Perfman HR Blog

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Personality and Subconscious Energy

Have you ever met someone on the street and immediately felt comfortable with that person? Conversely, has anyone ever snubbed you the wrong way before you even had the chance to meet them? What causes this? Often it is their personality and the subconscious energy they emit.

Subconscious energy can be described as waves of power that can’t be seen, but can certainly be felt. Each of us, whether we choose to acknowledge it, is a transmitter of energy. How we feel about ourselves and our lives determines the frequency of energy that we release. People who are happy in life and proud of who they are have an unmistakable glow about them that an be understood, even without them talking. Conversely, those who are depressed and ashamed walk around with a “cloud” over their head.

Featured Articles

Questions To Ask In The Exit Interview With An Employee

In the scramble to hire and retain talent, managers need all the help they can get. To discover what you’re doing right and understand what you could do better, one great tool is the exit interview. That final conversation with human resources in which departing employees speak truthfully about their experiences with the company is a source of valuable information. (In fact, some companies conduct two exit interviews— one on the final day, the other six months later, when employees have a little more distance from the job and feel freer to open up.)

When It Doesn’t Work Out With An Employee

Sometimes you can do everything right in the hiring process and still end up with someone who is not a good fit for the job. When that happens, it’s best to end the relationship as quickly as possible. Supporting an employee who doesn’t have the skills, experience, or motivation to do a job is unfair to the employees who do, plus it becomes a drain on the organization. Because hiring is so time-consuming, however, it’s worth trying to preserve the relationship if some coaching on your part can save it. So if an employee is unaware that there is a problem, point it out without delay.

Starting the Performance Management Cycle

With skilled workers in such short supply, and given the cost of hiring and training new employees, many employers are realizing that it’s cost effective to keep their current workforce happy. When you initiate a performance management cycle with a new employee, you are taking an important step toward that goal. By providing frequent on-the-job feedback, you not only build a relationship with your staff member, you help him grow in his job. Those two things alone are often enough to keep motivation high. In survey after survey, employees complain that lack of feedback is one of their biggest problems on the job.

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