Company culture

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Business etiquette refers to the set of rules and expectations that employees are encouraged to follow in the workplace. It is the standard of behavior a person must uphold in a professional setting. For young and seasoned professionals alike, knowing the correct business etiquette can be difficult, especially when every work environment is different. How can you improve your business etiquette and stand out for your professionalism in any workplace?

We recently asked our leading executives for their best tips on how to improve business etiquette.

Here are their responses...

Michael Willis, Sports Business Operations Executive

Business etiquette is a set of manners accepted or required in a business setting that promotes a mutually respectful atmosphere and improves communication, which helps an office to remain productive and cohesive.

It's often upheld by custom but should be enforced by the companyâs HR department. HR should set the tone as to what is acceptable and what is not. A written policy should spell out what is good behavior in the office. Also, a mandatory, in-person, seminar-type meeting should focus on office business etiquette.

Improving your business etiquette can have a positive impact on your career.

Remember to use common courtesy and pleasantries such as:

Use please and thank you.
Addressing others such as Mr., Mrs., Miss, and Ms.
Using a pleasant tone.
Maintaining eye contact.
Offering a firm and confident handshake.
Watch your body language.
Dress for success.
Keep the conversation on track.

Violators of business etiquette are considered offensive and should be dealt with swiftly. Depending on the severity of the infraction, a punishment or termination of employment will be determined.

Unprofessional conduct could look like this:

Being under the influence at work.
Misusing company funds.
Engaging in sexual harassment.
Showing a lack of respect for superiors, peers, and subordinates.
Using foul language.
Publicly degrading the organization.
Engaging in divisive gossip.
Violating confidentiality.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Ana Smith, Leadership Development & Learning Strategist

Professionals in a meeting exhibit good business etiquette

In the fast-paced and interconnected global business landscape, executives play a pivotal role in shaping relationships, making critical decisions, and driving success. To thrive in this environment, it is essential that executives exhibit exemplary global business etiquette. Here are a few of the recommendations specifically tailored for executives which, in my experience, help ensure impactful leadership, successful international collaborations, and relationship building.

1. Cultivate Cultural Intelligence: Executives operating at a global level must possess cultural intelligence to navigate diverse markets and work effectively with international teams. In order to achieve this, some of the key considerations are:

Invest in cross-cultural training: Enroll in programs that provide insights into different cultures, customs, and business practices.
Embrace diversity in your team: Foster an inclusive work environment that encourages diversity of thought and perspective.
Develop strong listening skills: Actively listen and seek to understand different cultural viewpoints, adapting your leadership approach accordingly.

2. Communicate with Clarity and Sensitivity: Effective communication lies at the core of successful global business interactions. As an executive, you must prioritize clear and sensitive communication strategies. Consider the following:

Tailor your message: Adapt your communication style to suit the cultural background of your audience, employing appropriate language and tone.
Be mindful of non-verbal cues: Understand the impact of non-verbal communication, such as body language and gestures, which may vary across cultures.
Leverage technology effectively: Utilize communication tools that bridge geographical gaps and ensure smooth virtual interactions with global stakeholders.

3. Lead by Example in Ethical Conduct: Executives must exemplify strong ethical conduct to build trust and credibility in global business relationships. Upholding high ethical standards ensures sustainable success. I share these practices for your consideration:

Promote a culture of integrity: Embed ethical values within the organizational framework and encourage ethical decision-making at all levels.
Respect local regulations and laws: Familiarize yourself with the legal and regulatory frameworks of the countries you operate in, adhering to them rigorously.
Prioritize transparency: Communicate openly, honestly, and transparently with stakeholders, fostering trust and long-term partnerships.

4. Develop Global Networking and Relationship-Building Skills: Networking and relationship-building are crucial for executives to forge strong partnerships and seize international business opportunities. Here's how you can enhance your networking skills:

Attend global industry events: Participate in conferences, seminars, and trade shows to connect with key influencers and decision-makers from around the world.
Cultivate personal connections: Build authentic relationships by demonstrating genuine interest in others' work and seeking opportunities to collaborate and support one another.
Leverage digital platforms: Utilize social media and professional networking platforms to expand your global network, engage with thought leaders, and stay updated on industry trends.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Kathryn Marshburn, Artist & Label Partnerships

Professionals with good business etiquette attend a Zoom meeting

Improving and establishing your business etiquette can sometimes be tough to understand. Depending on what's appropriate depends on the company's culture. Additionally, meeting etiquette rules hold you to a high standard of behaving appropriately and in a way that is also matched by your team and your colleagues.

Maintaining a high standard of professional etiquette in all settings and exuding respect is the essence of amazing leadership. I've been known for a very kind, caring, thoughtful style of management that includes a few details when it comes to business interactions. Today I'd like to focus on Zoom etiquette and email etiquette.

Zoom Etiquette

Like many colleagues during the early days of the pandemic, there were huge adjustments happening to life on Zoom. Now working fully remote with much time behind us, you can now see there are a few things that we learned that will help us establish exceptional executive etiquette:

1. Keep your video on most of the time. It's really nice to see everybody when you're speaking as a team. That helps you to connect and it feels very collaborative. If other people are giving presentations or webinars, it's definitely acceptable to turn off your camera, but otherwise try your very best to look nice and presentable and turn the camera on with the mic off.

2. Be on time. Especially if you are the host, try to get there early as no one else can get started until the host is in place.

3. When in doubt, mute. If you'd like to be a polite Zoomer, try to get used to the mute button. It's easy to mute yourself when you attend the meeting as a guest. It's just simply an amazing professional courtesy.

4. Find the camera. Best practices of effective face-to-face communication still apply on Zoom. For example, eye contact. Even though it's virtual, it's still an effective way to create a feeling of connection. The camera can be located by looking for a small green light at the top of your laptop or your monitor. Remind yourself to look at the green light and not at the pictures on the screen.

5. Prepare your setting. I am a fan of ring lights and proper lighting as it enhances your overall presentation. Most meetings are recorded and it's a good idea to invest in great lighting.

Email Etiquette

It's important for business or personal use to properly initiate a few simple tips to ensure effective and appropriate communication through email, as not all corporate cultures are the same.

I've had the opportunity to work for many modern companies such as EA, Spotify, and others, which each address their business culture differently. From explaining the tone and code of music industry communication styles when dealing with labels, artist teams, or third-party platforms to the usage of certain colors of font and style for types of written text. I've seen style guides for internal usage and company training slides for creative responses to the use of emojis and conservative formal environments that require a basic professional written style.

