Corvirtus

Did you know heatwaves affect our behavior even if we're spending our days in air conditioning?

Irritability rises as our mental acuity falls. Anxiety and stress short circuit our intentions. Unseasonably warm weather suppresses the ability of supportive brain chemicals, like serotonin and dopamine, in regulating our mood, cognitive function, and ability to embrace a challenge, even if we're mostly in a climate controlled sanctuary.

Now, our point is not to raise awareness about heatwaves and our well-being (although it's worth thinking about), but to consider if there are barriers in your organization that are stifling creativity, hindering problem-solving, and driving conflict.

If we continue the analogy, our goal in leadership, talent management, and HR is to create consistency: a (relatively) constant and predictable temperature. If temps rise because of increased workload, change, customer demands, or market forces, the heat may increase but we try to keep the environment as safe, predictable, and nourishing as we can.

Resources -

What does hiring for culture-fit really mean?

When we hire we seek to forecast a candidate's potential. With all the information at our disposal, why does it seem harder than predicting the weather?

https://corvirtus.com/blog/hiring-for-culture-fit

Is there a dark side to teamwork?

The answer is rooted in culture and may hinder your ability to keep top performers.
https://corvirtus.com/blog/employee-retention-losing-top-performers

Is your team stuck in a heatwave? Did you know heatwaves affect our behavior even if we're spending our days in air conditioning?Irritability rises as our mental acuity falls. Anxiety and str...

As we enjoy the 4th of July holiday in the United States, and the heart of summer, many of us are taking some well-deserved time off. It's a great reminder of how much we value everyone's contributions that hospitality happen.

We were reminded of a blog post we published a while back about creating "vacation heroes" – those individuals who go above and beyond to provide stellar customer service. It got us thinking about what we can learn from them. Whether it’s a cruise ship crew member who ensures your comfort or a server who finds a way to meet your dietary needs while delighting your palate, these heroes demonstrate the importance of a strong, supportive culture.

Lou Gerstner said it best: “Culture isn’t just one aspect of the game – it is the game.” This holds true for any business. By hiring the right people and fostering a culture that prioritizes customer experience, we can create our own "heroes" who delight and impress customers every day.

What lessons can we bring back to our own teams from these vacation heroes?

Check out the full article for more insights: https://corvirtus.com/blog/organizational-culture-vacation-heroes

Enjoy your holiday and remember to appreciate the heroes making your time off special!

We're midway through 2024 - how well are new team members becoming full and strong contributors to your team?

We know that a strong onboarding process is key to employee success and retention. Providing feedback at the 30, 60, and 90-day marks can make a significant impact on your new hires' journey.
🔍 Why That Feedback Matters:
Early Alignment: 30-day feedback helps new hires align with company expectations and culture.
Progress Check: 60-day feedback identifies areas for improvement and celebrates early achievements.
Full Integration: 90-day feedback ensures new hires are fully integrated, engaged, and ready to excel.
Consistent feedback fosters open communication, reinforces company values, and supports continuous growth. Investing in this structured approach can lead to higher job satisfaction and long-term success.

Read more here: https://corvirtus.com/blog/should-i-stay-or-should-i-go-four-onboarding-must-haves-to-retain-new-hires

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The big employee retention question: “Should I Stay or Should I Go?” Discover the key to employee retention and engagement in this insightful blog post. Learn how to create a successful onboarding process that fosters confidence, competence, and belonging.

We know culture matters, but is it making an impact? We talk through one overlooked area for strengthening your core values across your team.
https://www.youtube.com/watch?v=wCFrKX12Bok

Subscribe to receive our newsletter in full and new insights and tools for the world of work: https://corvirtus.com/blog

Resources:
Our culture eBook - https://corvirtus.com/blog/ebook-how-to-build-a-strong-and-healthy-organizational-culture

"Should I stay or should I go?" - https://corvirtus.com/blog/should-i-stay-or-should-i-go-four-onboarding-must-haves-to-retain-new-hires

Culture matters. (But does it?) May Newsletter We know culture matters, but is it making an impact? We talk through one overlooked area for strengthening your core values across your team.Subscribe to rec...

Does your organization have competencies? Are they threaded throughout how you hire, develop, engage, and retain remarkable people?

