Regaining Control

Posted: 08/01/2008

My career feels like a runaway train. What can I do to regain control?

If left unchecked, your career can take you on an unplanned path, running over many things along the way. You must be proactive and dedicated to find your personal direction and purpose. Take charge of your career destiny with a few simple steps:

• Get to know yourself. Create a list of ten items most important to you in a career. By cultivating a sense of awareness, you increase the chance of finding opportunities best suited to your goals.
• Map out your ideal future. It is important to revisit your map often as career goals can change over time. As you find new things to inspire you, adjust the map to meet your long-term vision.
• Stay at the forefront of your industry. Read trade journals, take professional seminars, and uncover hidden opportunities within your current position so you stay marketable and first in line for promotions.

Empowering Employees

Posted: 07/25/2008

How do I empower employees to achieve thier career goals?

In the past, companies were primarily responsible for managing the careers of their employees. Now, employees have unlimited opportunity to fulfill their career destiny. Enable employees to grow with you rather than outgrow you by following these tips:

• Encourage employees to set goals. Ask them to think through their vision for the next five and 10 years so you can carve out a personalized career path.
• Provide growth opportunities. Allot time for employees to take classes, learn new technologies, and network with industry professionals so their job feels exciting.
• Watch for burnout. Overzealous employees are prone to losing sight of balance. Make sure the hours and work expected of your employees enable them to maintain a balanced lifestyle.

A Good Management Team

Posted: 06/16/2008

I want to work with people who like their job.  What should I look for when interviewing?

Unsatisfied employees are difficult to work with and eventually take a toll on your personal happiness.  While some companies invest in formal initiatives to boost job satisfaction, the long-term solution is a good management team.  Look for these qualities in management you meet: 

• A hiring practice that spans beyond your skill set. Make sure the interviewer asks about your personal goals and expectations.  They should be looking for employees who fit their company culture, not only the job description.
• An appreciation for training and learning. People feel energized and satisfied with their work when management opens doors for professional enhancement.
• A smiling staff with a sense of humor. Management should find small ways to make each day enjoyable to keep stress and unhappiness at bay.

Job Satisfaction is Critical to a Productive Work Environment

Posted: 05/30/2008

How do I keep my employees happy?

Every business, large or small, gains from investing in employee satisfaction.  Unhappy employees not only bring down moral, but also leave customers with a negative impression of your company.  Make your employees feel respected and valued with a few simple motivational practices:

• Keep your door open. Provide workers the opportunity to “vent” and offer suggestions and they will feel valued, a key element to job satisfaction.
• Make sure your expectations are consistent. Convey your performance expectations clearly and hand out responsibilities fairly and equally across the board.
• Acknowledge achievement. Provide sincere and timely praise for accomplishments that merit recognition.  A little praise can go a long way.

Putting the Best Foot Forward

Posted: 05/23/2008

How do I put my best foot forward when interviewing with a new company?

Make a good impression throughout the interview process to close the deal and get a job offer.

• Before the Interview: Put effort into the little details.  Thoroughly research the company by reviewing its organizational charts, annual report and corporate brochures.  Make sure you have directions to the interview site.
• During the Interview: Take time to ask questions about the company, the position, the corporate culture and other areas of importance to demonstrate your interest.
• After the Interview: Solidify your relationship by accepting post-interview offers to dinner or a community event where you can casually discuss next steps. 

Job Offer Flexibility

Posted: 05/21/2008

What should I ask for when looking for a new job as a technical professional? 

While it can be dangerous to generalize about a group as diverse as engineers, scientists, and IT professionals, similar traits commonly appear.  Make sure a new job offer allows flexibility for these career characteristics:

• Avoid Micromanagers. Technology professionals work well from precise direction and appreciate being trusted to get the job done.
• Look for Meaningful Work. Evaluate the impact your efforts will make on organization, your specific field, and the good of humanity.
• Leave Time for Training. Make sure employers have an open mind about education, conferences, and creative outlets so you can stay innovative and current.
• Stay Connected.  Your professional goals should align with organizational goals to make sure your interest are in tune with the job you will be performing.

Understanding the Roots of Technical Professionals

Posted: 05/09/2008

What incentives can I provide to my technical workers to make sure they stay motivated and excited about their job? 

