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Why Companies Fire People To Save Money

Why Companies Fire People To Save Money
  • February 13th, 2024
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Why Companies Fire People To Save Money

There are a lot of companies that will choose to fire employees instead of laying them off. Let’s walk through the instances when this happens so you can better prepare yourself.

Placing The Blame On You

Lots of companies right now are deciding to make significant cuts. They aren’t making their numbers. They’re not feeling financially secure. Whatever the reason may be, the biggest expense is people, so the fastest way to save money is to cut staff.

Now, most companies will be transparent about this and admit that it’s a layoff. They didn’t perform well. They need to make changes. They’re laying you off through no fault of your own. It stinks, but nobody’s blaming you. However, there are companies out there that will say that it’s a firing instead.

When companies fire employees instead of laying them off, they’re saying it’s not their fault. It’s not their fault you’re suddenly underperforming and, therefore, they’re going to fire you. How ironic is it that you were getting great performance reviews, everything was going fine, and then all of a sudden you’re having a performance issue?

What normally happens is the company has figured out that they can get somebody to do your job for a lot cheaper. There are a whole bunch of people in the job market who will do your job at a lower pay. But if the company lays you off in order to save money, there are laws around discrimination that you could cite and then file a charge of discrimination against them.

Some companies want to avoid any risk of this, so instead they suddenly decide you’re not performing and they document that and gather the paperwork to be able to prove that you’re not performing (you’re the problem) so they can fire you. This is how they avoid lawsuits. And when they fire you, they can replace you and hire somebody for less money.

You can never take your eye off the ball as long as you are working. If you’re making a wage that you want to keep making, you need to watch your market conditions because if you’re not growing, you’re dying in your career.

Way too many people get into kind of an autopilot situation where they’re not really growing and evolving with the market. And it’s not just about amassing more skills. It’s about strategically understanding the direction your career needs to go in so you stay relevant and in demand. You can have all the skills and experience in the world, but if you don’t know how to package that up and market it correctly to employers, you’re not going to differentiate yourself in the market and stay competitive.

Please be on the lookout for this situation in your career. The moment your company realizes they can have someone do your job for less money, you’re going to become a performance issue. It’s easier to fire you than it is to lay you off. Remember that, and make sure you know your unique value add (UVA).

Good luck, and go get ’em!

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Optimizing Remote Workshops For Enhanced Collaboration
  • February 10th, 2024
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In the wake of the pandemic, businesses worldwide rapidly adopted tools such as video conferencing technology to facilitate remote collaboration within distributed teams. Despite the move towards this technology, large workshops that were traditionally dependent on physical spaces have continued to remain in-person events for many organizations.

And I get it—meeting in person can help foster camaraderie and sidebar conversations. Employees can tune out from the constant Slack and email notifications, focusing on the task at hand. But in my experience, in-person working sessions also bring on massive inefficiencies. Many colleagues are forced to dust off their suits and travel from various locations, disrupting their routines and sleeping habits. Despite efforts to gather everyone in person, inevitably there are individuals who either live in distant markets or couldn’t attend in person and must virtually dial in, leading to a fragmented experience. Whiteboarding is done on large Post-it notes, requiring someone to take pictures and manually transcribe information for digital sharing. Employees end up spending long days in conference rooms, feeling drained, and often feel obliged to attend happy hours.

Companies aiming to sustain or even improve creativity, culture, and engagement need to invest in alternatives that meet the flexibility of the current business environment.

According to a Gallup poll, 51% of employees report disengagement from their work. The difficulty lies in maintaining a robust company culture when most interactions occur through screens (source).

Benefits Of Virtual Workshops

Woman works from home during the summer

While many argue that in-person workshops are more personal and interactive than remote meetings, new and innovative technologies are bringing benefits to distributed brainstorming:

  • Productivity: Parallel team ideation leads to significant time savings, shorter time to produce artifacts with templatized digital materials, and accelerated decision-making with digital features such as voting and timers.
  • Cost Savings: Digital meet-ups are far more cost-effective than teams traveling to a centralized location, workspaces are quicker to set up, and they require less logistical coordination than in-person sessions.
  • Greater Inclusivity: Virtual sessions guard against groupthink, creating an equitable environment where no single individual or group dominates ideas.
  • Streamline Documentation & Scale: Teams can easily share workshop documents, create standardized company-wide templates, and integrate with existing external digital tools/workflows. Digital whiteboards maintain “the whole story” of the session as well as reduce the need for duplicative notes.

Use Cases

Woman attends a remote workshop

As a management consultant, I often act as the facilitator, incorporating virtual workshops in various scenarios across clients. Here are some ways I have leveraged remote workshops to enhance collaboration:

  • Process Mapping: Partnered with teams to develop a new marketing process by grouping various stakeholder groups and mapping the current state customer journey from start to finish. Understanding the customer journey helped the team come up with innovative ideas for the future state.
  • Gap Assessment: Created a structured, collaborative discovery framework to help a company determine gaps across people, processes, and technology in their current operations. Recommendations to remediate current challenges were voted on and prioritized, which created the design of future projects.
  • OKR Coaching: Utilized a virtual whiteboard to organize ideas for OKR development. The team identified strategic themes and prioritized the most critical areas of focus. We created an actionable plan with defined objectives and key results.
  • Retrospectives: Leveraged the agile retrospective framework “Rose, Bud, Thorn” to recap and reflect on a program that required cross-functional collaboration between teams. Walking away, the teams felt they had fostered a culture of continuous improvement and ultimately improved morale.

