Why you need to be more flexible?

The biggest weaknesses that could be keeping you from getting promoted.

Employee turnover, downsizing, an economy in "flux", and many other factors contribute to the ever-changing face of business.

While men & women might once have hoped to grow old with a company, today's workers are more inclined to switch jobs several times before they retire.

 

Companies routinely evolve to serve their customers, a learning process that will include some trial and error.

Companies should be willing to try new strategies as they adapt to the ever-changing markets.

Workers who are flexible, and able to adapt to adjustments in the workplace are amongst the most desirable employees.

 

What defines adaptability?

Adaptability varies depending on the profession, but taking the time to learn how to accommodate the needs of bosses, and other workers may be an excellent way for men/women to ensure their long-term successes.

 

Embrace change

Most professional environments are fluid, and employees who resist change may find that their employers will deem them "expendable".

Employees must recognize that change is a part of the business world, and that they must "go with the flow" to maintain their good standing with the employer.

 

Look for benefits

A willingness to be flexible will benefit employees just as much as it benefits employers.

A flexible schedule, or the ability to telecommute will present new opportunities that may make your life simpler.

 

Keep lines of communication open

Many men/women enjoy working for companies that try new things.

Keep lines of communication open with supervisors to ensure that your ideas are heard, and also encourage your subordinates to offer their ideas too!

 

Don't equate flexibility with being a push-over

Flexibility shouldn't go as far that an employee feels like they are being taken advantage of.

As companies change, the process is best if it involves "give and take" on the part of employees, and their employers.

 

 

                                                                                      - Metro Creative

What causes a high employee turnover?

Employment rates are steadily increasing, which means businesses are growing!

Thus, business owners are seeking talented employees to fit into their teams.

Although the growth is positive, it is still very important for business owners to keep their employees "happy", and to avoid the costs & dangers of having a high employee turnover.

An employee turnover is a percent of employees that leave a firm each year.

In order for small business owners to retain their employees for the long-term, they need to be cognizant of the reasons that cause their good employees to quit in the short-term.

• Mismanagement of resources

How well do you manage, and measure your greatest resources?

Once an employee is hired, it is up to the firm to identify that individual's talents, to assign him / her an appropriate work-load, and to provide good goals for that individual to work toward.

• Improper talent acquisition

The bridging of the talent gap may create significant complexities, especially for a small business owner.

Large businesses have greater incentives to attract top-talent.

However, some people do prefer to work for small businesses if the monetary compensation, and other benefits will meet / exceed their needs.

• Bad hiring decisions

The most common reasons people give for quitting their jobs are :

- boredom

- a weak / toxic relationship with their supervisor(s)

- it is a wrong "cultural" fit for them

- the job's formal description on the paper and the actual job doesn't match  

- lack of opportunities for professional development & career growth

Network like a boss!

According to THE CANADIAN OXFORD DICTIONARY, a network is a group of people who exchange information, contacts, and experience for professional or social purposes.

So, when you schmooze, you win!

These are five "tips" to network like a boss!

• Mix it up

Avoid relying on just only one method for networking.

Use a blend of on-line and in-person methods & approaches.

Always carry your business cards, and always have a short speech ready to introduce yourself because you may meet a new person on any given day. 

• Be reasonable

When, or if you ask for help be honest about what you need.

Try not to get yourself discouraged because some people aren't able to give you the proper help you desire.

• Be constant

Always network, not only when you are desperate for help.

Also, periodically visit / call your people to see how they are, and to give an update about any good changes in your life.

• A.C.T. quickly!

Acknowledge, Communicate, and Take action quickly!

Always follow-up with the people you've met soon after the event while the connection is still "fresh".

Promptly respond to any requests that come to you from your network.

• Give thanks, and praise too!

Always show, and give appreciation to your people for any help they've provided to you.

Always return their favours with favours.

Show it, but also tell it!

Ditch these over-used expressions to avoid boring your next hiring manager!

Do you think that describing yourself as a "highly qualified self-starter, who is a creative problem solver" will help you get the job? Think again!

According to a new survey, these expressions are amongst the most over-used on resumes.

Some executives were asked "What are the most over-used, or meaningless phrases you see on resumes?"

Their top responses, along with advice on how to give employers what they are looking for in your application, and during the interview(s).

• HARD WORKER

Elaborate! Explain specifically how you've "gone the extra miles".

Did you regularly meet the tough deadlines?

Did you handle a high-volume of projects, or tackle tasks outside of your job description?

• TEAM PLAYER

Being able to work well with others is a must for every job in today's current world.