High turnover of technical and scientific staff can have a potentially devastating impact on your company’s standing as a market leader.  Here are a few tips to keep your technology professionals from taking the bait of a new job offer from a competitor.

• Give Them Independence. Resist the temptation to micromanage.  Technology workers enjoy controlling the pace and project content of their work.
• Challenge Their Skill Set. Provide tough projects that show you appreciate and trust their abilities.
• Encourage Them to Learn. Provide opportunities for learning, knowledge sharing, and experimenting with new ideas and technologies.
• Build a “Technical Community.” Create technical peer groups help professionals tie their fields of interest in with the organization.

Stealing the Spotlight

Posted: 04/25/2008

My co-worker has a complete “diva” personality and always grabs the spotlight. What can I do to keep my patience and still do my job? 

We all have egos.  They give us self-confidence to succeed, but exaggerations in ego can be extremely damaging to any workplace environment. Here are some ways to cope:

• Demonstrate Respect. Respect the fact that a variety of personalities and viewpoints make an organization versatile, and interesting.
• Understand Their Perspective.  Talk with the individual on a personal level to grasp background, values and motivations.  Puzzle pieces may come together quickly.
• Nip it in the Bud. Don’t wait around for the situation to change.  Look for guidance from managers or leadership coaches to learn how to better manage personality conflicts.

Managing Larger than Life Egos

Posted: 04/11/2008

It seems that my top performers have the most challenging egos.  How to I keep them performing “at their best” and “on their best behavior?”

Your job is to provide guidance and support for employees to be most effective at their job. Don’t worry about trying to change anyone, just modify how you react:

• Understand Their Motivations. Spend time getting to know these employees on a personal level so you can offer the right incentives.
• Be Transparent. The best ego managers establish credibility by being clear about their goals and sticking to their guns to promote trust.
• Coach Rather than Discipline. Make a high-maintenance person feel as though they are receiving guidance and support instead of feeling punished.

Needing Additional Help

Posted: 03/14/2008

As an employee, when do I tell my boss I need extra help?

Deadlines that require overtime are a natural part of business. But, the continual need for extensions can result in unhealthy work conditions.  Watch for the warning signs and notify your employer before you burnout:

• Are you finding yourself continually pulled away from primary tasks? Make sure you have sufficient hours to complete your core workload.
• Is stress causing you to take more sick time?  You may be overworked if you find yourself increasingly visiting the doctor or staying home.
• Have you accumulated an exorbitant amount of sick time? Avoid playing the martyr.  You should not feel you’re the only person qualified to complete your work.
• Do you find yourself uninterested in making improvements?  You might be lacking breathing room to go above and beyond your routine tasks.

Hire at the Right time to Maintain Workplace Balance

Posted: 03/14/2008

How do I know when to hire additional employees?

Balancing your company workload with available staff can be challenging.  Especially, in industries that experience natural highs and lows of demand. You don’t want to hire unnecessarily for a short-term fix.  Nor do you want to miss opportunities due to lack of staffing.  Consider these factors to make informed hiring decisions:

• Head the warning sign of missed deadlines. Inadequate staffing levels can cause serious production delays.  It may be time to staff up.
• Watch for employee burnout. An increase in sick time taken, health insurance claims, and leave of absences may indicate an overworked staff.
• Don’t compromise quality. Bring in fresh talent if you notice an overtired workforce increasingly making mistakes.
• Inventory your staff. Make sure you have appropriate talent on hand to stay in the running if a big opportunity comes your way.

Becoming Permanent Staff

Posted: 02/22/2008

My co-workers are all temporary staff.  How do I become permanent?

Businesses hire temporary workforce for a variety of reasons.  Sometimes these positions lead to full-time opportunities.  Here are a few tips to increase your value in the company and improve your chances of staying on permanently:

• Temporary staff is often hired to alleviate overworked employees.  Cover the everyday duties assigned to you so co-workers learn to depend on your help.
• Track your activities in a daily time log and use the record to evaluate your critical contributions to the company.
• Notice how long you’ve been working in a particular position.  If you’re needed in one spot for more than six months, suggest that the company hire you permanently.
• Point out the learning curve required for the position you filled.  It might be worthwhile for the company to bring you in full time to eliminate a productivity gap resulting from rapid turnover of temporary employees.

