A wonderful article on steps to leading a team.
It’s your Colleague. Your Child. Your Best Friend. Your Mother. Your Wife. Your Fiancée. Your Boss. Your Neighbour. Yourself…
These next few posts will cover something that everyone needs, yet not many people know much about, hopefully because this is something that does not happen very often.
Finding a Job.
Whenever I create someone’s resume or provide coaching to my Job Seeking clients, I sit down with them and always ask one question before I start. What type of work are you looking for?
Here are some of the answers that I have gotten from some of my clients:
“Ummm something that pays well.”
“I dunno; I just need a job.”
“I’m not sure, I’ve applied to a bunch of places but no one’s calling me back.”
“Well I’ve done Customer Service and I’ve also been in Manufacturing, oh and I use to work at a daycare, so I’m qualified to do all of these.”
“I have no idea”
“Definitely nothing like the place I’m at now/I was”
So my main question I’d like to throw out there to anyone with these or similar responses – is – Why should anyone hire you?
If you don’t care where you work or you don’t have any idea what you see yourself doing, then why are you surprised that the phone hasn’t been ringing off the hook with Job Offers?
Due to these reasons and other obscure similar reasons, majority of Job Seekers believe that a General Resume is the best thing to have because you can use it for ‘anything’.
Having a General Resume – is great. If you are looking for a General Job.
So let me ask you a rhetorical question…
Have you EVER in your life come across a position that was called: ‘General Job’? And hypothetically speaking, if you did, what would a General Job even require? Experience conducting terminations, driving a forklift, answering telephones and selling electronic engineering equipment???
The truth is, is that there is no such thing as a General Job. There are definitely Jobs for ‘General Contractors’ of (insert speciality area here). But there is no such thing as a General Job.
When you put it in these terms, having a ‘General Resume’ sort of starts to seem a bit silly doesn’t it?
Let me tell you a secret. There are literally thousands of people that are also looking for a Job, perhaps even the same one(s) that you have applied too. Do you think a recruiter is going to call back the guy with the General Resume, for the Manufacturing Position available? Or are they going to call back the lady that specified she was looking for a Manufacturing Position?
One of the key most fundamental things any Job Seeker can do for themselves is… take the General OUT of their resume. Make yourself into the professional that you already are. That you aspire to become. And make your resume specific. Target it in a specific area, or field – and allow this change to help you begin the creations of a true career.
Remember that recruiters are not able to hear you right away and they rarely will meet you face to face immediately, and most importantly, they can NOT feel your enthusiasm or energy. THE ONLY THING THAT THE RECRUITER or HIRING MANAGER HAS TO WORK OFF OF – is… your resume. So – with that being said – do you REALLY want to take that resume you used to apply for that Secretary Position for the Doctor’s office, and send it out for the Manager of Sales role for that Oil Factory?
Talk soon Everyone,
Crystal E. Singh, BHRM, CHRP
National Human Resource Manager
Remember your first day at work? What about your first week or month? Remember that unsettled feeling you had of what came next? Perhaps you were overwhelmed, and thought ‘How on earth am I supposed to absorb all of this information?’ Or maybe it was the feeling of anticipation or even boredom, as you patiently waited to get your new work station set up, and get through the classroom or on the job training, so that you could feel comfortable in your environment.
That’s what everyone is looking for when they join an organization. Comfort. They are looking for that immediate comfort so that they can learn their environment, trust their surroundings and know who to turn to for help.
The most important way your organization can inspire your New Hires to feel comfortable so they are motivated to STAY and get through the training, the new faces and the new workload, is to give them a good Introduction of your Company. Aka: An Orientation.
If you do this correctly, you will have a group of New hires well equipped to understand what the expectations are of them, and most importantly, the faster we get them comfortable with their environment, the quicker they’ll become attached to their environment – which will increase the likelihood that they will stay in their environment…and in turn increase the likelihood that they will produce.
Comfort = Attachment = Motivation = Production
And why not right? Doesn’t it make sense that if you love your job, you WILL perform – so you can KEEP your job?
