting all of the chances on your side!


Remember, no matter how much you think you deserve this (and you are probably right), your boss needs to have tangible proof that he/she should allow you to go to the next level. It I crucial to document your milestones and compare them to the company’s objectives. This will show you that you are very aware of the company’s overall goals, but also, that you are willing to put in the necessary work to help them reach them. It is not enough to say it; you also need to prove it.



Your boss is the one accepting to give you the raise but it is important that you give clear directives about what you are expecting. If you cannot clearly state what you want and how you want it, you will give people an open door to give you less than what you truly deserve.

Be bold and confident. And most importantly, make sure you work for it. Nobody likes an employee who is always asking for more and never making sure he truly deserves it.

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Things a Boss Should Never Say to his Employees

As a business owner or manager, conflict and stress are inevitable. There will be times where all you want to do is scream and fire your employees. No matter how tempting this may be at times, it is crucial to buckle down all inappropriate things that feel the urge to come right out. No matter how heated things may get, there are things that you should never be said to your employees.

1. “I Made You”

Saying this is like telling your employee that their talent and unique abilities are worth nothing apart from you. It shows that you do not value them. It shows that you think that everything revolves around you and that you are more of a dictator than a team builder.

2. “I Don’t Care How You Feel”

You need to remember that before being resources, your employees are humans. This means that they have feelings and emotions that will play an important role in their overall productivity. Telling your employees that their feelings do not matter is like depriving them of their humanity. When employees can’t express their feelings, they will grow frustrated which will result in a significant decrease in their performance.

3. ” You are Doing it All Wrong”

Employees need encouragement and motivation from their bosses in order to keep going. When you do not value your employee’s work, they will not be motivated to keep doing better. Humans have a natural need for validation and respect. This by no mean means that you should ignore their imperfection and mistakes. However, it means that you need to take the time to point out their strength while still finding ways to correct their weaknesses.


4 ways to show your employees you appreciate them

4. ” I Make the Decisions”

In order for your employees to evolve, they must feel like they are playing a role inside the company. In order for that to happen, it is important for them to be able to share their opinions, suggestions, and concerns. This way, they will feel like they actually have a part to play in the general development of the company. As the boss, you have the authority to execute. However, remember that each one of your employees has different ideas and perspectives that can help you make the best decisions.

5. ” You Look Hot/Sexy”

There are very few things that are worst than sexual harassment in the workplace. As a boss, you should refrain yourself from making comments about your employee’s physical appearance. Remain professional at all times in order to avoid awkward and uncomfortable situations.

6. “I Don’t Have Time For…”

Bosses tend to flee their responsibilities in uncomfortable conversations by saying that they are too busy. When you keep avoiding difficult situations, you will keep hiding them under the rug which may result in an explosive situation in the future. Give your employees some of your time to listen to what they have to say, understand them, and put yourself in their shoes. A little time for your team every day will go a long way.

7. “%#@!*”

Cursing, not only is disrespectful to your employees but will make you seem unprofessional. No matter how angry, stressed, or disappointed you are, it is crucial to avoid letting your mouth get out of control.

8. ” I Can Easily Replace You”

The last thing an employee needs is to feel like their position at the company is not secure. Telling your employees that they are easily replaceable will affect their self-esteem and cause them to back into their shell. It also shows them how little you value them and will only encourage them to look for a job elsewhere.

A good communication with your employees is an essential characteristic needed to be a good team leader. A good boss motivates, inspires, and progressively leads its company to success. Without effective communication, misunderstandings, frustrations, and disasters will be inevitable. Listen to your employees and develop a good communication in the office and this will lead your company to success.


Ann-Sophie Ovile, Writer, Short Stints

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How to Create a Post-Pregnancy friendly Environment in Your Office


According to studies, many women do not get back to work after having their child. Many factors can be taken into consideration when trying to understand the reason for behind this fact: mommy’s guilt, exhaustion, and more. This leads to believe that creating a kid-friendly environment at work would encourage young mothers to get back on track with their personal life without feeling guilty of abandoning their newborn. Here are a few ways managers encourage moms to come back to the office.

