7 COMMANDMENTS FOR SUCCEEDING IN YOUR NEW JOB

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Congratulations for the “New Job”. Starting a new job is always exciting and sometime nerve wrecking. You don’t know anyone, and you want to prove how “incredible” you are. Here are a few rules that will help you make the right impression on your boss and integrate with your new team.

  1. THOU SHALL DELIVER ON YOUR COMMITMENTS

During the first few days in your new job, have meeting with your boss to understand your job role and his/ hers expectations from you. Once you are clear on your deliverables (WHAT you need to deliver), concentrate on the HOW.

Understand “HOW” the high – performers in your team – work, relate to each other and handle the boss. This will help you create a stencil for your own success at work.

 

  1. THOU SHALL NETWORK

Hired for a new job, start building your network from day 1. The people you must network with during the initial phase are 1> team members 2> colleagues from others team who impact input to / output from your work 3 > opinion makers with clout in your department / company 4 > high performers who have handled similar job.

A strong network will ensure that your work goes smoothly, there is a better reception for your suggestions / ideas and you understand office dynamics.

While you are networking , be sure to set your boundaries. Ensure that people know how  and when to approach you and for what. You should not regret later that people  consider you too easy going or take  you for granted  or think of you as unapproachable.

 

  1. THOU SHALL NOT COMPARE THINGS TO YOUR EARLIER JOB

The easiest and the worst mistake to make at a new job / new company is to compare it with your previous job, boss, colleagues or processes/ policies of your previous companies. I know that it feels good to suggest improvement in processes based on your previous experience, but unless specifically asked for – do not antagonize your current team by comparing things.

If you want to suggest changes, makes use of what if scenarios or why don’t we try approach. Also, try to identify opinion builders in your team and get their buy in on changes you want to suggest. This will ensure better receptivity for your idea.

 

  1. THOU SHALL FIND AN OFFICE PARTNER

Having a strong network is one thing, having an office partner is another.  An office partner is someone who will provide you with an ear, when you want to crib. Will cheer you on as you handle a difficult project & act as your sounding board.

To find an office partner be one, and ensure that whatever is shared with you is not used as gossip fodder with another.

 

  1. THOU SHALL OFFER TO HELP

The easiest way to create a strong network is by offering to help. Based on bandwidth available, take on projects no one else wants. Offer to help someone who seems to be struggling or someone who has been assigned a huge project – check with them what needs to be done and deliver.

 

  1. THOU SHALL FIND YOUR NICHE

Identify something related to your job that you love doing or are good at and develop the skills to become an expert. You could be the Digital Marketing expert or the manager who develops promotable talent.

Your specific expertise will help you stand-out within the company.

 

  1. THOU SHALL TAKE RESPONSIBILITY OF YOUR OWN DEVELOPMENT

Don’t expect your manager to develop you. Identify your own career path and attend trainings, take on relevant projects of if need be create your own project. Develop yourself so as to grow in your new role and for future.

 

Follow these commandments and be successful in your new job.

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4 latest trends to use the Technology for Recruitment

Technology has been changing the world around us and HR is no exception to it. HR is just getting used to the move from using technology for managing back office job to using technology to give “on-demand” service to employees. Wearable embedded technology, rapid changes in social media; cloud computing , people analytics using big data are ready tochange the whole workplace.

This series of articles will focus on various aspects of HR and how technology is impacting it.

Recruitment

Trend 1: GOING MOBILE

HOW TO USE IT

Create a compelling mobile “careers” experience, and no having a mobile version of your career website is not the answer.  Have a career app which is small, interactive & easy to use. A candidate should be able to apply for a job with one click. Instead of filling a form or attaching resume, let them connect to the app using their LinkedIn profile. Add pre hiring checklists and assessments in the form of games and you’ve got them hooked to you.

Trend 2: SOCIAL RECRUITING

HOW TO USE IT

From the currently used ATS, social recruiting via Linkedin and other social networks has to be galvanized. Use data analytics and social sensing to better understand the relationship between skills, personality, and organizational culture, thus to find right candidates from available talent pool (including both active and passive candidates)

Social media can be used to give personalized experience to various candidates ( look at the examples of targeted advertisements on facebook / linkedin ) , and building personal rapport with talent pool.