Here are a few tips for email professionalism:

1. Company Style & Culture: With a little bit of digging, you should be able to locate your company's style guide and/or inner office communication standards. They should outline the formality for which your corporation chooses to execute email communications. This can range from companies that prefer for you to use emojis in the text of the email, to casual use of speaking styles, to making sure that all communication is in one specific font with no variations. Some companies can demand a more strict formality to emails and more formal greetings/closings, etc. You can quickly see how important it is to understand your company's culture and how they prefer to communicate. It's always a good idea to look at previous emails or department emails to see the flow and style of language used for each team.

2. Forwarding Emails: This should be handled with great care and caution. Asking the permission of the sender if you may forward the email is an amazing example of great business etiquette. Posting or forwarding private emails can be a copyright infringement, not to mention downright rude, so you do need to gain permission from the author first. When you are sending emails that may contain emotional content, be careful what is put in writing as sometimes picking up the phone or setting up a Zoom call is a much better option. A good rule of thumb, although somewhat formal, is to remember that emails can always end up in court. So while you're typing them, keep in mind whatever you put in writing could end up in front of a judge. Think of your business email as though it was your business letterhead and you'll never go wrong.

3. Emotionally Charged Emails or Responses: Consider typing up your response and saving it as a draft and reviewing it the next day before you send it. It is never a good idea to appear emotional in emails, and while some soft openings such as "Hiya," "Helloooo," or "Hey" may be ok for casual cultures, it may not be ok for others. When responding to controversial emails, stay conservative and professional.

And finally, type unto others as you would have them type unto you!

Hope these tips are helpful and improve your professional etiquette!

Kathryn Marshburn has spent 12+ years in the music and gaming industries guiding teams on identifying targeted goals with an agile approach resulting in driving revenue and reducing risk.

Lisa Perry, Global Marketing Executive

Professional woman with good business etiquette shakes hands with a business partner

In today's competitive business landscape, mastering proper business etiquette is essential for establishing strong professional relationships, fostering a positive corporate image, and achieving long-term success. Every interaction contributes to your professional presence, from effective communication to respectful conduct. Letâs look at some practical tips and strategies to enhance your business etiquette and ensure you leave a lasting impression in the corporate world.

Cultivate Active Listening Skills: One of the fundamental aspects of business etiquette is active listening. Practice attentive listening by maintaining eye contact, nodding to show engagement, and refraining from interrupting others. Truly hearing and understanding others' perspectives fosters effective communication, promotes collaborative problem-solving, and demonstrates respect. You can build stronger relationships and foster a positive work environment by giving your undivided attention to colleagues, clients, and business partners.

Respect Personal and Cultural Differences: In today's diverse workplaces, it is crucial to be mindful of personal and cultural differences. Treat everyone respectfully and sensitively, regardless of background, beliefs, or values. Avoid making assumptions or judgments based on stereotypes. Familiarize yourself with cultural norms and practices, especially when conducting business internationally. By embracing diversity and practicing inclusivity, you create an environment that values and respects everyone's contributions, fostering creativity and collaboration.

Master Effective Communication: Clear and concise communication is vital for success in any professional setting. Pay attention to your verbal and written communication skills, ensuring your messages are articulate, professional, and easily understood. Tailor your communication style to suit the audience and the medium used: face-to-face conversations, email, or presentations. Practice professional email etiquette by using proper salutations, maintaining a polite tone, and proofreading for grammar and spelling errors. Effective communication helps avoid misunderstandings, builds credibility, and strengthens professional relationships.

Practice Professionalism in Appearance and Behavior: Your appearance and behavior play a significant role in projecting professionalism. Dress appropriately for your industry and work environment, reflecting the desired level of formality. Maintain proper hygiene and grooming standards, ensuring a clean and polished appearance. Be punctual for meetings and appointments, and respect others' time by honoring deadlines. Maintain a positive attitude, remain calm under pressure, and handle conflicts gracefully and professionally. By consistently embodying professionalism, you inspire confidence in others and enhance your reputation.

Show Appreciation and Gratitude: Expressing gratitude and appreciation is a hallmark of excellent business etiquette. Acknowledge and recognize the contributions of colleagues, subordinates, and business partners. Offer sincere compliments, send thank-you notes, or express gratitude in person for their efforts and achievements. Celebrate milestones and successes as a team, fostering a positive and motivated work environment. Demonstrating gratitude strengthens professional relationships and fosters a culture of appreciation.

Improving business etiquette is a continuous journey that can significantly enhance your professional presence and contribute to your success.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

What are your best tips for improving business etiquette? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Improve Business Etiquette

When you think of a healthy work environment, you might think of a work environment that is inclusive, promotes employee well-being and productivity, and fosters collaboration, creativity, and innovation. Unfortunately, in today's world, a healthy work environment is the exception, not the rule. How can leaders ensure they are creating and maintaining a healthy work environment for their employees?

We recently asked our leading executives for their best tips on how to create a healthy work environment.

Here are their responses...

Ana Smith, Talent Architect & Global Learning Strategist

When you learn that 80% of cultures are toxic, what would your organizational and team culture be?

A healthy workplace is one where employees feel safe, respected, and supported. It is a place where everyone can thrive and do their best work. There are many things that organizations can do to create a healthy workplace, including:

Establishing clear expectations and goals. Employees need to know what is expected of them and what they need to do to succeed. This will help them feel more confident and motivated in their work.
Providing regular feedback. Feedback is essential for helping employees grow and develop. It should be constructive and focused on helping employees improve their performance.
Creating a culture of respect. Employees should feel respected by their colleagues, managers, and customers. This means treating them with dignity and courtesy, even when there are disagreements.
Encouraging diversity and inclusion. A diverse and inclusive workplace is a more productive and creative workplace. It is important to create an environment where everyone feels welcome and valued, regardless of their background or beliefs.
Promoting a healthy work-life balance. Employees need to have a healthy balance between their work and personal lives. This means providing them with opportunities to take breaks, vacations, and sick leave.
Investing in employee health and wellness. Organizations can help their employees stay healthy and well by providing them with access to health insurance, fitness programs, and other resources.

By taking these steps, organizations can create a healthy workplace where employees are happy, productive, and engaged.

Here are some additional tips for creating a healthy workplace:

Encourage open communication. Employees should feel comfortable speaking up about their concerns and ideas. This can be done by creating a culture of trust and respect, and by providing employees with multiple channels for communication, such as email, in-person meetings, and anonymous feedback surveys.
Resolve conflict quickly and fairly. When conflict arises, it is important to address it promptly and fairly. This can help to prevent the conflict from escalating and causing harm to the workplace.
Provide opportunities for professional development. Employees should have opportunities to learn and grow in their careers. This can be done by providing them with access to training and development programs, and by encouraging them to take on new challenges.
Celebrate successes. It is important to recognize and celebrate employees' successes. This can help to boost morale and create a positive work environment.