Be Understanding

If there is one thing mothers need, it is to be understood. Make sure your HR department is ready to listen to their concerns, answer questions about maternity leave, and make them feel at ease. When mothers feel understood, it will create a healthy communication environment and increase their chances of coming back after their maternity leave.

Be Ready to Welcome Kids in the Office

This might not be an easy change but it is important to create an environment where kids can be welcomed if there is a need to. This could imply asking mothers to pay a small fee and have a staff responsible for taking care of children. Having their kids close to them will make mothers feel more at ease and help them do their work without worrying too much.  In addition, it will show them that you value them enough to offer benefits that match their needs.

Organize a Baby Shower & Welcome Back Party

Throwing a baby shower or welcome back party is one of the best ways to show moms are valued in the company. It is important to make them feel like their pregnancy does not allignated them from the working environment. Instead, celebrate this important event of their lives and make them feel like they are part of the family.

Respect Time Outside of Work

If your employee just came back from maternity leave, it is not the time to give them excessive work loads that will keep them from spending time with their family. Being as understanding as possible and help them manage their time in a way to avoid overtime and stress.


Employed and pregnant : Things you need to know

Taking the time create a friendly environment for new mothers will decrease your chances of losing valuable employees, will show that you value women in the workplace, and help you attract top female candidates.


Ann-Sopie Ovile, writer, Short Stints

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The things your employees secretly want you to do

Your employees have a silent language too. They might not always boldly say what is on their mind but they also have things they secretly wish you would say or do in order to make them feel appreciated.

They want you to tell them what is on your mind

If there is one thing every employee hates, it is confusion and assumptions. Most of them can feel when something is going on so might as well communicate in order to build a strong and solid relationship. Many times, when something bothers a manager or supervisor, they tend to keep their opinion to themselves but what they do not realise is that, this will only create tension in the workplace. If an employee is doing something wrong, it is best to simply talk to them in private to let them know. Do not hesitate to meet with the whole team if you need to to communicate your ideas and suggestions. By adopting this method, you will help your team have a clear idea of what is expected of them and reduce stress and tension in the workplace.

They want you to recognise their hard work

Employees, even if they do not tell you, want and need to feel recognised for their hard work! Many managers are quick to mention mistakes but slow to acknowledge a job well done. A basic human need is to be valued, seen, and appreciated. When this longing goes unmet — when our basic value and goodness are not recognised and reflected back to us — we may find it difficult to value and affirm ourselves. This is no different for your staff. When employees feel appreciated for the work they do well, they are motivated to work even better. Look for ways to increase employee motivation by recognizing excellence in the workplace. Celebrate the successes with your team members when they complete a job well done.

They want you to see them as Human Beings

It is easy to see our employees as machines assigned to do the work. This can cause you to become inconsiderate of their emotions and personal needs: sickness, families, kids and more. When you remember that your employees are first, human beings, it shows them that you value and appreciated them. It will make you consider their basic needs and feeling and as a result, make you create a healthy environment  that will boost their self-esteem and productivity.

They do not like surprises

If you are thinking of implementing new rules and regulations, take some time to communicate with your employees first. Your employees need a period of transition to adapt to changes. Taking the time to let them know when changes are about to be implemented will show them that you value them enough to allow them to process these changes.

They need you to trust them

If you are struggling with micromanagement habits, do your best to let go of control and trust your employees more. Employees need space for their creativity to evolve. They need to feel like it is OK for them to share their ideas and way of doing things. Even though they might go along with your ideas and instructions, when they do not have the freedom to share their thoughts, they will quickly lose their motivation and drive.

Employees are the tools that will help you reach your goals. Their well-being is as important as the maintenance in a machine. Take the time to think about what you could do to make it more fun for them to work.


4 things your boss secretly wants you to do


Ann-Sophie Ovile, Writer, Short Stints

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Dealing with emotional employees? Here is how you can deal with them

As an employer, when hiring an employee, you sign up for the whole package. You do not only sign up for their years of experience or their talent, you also sign up for the times they won’t feel so well and the times they will go through difficult seasons. Have you noticed weird behaviors from your employees lately? Did you notice mood swings? Have they been acting differently and seem as if they are not putting in as much effort as they usually do?

