Why you should job search even when you love your job

Bridget Maoko - Friday, February 24, 2017

office-home So you love your job, you’re happy! The pay is good and your co-workers are lovely. Leaving your current job and looking for a new one is most probable not in your foreseeable future. But maybe it should be. The only way to truly grow your career now is to think about where you want to be going in the future. Here are reasons why you should job search even when you love your job.

It helps you prepare
Loving your job is all good, feeling appreciated and valued is even better. But your profession is ever evolving and it’s important to know where your industry is headed or you risk being left behind. The skills you had when you were hired might not be as impactful 5 years from now and continuously searching of jobs online can give you an idea of what’s expected of you in the industry and what new skills you might have to learn. For example, you might have to learn how to use a certain software that will help you function better at work.

Backup plan
Anything can happen so it’s best to keep your options open. If you’ve been low-key searching for a job you can easily go back to a list of searches when your company hits a ruff spot or your lovely workplace deteriorate into drudgery. Moreover, when you are employed there is less pressure on you when you job hunt. You still have your current job that you love and it gives you the luxury of choosing to apply solely to jobs that you want and gives you the opportunity to negotiate benefits.

Keep the search discreet
Continue to love your current job, excel in it and keep the search for a new job to yourself. Don’t lose focus on your current job just because you are suddenly job hunting. Don’t post on social media either. You may not have your boss or other seniors online but that doesn't mean they aren't viewing your profile. It’s best not to post anything that indicates you are looking for a job, on the other hand, you might want to keep your LinkedIn profile up to date. Recruiters are always looking for new talent online and it can just be the opportunity you are looking for.

Truth is, there’s nothing wrong with job searching while you are still employed and it does not mean you love your job less either. You just have to be strategic about it. What’s important is preparing yourself for the next move and knowing what other professionals in your field are getting up to and what your future employer will expect of you. If you do want to start looking at possible new opportunities, we can help. Communicate Personnel connects Great People with great job opportunities. We can help you plan your career journey that will ensure you realise your ambitions. Contact us today.

Valuing your employees and why it matters

Bridget Maoko - Friday, February 17, 2017

employees Imagine a work environment where what you do is not appreciated, your skills go unnoticed and you could be replaced in a blink of an eye.  Would you work there? Or would you go somewhere else where your hard work is appreciated? In today’s work environment, the notion of “just be grateful you have a job” is a fast ticket to low performance and high turnover. The 21st century employee wants more than benefits and higher salaries!

Zachary Watson, CEO at HoneyCo said: ‘If you're looking to keep an employee by giving them a raise, it's already too late.’  So what do employers do to make sure workers feel appreciated and valued other than the cliché monetary incentive? There are a few creative ways to consider to ensure job satisfaction and productivity. Here are some tips on how to make your employees feel appreciated.

Recognize them as Individuals
No matter how you look at it, it's individuals who make up a team. Managers should be able to recognise an individual within a team. Not all team members deserve a pat on the back for a  project that has been pulled off successfully. Thank everyone, yes! But single out an employee within a group who went the extra mile. Do this with everyone, reward them as a group for good work, but remember, they are individuals first and ought to be appreciated for their input. Do this with care as you don’t want other team members to feel ostracized.  

Help them grow
According to a survey by Glassdoor and Harris Interactive, more applicants—52%—wanted to hear about growth opportunities when interviewing for a job than about any other perk. When you help your employees grow, you empower them. A lot can be done to encourage growth in a dedicated employee, for example, you can:  help them build networks, assign mentors or create a development plan aimed at creating goals that are aligned with your employees skills  and strengths.

Positive work environment
Studies show that employees are 38% more likely to perform above average when they are highly engaged. In order to get the most out of your employees, you have to create a positive work environment for the entire team. This encourages teamwork and communication which in-turn, increases engagement while buffering stress and other negative issues. So basically happy employee equals happy work environment!

It takes two to tango
As much as it’s the employer’s responsibility to ensure that their employees are engage and enjoy their work on a daily basis, it’s also the responsibility of the employee to want to be engage. ‘’There has to be a deep-seated desire in your heart and mind to participate, to be involved, and to make a difference. If the desire isn’t there, no person or book can plant it within you.” –Tim Clark.

Good employees are the lifeblood of a great company. They understand their value and input in line with the greater picture of the organisation. Corporations whose employees are engaged perform better than companies whose employees are not by over 200%. Investing in your employees well-being is crucial to continue to be competitive in this challenging business environment.

