The Metiss Group

Cyndi Gave, president/visionary of The Metiss Group, offered her perspective to The Epoch Times on why companies are implementing return-to-office policies. She said that while remote and hybrid work models have enabled flexibility and broadened talent pools, they have also posed challenges to collaboration, resulted in reduced engagement, and introduced phenomena such as “job stacking,” which refers to employees taking on multiple jobs simultaneously. “They were just doing things on a list and then going out to fish or walk the dog. They became task focused,” Gave told The Epoch Times. “So, then they realized they could get their tasks done in less than 40 hours, so they took on another full-time job and pulled in two salaries. I’ve heard of people actually taking on three. If you’re working multiple full-time jobs, you can’t tell me you’re putting in full-time work.” Gave said that job stacking has started to wane now that employees are going back to the office. Read the feature:

Small businesses face their own set of unique challenges. Those led by wife and husband, even more. 1. As much as we try not to, it's impossible not to talk about work at home. 2. I've perfected a feedback model that I teach all my clients — but it doesn't work with spouses. 3. We try our best to stick with the unique job scorecards each of us has. And we generally do best when we stay in our own sandboxes without drifting into the other’s, but of course, there’s some overlap. It does have its perks, too. We get to watch each other grow, and we play off each other's strengths. And we don’t have to recap trials and tribulations when we get home to the inquisitive spouse who asks, "How was your day?" The number one secret to our success is this: Once a year, we step away from business and take a two-week trip, just the two of us. This year we cruised around the Caribbean Sea. We still checked our emails and made sure the business wasn't on fire, but the change of scenery was much needed. Not sure if you've noticed, but we've been making a lot of updates over here at The Metiss Group, from launching a new website to the introduction of The Leadership Academy™. So after a year filled with changes, it was nice to relax on a desert island or jump in a submarine to watch sea turtles swim by. But I gotta admit, I'm excited to get back in the office. Even more great changes are coming in the new year — stay tuned!

Many things can go wrong when no one on your team specializes in hiring. Here are five of the most common failures we find in clients before they come to The Metiss Group: 1. Vague job descriptions keep them from attracting the right candidates 2. Bad screening means they waste time on candidates who can’t commute to the job site or who aren’t a salary match 3. Lack of experience adds speed bumps to simple tasks, like posting a job on LinkedIn 4. Only asking softball questions during reference checks 5. Lack of clarity around who they actually need on their team means they keep making bad hires Despite all these problems, if your company only makes a handful of hires a year, it doesn’t make sense to hire a full-time recruitment specialist. That’s why The Hiring Process Coach™ works with your existing team to teach you how to hire a superstar. Learn more: https://lnkd.in/e5bD-tPK

New year, new books to read 📚

Happy Thanksgiving from us at The Metiss Group! We are so thankful for all the clients who have made a difference in our lives.

Get ready to brush up on your EQ skills at the Thanksgiving table!

Even the most successful organizations know there’s always room for improvement. Clemens Food Group, a respected leader in the food manufacturing industry, saw an opportunity to refine its hiring process to align new team members more closely with their values and long-term goals. They weren’t fixing a broken system but looking to make a good process even better. https://lnkd.in/e2UxbDyq

Do opposites really attract in business? Sometimes... but sometimes not. In all my experience, I've never seen conflict in a meeting simply because one person was an introvert and the other was an extrovert. It's more often caused by friction in workplace motivators. Watch the video to learn more.

Leadership development is a journey that never truly ends. And while that’s exciting, it can also feel incredibly daunting. The more you learn, the more you uncover what you still don’t know. So if you’re considering leadership development for yourself or for members of your team, you’re probably wondering, how long does it actually take to become a great leader? Is it worth the effort, or will the process just stretch on forever?

We're one week away from the webinar on emotional intelligence in the workplace! Have you signed up? (Even if you can't make it, fill out the form anyway, and we'll email you a copy of the webinar!)