Additional popular use cases include prototyping, “Design Think,” team stand-ups, strategic planning, project charters, and more.

Best Practices

Man on laptop attends a remote workshop

To ensure successful virtual brainstorming sessions, consider the following best practices:

  • Choose the Right Tool: Select a collaboration tool that is quick to learn, requires minimal setup, and aligns with any company security requirements (i.e., industry regulations, privacy, GDPR, etc). My favorite tool is Mural, given its optimized user interface, flexible permissioning, and timer features.
  • Define the Scope: Clearly define objectives, problem statements, and establish guidelines for communicating through the session.
  • Design: There is no need to recreate the wheel; take advantage of templatized frameworks. Think about how you want to organize and prioritize ideas as a group.
  • Choose a Facilitator: Designate a facilitator to ensure a productive and respectful environment.

In conclusion, embracing virtual workshop tools can transform remote working challenges into opportunities for enhanced collaboration, creativity, and engagement within distributed teams.

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Unlocking Connection: Proven Strategies For Tackling Remote Work Loneliness

Unlocking Connection: Proven Strategies For Tackling Remote Work Loneliness
  • February 2nd, 2024
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Unlocking Connection: Proven Strategies For Tackling Remote Work Loneliness

As we navigate the evolving landscape of remote work, shifting from traditional office settings to decentralized home-based work has brought advantages and challenges. In the wake of the global pandemic, employees across industries adapted to a new normal, juggling professional responsibilities amid the chaos of family life and virtual schooling.

Four years into this transformative journey, the flexibility of remote work has become a lasting aspect of our professional lives. While the benefits include increased productivity, reduced commutes, and enhanced work-life balance, there’s a lingering challenge that demands attention—remote work loneliness.

As employees continue to strike a balance between solitude for focused productivity and the need for social connection, this article explores proven strategies to address remote work loneliness and foster meaningful connections in a decentralized work environment. Whether you’re a seasoned remote worker or navigating the new normal, the insights shared here aim to enhance the quality of both professional and personal well-being.

Sharon Grace

It’s 2024, four years past the “two-week shutdown and quarantine” at the onset of the pandemic. Many employees were quickly forced to transition to working from home with the rest of their family members, including kids trying to do virtual school. It was a crazy time!

I think companies have accepted the employees’ desire to have flexibility and not have to work in the office every day if they do not want to. Like most things, there are pluses and minuses, and working remotely has both. We have learned more during these past few years about the effects of working remotely. For some, quiet thinking time is beneficial to productivity. Most remote workers feel they are less distracted at home and are accomplishing more. Not having a long commute or being stuck in traffic is a plus and adds time to their day to work out or cook dinner more often.

I mentioned that quiet time is thinking time and helps some of us focus. However, for others, it can bring a sense of isolation and loneliness. Some struggled coming out of the pandemic being accustomed to staying at home with little or no reason to leave. Last year, U.S. Surgeon General Dr. Vivek H. Murthy warned of an ‘epidemic of loneliness and isolation’ (2023 advisory).

Today, most employees work in the office an average of three days a week. Most people I speak with want to get out of the house and connect with their colleagues in person again if they live close to the office. Many people have moved away from their employer’s offices and can only work remotely.

How do we identify the need for quiet, thinking time for productivity versus feeling removed from social interactions? People who are extroverts and introverts can experience both.

  • Get to know yourself better and analyze your thoughts, actions, and how they relate to your social interactions and productivity.
  • Measure your workflow, productivity, and quality of work in your quiet, thinking time. Did it take longer to complete, and was the quality below your regular standards? Were you completing work to complete it, or were you fully engaged and lost track of time in it?
  • How is your mood during the day? Have you taken a break and stepped outside?

Try to tailor your workday around interacting with colleagues. Send instant messages or schedule a phone chat or a short video call to connect. Consider a morning meeting to discuss the day’s projects, a lunchtime chat for a quick break to disconnect from work, or even an end-of-day happy hour to discuss the plan for the next day. If possible, planning offsites to meet in person is a great idea to bond and get together to collaborate or to socialize without discussing work.

If you are interviewing for remote positions, consider asking questions about how the teams communicate, bond, and frequency. Try to meet as many people as you can. Remote and hybrid work is here to stay and remember the value of human connection. We need it for professional and personal well-being.

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.

Kristin Pozen

Man on laptop deals with remote work loneliness

As organizations adapt to flexible work arrangements, employers must now prioritize addressing their remote workforce’s social and mental well-being. By understanding the unique challenges associated with remote work, employers can play a pivotal role in creating a supportive and connected virtual work environment.

Understanding and prioritizing combatting remote work loneliness is essential for maintaining mental well-being and productivity in the workplace. Employers must ensure that everyone has the opportunity to connect, regardless of where they are located. Be intentional about connecting employees outside of their teams. Make it a once-a-week event for casual connection and a once-a-quarter or annual event for more formal L&D or strategy planning.