Provide specific examples of how you partnered with your colleagues, and what was the outcome?

• PROBLEM SOLVER

Be specific when you describe this trait of yourself.

What was the difficult situation? How did you solve it?

• SELF-STARTER

Employers like individuals that initiate!

What was your immediate contribution to the team?

Show the hiring manager how you took action first when you saw an issue that needed to be rectified.

• FLEXIBLE

Yes! Hiring managers like employees that adapt to new situations quickly, but describe to her\him how you did it?

What was the major change(s) at your workplace?

How did you handle the unpredictable working day?

• HIGHLY QUALIFIED

What makes you "Highly qualified?"

Highlight your achievements, and accomplishments in your previous positions.

Emphasize your own authentic skill-set. What makes you "special?"

Also show your formal educations, and certifications!

• PEOPLE PERSON

Employers like employees that have good communication skills, and are able to build good relationships with the internal, and external contacts.

How did you "win-over" a challenging co-worker, or customer? 

   

Slacking co-workers?

Did you know? 

Slacking co-workers cause a quarter of their hard-working colleagues to put in 4 to 6 more hours of work each week, according to research from the New York Times best-selling authors of "Crucial Confrontations".

The on-line survey of 549 people found that goodwill isn't the only victim in this situation  - 

productivity, satisfaction, and quality also suffer.

In fact, four out of five say the quality of their work declines when they have to pick-up their co-worker's slack - 

That's a huge potential blow to the bottom line when you consider that 93% have a co-worker who doesn't do his \ her fair share.

With such a great toll on resources, what do the majority of employees do when they are faced with slacking co-workers?

Unfortunately, not much!

The study shows that only 10% speak-up, and hold their under-performing colleagues accountable for their "bad" behaviour.

The top five reasons employees list for biting their tongues : 

1. They don't believe what they say will make a difference.
2. They don't want to under-mine the working relationship.
3. It's not their place.
4. They fear retaliation.
5. Unsure how to approach the conversation.

Joseph Grenny, co-author of Crucial Confrontations says employees often avoid holding others accountable for "bad" behavior due to fear of the potential risks of speaking-up, but do not consider the risks of not speaking-up.

"Those who are best at holding their colleagues accountable realize that if they don't share their concerns with a slacking co-worker, they will have to live with the consequences that result from holding back their informed opinions, such as low productivity, lost revenue, and strained relationships", says Grenny.

Grenny also says when we fail in our attempts to hold others accountable, it's often because we rely on ineffective strategies such as couching (to word in a lofty manner), relying on non-verbal cues, passing the buck, or asking others to read our mind.

Grenny offers five "good" tips for candidly, and respectfully holding co-workers accountable for their "bad" behaviour :   

1. Suspend judgements, and get curious. Perhaps your co-worker is unaware of the effects of his \ her actions. Enter the conversation as a curious friend rather than an angry co-worker. 
2. Make it safe. Don't start by diving into the issue. Establish safety by letting your co-worker know that you respect him \ her, and reminding him \ her of the mutual goals you share.
3. Share facts, and describe the gap. Start with the facts of the issue, and strip-out any accusatory, judgemental, and inflammatory language. Then, describe the gap between what was expected, and what was delivered.
4. Tentatively share concerns. Having laid-out the facts, tell your co-worker why you're concerned. Help your co-worker see the natural consequences of his \ her actions.
5. Invite dialogue. Ask if he \ she sees the problem differently. If you're open to others' points-of-view, they'll be more open to yours. 

                                                                                                    Source : Marketwired

Making the most of your entry-level job!

     Many top-level business executives, including some C.E.O.'s began their careers in entry-level positions!

These positions may not fulfill a post-grad's dream, but they are often great opportunities for freshly-minted graduates to learn about the given industry.

     Like many opportunities, entry-level jobs are often only as valuable as employees want them to be.

Those who approach entry-level opportunities with a good attitude, and a strong desire to learn are the ones who are most likely to someday consider their experiences as entry-level employees as invaluable.

With that in mind, the following are a few ways entry-level workers can make the most of their opportunity :

• MAINTAIN A GOOD ATTITUDE

The chances are that your first few months as an entry-level employee will be spent performing some tedious tasks which may have only little to do with your long-term career goals.

Approaching these tasks with enthusiasm may be difficult, but do your best to maintain your positive attitude.

Your co-workers, and bosses will observe how you respond to your work-load, and that can dictate your future with the company.

In addition, those who are above you on the company "food-chain" have most likely performed some menial works when they began their careers too!

A poor attitude that suggests you are above menial works will harbour resentment amongst you, and those who've already done them.