Not just any old orientation will do. You can’t expect an orientation that’s been passed on from generation to generation of workers to have the same effects now as it did 10 years ago. You can’t. It’s a different workforce, and majority of these workers have very different ideas on what business is all about, and how business is done. Your orientation has to inspire the current group of workers especially if you are looking to retain them.
To get this right – you need to make sure you have a solid understanding of your company’s culture.
What is your company culture REALLY about? Because, you need to make sure that you create an orientation that properly showcases this.
- Is your company centered on a culture of productivity?
- Maybe your organization is focused on teamwork.
- Perhaps, the culture of your organization is to based on uniqueness and creativity.
- Possibly you enjoy promoting that you work hard but focus on ‘Having Fun’ while doing it.
Each of these individual cultures should have an Orientation that showcases this selling feature to give these Newbies a good understanding of what they are about to get themselves into. The reason why this is important is because it will help them feel that they belong (aka: Comfort). And it will also help them understand what aspects of their personality they can utilize in order to feel comfortable entering your Organization. I’ve listed below some of the above examples, which your company may already consider to be the main culture of your organization:
There are of course more cultures that may or may not be defined in one word.
So, when creating an Orientation, make sure it completely and openly allows the employee to get a good glimpse of ALL the many ways the company shows they believe in this culture. Through your Orientation Videos, your site tour’s (If you’re not doing this I highly recommend it), your key people introductions (again – If you’re not doing this, I highly recommend it), your PowerPoint’s, handouts and your team building exercises – the New Hire should walk away truly knowing what your company is all about. Remember: The faster you get them comfortable – the faster you get them producing.
Why? Because: Comfort = Attachment = Motivation = Production
Stay Tuned and All the Best.
Crystal E. Singh, BHRM, CHRP
Take a minute and think about your favorite restaurant.
What is it about this restaurant that makes you enjoy it?
Is it the ‘taste’ of the food (Quality a.k.a. Customer Service from the Kitchen staff)? Is it the ambiance (Image a.k.a. Customer Service from the Cleaning Staff)? Is it the knowledgeable servers (Training a.k.a Customer Service from the Servers) Is it the fast service (Efficient a.k.a Customer Service from the Teamwork)? Is it the flow of service (Organization a.k.a Customer Service from again the Teamwork)? Is it some or all of the above?
Now envision a retail environment and we are a customer purchasing a product. What will bring you back to that store?
Is it the quality of the Product (Quality)? Is it the polished look of the store (Image)? Is it the knowledgeable customer service representatives (Training)? Is it the simplicity of knowing where to find the item and checking out quickly (Efficiency)? Is it how clean and orderly the products and store were kept (Organization)?
Some or all of these below reasons bring people back for those enjoyable experiences:
- Proper Training
Looking at it from a different perspective: Consider the worst dining or shopping experience that you’ve encountered. When you sat down at that restaurant and felt unsatisfied or when you left that retail store and said “I’ll never go back there again” – Was it not one of the above areas that immediately turned you off of that restaurant or retail store? The Poor Quality, the Inappropriate Image/Appearance, the Lack of Training, the Inefficiencies, the Dis-Organization?
If we were to replace all of the above mentioned areas, then what we would truly be saying is: ‘They have terrible customer service’ OR ’Their customer service is excellent’. The reality is that each of these areas fall into one specific category: Customer Service
- Quality Customer Service
- Image Customer Service
- Proper Training Customer Service
- Efficiency Customer Service
- Organization Customer Service
If I take it a step further – you would probably even say something along the lines of: “If I was their manager I would (insert comment)”
So now, let’s imagine that you ARE their manager. But it’s NOT a retail store you shopped in and it’s NOT the restaurant you went to. The place you are managing is the company you are with right now. What are your strengths in the Customer Service areas mentioned above? Do you know what your strengths even are? Do you know who your customers even are?
I can share with you right now – that as a Manager, your Customers are……drumroll please…… your employees.
A strong Manager… will already know this. Why? Because your employees WILL tell you (and everyone else for that matter)…just how much they appreciate their boss.
