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  1. Tips on how to effectively lead teams

    May 5, 2015 by Jenna

    Leading teams requires great commitment and looking outside of yourself to meet their needs. We have provided some tips below to help set you on the right path to a great leadership experience: If you are new to a leadership role they might help guide your way and if you have been at it for a while they may serve as a useful reminder.

    1. Brush up on Your Communication Skills. Having clear and precise communication is important, and being honest and open with your team helps build a level of trust. Making sure all staff understand what the goals and expectations are and giving them the opportunity to contribute their thoughts and ideas for feedback is important.

    2. Be Committed to Your Goal. Not only should you be explaining the importance of the company goals to your team, but you need to show by example that you support the goals as a leader. This involves setting out the tasks, having follow-up meetings and making sure that your team is on track with what needs to be achieved.

    3. Give Verbal Recognition. Verbal recognition for efforts and praise show your support towards the staff member’s accomplishments. It also boosts morale and positivity that encourages a mutual support among team members.

    4. A Team Leader Should Lead by Example. A great leader is someone who shouldn’t be afraid to get their hands dirty or dig in to help when the team requires additional support. Someone who can encourage team members to take risks and support them when they do.

    5. Invest in Staff Careers. To ensure your staff are up to date with the skills they need for their role, you may need to invest in training, invest time mentoring or finding the right mentor, invest time to discover what they really need and want in order to do a great job.

    6. Resolve Conflicts. Any conflict within the workplace needs to be handled promptly and assessed by leaders as soon as it arises. Appropriate measures need to be taken to find resolution or negotiate a mutual agreement. Whether it is conflict in a task or between co-workers, leaders must step up to the plate to take action and problem solve the best way that they can.

    7. Teach Adaptability. The effective team manager should teach adaptability and flexibility to all their team members. This results in better communication, a greater sense of empowerment among staff and a faster exchange of information.

    8. Build Pride in Your Team. Positive reinforcement on success is a proven way to keep staff motivation high and build pride in your team. It will increase productivity amongst the team and encourage drive towards goals. You are also creating a positive working environment that employees are happy to be a part of.

    9. Give Your Staff New Responsibilities. Just as you have developed into your role of leadership, your team are looking for development opportunities. It is important that you help them by giving them the opportunity to take on new responsibilities as the opportunities arise.

    Have you lead teams during your career? What were your first experiences when it came to leading teams? What did you find was most successful? What did you learn from the experience?


  2. LinkedIn Study Reveals the Skills Employers (Really) Want

    April 7, 2015 by Jenna

    What do you tell an employer when they ask you what your strengths are? Do you provide them with leadership examples from previous roles, outline key skills or educational achievements that could be valuable for the role? Do you know what skills the employer is looking for to fulfill the role?

    A recent study by LinkedIn reveals that when it comes to interviewing and hiring early-career professionals, employers aren’t just considering education, experience and job skills. They are also looking for specific soft skills and personality traits — and how these characteristics rank may surprise you.

    LinkedIn defines early-career professionals as those with zero to three years’ experience. Understanding these skill sets will give you a better indication of how you can be considered in today’s job market.

    Specific skills
    The two most important skills employers look for are problem-solving skills (65 percent) — defined as the ability to see and create solutions when faced with challenges — and being a good learner (64 percent) by learning new concepts quickly and being adaptable in new situations.

    Employers also look for candidates who have strong analytical skills: 46 percent of the employers surveyed said early-career hires need to be able to use logical reasoning.

    Communication skills are essential. The ability to clearly communicate ideas while speaking plays a much more important role than doing so in writing, however. The study revealed that 45 percent of employers want to hire people with strong oral communication skills, whereas only 22 percent consider strong written communication skills to be crucial.

    Furthermore, creativity, the ability to think outside the box (21 percent), and being tech-savvy (16 percent) are also pluses for employers.

    Personality traits
    The most important personality trait employers look for in early-career professionals is the ability to collaborate. Fifty-five percent of employers put a premium on the ability to work well with others. A close runner-up was the ability to work hard, with 52 percent of employers preferring candidates who have strong work ethics and go above and beyond.

    Having a positive attitude also goes a long way for 45 percent of employers, while 31 percent said being passionate by demonstrating enthusiasm for their work and the business’s values is also important.

    Additionally, employers look for candidates who are organised (twenty nine percent) and resilient (twenty one percent).