Instead of thinking about giving them a negative note on their next evaluation, you might want to go deeper and figure out why this change in behavior has occurred.

Here are 4 things you could consider doing.


Understand the source of the problem

Take the time to ask questions and try to figure out why your employee is acting differently. In these types of situation, it is important to remember that your employees are human and not machines. They will go through difficult times and it is important that you, as an employer, show that you care. When you do so, your your employees will feel valued, appreciated and most importantly, understood.

Set up some time to talk to them in private in order to identify the cause of their behavior. It could be a problem with their family, spouse, health, finances or even a mistake they’ve made at work. Giving them a chance to vocalize what it is they are going through is the first step in the right direction. Once you understand the problem, transform it into an opportunity for positive change. Employees tend to get overwhelmed when they do not know how to cope with a difficult situation. However, feeling like they have a support system at work will make a huge difference.

Make sure your employee feels comfortable: Set up a proper environment, be alone and make sure it is the right time. After understanding the root of the issue, it will be easier for you to decide what the best solution is.

Cultivate empathy

A true leader understands that it is ok to slow down in order to help a member of the team in need. Do not be so focused on reaching your goals that you forget about the people who will help you reach them.View moments of emotion as opportunities to empathize and show compassion to a hurting employee. After you’ve identified the problem, put yourself in their shoes and try to understand their behavior. This attitude will give you a clearer vision so that you can identify ways to make them feel better. If your employee is going through a difficult emotional phase, perhaps it might not be a good idea for them to be around too many people. Maybe you could give them a more isolated cubicle for a certain period of time. If your employee is having issues with his/her family, maybe it could be a good option to let them leave early for a week so that they can spend more time with their family and resolve their issue. While it might not seem beneficial for you right now, making sacrifices for your employee will help them go through their phase and have a stronger sense of belonging to the company afterwards.


Provide help

Make sure your HR department is experienced enough so that they can help employees in their time of need. Employees need a listening ear and someone who will be able to give them useful advice. Communication and interpersonal relationship skills are a must in order to deal with these situations effectively.

Train the managers and other employees

When an employee opens the door to his/her issues, it is crucial to stay as discrete as possible. However, it is important that you make sure other supervisors or colleagues are aware that this employee will need a little more time this week to finish their projects or that they might be a little anti-social because of some personal issues. By making sure that your whole environment is cooperating, it will make it easier for your employee to feel secure during that time.


While it is normal to support your team, it is also important for your employee to understand that, emotional outbursts and inappropriate behavior that can affect their performance and your work environment will not be tolerated in the workplace. Depending on the seriousness of the issue, some employees might need more time than others to recover. However, always make sure they do not get too comfortable and use their situation as an excuse to deliver poorly.


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Ann-Sophie Ovile, Writer, Short Stints

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Dealing with difficult employees? These 5 tips will make it better

Dealing with difficult employees

Dealing with difficult employees is plain hard. Employers might have great intentions, but not necessarily know how to deal with certain situations. Remember that difficult employees can demotivate your whole team so it is really important that you make sure the situation at your office is always under control.

Here are 5 ways that may help deal with tough employees:

Listen to what they have to say

If you are dealing with a difficult employee, you will want to take things slow when it comes to approaching them, especially in delicate situations. Before making any accusation, it is important to take the time to listen to your employee. A difficult employee might not take critic easily or might feel like other colleagues are talking behind their back all the time. Make sure you take the time to listen to their side of the story first. This will create a more relaxed atmosphere and put them more at ease. It will help them cool down and be more prepared for your discussion.

Give direct and honest feedback

Do not hesitate to give honest feedback, no matter how your employee will take it. It is better to be honest than having to say everything at once when the tank explodes. Take the time to talk to your employee about what went wrong and what could be better. Yes, giving tough feedback is one of the most uncomfortable things a manager has to do but it is necessary in order to keep the environment healthy.