Here are some employer strategies to tackle remote work loneliness:

Establish Regular Virtual Meetings: Encourage teams to schedule regular video calls with each other. This helps maintain social connections and provides a sense of belonging.

Provide Automated Collaboration: Tools like Slack, Microsoft Teams, or others allow for employees to stay connected throughout the day. Instant messaging can simulate the casual conversations that happen in an office setting.

Schedule Virtual Coffee Breaks: Informal meetings where you can discuss non-work topics that mimic the casual interactions that occur in an office environment.

Set Up Virtual Social Events: Organize virtual social events, such as virtual happy hours, game nights, or team-building activities. This helps maintain a sense of camaraderie.

Work From Co-Working Spaces: If possible, consider offering to work from co-working spaces occasionally. This allows for face-to-face interactions with others and a change of environment.

Offer Online Communities: Provide access to online forums or communities related to your company’s industry. This can provide a sense of community and facilitate networking.

Evaluate Your Employee Mental Health Benefits: Are they being utilized? If not, ensure your employees know they are available and confidential. Do they need to be enhanced to provide more coverage or more access?

Make Onboarding More Experiential: Onboarding is a critical first opportunity to facilitate friendships at work. Since the pandemic, millions of employees have started new jobs and have never met one of their colleagues in person. Especially for early career employees, this can be incredibly challenging.

Make Recharging a Reality: We must take employee health seriously for human connection and friendship to thrive. We can start by supporting more generous family leave policies, child care, and elder care. Also, ensure that when taking time off, employees recharge by not answering emails and phone calls. They can truly check out for a week at a time.

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

Colleen Neese

Woman working from home on laptop deals with remote work loneliness

In a world increasingly adapting to remote work, Duffy Group, a global recruitment firm based in Phoenix, Arizona, stands out with its 33-year history of successfully operating as a remote workforce. As pioneers in the field, company leaders have valuable insights on fostering employee success in the virtual realm, beyond the conventional steps of establishing a dedicated workspace and managing distractions. Duffy Group emphasizes the importance of meaningful connections and combating loneliness in the evolving landscape of remote work. The company showcases a holistic approach to maintaining a strong sense of community among its widely dispersed team, providing inspiration for other organizations seeking innovative ways to keep their remote employees connected.

Duffy Group is a national recruitment firm headquartered in Phoenix, Arizona; however, our recruiters live all over the country and work from home. We have been a remote workforce for 33 years, way before the pandemic and the recent trend that has led to many workers working from home either full time or part of the time.

Since we’ve been doing this so long, we feel like we’ve learned a thing or two that may assist other companies set their employees up for success when it comes to working remotely.

We all know the obvious first steps to creating a positive experience working from home such as:

  • Have a dedicated workspace
  • Clear distractions
  • Take breaks
  • Make plans after work
  • Take advantage of not being in the office
  • Consider getting a pet

But how do you ensure that your employees are connecting on a meaningful level and combating loneliness? We are in the people business, after all! Here are some of the things Duffy Group does to ensure our employees are staying connected:

  • Utilize technology! We meet regularly via video with each other, with our clients, and with our candidates. We have many company meetings via video that allow us to connect and share information. We also utilize technology to stay connected on various messenger apps. We have one that’s ‘Just for Fun’ where we share silly memes or other fun things going on in our lives, we have one ‘Just for Pets’ where we love to share photos and stories about our furry family members, we have one for our healthy habits and fitness competition, and we have the ability to message as groups or one to one.
  • Recruiter Huddles – These are small groups of employees who have scheduled informal meetings on the calendars that allow for connecting on all topics.
  • We’ve created small groups to connect for those who want to connect on things that are not work-related—for example, a Book Club and one where we share recipes and food prep tips.
  • Celebrate often! We have virtual meet-ups to celebrate all sorts of occasions, from winning awards to weddings and baby showers. My favorite was when we all celebrated our 30th anniversary and received a surprise box at our homes with food and drinks to enjoy as we celebrated virtually.
  • Provide a leadership coach who will work with all employees virtually and with those who want one-on-one coaching.
  • Strive to have in-person connections if possible. Once a year, we fly all of our employees to our headquarters in Phoenix, where we all stay at the same resort for three days of training, bonding, and community service. It’s one of my favorite events, and the karaoke night has been a hit year after year!

There are many ways to stay connected as a remote workforce. Hopefully, some of the things Duffy Group has been doing for years will inspire you to implement new and creative ways for your employees to stay connected!

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

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

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10 Ways To Increase Workplace Safety

10 Ways To Increase Workplace Safety
  • January 12th, 2024
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Safety in the workplace is vital to a well-functioning warehouse or manufacturing environment. Consider the fact that over 4,700 workers were killed on the job in 2020, according to OSHA. Several more injuries than that occur each year, many of which could be prevented.

It’s the law to report all workplace injuries to the Occupational Safety Health Administration. The top injuries typically involve falls, ladders, forklifts, machinery, hazardous energy, electrical work, and respiratory issues. Here are 10 ways employers can encourage and increase workplace safety, ultimately leading to a healthier, safer, and more productive environment.