    Role-based skills
    The types of skills employers are looking for also depends highly on the position and industry they work in. LinkedIn’s study found that hiring managers look for these specific skill sets when interviewing and hiring for sales, marketing and consulting roles:

    For sales roles: Candidates should possess strong oral communication skills and a good attitude that shows optimism and maintains positive energy.
    For marketing/PR roles: Creativity, passion and strong written communication skills are key to a great hire.
    For consulting roles: Employers look for candidates with strong analytical and written communication skills.

    Hiring managers, do you agree with the above statistics? What other skills sets are important to you when it comes to the ideal employee for your office team?


  3. What to avoid during the job interview

    March 4, 2015 by Jenna

    When a potential employer likes your CV and requests an interview it can feel like you are on top of the world. The next step is to then prepare yourself for the interview. While there are many ways to make a lasting impression, I would like to look at what to avoid doing during an interview:

    1. Don’t freeze up – While we can all be nervous at times, freezing up is not how you want to be remembered during the interview.

    To overcome this you need to practice, practice, practice. Practice your interview questions and the scenarios you think you will encounter during the interview. This is a great way to deal with nerves and build confidence in your manner and responses. It is important to have a positive mindset on how the interview will go. If you believe you will fail the interview, chances are you will. It’s okay to admit that you’re nervous, but it is important to believe that you will perform well.  How do you do this?  Practice, Practice, Practice.

    2. Don’t dominate – Confidence is essential to take into an interview, however, dominating an interview with your personal monologue is not what a potential employer is looking for. Remember the employer is making time to see you to learn specific information about you in order to assess your suitability for the role. If you are not allowing them to ask questions or cut them off mid-sentence, you will be remembered for the wrong reasons.

    Practice listening skills as well as answering questions prior to the interview. Active listening can provide you with valuable insight about the company and the role you are applying for. It shows your genuine interest in the company/potential role and helps you tailor your responses to the interview questions.

    3. Don’t be sloppy – Find out the company’s dress code standard prior to the interview. But no matter how casual the dress code – don’t be a slob. It should go without saying that whatever you wear should be clean, pressed and neat. It’s also better to be a little over-dressed rather than under-dressed. When someone comes to an interview looking like he or she has just rolled out of bed, it communicates lack of respect for the interviewer, the job and the company.

    4. Don’t throw anybody under a bus – There may be circumstances that have caused you to move on from your previous role and how you address these in an interview is very important. Describing your previous boss as ‘incompetent’ or saying that you worked with the ‘colleague from hell,’ doesn’t help you to shine as a potential candidate. Saying negative things about your past work life in an interview only gives the impression that you’re both a complainer and indiscreet.  Neither quality puts you on the ‘let’s hire’ list.

    If you have had a negative experience it may be better to portray it by commenting on what you have learned through the experience, and what you are hoping for in a future opportunity.

    5. Don’t focus more on perks than the job – When you are tailoring your questions for the job interview, focus what will be required of you in the role and where it might lead in the future. Questions such as; how many weeks can I take for annual leave, how many sick days can I have per year or what sort of computer do I get, may give the impression that you are only interested in the role for the perks. The employer, on the other hand is looking to understand what you can provide to the company and whether you will complement their culture.

    6. Don’t be opinion-free – To get the role doesn’t mean you need to be a ‘yes man’. If you need to ask more questions for clarification don’t be afraid to do so. It is important to show initiative and to have opinions as long as you can back them up with valid reasons, especially if you are applying for a leadership role.

     7. Don’t stretch the truth – Just don’t, it will come back to haunt you.

    8. Don’t be clueless about the company – In the age of the internet, there is no excuse for going into an interview not having a solid foundation of knowledge about the company. If you don’t care enough to find out about the company, it’s natural for the interviewer to assume you won’t be that interested in finding out how to do the job well, either.

    What are your experiences with interview dos and don’ts? What feedback would you provide to a candidate going in for the interview process?


  4. What Resilient People Don’t Do

    January 27, 2015 by Jenna

    We all respond to change differently. For some of us it comes naturally and we can go with the flow, as for others, having that sense of security removed can cause a lot of stress and anxiety. Regardless of which type of person you are, it is important to develop resilience so that we can continue to move towards our goals regardless of the situation.

