Ring in the New Year with Happy Employees

As a leader or business owner, it’s easy to think of the working relationship with your employees as transactional.  They receive pay for the job that they do.  However, with ever increasing recruitment competition and desires of the workforce, you must transform that relationship.

Keeping employees happy on the job is easier said than done.  Wait, is it your job to keep everyone at work happy?  In order to maintain an engaged workforce, opportunities must exist for employees to enjoy the work they do and the company they do it for.

Show Them They Are Valued

Tell your team where they shine the most.  You may already have performance reviews in place, but that should not stop you from telling them they are valued and why.  Instead of just saying a vague thank you, be specific as to why you value what they do.  For example, if someone is great at details and catches mistakes before projects are out the door, explain to that individual how important their role is and their skill set is to the team.

Encourage Creativity

Allow employees to express themselves creatively.  We often get bogged down with legal constraints or regulations that we often forget about creativity in the workplace.  Each person has a unique set of creative talents just waiting to come out.  Even if you are finding it difficult to implement a creative environment, training and professional development may be an avenue to explore creativity with your employees.

Clarify Plans, Goals and Roles

Streamline processes for employees.  A chief complaint of employees are that it is difficult for them to do the job they were hired for because of an outdated process.  Ask them how to do it better.  While that is being done, define each team member’s roles.  You may be surprised to learn how your employees have taken on different responsibilities than originally assigned.

Your team may not understand the overall goals of the company and what they do is important to get there.  However, most are too afraid to ask.  Set aside time as a group to explain the mission, vision and goals of the company and what they can do to help those goals.

 Communication

You may have expressed an open door policy with your employees.  Do you really mean it?  Ask yourself if you are approachable.  If you discover some employees are shying away from you, go out and see them in their environment.  Ask them to show you what they do if you are not familiar with the daily tasks.

 Have Fun

Reward employees in fun ways.  Special parking spaces or decorating cubicles to mark a celebration are easy and cost effective ways to keep the momentum going.  Take a survey to see what types of employee engagement activities they want to do.  Perhaps an afternoon picnic or onsite BBQ would be a winner..

You are most likely are informally doing at least one of these strategies already.  Being proactive and purposeful on employee happiness can reap big rewards on the bottom line.

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How Do YOU Handle No?

It’s a strong word for anyone during their career. NO is a setback; one that has the power to change your perspective of your career goals. However, it doesn’t have to end that way. You can harness NO and use it as a vehicle for success instead of setback.

 Everyone hears NO at some point in their career.

NO appears at one point in time in everyone’s life; it’s inevitable, just like change. It may come from a job that you didn’t land, a client that went somewhere else, or even a lay off due to no fault of your own.  Since everyone will hear different versions of NO in their career, it’s important to ask if the NO is valid or invalid.

Is the NO valid?

If it’s valid, then the difference between people who bounce back from NO and people who do not is the ability to take it in stride and use it to pinpoint any areas they may be lacking. Instead of taking the NO and using it as a setback, they use it as a map to continue and move forward.

 Is the NO invalid?

If the NO is invalid and not based on any necessary improvements or irrelevant, then the best thing to do is ignore it. While this may seem difficult, it is the best way to move forward in your career without being setback by an invalid NO.

 

NO is hard, even for seasoned professionals with years of experience. As you progress in your career, it becomes easier to distinguish between a valid NO and an invalid NO.

– N.G.

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LinkedIn: Useful for Everyone

LinkedIn is pretty much a given now, thanks to the importance of social media for companies, as well as those who are professionals or looking for a new job. Even though LinkedIn is important, there are some ways to use it that are most effective.

 

LinkedIn Rule #1: Professional Profile

LinkedIn is to the professional world what Facebook is to the social world. A clean, professional headshot with a background image and a fully filled out profile (yes, including the summary!) does wonders for recruiters or new employers looking at your profile. If you don’t have a LinkedIn, it’s almost as if you don’t exist.

 

LinkedIn Rule #2: Share . . . with Caution

Okay, so you have a LinkedIn profile and it’s fully filled out. You can still share articles and even comment on articles shared by your connections. Even if you are not looking for a new job, it is important to make sure you are up to date with news in your industry. For those in the creative fields, this is especially important. It doesn’t have to be every day; it can be a few posts per week if you have a current job.

Just make sure that the source and the article is appropriate for the LinkedIn audience. Some good examples are Inc., Business Insider, Forbes, and established publications in your industry.