1. Staff Training

Workers get trained on workplace safety

Perhaps the most influential way employers can achieve fewer injuries and increased workplace safety is through clearer, more accessible, and more thorough training programs for their employees.

No matter how skilled or experienced an employee is in a particular area, such as forklift operation or chemical handling, they should undergo extensive training for all aspects of the job. It’s not enough to think your employees—no matter how smart they are—will always use common sense, points out Entrepreneur, so make sure you outline any techniques they can impart in order to make their job easier and safer.

2. Hire Competent Workers

Employees working in a safe environment

When taking on additional employees within your workplace, make sure you’re only hiring the best of the best. If this means you have to pay them a little bit more, do it.

Hiring someone quickly just because production is busy and you need someone out there now doesn’t mean you should compromise on quality. Hire competent workers and they will reward you with fewer on-the-job accidents.

3. Insist On Safety In The Workplace

Manager goes over workplace safety guidelines

It all starts with you.

If you as the boss enforce the safety rules and regulations and stand behind them 100%, your workers will take the cue from you that they need to put safety first—even in the face of increased production. Your workers will support you if you practice what you preach.

4. Watch What You Reward

Two employees follow workplace safety guidelines

When you reward employees for doing all they can to complete the job on time or even before a deadline, you’re unwittingly promoting a culture of “whatever it takes” mentality.

Consequently, “whatever it takes” usually means compromising safety to increase production, so be clear when you say it’s best to be safe than to produce the highest numbers on the team.

5. Post Signs

Woman follows workplace safety guidelines

Even the most safety-oriented worker can forget sometimes.

Post signs around the warehouse or manufacturing facility that remind everyone of the everyday risks inherent in their jobs and what they should be doing to comply with safety regulations. This can be anything from a “helmet area” sign to a “wash your hands” sign in the employee bathroom.

6. Give Your Workers The Tools And Resources They Need To Be Safe

Manager talks to employees about workplace safety

If you don’t provide the tools your employees need to stay safe in the work environment, such as helmets, steel toe boots, personal lines on safety devices, and even safety glasses, you can’t expect them to take the necessary precautions.

Making these tools accessible immediately will further encourage safety compliance.

7. Continuously Find Ways To Improve

Warehouse manager points out a workplace safety issue

Safety on the job is not a static thing.

There’s always room for improvement, so get in there and brainstorm with your employees to find out ways you can all promote a higher level of safety awareness for all, whether that’s the guys on the machines or the people in the front office who have to walk through the plant daily.

8. Keep A Clean House

Safety professionals clean a workplace

Messy areas breed the potential for falls and other injuries. Make sure your workplace is relatively clean, neat, and dry to boost safety for anyone.

Also, make sure your employees know the value of a clean work space and encourage them to keep it clean. It’s for their own safety.

9. Provide Maintenance On All Machines And Equipment

Workers talk about workplace safety

Properly running machines, tools, and equipment is a recipe for success.

If you don’t keep up with regular maintenance, these items fail to work as intended. This not only decreases efficiency and production because of all the time spent on repairs, but it also puts workers at risk when they use malfunctioning machines.

10. Reward Safety

Two workers following workplace safety guidelines

Rather than reward high production targets that encourage quick work with a dismissive shrug towards safety, reward those workers who have followed all of your safety rules and have provided efficient work consistently.

By putting an emphasis on safety instead of productivity, you’re rewarding the method of achievement rather than the end result.

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This article was originally published at an earlier date.

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Personal Development Goals Leading To Lifelong Learning
  • January 9th, 2024
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You should make time to continually grow both professionally and personally because there will always be “life lessons” creating setbacks, challenges, and learning opportunities. Be intentional and constantly improve your knowledge and skills which start with knowing what you’re doing today (understanding your strengths and weaknesses), and what you want to do tomorrow and in the future.

You’ll encounter various scenarios including:

1. Did you start a new role at a new company? Or are you working towards a transfer, promotion, or other future career advancement opportunity?

2. Do you want to work on your intelligence quotient (IQ) such as problem-solving or emotional quotient (EQ) such as empathy?

3. Do you want to develop other life and/or career success skills such as improving verbal/written communication skills or learning a programming language like Python, Java, or C++?

4. Do you have a goal to get a degree or certification such as:

  • Cardiopulmonary Resuscitation (CPR),
  • Certified Information Systems Security Professional (CISSP),
  • Certified Nursing Assistant (CNA),
  • Certified Public Accountant (CPA), or
  • Project Management Professional (PMP)?

5. Do you need continuing professional education (CPE) credits for a certification, are you in an industry with constant regulatory changes, or just want to keep current with best practices?

6. Are you interested in learning a new skill like playing chess, swimming, playing a musical instrument, or even doing Tai Chi? Do you remember the effort to learn how to drive?

Key To Lifelong Learning

Lifelong learning concept

You and the world are continually changing so the key is to develop a growth mindset of lifelong learning. Stephen Covey said, “The key to success is dedication to lifelong learning.” Create a personal development plan (PDP) for both professional and personal development. Set a goal and then start working towards it. When you achieve a goal, it can provide a sense of fulfillment boosting your self-confidence and even making you feel more energized. Once you’ve achieved the first goal, you’re poised to take on the next goal, the next, and the next. This can help you become more confident to adapt and overcome the next obstacle you’re faced with.