    So what does it take to be an emotionally resilient person? Perhaps it is best to start by clarifying what they don’t do in order for us to understand what it takes to be resilient. An article by Brad Waters in Psychology Today will be my inspiration for this week and I have outlined ten of his points below:

    1. They don’t cross their own boundaries – Resilient people understand that there is a separation between who they are at their core and the cause of their temporary The stress/trauma might play a part in their current story but it does not overtake their permanent identity.

    2.They don’t surround themselves with bad company– In any environment, your behaviour can be greatly affected by the people you surround yourself with. Resilient people surround themselves with other resilient people who give them space to grieve and work through their emotions. These supporters know when to listen and when to offer enough encouragement without trying to solve the problem, allowing the individual to remain in control of their decisions. Good company will help calm a situation as opposed to adding frustration to it.

    3. They don’t avoid self-awareness – Being ‘blissfully unaware’ can get us through a bad day but it’s not a very wise long term strategy. Self-awareness helps resilient people to know what they need, what they don’t need and when it’s time to reach out for extra help.

    Prideful stubbornness without emotional flexibility or self-awareness can make us emotional glaciers. While strong on the outside to stay afloat, you can get prone to massive stress fractures when experiencing unexpected changes in your environment.

    4. They don’t pretend there isn’t a problem – Pain is painful, stress is stressful and healing takes time. Resilient people understand that stress/pain is a part of living that ebbs and flows. As hard as it is in the moment, it’s better to come to terms with the truth or pain than to ignore it, repress it, or deny it.

    5. They don’t ignore quiet time – Some of us find the best ways to cope with stress and anxiety is to dull out with distractions such as television, eating, drinking too much etc. While not all distractions are bad, you still need to be mindful of the current situation you may be in and not use distractions as a means of avoiding problems. Somewhere in between shutting down or ramping up is mindfulness – being in the presence of the moment without judgement or avoidance. It takes practice, but finding a quiet space to reflect is well renowned for healing and resilience-building.

    6. They don’t presume to have all the answers – Sometimes we try too hard to find answers in the face of stressful or traumatic events, that activity can block the answers from naturally arising in their own due time. Resilient people can find strength in knowing they do not have it all figured out right now. They trust they will gradually find peace when their mind/body is ready.

    7. They don’t put self-care aside – Resilient people have a list of good habits that support them when they need them most. Anyone can build their own list by noticing those things that recharge their batteries and give them a boost.

    8. They don’t underestimate the importance of team input – Being resilient means knowing when to reach out for help from others. It also means knowing who will serve as a listening ear, and who won’t. A supporting team will help you reflect back on issues where you may have been too emotional or overwhelmed to do so at the time they occured.

    9. They don’t overlook other possibilities – Resilient people can train themselves to ask which parts of their current story are permanent and which parts can possibly change. This helps to maintain a realistic understanding that the present situation may be coloured by their current interpretation. Our interpretations of our stories will always change as we grow and mature.

    10. They don’t dwell on issues – When we’re in the midst of stress and overwhelmed, our thoughts can go at a hundred miles an hour. Resilient people can find reprieve accepting the situation and moving on. One technique that works for some people is the write down the issues causing the current stress.

    While writing is one resilience strategy you can keep in your back pocket, there are other ways that resilient people can get out of their head. Examples include healthy distractions like going to the gym or going for a walk, cooking or baking, volunteering or any self-care items as per point #7.

    How have you built resilience in times of change or difficult situations?


  5. Changes to increase happiness at work

    January 16, 2015 by Jenna

    We’re now settling back into our work routines for the New Year and as 2015 is a time to set out new goals and resolutions, why not aim to make changes that benefit your happiness and well-being at work?

    There are some simple steps that you can apply regardless of your role or background, and an article by Catherine Conlan will be my inspiration for this week’s blog. Here are six steps that you can apply below:

    Develop a Structured Routine

    Setting a structured routine gives a better indication of what to expect from your day and prepares you for what lies ahead. Sometimes this will require you to plan the night before, compile a list of priorities etc.

    Setting up a list of tasks and duties for the day can also save on procrastination as you have made yourself aware of what important deadlines need to be achieved. Be specific with what details you set out in your routine and what you want to achieve so that you can maintain it for a long term basis.

    Other routines may also include healthy eating plans and exercise routines which in turn can help improve daily performance.

    Become a Mentor

    If you have experience in your field and are looking for opportunities to share your knowledge and direction with other junior employees or candidates, there is a lot of fulfillment in helping others. You are not only leading someone in the direction of their future career, but you will be challenged by them to provide insight, reflect on what you have learned so far and review your career development up until this point. This can be a rewarding experience.