 

LinkedIn Rule #3: Connect Politely

A big plus with LinkedIn is you can connect with former coworkers, networking attendees, and current coworkers. However, this must be done politely and with restraint. When sending a request to connect on LinkedIn, remember to add a personal touch and give the person an out.  Remember to thank them for the connection afterward!

 

LinkedIn Rule #4: Recommendations

Another big plus for job seekers and non-job seekers is LinkedIn’s recommendations feature. This is a great way to showcase kudos from past and current clients, co-workers, and more. Just like the connect feature, make sure to give the other person an out if they are not comfortable with giving the recommendation.

 

LinkedIn is a great tool, and it’s not just for jobseekers; professionals who use it for industry connections, news, and other valuable insights have a leg up on how they can connect and grow their industry.

-N.G.

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The Mock Interview Experience

Startup Stock Photos

A career coach can be many things to many different people, but the best part is having someone who can help you solve new problems in your career, job search, or any other topic. It’s important to have someone in your corner who can help you succeed. Even if your resume excited the company and they called you for an interview, how do you make sure that your interview will go just as well? You can try a simple mock interview.

Second Set of Ears

Everyone needs a second set of ears when it comes to interviews. Many people may not want to admit it, but even though you can search for answers to these questions, some of the advice out there may not be as great or even could be contradictory. Think about it this way: if you are deep within a job search and no one is calling you for a follow-up interview, something is very wrong.

HR/Recruiter Experience

Even if you do make it past the first interview in most cases, what about the second or third one? Do you have some interview flaws that only an HR professional/recruiter would know? Let them help you figure out how to develop your interview skills. Sure, there may be a compassionate recruiter or two who during the interview may give you some advice, but that is very rare. It also may build up your confidence for that next big interview.

Technical Issues

This is a big reason to have a mock interview. Even though you should already make sure the equipment is perfect before the interview, a chance to do a dry run is always a good idea. The career coach may also recommend some equipment that is helpful for a phone or Skype interview that will set you apart from the rest of the job candidates.

A mock interview may sound like a lot of extra work, but a job search is more work than preparing to end it and snag that dream job.

– N.G.

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Is Your Job Search Working for You – or Against You?

Job searches are rarely fun. The endless amount of job applications, interviews, and dashed hopes is discouraging for many of us. However, it doesn’t have to be that way. Albert Einstein is quoted as saying, “The definition of insanity is doing the same thing over and over again, but expecting different results.”

Is Einstein describing your job search? Here are several ways to find out and fix the issue.

 

You Apply and Only Hear Crickets

If you have been applying to countless jobs that you meet at least 80% of requirements AND have been using personalized resumes and cover letters, there may be an issue with your materials. Sometimes, job applicants apply for positions they are simply not qualified for. If you are qualified and never hear back (disregarding spelling/grammar errors, unfollowed instructions), then your materials are not cutting it for two reasons: lack of measurable results or lack of fixing the company’s pain problem.

To fix this issue, a resume review or refresh may be needed to address the concerns of recruiters and HR professionals. While you may have to put off job applications for a week, it is much better to know you have a chance instead of using the “spray and pray” method.

 

You Get to the First Interview . . . But Not the Second or Third

Are you getting calls for initial interviews only? You may be lacking in interview preparation and follow-through. While it is impossible to prepare for every single interview question, many websites offer guidelines and sample answers. You should also have a list of accomplishments from each position and any challenges ready to go for the interview. It is much easier to spend time on interview prep once you get used to it. Also, are you following up with a thank you note within 24 hours? This may not ultimately win the interview, but it may help you stand out and get closer and closer to the next round.

 

You Ace the Final Interview . . . But No Offer

Have you been following all the steps above yet never receive an offer? Maybe the issue is that your social media is not only searchable, but pulling up some posts that may cause employers to remove you from the running for a job offer.

This issue is the most frustrating since you were so close to receiving a job offer. If you are willing, it is a good idea to respond to that final rejection letter and ask for some feedback, even if they have no other positions available. It never hurts to learn valuable feedback so you can receive that next job offer.

 

Insight Solutions can help you every step of the way in fixing these issues and landing the job of your dreams!
– N.G.

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Stating Your Starting Salary in an Interview

You are sitting in an interview and you are really feeling the vibe from the manager and from the company. You start thinking that this job is going to be offered to you. Then, the dreaded question comes up. What starting salary are you looking for?

Too High

Are you automatically thrown out as a viable candidate if you give a starting salary that is too high for the budget? It depends how you market it. If you state the number without an explanation as to why you came up with the figure, you may have slimmer chances.

If you know you are coming in with a high number, explain what the company would receive for that investment. What are you able to offer that no one else can?