There are multiple options to learn including reading books/articles, watching videos/podcasts, going to webinars/workshops, or taking formal education courses. It may take some time to acquire certain skills and knowledge so be persistent. For example, if you’re trying to learn to speak French, you’ll need to take several lessons (and practice a lot) before you’re proficient.

Everyone learns differently so recognize how you learn best and seek out training resources that work better for you. Some would rather read materials on their own while others would prefer web-based or instructor-led training. Many organizations have a training department that offers specific professional development opportunities, including online, virtual, or in-person classes. Organizations might have “lunch and learn” sessions, a structured management trainee program, or internships. Outside the organization, you can seek knowledge at professional association meetings, industry conferences, or online courses like LinkedIn Learning or Udemy.

On the personal side, challenge yourself to learn something new or pursue a new hobby. In addition to some of the learning options mentioned above, there may be an app for that—Calm, Duolingo, or Yousician (to play an instrument). If you want to learn to swim, you can take lessons at your local pool. Consider learning something together with a friend, which will make it more fun. For example, having an “exercise buddy” can make it easier for both of you to commit to those early morning Zumba classes.

Supporting Employees’ PDPs

Inspirational/motivational quote about personal growth and development

As a leader, it’s important to encourage and support your employees. Help each employee create a custom PDP based on what they’re interested in. Give them the tools that they need to thrive and succeed. This is a great coaching/mentoring opportunity so periodically check in to see how they’re doing. When you invest in the employee’s personal development, they are more likely to be and stay excited for what’s next.

For more information about the importance of personal development goals leading to lifelong learning, follow me on LinkedIn!

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How To Use Informational Interviews To Land Your Dream Job

How To Use Informational Interviews To Land Your Dream Job
  • November 21st, 2023
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When there’s a company you really want to work for and you’ve applied and applied and you don’t get any results, the first thing I ask is how many informational interviews have you done with people who work at this company?

Informational interviews are not job interviews. They are interviews where you are asking that person for guidance or coaching by saying things like…

  • Can you tell me how you got your job?
  • What do you think it took to stand out?
  • What do you think it takes to be successful at the company?
  • What would you advise me to do to better prepare myself for job interviews?

You’re not asking them to refer you to the hiring manager or help you get the job. You’re asking them to coach you on being the best version of yourself so that you can be a standout candidate to get the job yourself.

Informational Interviewing Tips

At the end of each informational interview, say, “This was really helpful. Could you introduce me or recommend one person at this company that you think I could also learn a lot from?” What happens is the person always recommends one person, and that’s how you get your next informational interview. And you do that over and over and over again.

Now why is this important? Well, they are going to start to give you all the information you need to help you understand what you have to do to stand out and get hired. Also, you’re building up your networking connections so that when a recruiter comes across your LinkedIn profile and sees that you’re connected to all these people, it increases the chances that you’ll actually get a job interview.

Plus, when you’re in the job interview, you can say, “I’ve had the pleasure of talking with so-and-so who works at your company, and they shared (blank),” or “I talked to so-and-so and they told me (blank).” This shows that you are connected to these people and you’ve listened to what they’ve said, and this can be one of the best ways to get a job with a company you love.

Let me give you a real-life example. I actually coached a young woman on this. She was a senior in college, and she wanted to work for a very well-known sports company. And so we started this process. We got her her first informational interview, and then she got another one and another one and another one. She graduated from college, applied for jobs, and didn’t get any job offers. Then, out of the blue, while she was home, she got a call and it was from a manager at the sports company she’d never met. And this person said, “Hey, I’d like to interview you over the phone. I had a candidate lined up for a job and the candidate dropped out. I need somebody to start ASAP. So I sent a message out to all the managers saying, ‘I need somebody with these skills ASAP. Can you think of anyone?’ And three different managers messaged me back and recommended you. You clearly made an impression when you were talking to all these people. So I want to interview you.” And that’s how she got a job with them.

Informational interviewing is so effective when you’re trying to get into a dream employer. At Work It DAILY, we teach the framework for informational interviewing. It is an entire module that is part of our interview prep course. We take you through the interview process from the eyes of the hiring manager so that we can prepare you to do the right things before the interview, during the interview, after the interview, and throughout the whole process. And part of that is also knowing how to do informational interviewing.

If you would like access to our interview prep course, become a Work It DAILY member today. Sign up for our 7-day FREE trial and see how easy it is to get the results you want and deserve.

Good luck, and go get ’em!

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Quest For Top Talent And The Neurodiversity Superpower
  • November 9th, 2023
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I attended a cybersecurity conference and there were sessions about zero trust, securing generative AI, and emerging threats. And then there was a very atypical keynote session called “Understanding and Managing Neurodivergent Staff” (presented by @Rick Doten). It was one of those “you don’t know what you don’t know” presentations.