    Change Your Mindset

    Approaching your job as a daily investment towards your personal development will motivate you to pursue further responsibilities within the role and seek training and development in your career.

    If your daily mindset is going to work because you have to or because of financial gain, you may be limiting your motivation level and ability to perform at your best.

    Seek Out Opportunities To Give Back

    If your employer has a community service program that you can get involved in, why not take the opportunity to do something good for someone else and get away from your workplace for a few hours a week.

    Volunteering your time can allow you to develop different skill sets, and may inspire you to take on different volunteering opportunities in the future.

    Switch Things Up

    As your goals and targets will change throughout the year, make sure in turn that you are creating and adapting your routine to suit these goals. If the routine is not working to meet your personal development goals, you need to take measures to assess what isn’t working and make changes sooner rather than later.

    We also as individuals need to change processes regularly to keep us engaged and motivated, otherwise the routines can become stagnant. It is important to keep reviewing your routine over time and managing it accordingly.

    Keep Learning 

    If management would like to you take a course to further develop a particular skill or to be trained on new database/software, it is important to take up the opportunity.

    If you also feel that taking on some new training will benefit the organisations’ success, present it to the manager and don’t feel that you need to wait for training to be offered to you first. Pitch why you think the training would be beneficial and review with management to see if now is the right time to pursue it, or if there is an opportunity to pursue options in the future.

    What are some of your New Year’s resolutions? What measures will you take to develop your career and reach daily satisfaction?


  6. Is Work-Life Balance REALLY Achievable?

    December 2, 2014 by Jenna

    When you look at the term ‘work-life balance’, you may wonder if there really is such a thing. Now while there is no ‘perfect’ way to find work-life balance, we shouldn’t aim to believe that it isn’t achievable. So what’s the solution?

    An article published by Alyssa Gregory discusses three important elements to consider when creating a work-life balance compromise:

    Firstly, when you think of the word balance, you think of weighing scales. Your work life on one side and our personal life on the other. It can add extra pressure to continually be striving to find an even balance between the two on a regular basis. Alyssa challenges you to get rid of the ‘balance’ aspect of the term and instead focus on ‘compromise’. Imagine compromise as a means of aiming for a level of give and take that satisfies all of your needs in the best way possible.

    In order to do this, there are three essential things you need to keep in front of you to make our struggle for acceptable compromise achievable.

    Priorities

    The first essential element involves taking a long, hard and realistic look at your priorities. You will then need to rank the level of importance of all aspects of your life, whether it’s work commitments, family, hobbies etc.

    It’s also important to recognise that your priorities will change, sometimes frequently, and if you’re not clear on what parts of your life need your attention first, achieving an acceptable compromise will be a struggle.

    Flexibility

    Being able to react and adapt to changes and unexpected surprises are vital as nothing is ever set in stone. Regroup and shuffle your priorities, and change directions when necessary. By doing this, you’ll gain the flexibility you need to move with the changes.

    Acceptance

    The reality is that some days are better than others and some priorities will be easier to satisfy than others.

    The key is to remember that with a constant give and take, and the goal of doing the best you can at any given time, you can trust that it will eventually all even out in the end.

    I personally agree that if all three points outlined above are applied, the outcome you want can be achieved.

    If I don’t set out my priorities in order of importance then I won’t be able to balance the time and energy I need to put towards them. If I’m not flexible or adaptable to changes in my work or personal life, then I will find it harder to move forward in the right direction. And if I don’t accept that some days I will kick a goal with my checklist and other days I won’t, then my expectations of perfection may add further pressure on myself and to my workload. So why not apply these methods and see what happens?

    Do you believe that work-life balance is achievable? If so, what do you do to make it work?


  7. Writing a self-evaluation: Are you promoting yourself in the best light?

    November 25, 2014 by Jenna

    Self-evaluations are often used as part of a review process, either at the end of the probation period or as part of a performance review. They include providing a personal review of your workplace experiences and accomplishments to date. Many people find this process nerve racking. However, if you take the time to plan your evaluation properly it can be an enlightening and valuable experience for both you and your boss.

    Why do we write self-evaluations?

