Even as the economy shows signs of strengthening, many companies haven’t yet seen business rebound. They still need to do more with fewer employees. Perhaps you’re a hiring manager or business owner who is not able to begin hiring—but needs to keep existing employees motivated and more productive.

You might be thinking, “Haven’t I analyzed productivity enough over the last couple of years?” Perhaps you think there is no way to ask for more efficiency from overworked employees. What if you want to give them a break without affecting productivity? And you know you can’t hire more staff just yet. What to do?

Analyze Again

One answer is the one you might not want to hear: start at the top and analyze your business again. Look at your processes and procedures with a fresh eye—not an easy task, id it? So, why not get some help from the people on the front line? Seek input through an employee survey. Solicit their ideas for increased efficiency.

Fewer Steps, More Efficiency

If yours is a production-based business, efficiency can make or break it. Again, start with your front-line employees—like Mike, your shipping clerk. Look at Mike’s flow and setup. How many steps does each task take? Which can be eliminated or streamlined? How can Mike reduce travel time required for his job requirements? The higher the number of steps his feet take, the more time and energy he’s wasting. Encourage Mike to work with you to redesign his work station, eliminate wasted time and materials, or redistribute his tasks to others, if that makes more sense.

Decrease the Layers of Authority

If your business is sales-related, listen to your phone operators. How can they better balance customer service with efficiency? Are they wasting time waiting for approvals for services they are not authorized to give? Can you empower customer service staff to take care of issues on their own level, decreasing the layers required to handle a problem?

Be an Undercover Boss

Not sure if these areas are problems in your company? Your employees do! So ask them. Spend time with them. Get out of the office and shadow a few employees for a day. Take a cue from the new reality show “Undercover Boss,” where CEOs go undercover in their own companies, working alongside the lowest-level employees—and learning how their businesses really work.

Employees often follow procedures they are trained in, whether or not they are the most efficient use of their time. They do what is expected. But when given the chance to change things, many will jump at the opportunity to contribute to an improved workflow.

Give Mike a Promotion

Perhaps your frontline employees, like Mike, are capable of taking on some management duties. If you’ve downsized your management team, it may be that they already are—and if that’s the case, recognize them for it. Sometimes a change in title helps employees shine in ways you didn’t expect—and it can be real morale booster, too. So make Mike the Shipping Manager if he deserves it!

Talk to Your Staff

As with most management challenges, the key to increasing productivity lies in staff communication. Talk to your workers, learn how they do their jobs every day, and solicit their ideas for improvement. If they are willing to take on more responsibility, start on a plan to make that happen. And if they are at the point where another task will send them out the door—you need to know before it happens.

It’s an interesting saying, “not pulling your own weight.” But think about a team of horses, or oxen, or even sled dogs. Each one must contribute equally to the success of the team—or else the sled gets stuck in the snow, the field doesn’t get plowed, or the stagecoach takes a lot longer to reach its destination.

In an updated scenario, your business is the stagecoach, and success is your destination. If the entire team is pulling equal weight, you’ll get there together, faster. If even one employee is not pulling as hard, or putting in as much effort, it will take longer. And you might not ever reach the success your company is capable of.

So what does an employer do when one employee (we’ll call him “Joe”) is not doing his part?

First, don’t assume that Joe knows. Joe is not a mind reader. Even if his co-worker, Lucy, rolls her eyes each time Joe mentions he’s tired, or brags about how much he’s accomplished today, he could have no idea the rest of the team thinks he’s a slacker. You might think Joe is deliberately unproductive, while Joe thinks he’s a superstar.

Don’t wait. If it’s several months before Joe’s annual performance evaluation, don’t wait for that special day to bring him into your office and talk about his performance. It’s crucial to address a problem when it’s happening (or in this case, not happening), and ask for improvement right away. Especially if Joe’s teammates have complained to you about an unfair situation—you owe it to them to follow up and fix the problem. As boss, that’s your job.

Don’t accept excuses. Joe may have legitimate issues that are affecting his work performance. If so, call on your best leadership skills and help him through this rough spot—and if he’s a great worker, help him keep his job. But, if Joe is just really good at avoiding his workload, it’s only fair to the rest of the team to require improvement.

Choose a good time. If you’re under unusual stress, or the entire team is, due to a big project deadline, don’t escalate a potential problem. Wait until you can handle the conversation with Joe with clarity, keeping objectives in mind.