THIS is the reason that people continue to throw out that comment that ‘people quit their managers not their companies’. It is for the same reason that you have irrevocably and indefinitely decided that you will never go to xx restaurant or xx department store again.
www.gallup.com – Is an international and US based website that provides news based on data driven polls.
“More than 1 million employees can’t be wrong, so bosses take heed of this. A Gallup poll of more 1 million employed U.S. workers concluded that the No. 1 reason people quit their jobs is a bad boss or immediate supervisor. “
Enjoy your weekend Guys,
Crystal E. Singh, BHRM, CHRP
The Purpose of this Blog is to provide leaders, managers and employees with some insight and perspective on how to lead teams and how to utilize the capabilties of the employee and/or the business structure, to create a foundation for motivated and engaged workers to thrive in.
This blog will cover various areas of the Human Resources field – including – Recruitment and Selection, Succession Planning, Training and Development, Performance Coaching, Dealing with Conflict Resolution, Terminations and Severance Payments, Writing a Resume, Health and Safety, Canadian Legislation, Current HR Trending, Investigations, HRIS Systems, the current Canadian Economy and Personal Development.
The intention of this blog is for followers to utilize the content of this information to help educate themselves and their organization when making decisions that require them to extract the best out of the ‘people’ component of their organization.
Crystal E. Singh, BHRM, CHRP
We condition ourselves to focus on thoughts that can either be expanded or contained. We have several thousand thoughts that pass through our mind within one day, and the key is to understand how to control those thoughts and which ones we should focus on.
Through my study of HR and with this of course > the study of people – I begin to learn the patterns of human dynamic and behaviour. People have tendencies to be cyclical about their thought patterns, and cyclical about what they choose to engage in as conversation.
There are also selections of what key feeling or emotion a person chooses to create, through pulling on thoughts that aid as an assistance to evoke that feeling or emotion. So the key to self control is to focus on the thoughts you have and condition yourself to fixate on positive emotion, through the focus of positive thought.
As I work with people and deal with a lot of their ‘problems’ throughout my career in HR – I’m finding that there are innately two types of people – those that come to me, seeking a solution (and are also those that seem to be good at thought control, perhaps without even knowing it) and those that come to me, with a problem (consequently these are also the people that tend to not have strong thought control)
Those with the ability to control their thoughts, find higher motivation, higher tolerance and find higher fulfillment in life, and so work wise, they achieve higher results and tend to be higher performers.
Through studying Human Resources, there’s a focus of specializing in key ways to motivate/inspire and connect with people. To do this, you have to be able to inspire someone, by drawing on their passions and encouraging them to elaborate on ideas that build their emotion positively, which in turn motivates them to get the work that’s needed to be done – done.
The key to successfully sustaining this level of motivation/satisfaction and positivity is to learn how to do it yourself without the encouragement of others – which is and should be a ‘want’ for praise and not a ‘need’ for praise.
When I look at successful, sharp people that inspire me – I see this common trait of self control of thoughts – which in turn is what creates those that display strong characteristics of self sufficiency which equals strong levels of fulfillment. And as I work and live, I see the consistent fulfillment and inspiration I have in my everyday through this HR technique we use on management and employees.
I see that through my ongoing discussions about problems and solutions – those that cannot understand thought control, will not reach a level of satisfaction or fulfillment, and so will remain dependant, which is okay, unless of course the person is struggling to reach independently remaining positive.
With this profession, I also see (through performance coaching and encouragement) once we ensure that the person has been given the tools to learn with, it is their responsibility to take this information and apply it. If the person does not develop or reach self sufficiency or demonstrates strong levels of ‘dependence’ on others it signals that they will begin to suffer performance wise – which impacts the LONG TERM fulfillment this person will have doing the job and likewise will eventually lead to replacement in order for the corporation to achieve Long Term Fulfillment.
This tactic I also see as fitting with all aspects of people and life – the Key is to encourage someone to make decisions, and monitor their levels of attempting to become self sufficient and maintaining thought control. Consider the people you know who always seem put together and well developed and now think about people you know that appear frantic or seem as though they experience constant struggle or setbacks.
Crystal E. Singh BHRM, CHRP