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.

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)

Appraisal Hack : Preparing for an appraisal

 

 

  1. Collect back-ground material: The following material can help you create smart self-appraisal, which in turn will help you with your actual discussion with your manager.
    1. Job description : to define boundaries and expectations
    2. Targets versus accomplishments : quantitative data for performance highlights
    3. Last year’s competence appraisal: for highlighting strengths and achievements related to areas of development
  2. Create an accomplishments list:  List any projects that you handled that you finished ahead of the deadline or under budget. Think about ways you saved or made the company money. Any process improvements you made during the year. Include any new training or skills you acquired during the year and how they have helped you and will in turn help the company.
  3. Do a self-appraisal: Even if your company doesn’t formally do them, it’s good idea to complete a self-evaluation. Use the same performance appraisal form your manager will be using. Go through each competency and goal listed, and rate your performance. Be honest in your ratings with ready reckoner of justification for rating. In case its competence based appraisal you will be facing, go through the demonstrated behaviors associated and keep ready 4 to 5 instances where you exhibited such behaviors.
  4. Have a goal sheet: Be ready with a list of goals you would like to pursue and skills you’d like to develop over the next year (ensure that these goals and skills have direct impact on current job & are aligned to your career plan). While defining your goals you might want to look for opportunities to expand your duties, broaden your knowledge, or take on additional responsibility. Draft these as goals and you might actually get a toe hold onto a future higher responsibility position.
  5. Personal needs discussion: The review process is your opportunity to ask for a raise or promotion, and have an open discussion about your career path and potential opportunities. For most people it’s difficult to bring these things up while sitting face-to-face with the supervisor, so create a written list of items you’d like to discuss. If it’s still difficult for you to discuss forward this sheet along with self-appraisal & goal sheet prior to appraisal as agenda items.

Have a great appraisal.

5 Tips to prepare for the Interview

An interview is the time when we (the interviewers) are trying to see if the interviewee will be able to deliver on the job & will fit in the organization. Always remember an interview is a selection and not rejection process.

Here are some tips on how to prepare for the interview.

  1. Research the organization: Believe me as an interviewer it’s really difficult for me to take a candidate seriously, if he/she is not aware of organization. This shows lack of commitment and makes the candidate appear as a serial interviewee. A candidate who’s well researched and can  talk in depth about the industry, the organization, and the position shows that he/she is  interested in the position and the organisation and is likely to be a good long time investment.
  2. Prepare the answers: Use the job description as a guideline to find key skills and competencies required for the job.  Be ready to cite examples from your own experience that match or complement these specifications. The best way to present these examples is STAR format.
    1. Situation – briefly describe the where/when/who
    2. Task – outline the task or objective
    3. Action – describe what you did – focus on your role and your input
    4. Result – what the outcome was and what skills you developed

If you are asked about something that is outside your experience, describe a situation where you learned something new and suggest you can do so again.

  1. Managing difficult questions: Do you have gap in cv / poor academic record / too many job changes. Answer these as honestly as you can (most companies do a reference check and your lies can create problems), without being defensive or blaming anyone. When a candidate talks negatively about his current / past organization, it shows lack of maturity & makes the candidate appear as some who may be hard to work with. Try to put a positive spin on it by showing how you overcame the difficulty and what you learned from it.
  2. Prepare the questions you want to ask the interviewer: Asking the right questions not only shows enthusiasm and interest but also provides opportunity to assess the company. Do not ask anything that could be easily answered through a quick internet search, or should have been checked prior to or at start of the interview e.g. job description for position
  3. Rehearse your answers: Rehearse your answers with someone or in front of mirror to observe your body language.

 

Be punctual and dress well. Go ace the interview !!!

 

7 tips to create a job portal / ATS friendly resume

RECRUITMENT

1 Use the right keywords

The externals recruitment consultants and recruiters hiring in bulk are more likely to use keyword search on their data-bank to shortlist resumes – so ensure that your resume includes keywords that mostly appear in job descriptions.

The best way to figure out the right keywords is to go through the job postings on various job portals and find the commonalities. Use these keywords with action verbs & context to get shortlisted. Context is especially relevant to increase weight-age of keywords and increase the relevance of your resume.

PS: Keywords are usually hard skills, industry-specific qualifications, and job-specific terms employers look for in a job candidate

2 Formatting

Most of the parsing software’s find it difficult to read overly formatted documents. Try not to use headers / footers, tables, graphics & any other complicated formatting – overly formatted resume appears to be gabled text once parsed.

PS : Use rich text formatting & web-safe fonts like Arial, Georgia, Impact, Courier, Lucinda, Tahoma or Trebuchet. PDF and compressed files are not readable by most software’s.

3 Name your resume

Make your resume standout by using a simple naming technique – Fullname_Profile for which applied e.g. JohnDoe_Projectleader_CADServices.

4 Capitalization, spelling and grammar

The software will miss important keywords when they are misspelled. Similarly, wrong capitalization & grammar can confuse the software about where to end and begin a field.

5 Structure of resume

The most system friendly resume structure will have properly formatted contact information at the top

First Name Second Name

Street Address

State Zip Code

Telephone Number: Country Code City Code Number (+91 20 3333 3333)

Mobile Number: Country Code Number (+91 33 33 333333)

Customized career objective, key skills, education & work experience should follow. Ensure you do not use abbreviations in the resume as the software may not recognize it.

6 Appropriate heading

All information should fall under appropriate heading , otherwise software may get confused and put the information as incomplete. Don’t combine the headings/ categories like education & experience.

7 Get the experience counted

For each position held, even if it was within same company provide the following information

Company Name
Location
Dates
Job Title

This will help the software to recognize each job.Accomplishments should be under separate  header for each position.

Happy Job Hunting!!!