Acknowledge Joe’s strong points. Give a dose of good with the bad news. Focus on Joe’s strengths, appreciate his effort (such that it is) but let him know that other employees are doing more. Ask for Joe’s input on splitting the workload more fairly.

Every business has different needs from its employees. A day-care center and a lawn-care service both have “care” in their names, but if the nanny is better with chrysanthemums than with kids, he or she is not going to fill the day care owner’s needs.

Still, there are plenty of basic traits employers like to see in their job applicants. We surveyed a few employers who are hiring right now about the most important qualities their new employees have. NO matter how smart, how educated, or how articulate a job-seeker is, remember this list when you’re hiring—because these are the qualities that really count!

Christine, a communications company owner, said, “First, I look for talent, then creativity. Everyone has a gift, and my job as an employer is to figure out how each employee’s talent can benefit my company. Creativity is absolutely essential. I can’t be the only one to solve problems. Having creative people around spurs ideas, growth, and helps us overcome challenges.”

Joseph, a construction company manager, looks for honesty and integrity, a positive attitude, and flexibility when he’s hiring new employees. “I know it’s difficult to judge these qualities through a job interview. That’s why we conduct background checks to make sure we’re hiring honest people. Past employers will tell me if a candidate has integrity. And asking the right questions reveals the person’s attitude and flexibility. These are traits that I cannot teach an employee—and I don’t have the time to deal with anyone’s bad attitude or rigidity.”

“I like to hire adults,” says Cynthia, a financial services HR manager. “Follow-through is important. Our supervisors don’t want employees who just don’t do what they say they’lll do. And who has time to follow-up to make sure they do their job? So, self-reliance and drive are two other qualities I definitely look for in a job candidate.”

To Kevin, owner of a small organic farm, three things are all that matter: “Passion. Confidence. And the desire to work. I can teach anyone how to do their job if they have those three attributes going for them.”

Heather owns a tech-services company. She says, “To me, adaptability is key. Things in our business change every day. Employees who are stuck in a rut or work only within the limits of their job description are just not going to succeed here. So, I don’t hire anyone without demonstrated adaptability. If they’re highly responsible and smile a lot, that also helps them when I’m deciding whom to hire.

If you’re an employer getting ready to hire again, keep these traits in mind, and see how they fit within your company’s needs and culture. Some qualities are just good for employees to have!

Up in the Air, the multi-Oscar-nominated 2009 film, features George Clooney as corporate “hit man” Ryan Bingham, whose purpose is to travel around the country and fire people.  Employers hire his company to do the dirty work of letting employees go.

At times, watching the film is painful. The director used real, recently-laid off people to portray Bingham’s victims—and their disappointment, sense of loss, anger, and disbelief are as palpable as Bingham’s cool detachment. He doesn’t know the people whose world he just rocked. Their responses to the news, like “I’ve given this company everything,” “What am I supposed to do now?” or “How can I go home and tell my wife I’ve been fired?” appear to have absolutely no affect on him.

Most employers occasionally have to let employees go. And most do it themselves. The full-scale layoffs depicted in Up in the Air are global corporations, shutting down entire divisions—not small businesses firing a single employee. While it might seem attractive to turn this unpleasant job over to a professional hatchet man, it’s just not possible for most employers.

Most supervisors and business owners say that firing people is one of the worst aspects of their job. So, how does an employer fire someone while treating them well and protecting the company from liability?

Here are some ideas you might consider:

1. Don’t go it alone. A witness is necessary to protect your company from possible discrimination claims.  Have them document what happens.
2. Allow enough time to gather all the necessary paperwork, such as evaluations, warnings and any company separation forms the employee will need to complete. Don’t make the employee squirm while you shuffle through a folder looking for something you need.
3. Be completely professional. This means not getting personal. Don’t say “I’m sorry,” since that can confuse the issue. Your feelings and opinions should not come into the conversation. Keep your voice even, especially if the employee becomes agitated or raises his. And no matter what, don’t argue.
4. Make it quick. Remember the advice about removing a bandage—the quicker, the better? It’s the same when telling an employee she’s laid off or fired. Just give her the bad news, stay calm, and listen to her reaction. Don’t place the blame on “the boss” or “corporate.” It’s easier to assuage your guilt by blaming others, but it’s confusing to the recipient.

Until your company is large enough to hire a professional, be prepared and be kind—but be professional—when laying off or firing your employees. Done correctly, it can have little effect on the organization. Done badly, it can be devastating to both employee and employer!

