An enormous amount of data and information can overwhelm the work environment.
How does one deal with this information overload?
Well, the first and most important skill is understanding “degrees of importance.”
Clearly some things are more important than others. From a management perspective and from an employee perspective.
Filing the paperwork on the last sale is important but as important as the next customer standing there waiting to pay?
If a customer needs help but it’s clearly not in one’s job description to assist this customer, do we hope someone else will attend to the customer? Or do we stop, find out what’s needed and do what we can to help?
If a co-worker is complaining about a mutual supervisor, do we join in or do we insist the co-worker get with the supervisor to sort it out?
And degrees of importance.
The last example about encountering a complaining co-worker may not sound like a point of importances, but it is. How important is it to have a harmonious work environment? How important is it to resolve upsets or issues with the correct individual? Or is it not that important because workplace complaints are just a part of workplace life, so no big deal.
Degrees of importance.
So how do we determine this with the applicant?
One suggest would be to make a list of different situations your staff run into that require them to “sift through” data in order to make decisions.
You could present some of these hypothetical situations to the applicant and ask how they would deal with them OR you could ask the applicant how they handled these types of situations in the past.
You can start out with situations with obvious ideal outcomes and then present some that are not so obvious.
How your applicant “sifts” through data to make decisions is a good thing to know before making your hiring decision.
As the law varies in each area, please check with an attorney to ensure you are applying these tips within the law.
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