1.Consider your employees as your customers. Too often employers forget this. Without them you are not going to succeed. This is your first step: to acknowledge them as most valuable members of team.

2.Be available and present for them. You would always make yourself available to your clients… do same for your employees. They need to know that you are there for them, and that everyone is playing on one team.

3.Be willing to share company’s goodies. Does your office purchase holiday gifts? Purchase additional items for your employees. If you – as a manger – receive a gift from a vendor, share it with your team. It is not actual item that has so much value but your willingness to treat your internal customers with kindness and respect. 4.Exceed your employees’ expectations. You can create great relationships if you focus on this. Do more for them than it is expected. Take them out for dinner or lunch once a month just as a gesture of team spirit. Offer unexpected theater tickets or restaurant gift certificates for those who have few or no sick days within a period of time. Host a company “play day” at a local park. The possibilities are wide open… results are long-lasting.

5.Communicate company’s direction. Keeping employees informed offers them a feeling of empowerment. It cements fact that they ARE part of team. It also helps with aligning individual goals with those of organization. Take time to provide detailed information about business’s future and your internal customer’s place in it.

6.Follow-up and ask for their feedback. Just as you ask for feedback from and follow up with your external customers, be sure implement open communications between you and your team. When you involve employees in daily activities of organization, they participate more, volunteer more and they take ownership more quickly.

7.Say thank you. Can you imagine a transaction that takes place with an external customer where ‘thank you’ is never said? You simply wouldn’t tolerate that for long. The same applies to internal customers. When a project is finished… when a report is completed… at every opportunity, say thank you.

While internal customer service programs may take additional time and money, company-wide results will far surpass expenses. You will soon find yourself surrounded by those who are willing – and, yes, even excited – to work for your firm.

4. How many sick days have you taken from work in past year?

Asking direct questions about applicant's health is illegal in many countries. Asking about sick days is not. If applicant has missed considerable time, ask if there is any current condition that would interfere with his or her ability to have a good attendance record. An existing medical condition doesn't mean applicant is unsuitable, but you do want to know how reliable and dependable he will be.

5. Are you able to work shifts? Graveyard shifts? Weekends? Are you available for business travel?

In many countries, it's illegal to ask questions about marital status and whether person has family obligations. But you are entitled to know whether they are free to work shifts you have available and if they are free to travel, if travel is a requirement of job.

6. This is our policy regarding smoking/dress code/alcohol and drug use while on job. Are you willing and able to abide by this policy?

It could be illegal to ask about an applicant's use of tobacco, alcohol or illicit drugs. But it is legal to explain your workplace policy and ask if they will abide by it.

7. Where do you see yourself in five years?

You are trying to find out if person's long term goals are compatible with your workplace. If they are planning to move to another city, retire, quit work to raise children or to attend school, you will want to know it.

Or, if they want to climb ladder, does your workplace offer an opportunity? On other hand, if they are looking for a job to settle into for years, is that possible in your workplace?

Get answers you were looking for? Do your reference checks, then Ready, Set, HIRE!

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