I learned that there is a wide spectrum of neurodiversity, and ADHD, autism, and dyslexia are a few of the conditions. Generally speaking, neurodivergent individuals interpret, experience, and socialize with the world differently. They typically approach problem-solving and critical thinking in innovative ways producing creative insights and solutions. You may know neurodivergent individuals and not realize that they are neurodiverse. Or individuals may be undiagnosed and not realize that they are neurodiverse.

Neurodivergent Skill Sets

Neurodiversity concept

If everyone thinks differently anyway, how do you know if someone may be neurodivergent? Some examples of the skill set neurodivergent individuals may have are:

  • High level of attention to detail – noticing errors and inconsistencies that others might overlook;
  • Strong analytical and problem solving – being able to problem solve quickly with creative solutions without any previous knowledge or experience (aka fluid reasoning);
  • Strong pattern recognition – tasks involving pattern analysis and drawing inferences;
  • Determination and persistence in overcoming challenges;
  • Hyperfocus on specific tasks – completing tasks with resolute attention;
  • Creative thinking and innovation – coming up with fresh perspectives and out-of-the-box solutions; and
  • Honesty and ethical behavior.

Neurodivergent individuals aren’t limited to these skill sets. Their abilities will vary based on their interests and strengths. As part of their personal development, find out what’s important to them. You should be encouraging and having open conversations with each team member anyway.

Individuals with these skill sets are a great fit for jobs that require meticulous work or breaking down complex problems and systematically analyzing them. Depending on their interests and strengths, some roles and careers that could be a great fit are accountants, administrative assistants, graphic designers, librarians, or pharmacists.

Neurodivergent individuals have a deep passion for specialized knowledge and have a natural aptitude for technical skills such as math, programming, and scientific research. This means they may naturally gravitate towards the IT and security fields. Some roles and careers that could be a great fit are statisticians, data analysts, IT support specialists, quality assurance testers, and ethical hackers (Red Team).

Leveraging Neurodiversity Superpowers

Neurodiversity concept

Pause the next time you look at a job description (JD) either as a job seeker or as a hiring manager. A person may not be an obvious choice superficially but may be an excellent fit and a superstar! Some common job description skill sets that may align with the strengths of neurodivergent individuals are:

JD Skill Set & Strength Descriptors

  • Attention to Detail – Meticulous, precision, accuracy, thoroughness
  • Analytical Thinking – Analytical skills, problem-solving, data analysis
  • Pattern Recognition – Identify trends, discern details detecting subtle patterns
  • Persistence – Persistence, resilience, dedication
  • Creativity – Creative problem solvers, innovators
  • Honesty and Integrity – Confidentiality, customer service

Compare the job description with the specific skills and interests of the individuals. Hopefully, your application process allows individuals to highlight their relevant skills and experiences during the application and interview processes.

If you have the right role for the right person, neurodiversity could be an advantage. Offer reasonable accommodations to enable neurodivergent individuals to thrive. This could include flexibility in work hours/environment, a quiet/sensory-friendly workplace, communication preferences for expectations, as well as structured feedback.

For example, neurodivergent individuals may range from non-communicative to overly communicative. There are several tools and technologies (such as noise-canceling headphones, fidget toys, and task/time management apps) to facilitate communication, organization, and well-being for both personal and work life. If you demonstrate an inclusive work environment, research shows that neurodivergent employees may have lower turnover rates, which can reduce recruitment and training costs for the organization.

Having a diverse team with diverse perspectives makes the team stronger. Each person, whether neurodiverse or not, is unique and brings something different to the table. Appreciate those different perspectives and encourage and be supportive of each person.

For more information on understanding that neurodiversity is a superpower, follow me on LinkedIn!

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3 Rules For “Managing Up” In Your Job

3 Rules For “Managing Up” In Your Job
  • October 13th, 2023
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If you are an employee looking to get ahead at your current job, you need to start managing up. Managing up is not difficult and the benefits are worth the time and energy it takes to master it.

Managing up is not manipulation either. It’s simply understanding how to create an exchange that is mutually beneficial—and this kind of exchange cannot occur without trust between both parties.

Here are three rules to successfully “manage up” in your job:

Rule #1: Get To Know Your Manager’s Personal & Professional Agenda

Woman talks to her boss to try to manage up

To manage up, you must embrace the idea that you are selling your professional services. You are a business-of-one. It’s time to act like a salesperson, and great salespeople take the time to learn about their clients’ histories, experiences, perceptions, and, subsequently, what it might take to shift those perceptions. I emphasize the word “time” because many of the professionals I work with come to me after making the initial mistake of not getting the detailed information they need to manage up.

A great salesperson is actually a really gifted teacher, someone who patiently and creatively navigates pupils, enabling them to reach the right conclusions on their own. Yet everyone knows teachers can’t make this happen for their students without first determining what the students need to understand. Thus, understanding our managers to the point where we know how to get what we want means doing our homework.

Here are just a few questions we should be seeking the answers to:

  • What is my manager ultimately trying to accomplish and why?
  • What does he/she value most, both personally and professionally?
  • How have past work experiences impacted his/her professional goals?
  • How is he/she planning to make his/her mark on the company?
  • What role does he/she envision me playing in his/her master plan?