Set clear performance indicators

Always make sure you have proof of what you are saying. Difficult employees can get easily offended and think the world is after them. Set clear performance indicators and make sure your evaluation is always based on these indicators. Employees need to feel that you know what you are saying when it comes to evaluation and that you are not making things up based on one brief observation.

Ask HR for advice before meeting with your employee

Employers do not always know the best way to approach difficult employees. Do not hesitate to reach to an HR  specialist to ask for advice. They will be able to tell you the best way to deal with certain cases and make sure you follow the company rules while taking care of a situation.

Set consequences

When you set rules, there needs to be consequences for violations. It is not enough to tell employees what not to do, there needs to be clear consequences so they know what to expect. If employees don’t believe their behaviour will have any real negative impact on them, why would they change? Be ready to layoff an employee if the situation doesn’t get better so that they understand that their attitude can cause them to lose their job.

Dealing with difficult employees is hard but not impossible. Make sure you have the right tools in hand and things should go smoothly at the office.

Also Read

How to build a strong team of employees

Want to find the right employees? Post a job for FREE today on Shortstints.

Ann-Sophie Ovile, Writer, Short Stints

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Employees who use their vacation time work better. Find out why

On a market where job availability is always fluctuating, the focus is often put on searching for a job and keeping it. However, it is also important to think about what happens once employees do find that job they were searching for. Stress, working overtime, can all cause employees to lose focus and feel demotivated. Many employees, because of their desire to climb the latter quickly tend to forget about their mental and physical wellbeing, which is a mandatory factor to help them reach their goals. While it is great to have a team who is willing to work hard, here are the reasons why employers and employees should not neglect the importance of vacation time.

1) Keeps you energized and motivated: Many times, when employees feel like they want to quit or change jobs, all they truly need is a vacation in order to renew their strenght and energy. It is normal for employees, as human beings, to feel demotivated when their need for  disconnection and restauration is not met.  As employers, it is a necessity to carefully set up vacation plans in a way that will keep your employees from being overworked and drained. Making sure employees are physically and mentally energized will ultimately end up in better results.

Also Read:

3 things that demotivate your employees

2) Helps you have a new perspective: Disconnection is sometimes the best thing that can happen to you. When you get stuck into a routine, it can become hard for you to see your workload for what it really is. You will easily feel overwhelmed and this will directly affect your results at work. Taking a vacation should not be with the objective of getting away from your job but to be in a better position to embrace your job and responsibilities. It provides rest and recuperation. In a study conducted by the Society for Human Resource Management (SHRM) for Project: Time Off, talent managers and human resource (HR) professionals overwhelmingly agree that fully utilizing vacation leave drives higher employee performance and productivity, boosts organizational morale, contributes to employee wellness and results in higher employee retention. Almost everything starts working again once it is disconnected and reconnected…so will employees.

3) Allows you to do an introspection and reflect on your life (where you are compared to the goals you have set):  It keeps you focused on what you have to do in order to keep growing and progressing at work. Taking the time to reflect on who you truly are as a person and as a professional will keep you more grounded. Have you ever noticed how, after working on a text for several hours, it is almost impossible for you to track spelling mistakes? The same principle can be applied when it comes to your professional life. Without a step back,  employees tend to lose sight of the big picture, their WHY, the reason why they do what they do. Vacationing will allow you to do this and go back to work with a fresh mind and vision.

4) Increases your productivity and drive
(Direct relation with point 3): When your productivity increases, it gives you the drive to keep going. Because you will have a clearer sense of direction, it will be easier for you to work more efficiently. You will know exactly where to direct your effort and as a result, you will deliver better work.

Overall, vacation time is a great way to start fresh. It is not quitting on your job but rather, stepping back in order to start on tbe right foot.

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Ann-Sophie Ovile, Writer, Short Stints


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These 3 things are keeping you from being a great employee


Image found on LinkedIn

There are many things that can cause you to not be the employee you could be. Your work environment, anger, frustration…they can all contribute to it. However, it is important to identify the problem and solve it before it becomes a burden that steals your joy and motivation.