How to improve your relationship with your boss

Bridget Maoko - Friday, February 10, 2017

love Relationship are an important part of our lives. They require nurturing and now and then needs a new spark. Professional relationships are no different, especially with your boss. They take time to develop and can go amiss if not nurtured properly. This may affect your productivity at work if not your entire career.
In this month that’s all about love we focus on positive workplace relationships and offer a few guidelines to help soften your relationship with your boss if it’s between a rock and hard place!

Find a way to connect on a human level
Get to know them! Talk to them on a regular basis and find out what their interests are. This is key to building a strong relationship as it is critical for your success. Bear in mind that like everyone else, they too have bad days - it could be family related or financial. Use that as an opportunity to get closer, ask about the weekend or how the kids are doing without getting too comfortable. This will give you insight on what kind of individual your boss is and enhance relations between the two of you.

Make their goals your priority
After all, this is a professional relationship! And your goal as an employee is to make your boss’ life easier. Find out what’s on their schedule and ask how can you lighten the load.  Understand their overall objectives and align them with yours this ensures that your performance counts towards the success of the overall organization.
Bear in mind that making their goals your priority does not mean sucking up or being false. Keep it as simple as finding out what they are working on and being of assistance.

Understanding their communication style
Different people prefer different mediums of communication. Respect your boss’ preference. If he or she is an email person, adapt to that. If they prefer telephone calls and face-to-face meetings adjust accordingly. Take note if they are over elaborative or seldom get into detail. This includes their management style as well. Observe if they are authoritative, democratic or affiliative. This will help with your behaviour and knowing how to respond appropriately.

To help make it easier you can compile a list of what impresses your boss and what ticks them off, again this will help with how you should behave.  For example, if your boss appreciates you handing an assignment in on time, they probably appreciate everything else being done on time.

Exceed expectations
It’s a good feeling when you can answer your boss’s questions on the spot, without shuffling through piles of paper or telling them that you’ll have to get back to them. But if you really want to exceed expectations, pre-empt the question. Anticipate what they want you to stay on top of, and send them regular updates. By adopting a few simple habits you can show your boss that you are a consistent and dependable member of the team, and who doesn’t want someone like that by their side if the going gets tough?

It’s a two-way street and everyone has something to offer. The healthier the relationship the better satisfaction you will both get from work. Wherever you are in the corporate ladder, your boss is as important as you and it’s to your advantage to get along with them and vice versa.

Guide to successful onboarding

Bridget Maoko - Friday, February 03, 2017

woman holding white board So, you accepted the offer and you got the job. Now the company has to get things off on the right foot by giving you a structured onboarding process.
In a report compiled by SHRM  its stated that employees who goes through a structured onboarding process are 69% more likely to stay with the company for at least three years, in addition to other benefits.

Every new employee has to be boarded properly, be it an employee who is being promoted to a management position or a newly appointed candidate from outside the company. Most companies tend to neglect the former and it’s just as important.  
Here’s what to do on the first few days of bringing in a new employee.

Assign a peer
Select someone from the company who will share information as basic as: where the kitchen is, how to access the phone line, printing machine, lunch room, restrooms, employee mailboxes and even get them lunch. Alternatively, you can assign a mentor who will assist in building confidence, improving retention, encouraging learning and providing career development.

Arrange a staff meeting
Introduce the new hire to the rest of the team. The IT department, HR, finance and other departments they will deal with on a day to day basis. Social media can be incorporated; it will help develop professional relationships with new colleagues. Private one-on-one meetings with the individuals they will work with on a daily basis will also be helpful.

Get them up to speed with existing team dynamics
The biggest challenge for a new employee in any company is understanding the various dynamics of how people work together. Therefore, the new employee will need to have a full understanding of the individuals they’ll be working with or managing. Always remember that open communication is central to good team dynamics and it’s important to share the ‘nuts and bolts’ of the jobs of everyone who will be reporting to the manager.

Management handbook
Send it over on the first day! And anything else that the new employee might need to get an idea of ‘what things are like.’ This could include:
•    History of the company
•    Organization chart
•    Culture—how people work and relate to each other
•    Important policies and how they support the company culture

Meeting with your manager
It’s important that the employee meets with their supervisor early on the first day. This could be through Skype or other effective mediums. During the meeting, discuss day to day requirements and the job description.
it’s also important to discuss goals and sharing tasks for the week and what the next 30 to 90 days in this position will be like. This will make it clear to the employee what is expected of them, what they need to achieve and within what time frame.

The worst thing that can happen is to hire someone and not give them the ‘tools to be successful.’ Studies show that successful companies recognize the importance of onboarding and deem it worthy as it can keep staff engaged and improve long term retention rates. Apply these guidelines and see if they can help.