Trend 3: ASSESSMENTS

HOW TO USE IT

Consider creating scoring systems based on a candidate’s social networks to find cultural fit (there are tools which can be used to analyse the social feeds of a person, likes & other data).  Build on it by using mobile based psychometric assessments.

Use various online gamification tools to identify a person’s interests, knowledge & match with job. Examples for sales: there are various scenario based tools which allows a candidate to choose the approach (will show you whether person opts for value selling or offers a cost based approach)

 Trend 4:  CANDIDATE RELATIONSHIP MANAGEMENT SYSTEM

HOW TO USE IT

While various tools exist in market, and you will have your own website and hopefully a recruitment app – ensure that they talk to each other. Seamlessly integrated system, which give real time information to your candidates are the need of the hour.

Integrate all the tools that allow you to source applicants, assessing the candidates, conduct video based interviews which can be recorded for future, completing selection process and starting pre-onboarding process. The system should also link with your workforce planning and talent mobility systems (we shall talk more about these in future)

WHAT TO DO WHEN YOU HATE YOUR JOB?

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There are loads of people who hate their job; the job is just a chore. Waking up and going to office makes they feel sick. They are just looking forward for the day to end the week to pass. And you may currently one of them.

Even before we start discussing what to do when you hate your job, it’s important to understand why you hate your job. I suggest that you make a list of all the things that you do not like about your job. They could be work related reasons like a difficult manager , less salary, long work hours or personal reasons like you do not like the work you do or don’t like the way company works. Some of these reasons can be managed by having a discussion with you manager / HR, but here are few things that you can do on your own to make you feel more productive and less disengaged.

  • LOOK AT THE BIG PICTURE: Sometimes the easiest thing to do when you are feeling disengaged at work is to focus on the positive aspects of work and how your current job is contributing to help you build the career you want. (If this does not help and you are still feeling struck, read on)
  • CHALLENGE YOURSELF: Set weekly / monthly challenges for yourself. The high of achievement will help you get rid of the boredom and will also help you to add to your resume in case you have to take the ultimate decision of changing the company.
  • DO SOMETHING NEW: Take on new tasks/ projects. Ask for additional responsibility at work. Be part of cross functional teams. The connection with people and the motivation that comes from doing a new thing will help you get engaged.
  • DEVELOP NEW SKILLS: Instead of just looking at your current job, look at the next step in your career path. Identify the skills that are required to do that and work on developing them while working on your current job. Always remember that by developing new skills you are making yourself more valuable in your current role and improving your opportunities for your future career growth and success.
  • IF IT IS TO BE, IT IS UPTO ME: In the end, remember that if you are disengaged at work only YOU can do something about it. Take initiative, talk to people about your concerns, don’t just complain but work on an action plan. Time to take action is NOW.

Have you been through such a situation or are going through such a situation. Feel free to share your concerns and tips.

EASY TIPS TO MAKE YOUR MENTOR RUNAWAY

8 EASY TIPS TO MAKE YOUR MENTOR RUNAWAY

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  1. Lack clarity about your own goals and expectations: If you don’t where you are going or what you want to get out of the relationship. How can your mentor help you?
  2. Expect to be spoon fed: As a corollary to above allow your mentor to define the goals, the road map & outcome of relationship. Make him give you guidelines and deadlines for every assignment. Ensure you never take initiative for anything.
  3. Prove to be unworthy of trust: Do not keep any confidentiality. Badmouth your mentor in case of things going wrong.  Fail to follow through on meeting commitments.
  4. Be too aggressive: Act as if you have birth right claim on mentor’s time. Do not accept any constructive feedback. Do things your way even if mentor suggests some new ideas and approaches. After all how can mentor know more about your situation than you?
  5. Disrespect Mentors time & efforts: Do not respect mentors time, reschedule / cancel your meetings without prior intimation.  Or call on him to ask for advice at any time.
  6. Do not learn from mistakes: Make mistakes over and over again without showing any signs of progress will have a negative impact on your mentor and will be very discouraging. Do not close the learning loop.
  7. Always bring problems: Always bring problems (even if they are similar to what you have faced in past) without thinking about solutions. If you mentor asks you about your perspective – stay blank. If your mentor gives you various tools that you can use to find solutions, forget about them as soon as the next problem comes.
  8. Steal credit: Never share credit with you mentor for things that go well. Do not even inform the mentor that you got appreciated for a task you completed with your mentors help. If possible publicize the ideas as your own.
 (photo courtesy : stockimages/freedigitalphotos.net)

3 Step to Team Alignment

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How often have you worked with a team that just isn’t on the same page? This common work situation of being misaligned is not the team’s fault but the responsibility of the leader/manager.