    Staff are asked to write self-evaluations for two main reasons; Firstly so that managers can get a staff members of perspective about working in the company or team; Secondly it gives you the opportunity to reflect on your experience in the role, your accomplishments and as well as areas for improvement.

    Where we fall short and how it should be viewed

    Errors can occur when individuals assume they need to answer the questions in the way they think their managers would like to see their review. They may also fail to ask for clarification on a question or subject or fail to elaborate when there is the opportunity.

    Sometimes the thought process of writing the review is a scarier process than actually writing it yourself and we can often put it off until the last minute.

    Self-evaluations should be a great opportunity to showcase your skills and display your best qualities as an employee.

    Take out some time in your busy schedule to block out distractions and take down points on what you have accomplished over this time period, you may surprise yourself!

    Benefits of writing a self-evaluation

    • Having your own voice: This is your opportunity to give an honest reflection of the work you have done for the company so far and outline how well you have accomplished your objectives.
    • Creating awareness: While management may provide you with assignments and tasks, they may not be fully aware of what other projects and tasks you complete regularly and what you are contributing to the company. It also increases your own awareness of what you are capable of and can build self-confidence.
    • Promoting your key skill sets: This is an opportunity to provide examples of when you had to use those skills to achieve outcomes. Perhaps even provide a list with dates to present with the document.
    • An chance to ask questions and seek feedback: Some potential questions you could ask might be: 1) Where do you see my role progressing? 2) Is there an opportunity for further training or mentoring in a particular field? 3) Are there any future goals or targets that I need to be aware of? 4) Do you see me taking on further responsibilities within my role?

     You also have to opportunity to provide feedback on your current working environment (what works and what doesn’t work). Perhaps you can even provide suggestions based on improvements within your work environment, show initiative.

    • Reflect on your personal development needs: While this can seem scary at first, establishing weaknesses can also open up the opportunity to discuss how management can best assist you to work on areas of improvement and how to further develop in that area you may be struggling in.
    • Building a closer bond between you and your manager/supervisor: By writing a self-evaluation, you can open up barriers and allow communication to flow more freely. Working collaboratively to achieve future goals and outcomes together as a team.

    Writing your self-evaluation

    Take the written evaluation seriously and consider the following:

    • Presentation – Check your spelling and grammar (as well as formatting – make sure the information flows well). If it appears like the work has been added in haste or looks rough around the edges, management may think you don’t take this process seriously.
    • Be specific when you can – include dates, examples, who you reported to (for validation) etc.
    • If there were problems or difficult situations, discuss the issue and provide feedback on possible solutions so that mistakes do not repeat themselves. Take responsibility and show your genuine interest in self improvement.
    • Re-establish your understanding of the role and how it ties to the goals and vision of your company/team
    • Highlight achievements, but make them relevant and try not to come across as arrogant or boastful.

    What feedback have you received before regarding the self-evaluation? What have you learned from writing your own evaluations?


  8. How to handle the toxic employee in the workplace

    November 17, 2014 by Jenna

    During your career life-cycle, you may end up working with someone that you may not see eye to eye with. Individuals that can be placed in any of the following categories – complainers, controllers, gossipers, bullies, judges, or someone who is not flexible with accepting another opinion or feedback. This can make your working environment tense, it can increase stress levels and it can also give you a more negative outlook towards work. However, there are ways to rise above it so that it won’t affect you on a daily basis.

    An article on by Travis Bradberry on SBS News provided insight on How to Handle Toxic People and I have highlighted the most important points to share from this article below:

    Don’t give up too easily

    It’s important to fight through another day, that’s what all great successors do, even if there are toxic individuals in your workplace. Try and be aware of your emotions and respond appropriately so that you can stand your ground when the time is right. If you leave your emotions unchecked and let items build up, it can lead to more damage than good.

    Stay aware of your emotions

    You can’t stop someone from pushing your buttons if you don’t recognise when it’s happening. You may find yourself in a situation where you need to regroup and choose the best way forward. Buying yourself time to assess the situation can often save an emotional reaction or putting your foot in your mouth by saying something that isn’t necessary.

    Giving yourself some time to assess a situation can also allow you to provide a better and more calculated response to set the situation straight.

    Establish Boundaries

    When you need to face your toxic co-worker on a daily basis it can feel like you are in a trap that you can’t get out of. You may think that this is out of your control and you can feel defeated and have to put up with being in their presence 24/7.