With a glance through the companies on Fortune Magazine’s list of The 100 Best Companies to Work For, similar themes arise, even though the 100 firms represent a wide range of industries. Businesses of any size can use these themes to make their workplace one of choice for their employees, too. Reducing turnover reduces costs, increases productivity, and makes everybody happier.

Do the right thing:

• The #1 company on the list is SAS, a software firm. Employees get unlimited sick days, free medical care, a free fitness center and summer camp for their kids. The CEO believes in the trust between the company and the employees. Perks are probably a big expense, but SAS is very profitable (it’s the world’s largest privately owned software company) and turnover is a low, low 2%—the lowest in the industry.
• Johnson Financial Group, keeps pay in place if staff must be out of work for a crisis. The CEO says they will always “do what is right.”
• Arkansas Children’s Hospital sponsors a summer camp for sick kids—and awards extra vacation to employees who volunteer there.

We’re all in this together (even in a tough recession year):

• Edward Jones, the investment firm, froze salaries but continued profit sharing and did not lay off a single employee or close a single office.
• Wegmans Food Markets has never had a layoff, and didn’t end that streak. 11% of its employees have been with the grocery chain for over 15 years.
• Shared Technologies, a phone and data systems company, limited layoffs by cutting pay for employees (5%) and management (10%). The CEO of AFLAC, the insurance firm, gave up a $2.8 million bonus—and maintained all employee benefits.
• Nugget Market, a small chain in California, helped employees through the recession with 5% discounts on groceries; management showed appreciation by washing all the associates’ cars one day.
• Men’s Wearhouse demonstrated a team approach with pay cuts at the top: the CEO took a 20% pay cut, the SVPs, 5%, and the board of directors 10%.

Let’s keep having fun:

• The Scooter Store, in Texas, keeps celebrating with quarterly pep rallies and birthday parties every day.
• Mattel, the toy maker, keeps employees happy with potluck breakfasts, volunteer days, picnics and milk-and-cookie parties.

Benefits for all:

• Build-A-Bear Workshop gives part-time employees access to health insurance.
• CISCO offers on-site child care.
• Methodist Hospital System gives out bonuses based on patient satisfaction each quarter.
• PCL Construction focuses on healthy employees with gym memberships, unlimited sick time and paid life insurance.

Maybe these ideas will inspire other employers to think creatively and hang on to your valuable employees longer!

Human Resources pros and business owners are facing unprecedented numbers of applicants for limited—or zero—job openings. It’s nearly impossible to review every single resume, and it’s not efficient to even try.

Hiring has become more about recruiting than passive receiving of applications and resumes. Some employers are avoiding the resume onslaught by eliminating job postings altogether, preferring to use outreach strategies instead. Here are some tips to target your employee search and avoid the time-waste of reviewing hundreds of resumes:

1. Go online! LinkedIn.com is the go-to professional social networking site. If you’re unfamiliar with LinkedIn, do yourself a favor and join. It’s free (they do have a paid option), and it’s a great place to “meet” other professionals from across the country—or across the ocean. Start building connections, join appropriate groups, and let everyone know when you’re looking for new talent. LinkedIn even has a search-by-industry feature.
2. Check out your industry’s continuing education opportunities. Whether you’re looking for an accountant, a finance professional, support staff, or a marketing manager, you’ll find online and face-to-face training courses geared toward them. Find out where and when they are happening, and let the course or workshop leader know you have a hiring opportunity. People who are working on improving their skills could make great employees.
3. Ask around. Talk to your vendors: they probably know lots of companies in your industry. They may know a fantastic worker who just left one of them. Talk to your employees. Chances are very good their friends and family members know someone who’s looking for a job.
4. Be social. Attend local business events and networking opportunities. Hand out cards, make new contacts, and let folks know what you need. Your next recruit could be right in front of you. If not, you’ll make valuable contacts who might send someone your way in the future.
5. Be social online. Twitter is probably the fastest way to send word around to the largest group of people. You can’t set up your account and instantly have thousands of followers (unless you’re Bill Gates or Oprah), but it’s a great way to build connections over time. When you need those connections, they’ll be ready to help you find a good employee.

Next time you’re hiring employees, try a more targeted approach—and spare yourself the time you would have spent reading all those unacceptable resumes, hoping for the right one to jump out of the pile!