What Elements Make Up Team Alignment?
1. Purpose
2. Culture
3. Values
When any of these three elements are out of alignment, the result is loss of efficiency, loss of productivity, loss of motivation and an unacceptable work product. Team alignment is a critical success factor found in high performing teams. If you find your team is out of alignment your “job one” is to realign.

Steps to Contextual Alignment
1. Diagnosis – before starting any corrective action, you’ve got to understand what is broken and where. Look at the team holistically and then in parts.
A. Is there evidence where a person or process is not aligned? Be careful, it is easy to blame a process…

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NO SCHMOOSING NETWORKING: WORKS FOR INTROVERTS AND CAN WORK FOR YOU

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I have no idea why people automatically associate networking with big conferences or events/ meeting with lots of people attending and giving out business cards.

These events are just one part of initially connecting with someone from your industry/interest area and you don’t have to attend these if a large group makes you uncomfortable.

Networking is the art of developing long term mutually beneficial relation; it does not depend on number of connections but dependability of the connection. Networking  does not happen in one day.

IDENTIFY YOUR NETWORKING NEED

Your need defines the network you create. Your network should be built to address your future aspirations while meeting your current goals.

CREATE A GOAL VERSUS CURRENT NETWORK MAP

Write down your goal and now make a list of all people in your current network. Any yes we all have a current network.

Write down the names of your family members, friends, neighbours, co-workers, colleagues, and even casual acquaintances.

Find relationship between your goals and network.

Say your goal is to find a job in “X” field – you can use your current network to a > know of an available job or b > connect you to someone who will know of one.

Remember each member in your network connects you to another network (e.g., your ex – colleague may know the HR of a company currently hiring)

SHARE YOUR GOALS WITH YOUR NETWORK

I think that the two most difficult things to do for an introvert are a> asking for feedback and b> asking for help for self. It feels uncomfortable asking for favours.

Here are a few tips to help you ask for help

1>     Articulate your goal: Define what you are looking for in a concise and clear manner.

Be it an introduction to a connection in the LinkedIn network, referral to a job or potential client references. Be clear about what you are looking for, why you are looking for it, how your network connection can help you and what is your offer.

2>     Send customized mailer with your goal, using the guideline above to your connections.

Example: “I carry 4+ years of experience in Talent Acquisition, HR MIS, Employee Shared services, Induction and Joining, Compensation & Benefit management related areas with XYZ Company in your industry. I noticed that currently there’s an open vacancy in your company for a similar position.  Would you mind helping me make a connection with a hiring manager or the recruiter? ”

Remember to send individual emails to people instead of a group email.  People are a lot more inclined to help when they feel you’re reaching out to them individually.

An email takes away the embarrassment that you feel in asking for a face to face favour.

3>     Follow-up, update and thank your connections

Always provide feedback to those who were kind of enough to offer their help. Thank them for their time. Update them on whether you got the interview or the job. Or use the opportunity to report on the lack of success or the need for additional help.

BUILDING & MAINTAINING THE NETWORK

Here are a few ways to ensure that you are able to build the relationship with your current network and enlarge your network without overwhelming yourself.

1>     Arrange for a 1 to 1 lunch / coffee meeting

For an introvert this is one of the best ways to have a face to face interaction, as the time duration is limited. The interaction is limited to one person and awkward silences can be covered by talking about food / coffee or actually eating.

2>     Volunteer for a cause you are passionate about or on a committee to connect with people who share similar interests.

The shared interest will give you something to talk about with the new members, while the work will ensure that you do not have to make unnecessary small talk.

3>     Blog

Read http://heidicohen.com/19-blog-tips-to-expand-your-reach/ to know how to use the blog for networking.

4>     Use you-tube / webinars

Hint: The advantages are same as blogging, but you talk / video record yourself. Making it easier for people to connect to you. People link webinars with experts.

5>     Host your own Networking event

Benefits: You decide who you will invite. You can define the format of event to make it easier for you to interact. You give people a reason to get to know you as a connector and strengthen your relationships.

Ideas: Speed networking, Bring a guest, Theme of the month event, Breakfast meeting etc.