These 3 things might be keeping you from being the best version of yourself as an employee


You do not have a sense of purpose inside the company

One of the best ways to be happy with your job is to love what you do or to find a sense of purpose in doing what you do. If you do not find the “why” you do what you do, it will be easy for you to get bored and get into a routine while feeling empty inside. This is why it is important to pick a career in a field for which you have at least a minimum of interest. Doing what you like or solving a problem that truly bothers you will increase your energy and productivity. You will not be content with doing the bare minimum but you will thrive to exceed what is expected from you. This is what separates OK employees from great employees.


You take things too personally

Sometimes, your boss will not be in the mood and sometimes colleagues will be difficult to work with. In order to be a good employee, it is crucial to know when not to take things too personally. The company will go through rough seasons that will cause the team to be tensed. It is important to know when to separate yourself from your feelings in order to get the job done. You won’t be able to control everything and sometimes it is ok to simply let it pass.

Also read:

How to feel relaxed and energized at work?

You do not feel valued and appreciated

Yes, it is important not to take things too personally but there are also times when your work environment can affect your general well-being and therefore, your performance. There are many factors that might keep you from being a great employee. First of all, if your boss and supervisors and colleagues are always disrespecting you, they’re actively talking over you during meetings, ignoring you in the office, it will inevitably drag your motivation down. If you are dealing with difficult pears, you can either work things out and avoid conflicts or choose to leave this environment

Also read:

3 simple tricks to help you deal with difficult bosses

Looking for a job that will leave you fulfilled and happy? Search today on

Ann-Sophie Ovile, Writer, Short Stints

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5 tips to help HR managers increase employee retention rates

Hiring employees is a great start to creating a strong work force. However, it is not only about hiring but about retaining employees. High turnover rates has direct negative impacts on the business’ finances and on employee productivity.  It is important for HR managers to develop strategies that will contribute to employee retention.

Here are 5 ways HR managers can retain employees:


Facilitate communication between HR and employees

This might seem very basic but oftentimes, there is an invisible barrier keeping employees from communicating freely with HR managers. When this is the case, employees’ productivity decreases as they do not feel like their voice is being heard. Have an open-door policy that encourages employees to speak frankly with their managers without fear of repercussion. It is important for employees to be able to share their concerns and suggestions and build stronger relationships with their superiors. They need to have a clear idea of what is expected from them and how HR management can help them attain these goals.


Foster employee development

Offer your employees a chance to better their skills. This will show them that you value them enough to invest in their capabilities and talents. It could be in the form of training to learn a new job skill, tuition or reimbursement to help further your employee’s education. Oftentimes, employee leave organizations because they do not feel like the company is willing to invest in their growth. They feel like they are stagnant and do do not see any room for progress. When you invest in your workforce, they will feel like they belong to the company and as a result, be less likely to leave you (at least not in a short term time period). Employees will become frustrated and may stop trying if they see no clear future for themselves at your company.


Provide perks and benefits

It could be something as simple as free breakfast every last Friday of the week or spa discounts on special occasions and holidays. Employees will appreciate these small gestures and feel more valued and appreciated.



Everyone wants to be recognized and rewarded for a job well done. It’s part of human nature. Reward in itself does not need to be monetary but needs to show your employees that HR management sees and recognizes their work. HR management could establish an employee of the year program. This kind of program can keep employees focused and excited about their job . Also, provide meaningful annual raises or establish annual bonuses structures.


4 ways to show your employees you appreciate them


Hire the right candidates

One of the main causes of employee turnover is having employees who are not fit for the position. It is the HR management’s responsibility to make sure the candidates they hire have the necessary skills for the position. Organizations should never hire employees unless they are qualified for the job and in sync with the culture and goals of the organization. Managers should not try to force a fit when there is none. It is also very important to be clear about the job description from the beginning. When employees find themselves having to do things that were never discussed before, it will affect the trust between them and the organization. When the trust is affected, there is a bigger chance for disappointments and turnovers.


Want to find the right employees for you? Search now on Shortstints.


Ann-Sophie Ovile, Writer, Short Stints

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