By following these (and other possible) tips, organizations can create a healthy workplace that is beneficial for both employees and the organization as a whole.

Michael Willis, Sports Business Operations Executive

In creating a healthy work environment, I canât ignore what the NFL represents and my passion for the shield. Working at the NFL, there are many stadium shots, action on the field photos, stand-out players, and paraphernalia that can quickly fill office space.

My plan for a healthy work begins with the following:

1. The Physical Space

I believe an attractive office design can make employees intrinsically happier. A theme-based workspace can improve employee well-being and promote healthy habits. You are investing in making your office a more enjoyable place to spend time.

Also, an investment in ergonomic chairs, stand-up desktops, and extra monitors can create a more relaxed and functional work environment. You are encouraging an office-friendly supply chain for replenishing office supplies and computer equipment and arranging the office space where departments sit closely when you can maximize collaboration and teamwork.

Lastly, creating an environment where sunlight flows into the office space to lift creativity and awarenessâadding theme-based artwork to maximize productivity and boost morale.

2. The Wellness Space

Feedback and communication are the most valuable gifts you can give your employees. Providing a space where employees can voice ideas, opinions, and issues without judgment or criticism. An open engagement platform.

Showing appreciation and recognition for achievements, whether individual or the entire department, makes employees feel valued and appreciated.

An environment of psychological safety is one where employees are comfortable being themselves. Where they know they are free to exist without fearing embarrassment or retaliation.

Prioritize cultural alignment when hiring. As part of the interview process for potential incoming new hires, this might be an excellent opportunity to test the workplaceâs cultural fit.

Lastly, empower your team with what they need to thrive. Be inclusive. Be appreciative. And communicate!

Debra Shannon, IT Executive

Happy employees on a successful team have a healthy work environment

When building a positive workplace culture, make sure you invest in each employeeâs personal development. Are there learning opportunities for them to keep current, get a promotion, or move into a managerial role? Or information to improve their analytical abilities or critical thinking? Itâs crucial to give employees the tools and information they need to continue learning and growing.

Encourage employees to develop a growth mindset and to be all that they can be. There is a saying by Confucius: âI want you to be everything thatâs you, deep at the center of your being.â Do you encourage employees to be the best version of themselves? Have you asked them what is important to them? If itâs important to them, then it should be important to you too. Besides professional-focused development, make sure to include âpersonalâ learning opportunities such as enhancing their quality of life (e.g., health/fitness) or developing a reading habit.

Personal development is lifelong learning. And when personal development includes both professional and personal learnings, employees are more likely to be and stay excited about whatâs next and potentially stay with the organization longer.

Debra Shannon is an IT executive who is also a CPA, CIA, and CISA. Her passion is turning chaos into calm. With her unique blend of experience in technology, project management, and auditing, she can break down complex business problems, identify practical solutions, and lead executive teams and business partners to embrace the value of technology changes.

Lisa Perry, Global Marketing Executive

Happy team members meet in a healthy work environment

Fifty-one percent of employees have experienced a toxic work environment, and one in five Americans have left a job in the past five years due to bad company culture. A healthy work environment is not only essential for the well-being and satisfaction of employees but also contributes to higher productivity, lower turnover rates, and overall business success. Here are some practical steps and strategies to create a positive and nurturing work environment that supports your employees' physical, mental, and emotional health.

Cultivate a Positive Company Culture: Start by fostering a positive company culture that promotes open communication, collaboration, and mutual respect among employees. Encourage a supportive and inclusive environment where individuals feel valued, recognized, and empowered to contribute their best work. Establish clear values, promote work-life balance, and create professional growth and development opportunities.
Prioritize Employee Well-Being: Invest in employee well-being initiatives prioritizing physical and mental health. Provide access to wellness programs, such as fitness activities, stress management workshops, and mental health resources. Encourage regular breaks and offer flexible work arrangements to support work-life integration.
Promote Work-Life Balance: Create a work environment that values work-life balance and encourages employees to maintain a healthy equilibrium between their personal and professional lives. Set realistic work expectations, avoid excessive overtime, and encourage employees to take time off as needed. Encourage open communication about workload and provide resources for time management and stress reduction.
Foster Effective Communication: Establish clear communication channels within the organization to ensure transparency, collaboration, and mutual understanding. Encourage open dialogue, active listening, and constructive feedback. Create opportunities for team-building activities, regular meetings, and cross-departmental collaborations to enhance communication and foster positive relationships among employees.
Support Professional Growth & Development: Invest in the growth and development of your employees by providing opportunities for training, skill-building workshops, and career advancement. Encourage continuous learning and provide resources for professional development. Recognize and reward achievements to motivate employees and foster a sense of progress and fulfillment in their careers.
Ensure a Safe & Supportive Physical Environment: Maintain a safe and comfortable physical workspace that promotes employee health. Ensure proper lighting, ventilation, and temperature control. Implement safety protocols and provide equipment and tools to prevent accidents or injuries. Consider creating designated spaces for relaxation, quiet work, and social interactions to cater to different employee needs.
Lead by Example: As leaders, set the tone for a healthy work environment by demonstrating positive behaviors, effective communication, and a healthy work-life balance. Emphasize the importance of well-being, work-life integration, and professional growth through your actions. Encourage managers and supervisors to adopt supportive leadership styles prioritizing employee well-being and fostering a positive work environment.

Creating a healthy work environment is an ongoing commitment that requires attention, investment, and continuous improvement. By prioritizing employee well-being, promoting work-life balance, fostering effective communication, and supporting professional growth, you can cultivate a positive and thriving work environment that enhances employee satisfaction, productivity, and overall organizational success.

Mark Taylor, Product & Operations Executive

Happy coworkers talk while meeting in a healthy work environment

I think what we are really trying to say here is:

âHow do you create a work environment where tasks get done in a manner that moves the business forward (thatâs what employees are ultimately there to do), whilst giving the worker opportunities to grow in a positive way?â

Those feel independent of each other âscientifically,â but highly correlated on a day-to-day basis; the linkage being oneâs manager.

For example, Iâm sure most of us have had the âopportunityâ to work for a lousy boss at a great company and a great boss at a lousy company. The latter was probably the more âhealthyâ experience for both the individual and the business.

From experience, a solid way of linking a companyâs and individualâs needs is to remind the employee: 1) how the company adds value to the greater good; and 2) how that directly aligns with the employeeâs values and growth needs.

Mark Taylor has 20+ years of risk, technology, and product management experience working in global and regional financial services firms in the UK and the U.S. He's managed teams of 40+, successfully addressed 100+ regulatory issues, and has saved companies $15M+.