• BE READY TO "CHIP-IN"

A willingness to co-operate, and work a few extra hours when help is needed is a great way for entry-level employees to get noticed!

Helping co-workers is excellent, but make certain that your own responsibilities aren't suffering because you've been too quick to lend your helping hands.

Once you have "cleared your plate", then approach your boss about helping the others.

This good gesture will get you noticed. 

• LEARN THE "LAY OF THE LAND"

The companies vary in regards to the culture, especially offices. 

A casual environment may have prevailed at your past internship, but that doesn't necessarily mean your new employer accepts the same.

When  beginning a new entry-level job, give your attention to how the staff interacts with one another, and how decisions are made.

Information such as this will help you to advance in your career, and build good relationships within the company.

• DEVELOP YOUR SKILLS

Not everyone will expect you to be fully satisfied with an entry-level position for your entire career, so don't be afraid to seek opportunities to further develop your skills.

These opportunities may present themselves within the company via an interesting project, or outside the company via a class at the local college.

Please do take advantage of any chance to develop your skills.

Don't feel guilty about pursuing opportunities that have only little to do with your current position, as long as you're still doing your current job to the best of your abilities.

A good company will be impressed by your desire to learn, and grow your skill-set, so don't hesitate to seek these opportunities.

                                                                                  from : The Government of Ontario

The ten most unhelpful thinking styles.

1 . All of nothing thinking : Sometimes called "black & white thinking".

• If I'm not perfect, I have failed
• Either I do it right, or not at all

2 . Mental filter : Only paying attention to certain types of evidence.

• Noticing our failures, but not seeing our successes

3 . Jumping to conclusions : There are two key types of jumping to conclusions -

• Mind reading (imagining we know what others are thinking)
• Fortune telling (predicting the future)

4 . Emotional reasoning : Assuming that because we feel a certain way, what we think must be true.

• I feel embarrassed, so I must be an idiot

5 . Labeling : Assigning labels to ourselves, or other people.

• I'm a loser
• I'm absolutely useless
• They are such idiots

6 . Over-generalizing : Accepting a definite pattern based upon a single event, or being overtly "broad" in the conclusions we draw.

• everything I do is always rubbish
• nothing good ever happens to me

7 . Disqualifying the good (positive) : Disqualifying the good things that are happening, or the good things that you have done in your past.

• That doesn't count anymore

8 . Magnification (catastrophicizing & minimizing) : Blowing things out of proportion (catastrophicizing), or inappropriately shrinking things to make them seem less important (minimizing).

9 . Using critical words : Using critical words like "should", "must", or "ought" may make us feel guilty, or that we have already failed. e . g. When we apply "shoulds" to other people, the result is often frustration

10 . Personalizing : Blaming yourself. Taking the responsibility for something that wasn't completely your fault.
Also, blaming other people for something that was your fault.

Good work habits, skills, and abilities!

It is very important for everyone in the workforce to have good work habits, skills, and abilities!

Some of these are :

Working safely

• Working in a manner that prevents injury to self, and others
• Reporting unsafe working conditions
• Participating in health & safety training as required
• Using and wearing all the required protective equipment, and devices

Teamwork

• Working willingly with others
• Showing respect for the ideas, and opinions of others
• Taking responsibility for his / her load of the work
• Contributing to the team's efforts via sharing information, resources, and expertise

Reliability

• Being punctual
• Following directions correctly
• Giving attention to details
• Using the time effectively, and getting the work done "on - time"
• Working in accordance with the health & safety practices

Organization

• Organizing work priorities when faced with many tasks
• Devising, and following a thorough plan to complete the tasks
• Revising the plan when it's necessary to complete tasks, or make improvements

Working independently

• Accomplishing tasks independently
• Independently selecting, evaluating, and using the appropriate tools, resources, and actions
• Using prior knowledge, and experiences to correctly solve problems, and make good decisions

Initiative

• Beginning, and completing tasks with little, or no prompting
• Approaching new tasks with confidence, and a good attitude
• Seeking proper assistance when it's necessary

Self - advocacy

• Asking proper questions, and seeking clarification when it's necessary
• Identifying, and making good use of resources & support
• Being "proactive" to safeguard your individual rights and responsibilities

Customer service

• Listening effectively to determine, and meet client's / customer's needs
• Interacting positively with co - workers, clients, and customers
• Aspiring to meet, and exceed client's / customer's expectations
• Creating a good impression of the company, and organization

Entrepreneurship

• Recognizing, and acting upon beneficial opportunities
• Being persevering
• Being innovative, and creative
• Being versatile, and resourceful