For our March newsletter, our Managing Director shares how competencies are essential for skills-based hiring and development, managing fast-paced change in the world of work, and offer a way to foster greater diversity, equity, inclusion, and belonging in a way that's embraced across your teams.

To see the examples and frameworks Jennifer shares during the video, explore our blog on this topic:

And for some practical examples, core competencies in -
Healthcare - https://corvirtus.com/blog/core-competency-healthcare-emotional-intelligence
Restaurants - https://corvirtus.com/blog/core-competency-restaurant-boh-quality-orientation

https://youtu.be/3alj14NrApo?si=7OP57WsFE-ORR0F0

Competencies: Catalysts for Performance and Inclusion Does your organization have competencies? Are they threaded throughout how you hire, develop, engage, and retain remarkable people?Jennifer Yugo, PhD, SPHR, ...

We serve a wonderful range of restaurant and food service companies, but one fact stays the same -->

The importance of the each restaurant's management team.

A manager with strong leadership abilities communicates goals, maximizes systems, and motivates their team toward optimal performance. Restaurant managers hold one of the farthest-reaching positions in an entire restaurant company that impacts guests and team members. With a shallow labor pool and declining quit rates restaurants must pay close attention to recruiting strong leaders and retaining them through ongoing development. In one of our newer articles, we explore how evidence-driven assessments for restaurant managers make this happen.

Learn more -
https://corvirtus.com/blog/hiring-the-best-using-validated-assessments-for-restaurant-leadership

Hire + Grow the Best: Validated Assessments for Restaurant Managers Discover the key strategies for hiring and developing remarkable restaurant managers using validated assessments and structured interview processes.

What can assessments elevate how you hire and promote?

We explore why you should understand the performance of all employees, how assessments can educate and engage both external and internal candidates, and how to use the assessment to support candidates when hired.

Enhance the Candidate Experience with the Power of Assessment Tools Discover how validated assessment tools improve both the accuracy of your hiring process and deliver an exceptional candidate experience.

Did January make you wish it was the 'free with trial' month for 2024?

Explore how emerging technology can support how you crush silos and barriers to performance in the months ahead.

The Future of HR Technology in 2024 Discover the advancements and trends shaping the future of HR technology and how we hire, develop, and retain teams with an evidence-driven approach.

Yes! Measuring attitudes, impressions, and intentions is tougher than it looks.

Measuring the intangible (like job satisfaction or personality) is not easy! Survey items have to be written well and tested out.
(thanks Christie Cathey for the template!) by

https://www.instagram.com/p/C2PhkWWO50-/

When we look back a year from now, what forces will have shaped our organizations, culture, and workforce? To answer that question, we captured insights from 15 trend forecasts in a way that (we hope) is as informative as it is strategic for you moving into 2024.

What's Trending for People, Culture, and HR in 2024? Our Analysis of 15 Trend Lists When we look back a year from now, what forces will have shaped our organizations, culture, and workforce? To answer that question, we captured insights from 15 trend forecasts in a way that (we hope) is as informative as it is strategic for you moving into 2024. The Venn diagram below shares how fr

Thankfulness and gratitude is likely one of the simplest and lowest-cost acts we can take that creates immeasurable rewards.

As we approach Thanksgiving weekend in the United States, our team took the abstracts of about 10 of the most recent studies on gratitude to create this word frequency cloud. A (very) quick review of these studies shared a compelling reason to make gratitude a daily practice: professionally and personally. Appreciative reflection boosts brain connectivity fostering greater empathy, cooperation, and even our ability to act with courage and integrity.

🔔 In fact, gratitude may influence our overall well-being and happiness by downregulating how we respond to threats (i.e., telling our amygdala and stress centers to chill) calming inflammatory responses. Those actions on a cellular level mirror what we see with behavior: gratitude contributing to greater resilience, collaboration, and empathy for those around us.

How do you build a workforce with the potential for engagement despite any obstacles and change that lies before them?

By that we mean one that can evolve through unpredictable shifts and grow to meet emerging needs and your strategy.

Because we cannot predict the future, one thing is crystal clear: not just retaining your team, but retaining a team that grows to respond to change and challenge is key.

When considering how to bolster retention and engagement, the focus should be on determining (and implementing) core strategies to yield positive outcomes.