A Temporary Fix is Sometimes Better than a Full-Time Hire

Posted: 02/08/2008

Should I hire full-time staff or temporary employees?

Unnecessary hires can costs thousands of dollars.  At the same time, profitable opportunities often require staff increases to complete the job.  Use these tips to decide whether permanent or temporary staffing is your best solution:

• Take note of how often deadlines are missed. If the answer is daily or weekly, a permanent hire might be necessary to meet commitments.
• Keep temporary employees temporary. Consider permanent positions if temporary employees are continually hired for the same job or stay on board beyond six months.
• Monitor overtime costs. A significant increase in overtime cost is a cue to bring in permanent talent.
• Evaluate the learning curve. Permanent hires reduce the lag in productivity that results each time a contract staffer is brought in to do work.

Deciding What’s Next

Posted: 01/24/2008

Should I ask for a promotion, look for a new job? How do I decide what’s next?

At some point in your career, you may feel you are going down an unplanned path.  It is always possible to regain control and create your career destiny.  Here are a few ways to get back on track:

• Cultivate an atmosphere of self-awareness; Make a top ten list of items you deem vital to a successful career.  If you are not fulfilling 75 percent of that list, talk to your employer about making changes. 
• Be proactive, not reactive; Expand your knowledge and identify skills specific to you.  Are there hidden opportunities that you can uncover with your current position? 
• Network, Network, Network; Job leads sometimes come from unexpected places.  Review your contact list and align yourself with solid mentors.

The Importance of Listening and Asking While Being Interviewed

Posted: 01/11/2008

Is it more important to listen or ask questions when I’m being interviewed?

As a job seeker, you want to learn about the company’s expectations and opportunities during an interview.  It is important to ask questions about the organization, the work environment, and measures of success.  It is also important to listen for what it is really like to work for the company:

• Listen carefully when employment policies and benefits packages are explained.  The details will verify whether or not your work style meshes with the company’s philosophy.
• Listen for the chance to ask follow-up questions.  Probing questions show you’re mentally engaged and enable you to validate information.
• Listen for what is not said.  As you ask questions, listen for underlying issues regarding the duties or expectations of the job. 
• Pay attention to key names.  Make note of information about people, industry challenges, or competitive issues to help you evaluate your acceptance decision.

Listen Carefully to Make Interviews a Success

Posted: 01/11/2008

What types of answers should I listen for when interviewing a candidate?

Hiring managers spend almost 80% of the time talking during interviews.  Unfortunately, lack of listening can result in hiring the wrong person for the job.  Incorporate these listening tips to gain better information about the candidate you’re evaluating:

• Listen for comments that show the candidate has researched your company.  The best candidates do their homework and understand the issues you face.
• Listen for specific examples indicating the candidate demonstrates the behaviors you want to hire.  A person who responds with theories instead of examples may not be qualified.
• Pay attention to the level of excitement in the candidate’s voice.  Look for evidence that the potential hire is passionate about their work and your industry.
• Odds are a pessimistic person is not a team player and could harm company culture. Listen for negativity such as gossiping, overconfidence, scoffing a prior employer, or lack of assertiveness.

Using Workplace Stress To Your Advantage

Posted: 08/02/2007

As an employee, how do I channel workplace stress to my advantage?

Statistics show that 40% of employees state that their jobs are stressful, and 25% view their job as the number one stressor in their life.  Prevent yourself from becoming a statistic by incorporating these tools:

• Take a break during the day. Professionals need an occasional time-out to recharge their batteries.
• Ask for input.  Even bad news is better than no news. Candid conversation will prevent yourself from drawing your own conclusions.
• Consider job sharing or telecommuting to prevent a strict 40-hour schedule from feeling like a prison sentence.
• Talk with employers about personal and professional goals so they can help plan your future together.
• Have some fun!  Coordinate social interaction to balance the work.

Battle Against Workplace Stress

Posted: 07/19/2007

How do I eradicate negative stress for my team?