What are your best tips for creating a healthy work environment? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Create A Healthy …

The first Friday of March has become the unofficial holiday of Employee Appreciation Day in the U.S. Some companies celebrate this day, while others celebrate their employees throughout the year.

No matter how your company does it, showing employees appreciation is essential to providing a good employee experience. Every company has different ways to recognize employees. Some may plan a big event around Employee Appreciation Day, while others may plan quarterly or monthly events to show appreciation for employees.

Some companies may show their appreciation with financial awards like bonuses or through offering additional time off, while others may have more modest ways of doing so.

The bottom line: It doesn't matter how big or small the appreciation is. What matters is that you take time to show appreciation for your employees.

If you're limited on ideas, or resources, here are some simple ideas for showing appreciation:

Personal Notes

A young professional writes a few notes of appreciation for her employees

Work can be a grind sometimes, so anytime an employee gets a note from their boss or supervisor expressing appreciation for their efforts, it can be a nice little pick-me-up.

Every company wants hard-working and passionate employees because those are the type of employees who throw themselves into their work and are proud to represent the company. However, with hard work comes stress. That's why it's nice to check in with employees from time to time and thank them for their efforts.

These notes of appreciation don't have to be long. They could be written or emailed.

Many employees will just appreciate the fact you took the time to recognize them. One little note can really work wonders for morale and motivation.

Company Gatherings

Team/employees gather for a Employee Appreciation Day activity

Most companies will have some sort of weekly meeting to update the workforce on current happenings and to touch base. Every once in a while, the company should hold a gathering instead to recognize the workforce and discuss positive happenings in the company.

Sometimes the workforce needs a good reminder of why they do what they do and the positive things that come from it.

These gatherings could be on or off site; it's a matter of company preference. The important thing is that the gatherings focus on thanking employees and celebrating the positive accomplishments of the company.

And, these gatherings should include food! It doesn't matter if the company provides the food, or if employees contribute via potluck, just as long as there's food.

Give Employees Some Control

Employee activity committee discusses ways to show appreciation for the workforce.

Some companies use employee-led committees to plan monthly fun activities that encourage workplace bonding. These committees can also be used to plan employee recognition activities or coordinate company community service activities.

Sometimes just giving employees more ownership of things within the company is the ultimate sign of appreciation. It signals to employees that management doesn't have all the answers and that employees deserve a large role in shaping the company's culture.

Management should always look at their company and ask themselves where they can give employees more ownership in shaping it. Not only will this type of trust motivate employees, but they will feel appreciated.

What does your company do to show employees appreciation?

These are only a few ideas, but there are several more ways to show employees appreciation.

Tell Work It DAILY how your company appreciates employees and you might be featured on our website and social media channels to thousands of job seekers and potential employees!

This article was originally published at an earlier date.

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3 Ways Companies Can Show Appreciation For …

As you scroll through your social media feeds, it's not uncommon to see the businesses that you follow post pictures from various community service projects that they participate in. It can sometimes be easy to quickly look at these posts, say, "Oh, that's nice," and move on. But the importance of what these businesses are doing can't be overstated.

The importance of workplace community service projects goes far beyond the good deed itself. Here are three reasons why every company should consider taking part in community service:

It's Important To Make A Difference

Businesses that have the means usually try to give back through a variety of channels. Sometimes it takes the form of backing an initiative such as environmental sustainability, or it could be backing multiple philanthropic efforts, including donating to or having partnerships with multiple charities.

Volunteering and community service tend to be two of the most popular charitable activities because they allow the workforce to get out of the office and build bonds between the business and the community.

If everyone with the means to do so was able to help out, it would solve a lot of problems in the world. That's why any effort taken by a business to give back is important. No effort is too small!

It's Good For The Workforce

There's something about changing up the daily routine that can really invigorate a workforce.

Leaving the office for a day outside cleaning up the community, building something, or volunteering can really benefit employees. For one, it gives employees a chance to work together and interact outside of the office, allowing them to get to know each other better in a somewhat more relaxed setting.

In addition, working together with co-workers on different tasks outside of the office is great team building and could potentially lead to better work performance and pride in the workplace.

According to a 2017 Deloitte Volunteerism Survey, 89% of those surveyed believe that companies that organize volunteer and charitable activities offer better work environments than those that don't, and 70% agree that companies that sponsor such activities have a much more pleasant work environment.

Some companies are unable to commit their entire workforce to a full day of community service and will instead offer their employees paid time off, also known as volunteer time off (VTO), to pursue community service endeavors on their own time.

For some employees, workplace community service may be their first experience with community service and it could encourage them to take part in other efforts outside of work.

Taking part in community service not only teaches employees good philanthropic efforts, but it brings the office together.

It's An Important Part Of Your Employer Brand

Imagine this situation! You're heavily recruiting a potential new employee and it's down to your company and a rival company. The pay and benefits are similar but, ultimately, the employee chooses your company because they're impressed with your community service efforts.

This isn't a far-fetched scenario!

Community service is an essential part of a company's employer branding efforts. According to a 2017 Glassdoor survey, 75% of U.S. workers surveyed said they expect their employer to support community service/volunteer efforts. It's also an essential part of a company's culture, as 70% of employees surveyed by Deloitte said volunteer activities are more likely to boost employee morale than company-sponsored happy hours.

Job seekers want to know what type of charitable efforts your company is involved in and those efforts should be featured prominently on your company's website under your company culture section and on social media. Knowing that a company is socially aware and that they have an opportunity to do some good is an attractive perk for job seekers looking for their next career opportunity.

Need help with your employer branding efforts?

Check out Work It Daily's Employer Story Builder program.

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3 Reasons Why Your Company Should Participate …

A good job description is priceless in the hiring process. Many hiring leaders struggle to create job descriptions that attract the right candidates. What should you include in a job description to spark interest and find the perfect candidate for the job?

In this article, learn from members of Duffy Group on how to write compelling job descriptions that attract the right candidates. You'll discover practical strategies for creating job postings that effectively communicate job responsibilities, qualifications, and company culture, leading to increased interest and better hiring outcomes.

Develop The Company's "Sizzle"

Hiring leaders often start the recruiting process by developing the mechanics of a job description. However, a job description without attraction often fails to tell a compelling story about the position's value. There are several steps to increase awareness and interest in a post.

First, develop the companyâs sizzle. The sizzle is an authentic representation of your company by expanding on the job's exciting features, resulting in the chances it will resonate with suitable candidates. It begins by establishing a framework of critical questions directed to the hiring leader.