    If you set boundaries and decide when and where you’ll engage a difficult person, you can control much of the chaos. You can establish boundaries, just make sure you do it consciously and proactively. Otherwise you could find yourself getting wrapped up in difficult conversations or situations more often than you have to.

    Don’t let anyone limit your joy

    When emotionally intelligent people feel good about something that they have done, they won’t let anyone’s opinions or snide remarks take away from them.

    While we value feedback and opinions of others, we don’t have to compare ourselves with other people and it’s important to take options with a grain of salt. That way, no matter what toxic people are thinking or doing, your self-worth comes from within.

    Don’t focus on the problems – only solutions

    When you fixate on the problems you are facing, you create and prolong negative emotions and stress. When you focus your actions to better yourself and your circumstances, you create a sense of personal efficacy that produces positive emotions and reduces stress.

    By focusing your attention on the toxic person, you are giving them exactly what they want. It gives them a sense of power over you. By focusing on how to handle the toxic person as opposed to thinking about how troubling they are, you are effectively putting yourself back into control and it will help with reducing stress when this person is around you.

    Squash negative-talk

    There is nothing wrong with feeling bad about how someone is treating you, but your self-talk (the thoughts you have about your feelings) can either help intensify the negativity or help you move past it. Negative self-talk is unrealistic, unnecessary and self-defeating. You should avoid negative-talk at all costs.

    Use your support system

    To deal with toxic people, you need to recognise the weaknesses in your approach to them. This means tapping into your support system to gain perspective on a challenging person. Identify these individuals in your life and make an effort to seek their insight and assistance when you need it. Having someone provide a solution who does not have an emotional connection to the situation can really open up a new perspective.

    Test different methods

    You will be faced with different tests when it comes to dealing with difficult people and interactions. This will involve practicing different behaviours, and sometimes learning from failure. However, the more techniques you try (as each individual behaves differently) the more you will train your brain to handle stress more effectively and decrease the likelihood of ill effects.

    In summary, the best way to handle working with a difficult person is to first understand your own emotional reactions and knowing what makes you tick. That way you can better establish how to avoid setting off a time bomb and keeping the workplace functioning in harmony. It will also help to maintain a positive outlook to your role and your working environment.

    Have you recently faced a toxic or difficult person in your workplace? How did you handle it? What worked and didn’t work?


  9. Don’t forget your office etiquette!

    November 10, 2014 by Jenna

    When we think of the term ‘etiquette’, we often think of table manners or presenting ourselves professionally and politely in a social setting.

    Whether you are new to a role or have been working in the company for a long time, office etiquette is also an important factor that needs to be applied daily. You may be wondering, ‘What are some of the office etiquette factors that I need to be aware of?’ A recent article on Careerealism.com outlines the basics so that you don’t get caught out making these mistakes:

    That Text (Or Facebook Update) Can Wait

    While smartphones and tablets are advantageous in providing us with information instantly, setting reminders, etc. Be careful not to all them to become a hindrance when it comes to your meetings or presentations.

    How would you feel if you are trying to close a business deal with a client to observe them as they stare at their phone and answer a text during your pitch? The same would apply to an internal meeting with staff if you are sharing ideas with the group only to see that no one is paying attention because they are reading their Facebook updates.

    While we all believe we are great multi-taskers, if we lack engagement or connection with others it can be damaging to workplace relationships. You may also miss out on information relating to important tasks which in turn could affect your performance. So make sure to prepare in advance for your meeting. Advise management and others that you are attending meetings so that you will receive less distractions, and if need be, switch off any devices that may ‘beep’ or ‘ping’ during that allocated time frame.

    Engagement and human interaction is still a vital part of business and maintaining connections with others so make it count. Be present.

    Pretend There’s A Wall

    This needs to be considered in an open office space. While you have free reign to walk around and interact, it is still important to respect and consider others and their personal space. This includes:

    • Talking loudly or over someone else’s shoulder when they are on the phone
    • Keeping your paperwork and office items within your desk space and not allowing it to spill over onto someone else’s desk
    • Setting your phone to silent every time you receive a message or call

    If you are respectful of others and their space, they will be respectful towards you in return.

    For Workplace Fashion, Go With The Crowd

    This doesn’t mean that you need to wear the latest Cue dress or business suit, but obviously be aware of your office environment and how others present themselves. Different workplaces will allow different dress codes but you don’t want to appear like you have rolled out of bed when others are dressed in corporate attire. Find out from management what they expect from you in terms of attire, and remember that how you present yourself is showing a representation of your company image. So why not dress to impress?