Stress in and of itself is not an entirely bad thing. Some types of stress actually help drive performance and result in extraordinary accomplishments. The problem occurs when stress becomes excessive.  Use these tools to identify root causes of pressure and eliminate unhealthy stress:

• Help employees manage excessive workloads.  Provide incentives, encouragement, and training to avoid burnout.
• Communicate thoroughly, ask for input, and use candid conversation to reduce fear and uncertainty.
• Provide flexibility for employees to design their schedules to fit their personal lives.
• Present change in terms of the opportunities and benefits it affords.
• Address concerns, seek improvements, and provide feedback to help diffuse speculation and negative energy.

Incorporating Passion with Your Work

Posted: 06/08/2007

For the most part, I enjoy my job.  But, sometimes I need an extra push to get inspired.  How should I explain this need to my boss?

A current trend in the workplace is to find a higher meaning than a paycheck. Not everyone can be a firefighter or find the cure for cancer, but you can uncover your drive.  Tap into your source of motivation by finding creative ways to incorporate your passions with your work:

• Participate in brainstorming sessions
• Volunteer for projects
• Head committees
• Attend continuing education and training classes
• Challenge yourself and your coworkers

Revealing the Secrets of Motivation

Posted: 05/29/2007

I have a very diverse staff, but want to keep everyone motivated.  Do you have any tips for motivating employees across the board? 

Developing one plan to positively impact all employees can seem like an impossible task. Some employees are inspired by accomplishing meaningful tasks, while others are fueled by a sense of stability and belonging. Here are five universal motivation tips to foster motivated employees:

• Communicate openly, honestly, and often. Solicit ideas, ask for input, and compromise between what is beneficial for your employees and your bottom line.
• Set clear expectations. Monitor the amount of responsibility given to each person and be careful not to overload anyone.
• Fuel their passion. Encourage people to share their ideas, challenge each other and brainstorm.
• Break down the barriers. Be careful not to stifle creative license and independence with too many rules, policies, or micromanaging.
• Reward and Recognize. Don’t overlook the benefits of some good old-fashioned recognition and genuine appreciation.

Superstar Candidates. What to do Before, During and After an Interview.

Posted: 05/07/2007

How do I recruit a successful, well-educated, highly desirable individual who is satisfied in their current job? 

Build a strong relationship with prospective candidates from the beginning.  It is easier to recruit, interview, negotiate and close an offer when a strong relationship exists between you, your company and the candidate.

• Before the Interview: Send introductory information including a welcome letter, position description, annual report and corporate brochures to the candidate.
• During the Interview: Do your best to “sell” the company to the candidate and give them time to “sell” themselves to you.
• After the Interview: Continue courting the candidate.  Invite the spouse to visit the community, offer tickets to a community event, or take the candidate and spouse out to dinner to talk about next steps.

Job Incentives

Posted: 04/24/2007

I know salary is part of a compensation plan, but what other incentives should I ask about before accepting a job?

The good news for employees is that compensation packages are moving toward diverse plans that cater to a growing need for a work-family balance.  It may be beneficial for you to sign on with a company that takes an “out of the box” approach by including some of these benefits in their plan: 

• Life, dental and eye insurance in addition to standard health insurance
• Discounted health club memberships
• Reimbursement for commuting costs
• On-site flu shots and smoking cessation classes

Choosing an Effective Compensation Plan

Posted: 04/11/2007

Does the compensation plan that I offer really make a difference in retaining top talent and increasing performance? 

Yes, in an increasingly competitive market, corporations must provide an environment in which its employees can thrive.  One way of doing this is by offering a compensation plan that works specifically for you and your staff.  Here are four of the most popular rewards based plans used today:

• Skill-Based Pay: As employees gain mastery of essential job skills, their compensation is increased accordingly.
• Competency-Based Pay: Compensation is based on the extent to which employees display character skills such as leadership, observance of details, and multi-tasking.
• Variable Compensation: Employees receive a below-average base salary, but earn additional bonuses by meeting or exceeding set goals.
• Profit Sharing: Employees receive a base salary, and receive quarterly or annual profit sharing in the form of stock options, contributions to a 401K plan, or a bonus check.

Shake Off the Water Cooler Gossip

Posted: 03/20/2007

I hear a lot of rumors from my co-workers that worry me and make me feel doubtful.  What can I do to ignore the water cooler gossip and focus on my work?

Whether global, local or personal, fear shakes our confidence, causes stress, and keep us awake at night. Yet as scary as these situations may be, we often over-estimate the negatives and under-estimate our ability to deal with them.