Catherine is a business owner we know who recently shared a concern that’s been on her mind; a fear that other employers probably share. Her staff of six has weathered the bad economy with her, through layoffs of a few of their friends, no raises for themselves, and increased job responsibilities. Catherine has expressed her appreciation for their sacrifices, but was also proud that she was able to keep six people employed through such a difficult time.

Catherine’s business looks like it will come through the recession in pretty good shape—and she will be relying on her seasoned staff to bring it back to its former level of profitability. Her main concern? That her staff will abandon her for other job opportunities, just when she needs them most.

Catherine’s story is not unique, and she’s smart to be thinking about this possible problem before it begins. Worrying about it, however, will not accomplish much. But what can Catherine and other employers do to keep good employees around after the economy recovers? How does an employer prevent a mass employee exodus?

First, recognize the reality: a survey last summer reported that nearly half of employees surveyed plan to seek a new job after the recession ends. 30% were already actively seeking new work. Generationally, the Xs are least likely to stay with their current employer, while the older Baby Boomers are most likely to stay.

Assure your staff of their job security. If your business is strong, let your workers know. Eliminating the unknown may be enough to keep your employees from bailing on you. Job security is the number one reason for employees to seek a new job. It’s not the increase in job responsibility or too much work for each staff member—employees do not see those as reasons to leave your company.

Find out what your staffers want. Now is a great time to sit down with your employees, either in a group brainstorming session, or one-on-one, and really understand what they want from their relationship with your company. Then, realign your procedures and retention strategy to match their most important wants and needs.

Employers don’t have to face the economic recovery by losing good employees. If retaining your best workers is important, find out what they need to stick around!

What type of supervisor are you? Do you rule with a firm hand, expect your employees to live up to your expectations, and discourage feedback? Or are you more like a mentor, molding and shaping your staff members to create the most effective team possible?

Sports analogies are used often in business: we work in teams, set goals, and hit home runs, whether we work at a baseball diamond or in a coffee shop. And today’s managers are more like team coaches than strict bosses who must be obeyed—or else.

Employees are an asset; their knowledge and talents are your company’s resources. It’s up to the coach to decide how to best use those resources, for the benefit of the team. Even in today’s economy, when staffers should be happy to be employed, there is a certain balance that must be maintained between the company’s needs and the employees’ needs. To keep that balance at an optimum level, good leaders find that nurturing talent and encouraging feedback and communication are among their best tools.

Asking open-ended questions is a good way to start. Instead of a “yes” or “no” question, like “Do you have what you need to do your job?” a coach would ask, “What are the specific tools I can provide so you are most successful at your job?” The first question is confusing; a worker is likely to say “yes” to avoid looking unprepared. The second choice is better—your employee has a wide range of possible answers, none of which can be considered incorrect.

Secondary questions, such as, “I never thought about it that way. Can you explain what you mean by that?” will help employees feel valued and confident in their opinions. Encourage staffers to open up in their communication by choosing questions wisely; help them think broadly about issues, and ask for their suggestions to improve procedures and policies.

Practice the art of active listening: make steady eye contact, engage fully with your staffers, and ask clarifying questions. Nothing does more to indicate to your employees that you are listening to them and care about what they think.

Here’s a twist on the usual employer advice. We’re going to tell you what NOT to do if you want to be a successful leader of teams or individual employees:

• Don’t hire indifferent applicants: You can’t teach passion. Limit your hires to people with passion. Whether it’s for a hobby, their accomplishments, previous jobs, or your company, product or customers, passion is the secret ingredient that makes good employees great.
• Don’t multi-task: Pay attention to one thing—or person—at a time. New studies show that multi-tasking is not an effective way to manage your to-do list. Encourage your employees to focus on what they’re good at, and to not try to solve every problem.
• Don’t ignore your gut: There may be a good reason you feel you can’t trust a particular worker. However, if you feel that way about the majority of your employees, the problem is probably you—learn to give up control and to trust people. Let go of the little things and manage from a higher place.
• Don’t be stingy: Generosity breeds loyalty. Make it part of your company’s culture to give time, energy, and presence, as well as fair pay and benefits, to the best of your physical and financial ability.
• Don’t shut out ideas: Listen to your staff’s ideas. Out of ten ideas, you might hear eight that are just bad, one that’s promising, and one that knocks your socks off. And when you hear that great idea, execute it—make it happen. It could be good for the company and will definitely be good for employee morale.
• Don’t be all business: If you’re not enjoying what you do, it’s not likely that the people who work for you will. Make a joke. Ask how people are. Bring in cookies. Take a half day off just to goof off. Have fun.