At Duffy Group, our framework is built during the first step of the recruitment research process, the strategy development. Recruiters ask targeted questions and assess the new role situation with the hiring manager before marketing any position. The objective is to expand on the duties and responsibilities of the job to create a buzz and bring the job description to life.

Another necessary ingredient is ensuring the hiring process quickly identifies the applicants with the right motivation and gets them anchored on the attractive features of the job as quickly as possible.

Georgia Musgrave is the VP of Strategic Initiatives at Duffy Group. She educates leaders on the value of "passive talent" as a means of attracting the best human capital to their company.

Tell A Story

Recruiter / hiring manager on laptop creates a job description

I recently met with a group of HR and talent leaders at a conference. One of the pain points they shared was not posting job descriptions that were enticing enough for candidates to apply. They were looking for ideas to not make their job descriptions look so mechanical with the job responsibilities and requirements listed. I began to ask them questions to learn more about the entire opportunity and not just the day-to-day responsibilities and requirements.

Examples of the questions included in addition to salary, bonus, and benefits:

Describe the company culture, style, values & traits of people who've had success here.
What are the company characteristics that would entice a candidate to come aboard?
What are the key strategic issues you are working on?
What is the hiring leader's background?
What makes this group attractive to a potential candidate?
What might distinguish this group from similar departments in other companies?
What is your leadership style and approach?
Is the position remote or hybrid?
Is the position a newly created position?
Are there direct reports? How many, and what are their titles?
What are the career growth opportunities?

It is quick and easy to post a job description the way it is written. I suggested telling a story about the whole opportunity will give the job seeker a reason to be interested and apply.

Sharon Grace is a veteran search executive at Duffy Group who helps hiring leaders hire great people because of her proven track record as a strategic partner and advisor to recruit, identify and assess talent.

Utilize The "Location" Section

If you want to recruit the very best talent, then you need to make sure you have the very best job descriptions to share with candidates. Job descriptions can be used to attract active job seekers by being used in job postings, but when it comes to recruiting the passive job seeker, you need a job description that is going to catch their attention. The job description should include information on the company, the position, the requirements, and if the position offers relocation, the location as well.

Many recruiters and hiring leaders neglect to utilize the "location" section on a job description as a way to attract candidates. Itâs important to include a location section that includes the address, as well as a good description of the city and state. Itâs important to do some research on the location. The Chamber of Commerce and tourism sites are great resources. Make sure to describe the location in a way that the candidate can picture themself relocating there.

We have had a lot of success recruiting to locations that are not necessarily "attractive" by reputation but when we highlight the positive attributes and share data, statistics, and even photos, weâve been able to generate interest in traditionally hard-to-recruit-to locations.

Colleen Neese is a practice leader at Duffy Group. She specializes in recruiting executives in non-profit and healthcare.

Share Compensation & Benefits

Recruiter / hiring manager on laptop writes a job description

Job descriptions can be extremely detailed, with long lists of responsibilities and required skills. Disclosing and promoting pay and benefits in your job description can be a valuable recruiting tool and make the process more efficient overall.

Here are five things to consider when sharing compensation and benefits in your job description:

Compensation is typically the most critical concern when job seekers search for work. So if they don't find the salary information they need, they may not waste time reading the job description.
Pay transparency (now required by law in some states) saves recruiters the time and energy of searching through candidates who will never accept the job, as candidates will self-select out when the compensation is too low.
When companies are more upfront about salaries, it can help create trust. Candidates feel more respected and apply more when there is more information.
There's more to compensation than what's on a paycheck. List all of your benefits and perksâdepending on the candidate, some will resonate more than others.
Out-of-the-box examples: signing bonuses, stock options, flexible work schedules, mental health benefits, learning & professional development, ERGs, volunteering, dress codes, PTO, holidays, gym memberships, and pet insurance.

Kristin Pozen is a research recruitment recruiter at Duffy Group and a former HR recruiter.

Emphasize The Company Culture

Think back to high school when your English teacher would knock points off your essay because you stuffed it with common cliches. Well, it happens with job descriptions too. âWork hard, play hard,â âFast-paced environment,â and âWeâre all a big family.â The meaning is lost to candidates reading them.

In Duffy Groupâs job descriptions, we highlight our core values. One of our core values is to promote work-life balance. Our work-from-home program gives our team members the flexibility of managing their day-to-day activities, with home office support that offers the tools to conduct day-to-day operations. A result of this benefit is increased productivity, team member satisfaction, and retention.

Make sure your social media supports your company culture; candidates are looking at your website and social media to ensure you walk the talk when it comes to culture. Your job description is a piece of your story. You want candidates to be curious to learn more about your company.

Kathleen Duffy is the founder, CEO, and president of Duffy Group. The company's vision is to elevate recruitment research as an alternative to contingent and retained search. Since its founding, Duffy Group has been a remote workplace and a culture of work/life harmony.

Need help recruiting talent for your organization? Check out Duffy Group today.

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Recruiter Spotlight: How To Create A Job …

Avis is one of the world's largest car rental providers, offering its customers control and personal touch during their car rental experience. Its convenient airport locations are the foundation of its business. If you've ever wanted to be an integral part of a company, working for Avis at its airport locations could be the perfect career for you.

Avis is dedicated to expanding on-demand mobility solutions and personalizing the customer experience. As a member of Avis's airport teams, you would play an important part in this mission as they handle everything from keeping the company's cars clean and well-maintained to making sure customers find the right vehicle and options for their needs.

Want to work for a company with an action-packed, high-energy workplace that values its employees? Avis might be the right company for you.

Here are three reasons to work for Avis at airports:

1.Â A Company Culture That Is Driven To Help You Be Your BEST

Avis understands the value its employees provide to the company through their talents, skills, and unique personalities. Its employees are the reason for its success, and that is reflected in the company culture.

Here are the four pillars of Avis's company culture that help you be your best at work:

Driven to be the best (together)

Avis provides an employee experience where you can be proud of your work, driven to be your best, and valued for who you are.

The will to win

Employees at Avis are motivated, so the company makes sure they feel they're in the driver's seat of their careers. If professional and personal development is your goal, Avis is a great fit because the company provides advancement opportunities and progression plans.

Development and progression

Due to advancement opportunities, progression plans, supportive managers, international opportunities, and a huge range of training, your professional and personal development will move a lot faster with Avis, resulting in a rewarding career journey.

Driver of future success

A big part of Avis's company culture is its mission to remove friction. At Avis, employees are encouraged to generate ideas that solve problems internally and externally for customers through state-of-the-art solutions.

2.Â A Focus On Diverse Hiring To Close Pay Gaps

Avis believes a diverse workforce means richer ideas and broader perspectives when considering the needs of its customers, stakeholders, and employees. Therefore, the company focuses on diverse hiring to close pay gaps and ensure the success of its business.