Road map to hiring Millennials

Bridget Maoko - Friday, January 27, 2017

technology, smartphone By 2020, millennials across the world will make up 75% of the workforce so companies need to position themselves in a way that this generation approves of. In a survey, PwC found that 52% of millennials are willing to choose a position with a company that offers opportunities for growth, and contrary to popular believe this generation values ethics, work-life balance, profitability, diversity and reputation as did their predecessors. So notions like: ‘voluntary turnover is higher among millennials’ are quickly falling away.
If you are hiring millennials there are a number of key issues you need to be cognizance of, like:

Having an online presence
Technology is one of the biggest things that have influenced millennials behavior. This generation is online centric and your company must position itself in a way that will appeal to them.  From interactive websites to active social network pages and even having dedicated platforms for recruiting or engaging with them in topics of their interest.

Offering job flexibility
Studies show that 88 percent of millennials consider their work-life balance when choosing a job. They want to integrate their personal and professional work life together.  They are seeking an overall life balance therefore companies will have to provide more flexibility in their work life. The good news is, this may lead to higher productivity as people tend to be happier if they choose the hours they are comfortable with.

Hiring leaders and not managers
Goodbye micromanagement! According to research done by Deloitte it is said that millennials are looking for leaders who place the most emphasis on employees well-being, growth, and development, instead of controlling the work experience of each employee. A manager who focuses on control, delegation and profits in no longer needed but a leader who focuses on vision, engagement, big ideas, empowerment, innovation, and transformation is much needed.

Instant feedback
Millennials are used to feedback, and lots of it. Consider the fact that they are digital natives and having grown up with computers and the internet they are accustomed to instant feedback, so instructing them on what to do is not enough. They want to know why you want them to do it and how it serves the bigger picture.

This being the start of a new year, most companies will be bringing in new talent in the first quarter, graduates being on the list.  It’s important that the work place must be compatible to the needs of these modern-technology driven individuals in order to do a better job of retaining them.

Recognizing what motivates them, what doesn’t, and the subtle balance between the two will go a long way for organization in keeping millennials from frequently searching for the next job.  



Previous posts

  1. Why you should job search even when you love your job Bridget Maoko 24-Feb-2017
  2. Valuing your employees and why it matters Bridget Maoko 17-Feb-2017
  3. How to improve your relationship with your boss Bridget Maoko 10-Feb-2017
  4. Guide to successful onboarding Bridget Maoko 03-Feb-2017
  5. Road map to hiring Millennials Bridget Maoko 27-Jan-2017
  6. The importance of setting Career Goals Bridget Maoko 20-Jan-2017
  7. How a mentor can fast track your career Bridget Maoko 13-Jan-2017
  8. Holiday Season Challenges in the office Sandra Olivier 19-Dec-2016
  9. Mission: How to be successful in finding a new job Sandra Olivier 09-Dec-2016
  10. How to make the most of your money this holiday season Bridget Maoko 25-Nov-2016
  11. Maximizing your LinkedIn profile Bridget Maoko 18-Nov-2016
  12. Social Media: Be aware employers are watching Bridget Maoko 11-Nov-2016
  13. Should You Be Job Hopping or Not? Bridget Maoko 04-Nov-2016
  14. The challenges of job hunting while you're employed Sandra Olivier 28-Oct-2016
  15. Personal Branding, how important is that for your career? Sandra Olivier 21-Oct-2016
  16. Safeguard Your Career Sandra Olivier 14-Oct-2016
  17. What qualities are employers looking for? Sandra Olivier 07-Oct-2016
  18. 4 Tips for writing a CV when job hunting in the digital age Sandra Olivier 30-Sep-2016
  19. Job Hunting? How to get noticed by recruiters online Sandra Olivier 23-Sep-2016
  20. How to get the most from your recruiter relationship during job search Sandra Olivier 16-Sep-2016
  21. Why use a recruitment agency for hiring? Sandra Olivier 09-Sep-2016
  22. Think twice before you accept a counter offer Sandra Olivier 02-Sep-2016
  23. Skills Developers Should Invest In Sandra Olivier 26-Aug-2016
  24. Accountants: Do you have the right skills for the future? Sandra Olivier 19-Aug-2016
  25. Managing Your Talent In The Workplace Sandra Olivier 12-Aug-2016
  26. Women to Women Sandra Olivier 02-Aug-2016
  27. Soft Skills: The Key to Landing your next job Sandra Olivier 29-Jul-2016
  28. Hiring mistakes can be costly Sandra Olivier 22-Jul-2016
  29. Career Cycle: Starting A New Job Sandra Olivier 15-Jul-2016
  30. 5 Leadership Skills to Help Advance Your Career Sandra Olivier 08-Jul-2016