    Gossip On Your Own Time

    Whether you are the source of it or partaking in it, office gossip (or gossip of any kind) should be conducted in your own time and not in the workplace. It’s not only a distraction, but it can also create tension in the workplace if the gossip is of negative nature. If someone else is trying to administer it, take your initiative to coordinate an appropriate time to discuss topics. For example your lunch break or at after work drinks. Don’t be afraid to tell someone that you are too busy at the time to join in the conversation, otherwise it could affect your workplace productivity too.

    Believe It Or Not, You Can Still Learn Some Things

    This involves paying respect to other employees’ ideas and contributions to tasks, even if you would do the job differently yourself. Take the time to listen to what they have to say, especially if they have new suggestions that could improve outcomes of tasks, because you would hope for the same respect in return.

    While you may have been hired as an expert in your field you should still be open to new suggestions, feedback and even changes within the workplace. It is never too early or too late to learn new things.

    Don’t Search For Jobs On The Job

    Believe it or not I have heard of employees doing this before, and to get caught doing so at your current place of work is quite embarrassing. It also demonstrates a lack of respect and loyalty to your current employer.

    The same thing applies to telling colleagues that you are looking for another role before bringing it up to management. As office gossip can go around, this may potentially damage your current position before you even find the potential new role. If you feel it is time to move on, keep your job search within your own time and conduct it with discretion.


  10. Do you know what your employer expects of you?

    October 28, 2014 by Jenna

    Your role has been assigned and management has worked with you to outline your job description and your daily tasks. Now that the reigns have been passed to you, what are the key personal characteristics your manager is looking for?

    I found five characteristics that I have elaborated on that I believe you can apply regardless of what role you are currently in:

    Positive Attitude

    Your attitude will not only affect your relationship with your manager, but it affects your entire work environment (your colleagues, clients, suppliers etc.).

    Employers are looking for someone who looks forward to coming in to work each day. Someone who willingly takes on new challenges and finds ways to accomplish even the most tedious of tasks without complaint.

    We have all been there and know what it is like to be in an environment with someone who is not flexible or enthusiastic about the task at hand. Someone who complains to get out of an assignment or has nothing positive or encouraging to contribute to the group.

    How can you expect managers to trust you will do well in a higher level role if you are not making your current position appear positive? If you are feeling in a motivational slump, try to find ways to clear that negativity so that your thoughts and behaviour create a more favourable lasting impression.

    Dependability

    Being dependable means you follow through on tasks you have committed to. Whether it is a task set by management or a team assignment, your contribution to the task contributes to the overall success of others (and the company), not just yourself.

    Dependability means holding yourself accountable to meet deadlines. It also means knowing when to speak up if you are struggling so that items do not fall behind. To consistently be dependable you need to be well organised and disciplined.

    Continual Learning

    Brushing up on your skills or learning new skills allows you to contribute more to your organisation. You can help the company develop by taking on training in your current position. This helps you become more indispensable in the workplace.

    Continual learning doesn’t mean you need to study on the side part time while trying to balance a full time role. Asking questions, taking advantage of training programs at work, and reading books all count as learning opportunities. You will be seen as showing more initiative in your personal progression.

    Another important note is to accept feedback when it is provided and apply it.

    Initiative

    While you may be comfortable with your daily routine, when is the last time you thought outside the box, or even stepped outside of your comfort zone? Have you tried contributing new ideas lately? Or even volunteered to take on a challenge that no one else in your team has put their hand up for?

    This will give your employer a chance to see you in a new light. To show a side of yourself that you may not have had the chance to show before. You won’t be successful every time but it’s a good way to establish where your strengths are and learn from your experiences.

    Cooperation

    Almost every job will comprise of an element of teamwork and being able to co-exist with others to collectively achieve goals. Each team member will have strengths and skills that they contribute to the team. Working in harmony will make it much easier to reach success.

    Not only will getting along with team members make your environment more enjoyable, they can encourage you and motivate you to achieve your best and vice versa.

    Managers need to know that they can rely on their team to perform and it won’t help if you are the missing link.

    Don’t be afraid to contribute ideas and show how your skills can help the overall outcome of a group assignment.

    Do you follow any of these traits? What do you think your employer expects from you the most? How do you meet those expectations?




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