There are three key components of Avis's commitment to diversity, equity, and inclusion that help them attract and retain employees:

Recruitment

Avis makes sure that its recruiters have the skills necessary to understand and recruit diverse candidates. The company uses a partnership approach to send out roles to 600+ employment and diversity sites. It also proactively builds meaningful relationships with over 15,000 local diversity organizations.

Global Gender Pay Equity

To help guide the company and measure its progress toward its diverse workforce goals, Avis set a target of maintaining 100% gender pay equity at all levels of the organization by 2030. The company plans to accomplish this goal through "global compensation programs and policies to drive pay equity through standardized reward programs." Avis also uses global guidelines and standards to make compensation decisions for all new hires and promotions.

Employee Resource Groups (ERGs)

As an equal opportunity employer, Avis is proud to provide an inclusive workplace where employees can bring their whole selves to work. To ensure all employees feel valued for their uniqueness, recognized for their diverse talents, and have a voice, the company has created several ERGs. These ERGs advocate for equality and opportunities for advancement. They also help to "facilitate discussions around best practices and resources to promote more targeted cultural and racial understanding and diversity."

Other components of Avis's diversity, equity, and inclusion focus include its unconscious bias learning and awareness educational campaign and its commitment to supporting diverse suppliers.

3.Â A Variety Of Jobs In Airport Operations

One of the best reasons to work for Avis is for its variety of jobs. If you love everything you've heard about Avis so far, here is a list of some of the jobs in airport operations:

Mechanics & automotive technicians
Drivers
Shuttle bus drivers
Car cleaners
Rental sales associates
Rental store customer service representatives

Want To Work For Avis?

If you're interested in working for Avis, visit the company's careers page to learn more!

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3 Reasons To Work For Avis At …

There are days when I am very excited to start the day and others where I wonder what is in store for me. Recently, I had one of those âwonderâ days when heading to visit a very successful business owner. Many times on my visits the individual temperature and heart rate of this leader can be âsummer Florida hotâ even in the winter and other times it can be âNorthern New England dark February cold.â By the way, this has nothing to do with the actual weather outside. I decided that on this visit it was worth exploring how this was impacting his organizational health given the continual external challenges.

The minute the leader turned the corner I could tell he was in a good mood which meant it might be time to have that "carefrontational" conversation that would be needed. I got greeted with that warm smile of excitement like he couldnât wait to tell me something. After learning that he picked up some new clients and that revenue was back growing again, he made a side comment that caught my attention. âIt is funny, Mike, despite this great news, I cannot get the leadership team excited about this. But that is okay. They will be happy when their bonuses come in.â

Right then, I decided to ask the "carefrontational" question with a qualifier: âWould you mind if we park it right here?â

He said, âSure, what is the matter?â I asked if he would mind if we dug deeper into his comment about the leadership team not being excited and he said of course.

I asked him that "carefrontational" question: âWhat role are you playing in their lack of excitement?â At first, he was dumbstruck that I asked, yet I let the silence fill the car and did not try to say more. He shifted in his seat and looked out the window. We had built the TRUST needed for this to be okay or it wouldnât work.

From there we dug deep into how I experience his moods when I visit and asked what does his team experience on a day-in-day-out basis? It led us to a very moving and emotional phase, yet it was also powerful. He expressed how he allows his personal situation at home (good/bad) and the business results (day to day) to positively or negatively impact his mindset or mood. The light bulb went off about how that roller coaster impacts the organization's commitment to the goals and ambitions he has and also how at home his family might be feeling. It was so cool because he recognized it and articulated it versus me saying what I observed. He owned itâ¦

4 Things CEOs Should Consider When Running A Company

CEO leads a team meeting about company culture

A few thoughts for those of you running a company, especially a family one, that might help improve the overall business performance along with relationships you have at work and home.

1. Judgment

Be careful to not attribute anotherâs actions to their character or personality. There are usually external factors that impact how people behave at work that impact how they are showing up that day. Invest time with your team to know what is going on personally and professionally so that when you notice a change, you can have that "carefrontational" conversation before it gets too far and they leave or you decide to fire them without understanding them. I have learned a new term connected to this called fundamental attribution error!

2. Vulnerability Space

If you as a leader are challenged with external factors contributing to your emotional feelings, so are other team members. Sharing that you are feeling stressed or concerned or experiencing some challenges at home can help your leadership team be more respectful and supportive. It can also help them share their situation. As a CEO/owner, I will assure you, over time, you will get a 2X-3X lift in individual performance when they know you care as much about their operational/financial performance as you do their personal welfare. Trust takes time but it does compound. The more everyone relates to each other the more connected the team will be, and when you need help they will be committed to it versus complying because you are their âboss.â

3. Structure with Flexibility

It may sound like a contradiction, yet what I mean is to put structure into your meetings with the team so they have a rhythm and cadence. We are humans and need connections and stability and knowing that there is a framework helps tremendously. That being said, during these get-togethers adding various exercises to keep people connected, reminding them why they are there, and adding some fun keeps people excited to attend and looking forward to the get-togethers.

4. Be a Learning Leader

Life is a journey and the fact that you are the business owner or CEO doesnât mean you have all the answers. Nothing in your title says you should but many times we feel imposter syndrome if we donât. My experience is intellectual curiosity and emotional intelligence are two of the most powerful traits a leader can and needs to develop. Ask for help and feedback, and listen to hear, not challenge. It might surprise you where in your organization the answers are. When you open up about what you need help with and are clear, there will be culture carriers who will rise up and help you.

The ultimate success of any SMB owner/CEO isn't to always have the answers. It is to truly know your team well enough to know who can provide the right perspectives for you to make the most informed decision for the organization. Let me know if you want to discuss this further or debate the thinking above by connecting with me on LinkedIn or emailing me at [email protected]. I love connecting with high-integrity, growth-oriented business leaders who also care deeply about the environment and humanity.

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CEOâs Impact On Culture: 4 Things To …

I recently worked with an accidental CEO early in her career. She took over a business upon the sudden death of the previous owner. She stepped in as the interim president, not knowing that she was walking into a situation that would ultimately be a turn-around or shut-down situation. Or, that this would become her new career.

Not only did she succeed in turning the business around, she now leads a larger and very successful business, less than 10 years later, and is now looking to acquire a company in order to expand.