• Rumors quickly become unspoken truths, which cause you to make decisions based on false data.  Unmask your fears by making a list of worst-case scenarios.
• Review personal resources and strengths, along with organizational competencies, that could be used as tools to combat the issues.
• Develop contingency plans based on your list of strengths to help you feel prepared in the chance that your worst-case scenarios come true.

Keep Your Head on Straight In the Midst of Crisis

Posted: 03/08/2007

I find that my employees often look to me for answers…especially during times of uncertainty.  How do I react?

Your job as a leader is to eliminate fear and doubt by providing the vision and leadership your organization needs. Here are a few suggestions to help you manage risks, deal with uncertainty, and continue to prosper for years to come. 

• Take Stock of Your Situation – Clearly state the current fear and brainstorm emergency plans to alleviate concern.
• See Where You Can Be of Service – Determine how your business can help create a more enriched, positive, supportive community.
• Imagine the Possibilities – Envision what the future can become.  Don’t be bound by the confines of today’s reality.
• Brainstorm Opportunities – Determine tangible action plans to solidify your visions.
• Align Your Vision with Your Action – Put your plans into action with crystal clear directives.

How to Manage Work Stress

Posted: 02/15/2007

Sometimes I find work to be very stressful and find myself getting upset and frustrated.  Do you have any advice on how to manage work stress? 

When you become frustrated, angry, or upset, you are exhibiting an innate Fight or Flight Response.  The response was designed to protect you from bodily harm, but concentration is difficult when you are stuck in this survival mode.  Regain a focused, relaxed, positive attitude in three easy steps:

1. Acknowledge that you are in survival mode. When you become conscious of the state you are in, you have an easier time getting out of it.
2. Actively elicit a relaxation response. Use exercise, deep breathing, progressive muscle relaxation, or yoga to calm yourself.
3. Find a new perspective. Think about your best outcome, action steps, or helpful qualities to diffuse the situation.

Prepare for Victory: Mental Exercise is the Key to Success

Posted: 02/01/2007

We are ramping up for an eventful year and I want to help my employees prepare. Is there anything I can do to ensure they perform at their peak? 

Achieving peak performance means becoming mentally fit.  Make sure your employees are ready for the challenge by preparing them mentally, just as you would prepare them physically if you were training them for a marathon.  Encourage them to exercise the following traits:

• Maintain exceptional concentration. Peak performers’ focus on what they want to happen, not what they are afraid will happen.
• Remain relaxed despite outside factors. High achievers quickly recover their balance in the face of stressful circumstances.
• Learn quickly. Top performers welcome feedback and integrate it rather than getting defensive.
• Make goals that include personal value. Greater fulfillment is obtained by people who choose clear, inspiring, and personally meaningful objectives.

When I Grow Up, I Want to Be A…

Posted: 01/11/2007

When I Grow Up, I Want to Be A…

Many busy professionals start out with definite career goals.  Years later they find themselves wondering what went wrong.  Hectic schedules, changing values, and pressures of a balanced lifestyle can detour career plans.  Here are a few guidelines to get employees on track:

• Map out a Plan; Ask employees to take stock of their current situation and think about where they want to be in one, five, and ten years. Encourage them to tap into their sources of inspiration to create goals that fuel the fire within.
• Let them Grow; Offer professional seminars and continuing education classes to help employees discover their specialties and talents.
• Encourage Balance; Remind employees that family, friendship, and personal time are equally important to achieving long-term success.

Leader or Player

Posted:

Am I a team leader or a team player?

Even team leaders need to be team players, but there are certain attributes that make people feel more comfortable in a specific role.  No matter what role you play on a team, responsibilities should be clearly defined and all teammates should respect one another’s contributions. 

• A team leader must be capable and willing to help members get through rough spots and take advantage of emerging opportunities.  Attributes include the ability to spearhead the effort, good communication skills, experience handling teamwork, and clear understanding of the project and team goals.
• Team players include people with diverse skills and personalities.  From cooperative “soldiers” who complete the tasks their handed to innovative “boundary spanners” who garner outside resources, a variety of personas are important. Attributes include reliability, constructive communication, active listening, cooperation and flexibility.