Too Low

Maybe you aren’t willing to risk losing the job offer, so you state a number that is really low. If you think there is long term growth and the company has demonstrated the ability to reward top performers, this strategy may work for you. If that’s not the case, however, you may be selling yourself short. And setting yourself up for disappointment in the new job.

Just Right

How do you know what is “just right”? Research, research, research. Familiarize yourself with the location and the job market for that position to determine a fair salary to you and the company.

The best strategy is to define a range for the employer. Prior to the interview, determine what a low salary is for the job, the average and the highest salary. So, now you have three dollar figures.  Drop the lowest figure and now you have two numbers that would define an equitable salary range for you. This increases your odds about future salary discussions with the employer.

One way to state this range is, “When considering my skills and your benefits, I’m looking somewhere between $Y and $Z. Is that comparable with the salary range for the position?”

Salary negotiation in the interview can set the tone for the rest of your employment with a company. When you are able to state your starting salary confidently, you have a higher chance to get the job you want for the pay you desire.

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Role of an Employee Handbook

Depending on the size of your business and how long you have been in operation, you may or may not have an employee handbook. No matter what your company size, implementing a handbook is a good business practice if you don’t already have one. It outlines the policies and procedures of an organization. It outlines the expectations to your employees and describes what they can expect from your business.

Legal Protection

A handbook offers protection against legal claims. Describing all policies in detail and outlining the employer/employee relationship will be key in using a handbook as legal protection. For instance, if an employee is terminated and takes you to court, outlining if employment is considered at will in the handbook will be important to defend your case.

Information in a Handbook

An employee handbook should clearly describe the employer’s policies. This provides the expectations to all employees and provides consistent use of policies. One critical policy that should be included in the handbook is who and employee goes to if they have a problem. This demonstrates that you would like to see a resolution for the employee before bringing in someone from the outside.

Topics that should be addressed in your handbook includes:

  • Equal Employment Opportunity (EEO)
  • Employee Benefits
  • Paid Time Off such as vacation, personal days, sick leave
  • Unpaid Leaves of Absence
  • Americans with Disabilities Act (ADA)
  • Jury Duty and Military Leave
  • Work Hours
  • The Introductory or Probationary Period
  • Required Language about Pay Deductions
  • Email and Internet Usage
  • Dress Code and Professionalism

Having policies in your handbook is not only a benefit for the employees but also for your supervisors. It acts as a guide in handling employee questions and situations. Some organizations create a management handbook as well.

Other Uses

Setting the tone for the culture is an important aspect of an employee handbook. Include a welcome statement describing the company’s history and how employees contribute to business success is beneficial. Many companies will also include their mission and vision statements.

In more recent years, employee handbooks are being used an employee onboarding tool. Companies defining their employment brand, often bring that look and feel to a handbook. Long gone are the days of plain text on blank paper. Employers are now using graphics, diagrams and digital tools to explain complicated procedures and add interest for the reader. It acts as a retention tool for new employees reading the handbook for the first time.

Whatever style and format you use for your handbook, make it unique for your organization and don’t let it collect dust. Review it periodically and make it a living document meant be changed as needed.

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When You are Leading the Interview

It happens to everyone. If it hasn’t happened to you yet, it will. Some leaders and managers are great at their jobs, but stink at interviewing for key talent. As a candidate, an unskilled interviewer can set you up for a disadvantage if you are not prepared for it.

Handling Awkwardness

Some interviewers think of questions as it comes to them. Or they have not thoroughly read through your documents in advance so they are asking questions you feel they should know. Some are terrible at small talk or trying to make the candidate feel comfortable.

In these situations, always be courteous and polite. Ask the interviewer some questions about the job and company. When appropriate, follow up on how you can perform the task or describe relevant past experience you had that could help the company.

I always coach clients that silence is ok because thoughts have to be collected or maybe notes need to be made. However, there is a limit to silence when it just starts feeling uncomfortable. In this situation, practice your approachability. Smile and expand on any answers you may have given before. You can also ask if they would like more examples when you have completed a certain task. Don’t appear to be bored or frustrated.

Answering Questions Not Asked

Sometimes the interviewer does not ask the right questions to showcase your skills. If that’s the case, be prepared to add a little extra information about your skill set into each answer.

Another great idea is to research the position in advance and ask a question directly related to the position description that you can give a great answer to. For example, say something along the lines of, “I noticed in the posted job description, you want someone with experience with specific programs. Tell me how those are used within the company.” When the interviewer is finished, then inform them about the experience you had with that program and how you utilized it. Tell the interviewer that the more understood their needs for the position, the more you feel that position is for you.