Fortunately, we’re able to offer insight and clarity there – here are three realistic strategies to build and sustain engagement -
1) Employ change management techniques
2) Prioritize employee safety and well-being
3) Ensure communication is optimized

Want to see what easy changes you can make today? Read on in our blog -

Three Strategies to Increase Employee Engagement and Retention in 2023 When thinking about all possibilities for strengthening retention and engagement – what strategies are most likely to drive results?

💡 "Learn continually. There's always 'one more thing' to learn." - Steve Jobs

We celebrate our remarkable intern, Isabella Gonzalez, every day, but want to acknowledge her formally today, for National Intern Day. 💻

Isabella works with us to support a myriad of aspects of our work and we value the opportunity to support her growth and discovery.

As part of our vision statement, a written document of our culture and promises to one another, one promise we keep is Flourishing and Belonging. We share our gratitude for effort and contribution and celebrate achievements. Thank you, Isabella, for all your support this summer to keep us moving forward and achieving great things together as a team.

We can all think of times a difficult experience was transformed into one that was affirming (and even fun), by someone taking care of us.

🐕 How Chewy manages pet parent returns after a furbaby's passing comes to mind.

While that experience was brought to us by a person, that person was supported by hiring and selection processes, training, development, fellow team members, and under all of that - a culture - that supports treating others with respect, understanding, caring, and fairness.

The how of making that happen?
➡ https://lnkd.in/gYASSV5k

Cultivating Stakeholder Engagement: A Leader’s Tools for Excellence Earning active customer and stakeholder loyalty is key to a company’s success. Learn how the experiences you create can make this happen.

A few weeks ago Corvirtus Teammates and Alumni (including several original DeCotiis Erhard Teammates going back four decades!), gathered to celebrate the extraordinary life and leadership of our co-founder, Tom DeCotiis.

A scholar of character and virtue, Tom authored two highly regarded books on leading with human goodness. He was most proud, however, of his contributions to the culture and success of startups and organizations seeking meaningful change. Over one hundred organizations, from well-known Fortune 500 brands through thriving small and medium sized businesses, and countless current and former teammates, glow brighter because of Tom.


Red Leg Brewing Company

We are experiencing a technical issue that's affecting all servers for our assessment solutions. Our team is putting every possible resource to restore our services to you. We apologize for the hardship and have created a recovery page to share ongoing updates.

Service Recovery | Corvirtus Corvirtus offers talent solutions for the food and beverage service industry to hire, develop, and retain top-tier employees.

Given the centrality of relationships to our lives, isn’t it strange that we spend so much time talking about things like commitment and engagement without talking about the role of relationships at work?

“How to Build a Thriving Relationship” is not part of our training as people or leaders – and it really should be.

We’re not talking about team-building exercises, but a recipe for thriving relationships. Want to know the basic ingredients?
• Positive Emotions
• Purpose
• Commitment
• Accomplishment
• Trust

Find missing links on the path to performance and commitment in this blog from our co-founder, Tom DeCotiis, PhD.

https://corvirtus.com/blog/build-a-committed-workforce

When your employees are the faces, hearts, and hands of your brand, everything they think, feel, and do affects your customer, or guest, experience.

After the intensity of gathering feedback, it's easy to lose energy and intentionality around action-planning. One of our passions, however, is supporting teams with using action-planning as an opportunity to spark ongoing feedback loops and continuous improvement. Here we -

- Share suggestions for connecting hard metrics to feedback,
- Ideas to present feedback across your company, region, or store,
- And provide an action planning resource you can download to connect big picture goals to realistic steps with a specific champion.

Employee Feedback: Action Planning for Customer Facing Businesses Your customer experience will never exceed that of your employees. Engagement, retention, and sales hinge on an intentional action planning process.

One of our promises is to be a meaningful presence in our communities. Last week, Tonya Gonzalez, Jennifer Yugo, PhD, SPHR, and other members of our team showed our support for CASA of the Pikes Peak Region at their annual Light of Hope Event.

As a team, we recognize not all children are given equal opportunity to feel nurtured, loved, and accepted as their authentic selves. The remarkable contributions of CASA in providing an enduring connection and advocate for children affected by abuse and neglect, touch all aspects of a child’s world and create positive spirals for decades to come. We are proud to be a business partner and support the good they spark in our community.