6>     Follow on twitter / LinkedIn

Know what’s happening in your network by following your connect and those you plan to connect with. Reply to their tweets , comment on their posts, retweet , reblog and send them emails once in a while.

 

Remember a network is not about only taking, it’s more about “giving back”. The more you “give” to your network, the stronger it becomes. Making you stronger, making you successful.

MAKE YOUR EMPLOYEES HATE YOU: 14 EASY WAYS TO BE THE BOSS FROM HELL!!!

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1>              Be confused: Be indecisive and drive your employees crazy by continuous flip-flopping. You can do so  by ensuring

  • No big picture: Don’t have a clear vision of what your employees are supposed to accomplish & achieve in long term, if you yourself don’t know – how your team can know what and when to do.
  • Don’t make up your mind: When any employee comes to you with a problem, never give a clear answer. If they give you options, keep fluctuating between them.  Be confused and keep confusing them.

2>              Disrespect them:  Talk over them, belittle their ideas, ignore their input, criticize them unfairly, and shout at them in front of everyone. Take every opportunity to make them lose their face in front of others. You can also show disrespect for them by not valuing their time, ordering them about, de-valuing their work etc.

3>              Micromanage your team: Micromanage your team members every step of the way, instead of guiding them on how they can do better – keep the control with you. Ensure that you know every detail of what they’re working on and leave them no room to take decisions on their own. Dictate their every step. This will ensure that your employees never rise to their full potential and learn to hate you.

4>              Be Clueless: If you don’t like micro-managing, you can be clueless. Never discuss the project / assignment progress and the challenges if any being faced by employee. Ensure that you are not in loop in any of the communication or decision making. If anything goes wrong blame the employee.

5>              Over commit: Give commitments to your bosses / clients without checking the feasibility with your team.  Do it regularly and not as one – off case. Don’t prioritize and make them do everything, even if it means putting in longer hours at work or, working on weekends. Make them chase impossible deadlines, always.

6>              Act as if they have no life: Ask your employees to work late and assign them more work than they can do. Never approve any vacation or make them cancel their vacation plan. Feel free to email, text, and call them after hours, even if they don’t take your call or check the email, they will feel guilty for not working on weekends, when their boss is. Continuous guilt and stress will ensure that they hate you.

7>              Communication Barriers : Create blockades on the two communication street

  • Never share information: Don’t share any information you have with your team, keep them in dark. Let them hear things from grapevine, but don’t react. Do not provide any feedback to the team, while they are doing the task , you can always talk to them if things go wrong.
  • Don’t Listen: Never take any feedback or hear the concerns of your team members. If someone comes to you to discuss things ignore them, look at your screen or mobile phone or shout at them. Ensure that no clear communication happens.

8>               Don’t give them the resources they need to be successful: Don’t mentor your employees to grow in their careers. Don’t invest in the tools that they need to do their job well, be it in terms of technology or training. Let them try to achieve results in today’s world using yesterday’s processes / tools.

9>              Pass of your own work: Never do any work on your own, ask your team members to do anything and everything you don’t want to do. Take extra work from your boss and make your team do it. Earn the credit, without doing an extra days work.

10>         Be negative: Be overtly critical, share only negative news. Find ways to find faults in anything and everything. Berate all the efforts put in by the team. Never reward or appreciate your team members.

11>         Don’t stand up for your team: Be it the promotion or raise they deserve or deadlines they were not able to meet due to genuine reasons. Never stand up for them. Never lead from front. Sacrifice your employees to reach your goals.

12>          Never be a role model: Never “walk the talk”. There should be no relation between what you say and what you do. Lie about figures and facts or try to hide them. Never act as a team player. Don’t demonstrate any people management skill. Don’t follow rules and procedures but make your employees follow everything.

13>         Play favourites: Give interesting projects, increment, chances of promotion only to those who follow your every command. Those who snitch and act as your informers in the team.

14>         Don’t be professional: Be incompetent, feel free to gossip, and leave all your manners at home. Take credit for your employees’ ideas and achievements. Ensure you don’t prioritize. Call for unplanned meetings. Waste time in meeting by asking unnecessary questions, and circling back on points. Keep kissing up to your boss while kicking your subordinates.

 

The above tips will ensure that you are the most hated boss your team has ever had.

 

(PS: Don’t take everything written literally and reflect on the points above. The actions you take may make the life of your team members easier and reduce their daily stress)