Why Small Business CEOs Should Consider M&A Right Now

Mergers and acquisitions, M&A, partnership concept

As a small business CEO, if you are not thinking of M&A as part of your strategic growth in your 3-to-5-year plan, you are potentially ignoring the largest opportunities for growth. If you are waiting until the economy stabilizes, you are missing an opportunity. As you consider acquisitions, there are five things you should contemplate:

1. Is your house in order? Do a self-audit or at least look in the mirror before starting down the road of a transaction. Do you have the right players, in the right seats, and is everything running smoothly? Understand where you will be stretched during a transaction and where you will pull from to meet the needs.

2. Understand your risk tolerance. Identify the risk you can tolerate if things donât go according to plan with either your organic business or the slowing economy. Do you have your reserves and contingency plans? Thorough due diligence should be expected; small and mid-sized acquisitions by small and mid-sized companies often mean more detailed due diligence because of the catastrophic impact a failed deal could have on a business. Involve your team members in the diligence as practicable; besides becoming invested in the success of the transaction and post-integration, they become better leaders as a result.

3. Whatâs the growth opportunity? Specifically, whatâs the strategic growth opportunity? M&A can drive growth, especially during slower economic times when organic growth may be lagging.

4. Whatâs the culture like? Culture is often neglected, especially in small deals, even though people and culture are a significant part of how the small business became successful. Culture diligence is as important as financial and operational diligence. A culture clash can kill a deal or cause a post-deal integration failure.

5. Are you being bold enough? Through exponential growth, a small business can disrupt an industry and become the industry leader. Acquire one business a year and you can be positioned to be that industry leader. In short, donât miss an opportunity by waiting for a stable economy; a good deal in tough times is a good deal.

Finally, if you are struggling to contemplate these on your own, seek some help. Smart small business owners know they should work with mentors and coaches to help them navigate the expansion of their business. You are heading into unfamiliar territory. It only makes sense to have someone whoâs been there to help you navigate the process and help you take advantage of the M&A opportunities in your industry and business model.

As a Vistage Chair, I work with high-performing CEOs like you who are committed to what we call âa life of climbââcontinuously working together to be better leaders who enjoy better outcomes for their companies. If this article resonates with you, I invite you to connect with me by email at [email protected], or on LinkedIn.

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5 Ways Every Small Business CEO Should …

4 Signs Your Interview Isn’t Going Well (And How To Fix It!)

Scoring a job interview can be hard work, so you don't want to waste the opportunity. Unfortunately, for one reason or another, sometimes the interview can go off track and before you know it, things didn't go as well as you had hoped.

It doesn't have to be this way! Sometimes there are subtle signs during the job interview that things aren't going well that you can pick up in time to potentially turn things around.

Here are some of the signs you should look for...

The Interviewer Doesn't Try To Sell You On The Company

A human resources manager presents some facts about the company during a job interview/meeting

Have you ever heard the expression, "An interview is about you trying to get to know the company just as much as they're trying to get to know you"? It's true. You should be evaluating the company as they're evaluating your experience and skills.

But, if you're doing this and the interviewer isn't working hard to sell you on the company's good traits, it's probably not a good sign.

Companies want their chosen candidate to accept the job offer, so for their top picks, they'll typically try to mention job perks, company culture, opportunities for growth, and other positives.

You're Only Asked Easy Questions

This may seem counterintuitive. After all, if the company likes you, why would they ask you challenging questions? But interviewers ask tough questions to candidates they're considering because they want to see how they think on their feet and will react to tough job situations.

If they aren't actually considering you, they'll stick with the easiest questions to answer.

The Interview Never Gets Personal

A job seeker answers questions during an interview

When interviewers are interested in a candidate, they will attempt to get to know them on a deeper level than questions like "What are your strengths?" can accomplish. They will often engage in chit-chat to make sure you'd be a good culture fit and to make sure your personality will mesh well with other team members.

If questions stay surface-level, there aren't follow-up questions based on your answers, and the interviewer is cut and dried instead of diving into more personal questions, you're probably not a top candidate.

There's No Mention Of Next Steps

A recruiter goes over the next steps with a job candidate during a job interview

Typically, at some point in the second half of the interview, the hiring manager will bring up salary expectations, references, or follow-up interviews. Even if they don't do this, they'll at least tell you at what point you should hear back about moving forward with your candidacy, or the estimated time by which they're trying to fill the position.

But if an interview ends without a discussion about what the next steps in the process are, it probably means there won't be any.

3 Ways To Turn Your Interview Around

Young professional has a positive response to an interview question

So, what can you do if you start seeing some of these signs throughout the interview? There's a chance that you may not be able to turn it around if the interviewer has already made up their mindâbut there are a few tactics you can employ to give yourself the best shot.

Stay positive - Remember that there's a good chance the interviewer is having a busy day, has a million other things on their mind, or just doesn't have a very friendly or engaging personality. By projecting confidence and positivity, you have a chance to turn around their first impression.

Ask great questions - This approach has two potential benefits. One is that you can ask the interviewer outright if they think you'd be a good fit for the roleâthat way, if they bring up a specific concern they have with you or your experience, you have the chance to address it. Second, many recruiters and interviewers find that the type of questions a candidate asks says a lot about them. By asking insightful, thought-provoking questions, you may be able to increase the interviewer's positive perception of you.

Think of it as practice - Even if you feel pretty confident that you won't get the job based on these signs, you can at least view the interview as good practice for a job that's a better fit for you. Try your best, and make a mental note of what you can improve next time.

Interviews are difficult, and no one likes knowing that their conversation isn't going as well as they'd like. But by employing these tactics, you can have a better sense of what your interviewer is thinking and attempt to course-correct to get the job.

Need more help with your job search?

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This article was originally published at an earlier date.

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4 Signs Your Interview Isn’t Going Well …

When you apply for a job, it's important to do your homework on the company so that when you get a job interview and your interviewer asks, "What is it about us that drew you to our company?" you aren't left stumped or jobless.

Not only that, but it's important to figure out if the company is a place YOU would enjoy working at. So, before you send off that resume, check out these sneaky ways to research a company:

Learn About The People Who Work At The Company

Most companies have a staff page on their website. On this page, the company will list some, if not all, of the employees at the company. Here, you can get the names (and sometimes contact information) of people who you'd be working with if you got the job.

How to learn more:

Check out their LinkedIn profile to see what kinds of work/projects they do.
Start a conversation with them.
Request an informational interview.

Warning: Don't be creepy or demanding when contacting these people! Simply reach out to them in a professional manner, introduce yourself, and tell them you're interested in learning more about the company and work environment. If they respond, go you! If not, move on and leave them alone.

Find Out What The Company Is Sharing On Social Media

Businesswoman on laptop and phone researches a company on social media

These days, everyone is on social mediaâincluding employers. Look them up on Facebook, Twitter, LinkedIn, YouTube, Pinterest, TikTok, and so on. Look closely at what they're tweeting, posting, or filming. This is a great way to get a feel for the company's values.