That last question is most important because the answer tells us what our manager thinks we’re capable of. How can we begin to convince managers we can do more without first knowing what they perceive our limits to be?

Doing extensive research on our manager not only keeps us busy but also provides us with a gold mine of information we can use to help connect our own professional goals to those of our manager. And we all know presenting evidence-supported, win-win strategies produces some of the best and fastest results.

Yet, while the “everybody wins” approach is a solid start to being heard and respected by management, we must now explore another sign of a truly successful salesperson, and the next key element to managing up: knowing when NOT to press the sale.

Rule #2: Build A Long-Term Relationship (It Yields More Than A Self-Serving Sale)

Two employees build a relationship with their boss during a work meeting and manage up

The most impressive, unforgettable salesperson isn’t the one who closes the big deal. Rather, it’s the one who upon listening to the needs of its client realizes their product or service actually isn’t a good fit and then tries to help by suggesting viable alternatives.

Now, that’s someone we can trust and respect—someone whose honest opinion we would seek again.

The value in thoroughly exploring the what, why, and how of upper management is that we may also get a “heads up” as to why some of our ideas might not work at a certain time. Is pushing a personal agenda worth jeopardizing our credibility?

It’s easy to get caught up in the sale of our professional services, especially when we are dissatisfied on the job. But even when we want something, we must recognize our managers may not be able to meet those demands right away. The timing might be off, or the right pieces might not be in place. And, like that unforgettable salesperson, it’s the employee who recognizes and graciously accepts what can’t be at the moment, and who willingly goes back to the drawing board to come up with another plan, who gains the respect of management.

Now, before you say, “But management is too self-absorbed and busy to even give me the time of day,” or “Why would I bother when my boss doesn’t listen to me or respect my opinions,” let’s take a look at the final key element of effectively managing up that has quantum leaped the careers of many professionals I know: a willingness to speak their language.

Rule #3: Be Appreciative, Tactful, And Understanding

A woman walks with her boss at work and tries to manage up

The best salespeople are engaging communicators who care seriously about what they say and how they say it. The old cliche, “You get more flies with honey than vinegar,” is paramount to managing up. If you are a professional looking to get ahead, then learning to speak to management on their terms will be your ticket to success.

Let me share a story.

I was recently speaking to a group of managers who had to hire a lot of younger professionals in the last year. Their first comment to me? How inconsiderate these new employees could be when expressing themselves on the job. One manager even shared a story of how, when she made an effort to commend and recognize a new employee’s efforts with a creative token gift, instead of a “thank you,” the employee said, “That’s corny,” and gave her a disdained look.

I don’t care how old you are or how long you’ve been a manager, getting that reaction from your efforts is like a kick in the stomach. More importantly, it puts up a wall of defense between the two parties. Why should a manager respect us if we don’t treat them with respect? We may not like their approaches, but let’s at least give them credit for trying.

I know how frustrating it can be for employees on the job, but making a change requires diplomacy—the choosing of words wisely. The desire for greater teamwork, leaderless organizations, and an emphasis on meaningful one-on-one interactions are just some of the concepts employees believe will improve a workplace. Yet the very success of those initiatives rests on highly effective positive communication. So, why not start by setting an example?

Before you speak, put yourself in the shoes of today’s seasoned manager and imagine what it must have been like to work over the last twenty years. If you can’t muster some sensitivity for their plight, then look at it this way: The disconnect between older management and younger employers is not going to go away. Some day, the current crop of younger professionals will be responsible for the workplace, and the new generation entering behind them won’t be satisfied with what they’ve done with it either. That’s the nature of progress—never being satisfied.

I must admit, after years of hard work and working only with what was available to me at the time, I don’t think I’d appreciate folks brand new to the workplace bluntly telling me how I’ve messed it up for them, would you? Progress only works when ALL parties learn to effectively communicate with one another. It’s not just management’s job to listen to the desires of its employees; it’s every employee’s job to find the right way to engage management in dynamic, productive conversations.

For example, we’ve all got questions. But it’s how we frame those questions to managers that can make a difference. Open up conversations by saying:

“I am really interested in finding a way to make a greater impact, but I need more information. You have a lot of experience that can help me see the big picture. I need your perspective. Can we set up some time so I can ask questions and get the kind of feedback that will help me?”

This is one way successful young people are connecting with their managers. Give your manager the chance to share how they got their workplace battle scars. Some day, you may want that chance too.

More importantly, articulating the reasons for our questions in this fashion is the smartest way to get management off the defensive. Instead of assuming we’re questioning their authority and secretly criticizing their decisions, they’ll understand that we’re just looking for answers that will help us do our job better.

In summary, adjusting our approach to communicating with management is part of the give-and-take necessary for successful partnerships. Nobody (especially a manager) wants to work with someone who conveys an “all about me” attitude in their efforts to get ahead. We all know there’s no “I” in “team,” but smart professionals know thinking and subsequently phrasing their thoughts to reflect a “we” versus a “me” mentality is the quickest way to get respect from higher-ups.

Ensure your communication with managers showcases a comprehensive view of everyone’s needs, and you’ll be seen as both wise and worth more than your years.