Quiet hiring may seem like an easy win, but it can lead to major headaches down the line. Stay ahead of the game with talent assessment. We share more in our latest blog.

Five Risks of Quiet Hiring & why Success Begins with Talent Assessment With shortages in many industries and low unemployment, we’re seeing a new strategy: quiet hiring. This provides organizations with new skills and productivity without using traditional channels.

We often focus on hiring and training for technical skills and experience. But what about emotional labor? Learn how to identify candidates who can thrive under the emotional demands of a service-focused role.

Emotional Labor: Can You Have Service with a Smile Without the Cost? Emotional labor is when employees are aware of their emotions and natural tendencies and have to often override them to display the appropriate attitude.

While there are many types of biases affecting hiring and promotion, often coming from mental shortcuts we take that cause us to misinterpret candidates. Often it's only after time passes we realize how our decisions were influenced. Our Managing Director, Jennifer Yugo, PhD, SPHR, shares her experience and realistic strategies for fairer and more inclusive decision-making.

Quarter-Inch Binders and Privilege: Building a Diverse Workforce Remarkable teams consistently reach their intended results while creating diverse and inclusive environments that allow all of us to thrive.

While quiet quitting raises concerns of reduced productivity, a potentially shallower leadership bench, and added uncertainty in an already unpredictable time, it’s an opportunity to reflect on how we can be better leaders and employers.

Concerned about quiet quitting? Rehire your employees. Reclaiming boundaries at work, saying ‘no’ to a greater workload, and recovering from burnout are motives behind the phenomenon known as quiet quitting.

We know the candidate experience is critical: candidates make judgements at each interaction. Could you lose qualified candidates with a 20 minute assessment?

Pre-Hire Assessment Length and Completion: How Long is too Long? In a tight labor market, getting the right people in the door is imperative. An extra bit of assessment time can make all the difference in a quality hire.

Halo, beauty, confirmation, and anchoring are words for just a few of the biases thwarting equal opportunity and business results during the hiring process. However, a few realistic data-driven steps and solutions can make a huge impact.

What is Implicit Bias – and How Can Structured Interviews Help? What is Implicit Bias – and How Can Structured Interviews Help? Well-designed structured and behavioral interview guides hold candidates to the same objective standards, reducing the threat of implicit bias. [mk_padding_divider]The interview is often a pivotal step in the hiring process, […]

Resumes and intentionally designed applications are strong tools for screening out candidates on a high-level go or no-go decision. They help you understand if a candidate meets basic requirements, but where do you go from there?

Why Hiring on a Resume Alone Can Destroy Your Chances of Hiring the Best for Your Brand | Corvirtus Plenty of candidates look great on paper, but how do you know if they match your company brand and vision? Check out this blog to learn more.

Hiring people who perform and build a remarkable place to work requires you to think in terms of what instead of who. The "what" of hiring is simple - you are hiring your customer experience and culture. But how is this achieved? Our founders, Marta Erhard and Tom DeCotiis, PhD, share a path forward.

Is It "What" or "Who" You Hire? | Corvirtus Staffing is a frustrating challenge faced by managers. Hiring and retaining quality employees requires you to think in terms of “What” over “Who.”

As we enter the last quarter of the year, how are you adapting your hiring process to spark engagement, educate candidates, and build strong teams heading into 2023?

eBook - Hiring Assessments: The What, Why and When | Corvirtus Learn all about hiring assessments — what they are, when to use them, how they are developed, and common objections we hear from HR leaders.

Is culture-fit a proxy for hiring based on bias? We intensely disagree and explain how taking an evidence-based approach to understanding and hiring for culture can foster diversity and inclusion.

What Does Hiring for your Culture (or Culture-Fit) Really Mean? | Corvirtus “They didn’t fit our culture,” is a common responses to questions about why employees fail - yet many struggle to pin-point exactly what culture-fit means.

If you feel more empathetic some days than others, you're not alone. While usually affecting caregivers, most of us have acted with urgency to care for others (be that customers, coworkers, or family) - for a long period of time. Here we share simple and realistic strategies we can take to recover.

https://corvirtus.com/employee-retention-what-you-already-have/