When browsing the social channels of companies, ask yourself these questions:

What events are they promoting?
What articles are they sharing?
How are they interacting with their followers?

Take note of anything that jumps out at you. If something fascinates you, mention it in your cover letter or interview.

See What The Employees Are Saying

Happy employees working at a company with a good workplace culture

Ever wished there was a place that rated companies based on how much people like working there? Well, now there is! Sites like Indeed, Glassdoor, and Comparably are great places to learn about a potential employer and how people like working there. With these sites, individuals can comment on the company's benefits, culture, work, and more. Not only that, but they can rate a company based on how much they like working there.

You can also learn more about salary and past interviewing experiences! According to Indeed's Employer Branding Survey, 83% of job seekers say their decisions on where to apply are influenced by employer reviews.

So before you apply for a job, make sure you do your research. Doing a little research can go a long way in your job search. Don't be lazyâlearn more about your dream company now!

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3 Sneaky Ways To Research A Company

3 Cool Things To Know About Working At Reilly Architectural

Reilly Architectural makes custom windows and doors for the countryâs most prestigious properties. The company is an architect and builder's best choice for any project that requires custom hardwood or metal windows and doors.

In 1981, Michael Reilly created his first custom millwork and cabinetry shop in his garage, which quickly grew to fill a large, commercial chicken coop. This was how Reilly Architectural got its start. Today, the company operates out of a repurposed airplane hangar with both a metal and glass shop in addition to the woodworking shop. In 2016, the companyâs success caught the attention of Pella Corporation. Currently, Reilly Architectural, supported by Pella Corporation, works independently to exceed our customersâ expectations.

If you're curious about working for Reilly Architectural, here are three things you should know...

1. Reilly Architectural Has An Amazing Company Culture

Team outing for employees at Reilly Architectural

Reilly Architectural has a culture that's focused on team initiatives, workplace safety, accelerating growth, driving operational excellence, and building a talent advantage. The company cares for the whole team member, and provides benefits to provide healthy living, financial security, and work-life balance.

Here are some benefits Reilly Architectural offers to its employees:

Medical, dental, and vision coverage for team members and their eligible dependents
Flexible spending accounts
Health savings accounts with a generous company match
Short- and long-term disability
Life insurance
Retirement savings 401(k) plan with generous company match
Eight company-paid holidays
Generous paid time off allotments
Employee Assistance Program providing support for lifeâs most challenging times

2. Servant Leadership Is Important At Reilly Architectural

Manufacturing location for Reilly Architectural

As a company, Reilly Architectural is very focused on leadership qualities that are consistent with the servant leader. What does that mean? Simply put, Reilly Architectural believes its leaders are here to serve their team members, to make sure they have everything they need so that they are the ones who are running the company.

Ultimately, Reilly Architectural is a very team-oriented organization, and it has a unique culture that its employees are proud to be a part of.

3. Reilly Architectural Is A Good Corporate Citizen

Michael Reilly, founder of Reilly Architectural, at Stony Brook Southampton Hospital during COVID-19.

One of the most impressive things about Reilly Architectural is that it is a good corporate citizen. The company supports volunteer programs, scholarship programs, and energy efficiency initiatives, and is doing its part where it can.

Reilly Architectural is also utilizing state-of-the-art systems to maximize quality and efficiencies through technology and automation.

Want To Work For Reilly Architectural?

Reilly Architectural provides a unique product to its end customers that is designed to inspire and delight, while also maintaining a strong company culture that makes employees feel valued and in control of their careers. It's a great place to work for talented craftsmen and craftswomen alike.

Interested in a job at Reilly Architectural? Check out the company's careers page!

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3 Cool Things To Know About Working …

How To Stand Out At A New Job (And Fit In Too)

Congratulations! After months of job hunting, you finally got hired for the job you wanted!

Getting a new job is exciting. However, after the dust settles from celebrating this accomplishment, you have some work to do.

Being a new employee can be tough sometimes. But if you're ready to embrace the challenge, you can make a smooth transition into your new role.

Here are a few tips to make sure you start your new job off on the right foot.

Understand The Company Culture

First, take time to get to know the culture of your new company. The best way to do this is to schedule meetings with your teamâboth those who will be working for you and with you.

Ask them questions about their work routine and how they get things accomplished. It's also a good idea to get a sense of how easy or difficult it is to implement new ideas and initiatives. This will give you a good feel for how adaptable (or how slow) the company culture is to change.

You should also take note of your own workplace personality and how it fits into the company culture. If you're in need of a good personality test, try Work It Daily's FREE Workplace Personas Quiz.

Identify The Key Stakeholders

Coworkers talk to each other in the office

Next, find out who the key stakeholders are for your specific role and meet with them. For example, if you are entering a company as a finance manager, find out who the key business leaders are that you will be supporting in your position.

Take time to build relationships with them and understand their primary financial concerns. You should also take time to get to know their work routines, and the best times and ways to communicate with them. While communication is important, it's also important to respect each other's schedules.

Find A Work Buddy

Women talk to a remote coworker in the office

Another tip to help you get off on the right foot at your new job is to get a work buddy. This should be a peer who works on the same team or in the same department as you.

This person will help you figure out who's who and give you some inside information on some of those office politics. It's important to understand the team dynamic so you don't step on anyone's toes or disrupt the culture when you first get there.

Your buddy is also there for you to ask questions such as, "How do I order office supplies?" or "How do I set up my voice mailbox?"

Show Your Commitment To The Job

New employee shares a laugh with his boss

Next, have a career conversation with your boss. This lets him or her know you're serious about and committed to growing your career. When you first start working at your new company, you may not know enough (yet) to speak specifically about the career paths available there. However, take time to have a conversation with your manager about your aspirations.

Share information about your desires to advance and grow as well as specific information about your strengths and the areas you'd like to develop. Ask your manager for input on your career plan and then use it as a living, active document.

Make A 30-60-90 Day Plan

Man meets with his boss to discuss his workload

Finally, it always helps to have a 30-60-90 day plan when you start a new job. Document the details of what you want to accomplish in your first three months. (For example, the specific people you want to meet with, the tasks you want to accomplish, etc.) It also helps to share this plan with your manager so you can get some input.

There may be some things missing that your manager views as being critical to accomplish in the first 90 days. Remember to be flexible with your plan as things may change, and the objectives you set for the first three months may shift as you get more involved and learn more about your new job. You want to be seen as committed to meeting your objectives, yet flexible enough to deal with changes.

By implementing these few simple things, you can get off to a great start at your new job and quickly begin to be viewed as a value-add asset at your new company.

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