Buffalo, NY – EGW Associates, Inc. announces the retirement of Chief Executive Officer Thomas R. Wach, effective May 12, 2017. Mr. Wach, a Buffalo-area native, graduated from Canisius College and joined EGW in 1980. In his 37-year career, Mr. Wach has helped many WNY companies of all sizes and industries improve their hiring through the use of EGW’s strategic hiring solutions. Many of whom remain active clients today. Throughout his tenure he never wavered in his commitment to integrity and ethics in his business dealings.
Do you have rude players on your team? Do others seem to shut down, share less, and avoid talking about potential or actual problems? In a recent article, How Rudeness Stops People from Working Together, Christine Porath discusses the results of a study that documented how incivility diminishes collaboration and performance in medical settings.
EGW Helps Harvest House Recently our staff visited the great people at the Baby & Children's Ministry of Harvest House in Buffalo. Harvest House is the largest provider of FREE children's clothing & other items in the Buffalo area, serving more than 5,800 children every year. Families are referred by 200 social service and health agencies. They are located at 175 Jefferson Avenue in Buffalo and can be found on the web HERE
Being an HR manager on a day to day basis is not unlike hosting a dinner party serving a 5 course meal. So many things to do! Appetizer, Soup, Salad, Entrée, Dessert! You don't have the time to make every course a gourmet, from scratch course. So you have a choice - either make it yourself and cut some corners, or buy take-out from a local restaurant that you know and trust to have great food. If you had more time or more people helping, you could do it (you know how), but that's just not the case. And this meal is important.
Once upon a time, not so long ago, in a land not very far away, there lived an HR manager who was searching for THE perfect candidate. She read dozens of resumes, made numerous phone calls and conducted plenty of interviews. But no matter how hard she tried (in her limited time allotted for recruiting) she never found perfection. She came across bits of it here and there - a perfect degree, a perfect prior job, a perfect title - but never a complete perfect candidate.
Every team has A and B players. And every manager needs to decide how to spend his or her time training - does she work hard with the B player trying to bring them up to speed? Or analyze an A player's performance to see how they can get even better? The answer? Follow the numbers.