You don’t always get the chance to put your best foot forward in these situations before you leave. If that happens, follow up with a phone call or an email. You may inform them that after reflecting on the position more, you felt it was beneficial that they knew a specific piece of information about you when selecting the right candidate for the role. Make sure your closing comments reflect you are the best candidate.

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How to Stand Out in Your Job Search with Social Media

As a job seeker, you are most likely already following the standard advice: clean up your Facebook posts, rework your resume, and attend networking opportunities. However, even if you are not looking for social media as a career, it is beneficial to your job search.

 

  1. LinkedIn: Job Site and Posting Platform

Unlike other job boards like Indeed and Monster, LinkedIn is a social media platform for job hunting, networking, and thought leaders.

It is also a great place to post an article about your experiences in a field and any advice for those just starting out. Write an article on new trends in your industry, experiences that you’ve used to do a better job, or even on what could be next for your field. Employers want engaged employees, and creating thoughtful, engaging content is a great way to showcase this skill.

 

  1. Twitter: Create New Conversations among Thought Leaders

Twitter, unlike LinkedIn, provides a space to reply quickly to thought leaders in your industry, as well as making lists of thought leaders and potential companies of interest. Whether sharing an interesting article, responding to comments about a new trend in your field, or simply showcasing your own work, Twitter provides real-time engagement.

 

  1. Facebook: Groups for Networking

Facebook is another great place for networking. Many networking and professional organizations have groups on Facebook, which is a great opportunity for making connections. Just be sure to keep it professional, and you have a great way to make industry contacts.

 

  1. Instagram

Are you a graphic designer, visual artist, or advertising professional? Instagram, of course, may be a platform you are already using, but it is also a great way to showcase your current portfolio of designs and ads created for clients or even past employers.

 

Even if social media is not a required skill for your next career move, it is a great way to position yourself as a thought leader in your industry and connect with potential employers, as long as you keep it professional.

 

-N.G.

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5 Easy Ways to Make Employees Happy and Increase Engagement

It’s no secret that the most successful businesses have engaged employees. Engaged employees are generally more satisfied and overall happier with their jobs. A question often posed is, “How do I make my employees happier at work?” Just asking the question is the first step to a more engaged workforce.

1. Communication

How often do you hear employees say they did not know about something or complain they were not informed? It’s a fairly simple, yet often overlooked piece to the engagement puzzle. Employees want to know what is going on. If you feel like you have a good communication plan but still hear these complaints, maybe it’s the method or frequency of the delivery. Some organizations benefit from a newsletter or an email that discusses the happenings of the week. If you always email company information, setting up quarterly meetings may be beneficial. Make sure leadership is passing along crucial information to their staff.

2. Direct Supervisor

There is a lot of research that suggests that happiness and engagement in the workplace is connected to an employee’s direct supervisor. Develop strong leaders that are consistent with their staff and care about them. Leadership expectations should be clear. Much of a manager or supervisor’s work frustrations are often passed along to the staff. Keep managers in the loop about the business and give them key information they should take back to their staff.

3. Recognition

Feeling validated and acknowledged is important to life at work. There are many ideas out there to make your employees feel recognized for a job well done. A handwritten thank you from the supervisor may be appropriate in some situations. Public recognition through a meeting or company communication allows others to recognize their team mate if appropriate. Think through recognition from the employee’s perspective. How would they feel most appreciated? The biggest impact on long term engagement is how an employee feels recognized for their efforts day to day.

4. Employee Development

Employees want to grow and learn for their current position and beyond. They need these opportunities to grow within the organization. Employee development could be as simple or complicated as you want to make it. Each employee could have an employee development plan or a budget could be set aside for each department or individual. If the funds don’t currently exist for these opportunities, look for experts to conduct training in house. Speak with your vendors to see if they are doing any developmental opportunities for their staff or customers. Finally, online training opportunities can be a cost effective way to get the same information to a large number of employees.

5. Compensation, Rewards and Benefits

Employees getting paid significantly different for the same job will find out. Discover the gaps and develop a plan to address them. Pay employees fairly for the work they are doing. Set aside money from the budget to financially reward high performers and to motivate employees. Looking beyond traditional health benefits can be a key in employee engagement. Perhaps you can work out a discount for employees through one of your vendors. Or you can talk to some local gyms to offer your employees discounts by doing onsite advertising. The options are endless and don’t need to be expensive.

The time invested in employee happiness and engagement can result in a great working environment for your employees and boost your business. Get creative and your employees will appreciate it.

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