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Instead of forcing your employees back to the office – try this!

Instead of forcing your employees back to the office – try this!

Leaders are still trying to crack the code for keeping employees engaged. In a new normal where employees are working from home, how do you manage to make them feel culturally connected to the organization?

A new study from Gartner offers some answers. The research firm surveyed over 3,500 knowledge workers whose jobs could mostly be done remotely. Over 75% said that culture is very or extremely important to be effective at their jobs. Still, only 25% felt connected to their organization’s culture—which was defined as identifying, caring, and belonging with the culture.

However, while yanking everyone back to the office may seem like the solution, the study also found that employees with more flexibility were more connected to their organization’s culture: 53% of employees who had the flexibility of location, schedule, and work in terms of what they did and who they worked with felt connected to their organization’s culture, compared with 40% of employees who only had the flexibility of location and schedule and 18% who lacked flexibility altogether. Over half of employees said they do their best work at home, and alone.

Read the complete Fast Company article BY SHALENE GUPTA here: https://www.fastcompany.com/90752781/dont-force-your-employees-back-to-the-office-do-this-instead

Instead of forcing your employees back to the office – try this!

Never use these 8 words to describe yourself in an interview – use these instead

Stuffing your résumé and LinkedIn profile with generic buzzwords can be off-putting to potential employers, but it’s far worse when you recite them during an interview.

“Tell me about yourself”

It’s fair to say that most people aren’t typically asked to describe themselves to others on a regular basis. However, when it comes to landing the right job, interviewers expect you to confidently talk about your abilities and the value you could bring to their team.

Whether your interviewer directly asks you to “tell me about yourself” or chooses a different line of questioning such as, “How would your colleagues describe you?” or, “What are your greatest strengths?” the end goal is the same: to get a better sense of who you are and determine if you’ll be a good fit for the position.

While it can be uncomfortable to share your best qualities with relative strangers during the interview process, it’s important that you’re prepared to speak about yourself with confidence. After all, if you’re not confident in your abilities, why should a prospective employer be confident in hiring you?

  • Hardworking
  • Team Player
  • Dynamic
  • Passionate
  • Adaptable
  • Flexible
  • Creative
  • Innovative

Read the complete Fast Company article BY AMANDA AUGUSTINE to discover alternative ways to describe these overused interview words.

https://www.fastcompany.com/90751364/8-words-you-should-never-use-to-describe-yourself-in-an-interview-and-what-to-say-instead

Instead of forcing your employees back to the office – try this!

Don’t feel like working? Your shifting values may be responsible for your decline in work motivation

Here’s why you might be experiencing a shift in priorities.

I was talking to a colleague the other day, and she said that between the pandemic and a few life events over the past few years, she just isn’t as professionally ambitious anymore. She has lots of things she would like to accomplish—they just aren’t related to work. Another colleague has elected to reduce her work hours in order to spend more time with her children. These conversations echoed several I have had over the past few years where I have watched friends and colleagues change jobs or shift their emphasis from professional advancement to public service, personal satisfaction, or family engagement.

Many of these shifts reflect a change in people’s underlying values. Psychologists like Shalom Schwartz have studied systems of values. Values determine what people think is important, which in turn influences motivation.

The pandemic led all of us to face a significant number of significant challenges. Just about everyone has either gotten COVID or knows someone who has. Indeed, many of us know people who have died from the disease. On top of that, disruptions to the workplace have led people to rethink the importance of their jobs relative to other ways they might spend their time.

Read the complete Fast Company article BY ART MARKMAN: https://www.fastcompany.com/90749907/has-your-motivation-to-work-declined-maybe-your-values-have-shifted

Instead of forcing your employees back to the office – try this!

Do you hate the idea of going back to the office? Here’s how to approach it if you have to

Experiment with these solutions and keep an open mind around your expectations; you may find new things about the office you never appreciated before.

Whether we were anxiously waiting to go back into the office over the past two years or desperately hoping working from home was here to stay, one thing is clear: The elusive “return” isn’t what we were promised. The commute still sucks, the conference rooms are still overbooked, and the water cooler chat just doesn’t have the same luster as it did a few years ago.

“It’s the context shifting that gets me,” said a tech employee who worked from home the past few years and recently returned to working in the office three days a week. “There is too much to remember now: what time to leave the house to get to my first meeting, where my laptop charger is, what meetings to schedule for the days I’m in the office versus at home. It’s too much.”

Why? A mismatch of expectations is bound to cause a feeling of disappointment, and for many of us, even if the “before times” weren’t that awesome, at least they were predictable. The reality is that after such a long disruption in the status quo, there’s no way things could go back to being the same.

Read the complete Fast Company article BY LIA GARVIN: https://www.fastcompany.com/90747194/this-is-why-you-hate-the-idea-of-coming-back-to-the-office-and-how-to-approach-it-if-you-have-to

Instead of forcing your employees back to the office – try this!

Learn to Embrace your Imposter Syndrome

Restaurant entrepreneur Kevin Boehm says professional insecurity has haunted him his entire career. And it hasn’t always been a bad thing.

Almost three decades ago, on my very first day as a restaurant owner, I opened the oven to put some bread in. The pilot light had gone out, and the oven blew up in my face, catching my hair on fire. Up until that point, my naivete was hiding just below the surface, but by the next morning, it was written all over my scabbed face and shaved head. I was sure all my customers were thinking, “This knucklehead does not know what he’s doing.”

The reality was, I really had no clue at that early stage. But my own fear of being found out to be a fraud would continue for years throughout my career, way past the point it should have. I would attribute almost all of my success to luck and good fortune—a classic characteristic of the imposter syndrome, a psychological pattern first identified in 1978. Studies have shown that almost 70% of high-functioning leaders experience this insecurity in determining their own self-worth.

While imposter syndrome is widely believed to hurt personal and professional self-esteem—and can be especially detrimental to women and people of color in the workplace—my own experience is proof that “IS” can be harnessed and transformed into a powerful driver for self-improvement.

As a young owner managing other managers, often older than myself, I developed a way of training, based on a deck of cards. I created a 13-card set of handwritten playing cards, each labeled with a quality needed to master in order to become the ultimate leader in hospitality: financial acumen, table dialogue with guests, executing pre-shift (the 30-minute briefing before a service), running a front door, conflict resolution, administrative, responsibility and punctuality, energy and spirit, food knowledge, beverage knowledge, empathy and people management, service skills, and attention to detail.

Read the complete Fast Company article BY KEVIN BOEHM: https://www.fastcompany.com/90744180/imposter-syndrome-a-contrarian-take

Instead of forcing your employees back to the office – try this!

These 5 formatting mistakes are turning your résumé into a confusing mess

Remember to keep the look simple and minimize personal tidbits.

Here are some of the leading mistakes I see in résumé formatting. To avoid each, I’ll explain how to structure a winning résumé that will help you secure that lucrative first interview.

Like many other recruiting firms, we use an automated resume parser to gather the key information from your resume. These parsers do not work well with over-formatted and over-designed layouts – Keep it simple!

  • Complex Design
  • Unnecessary Personal Information
  • Unbroken text
  • Too Many Pages
  • Poor layout and page Organization

Read the complete Fast Company Article BY ANDREW FENNELL: https://www.fastcompany.com/90741617/5-formatting-mistakes-turning-your-resume-into-a-confusing-mess