The secret to successfully managing up in your job is following the three rules above. Managing up in your job will help you get ahead in your career, and hopefully help you achieve the career growth you’re capable of achieving.

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This article was originally published at an earlier date.

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How To Become The Boss Everyone Loves And Respects

How To Become The Boss Everyone Loves And Respects
  • October 2nd, 2023
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Do you want to be the boss or manager that everybody loves and respects? Someone they don’t walk all over, but they feel like you get them and want to go to the moon for you?

Becoming the boss everyone loves and respects is a big deal right now because you’re hearing about everybody working their wage and quiet quitting. But we know that when teams are inspired, when they love their leaders, they’re happier at work, too. Not only do they want to do the work, but they’re happier at work and it’s a better vibe.

So I’m going to show you how to make that happen…

Understand 2 Important Things About Yourself

Becoming the boss everyone loves begins with understanding yourself in two specific areas, and then training yourself to understand your team in these two specific areas.

The first one is your communication style. I actually call them interaction styles in the workplace. It’s how we interact with one another. You’re going to have a dominant style and the people around you are going to have different styles. Some styles are easier for you to understand and motivate than others. It’s those styles that are polar opposite of yours that are going to require you to do more work to connect with those individuals.

The second one is about creating value. All of us like to work in certain ways, and there are eight main ways that people create value in the workplace. But if you can tap into their top ways, the way they prefer to create value, they will feel insanely productive and satisfied. It also means you can start dropping people in the right roles so that their work feels easy to them, but they’re completely exceeding expectations. And now you look like a rock star.

As a manager, you understand people and their needs. You’re communicating with them in a style that they need and you’re putting them in roles and making them successful based on their strengths and how they create value.

If that makes sense to you, then there are two free quizzes that you can take. I have trained many a manager on this and they completely change how they interact with their team, how they leverage their team strength, and how they motivate individual team members. And again, they become beloved.

When you’re loved and respected, you know your team is going to go to new heights and they’re going to be happier. It’s a win-win situation.

Right now, with the current work environment, it’s very important that we as leaders pay more attention to this and we build relationships based on these two vital things that we must understand about the people who report to us. I promise you this is going to make it fun and easy for you to bring your team together and get them to the next level.

Good luck, and go get ’em!

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When Companies Start Firing People To Avoid Layoffs

When Companies Start Firing People To Avoid Layoffs
  • September 28th, 2023
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Unfortunately, it’s true: many companies will start firing people to avoid additional layoffs. If you’re currently employed and worry that your company might fire people instead of announcing layoffs, what can you do to prepare for the worst?

Here’s what J.T. O’Donnell, Work It DAILY’s founder and CEO, advises professionals to do if they’re in this situation…

Prepare To Explain The Situation To Future Employers

Companies facing financial troubles after massive layoffs are placing more employees on performance reviews to avoid additional layoff costs and boost productivity. Survivors of these layoffs should prepare to explain their situation in future job interviews, as many employers conduct reference checks.

To address this issue effectively, consider using the “Experience + Learn = Grow” model when asked about the situation (your reason for leaving/getting fired) in job interviews. The “Experience + Learn = Grow” model is the best way to answer behavioral interview questions—those hard interview questions that require a lot more than a “yes” or “no” answer.

When you use the “Experience + Learn = Grow” model to explain this situation to employers in job interviews, you provide a factual response about the layoffs, your commitment to improving, and your proactive approach to personal growth, demonstrating accountability.

It’s unfortunate that when companies are in financial trouble, they feel like they need to blame people who they think are no longer performing. They put them on performance reviews and then fire them instead of announcing layoffs. There are some warning signs, and there are things that you can do to combat this. But most importantly, you should be prepared to explain why you got fired from a job if you know it had to do with their financial situation and their desire to avoid layoffs.

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3 Rules For “Managing Up” In Your Job

Executive Spotlight: How To Boost Happiness At Work
  • September 28th, 2023
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With increasing emphasis on productivity and performance in the workplace, it’s easy for professionals to feel overwhelmed and stressed in their jobs. Happiness at work can be elusive, and we all know that the quality of our professional lives directly impacts our overall well-being. However, the good news is that there are practical and effective strategies that can significantly boost happiness at work.

We recently asked our leading executives for their best tips on how to boost happiness at work.

Here are their responses…

John Schembari, Senior Education Academic And Operations Executive

Boosting happiness at work depends on many factors, some of which will be in your control and some not. However, the following are some strategies I would use for boosting happiness at work.

Have regular sit-downs with your supervisor. Be clear on both success to date and clear next steps for your work. Base this on organizational strategic plans as well as on personal/professional development plans.

If your leadership has not provided this, consider how you and other team members might develop a professional learning community that studies and acts upon problems of practice. Grow both your own professional knowledge and the number of opportunities for collaboration with colleagues.

Also, join relevant outside networks related to your job/profession. How might you show leadership in your industry as well as in your office?

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Ana Smith, Leadership Development & Learning Strategist

Happy employees huddle up and celebrate at work

The neuroscience of happiness offers valuable insights that can be applied to create happier work environments. Here’s a summary of how to boost happiness at work considering the neurological foundations:

1. Neurochemicals of Happiness:

There are four primary neurochemicals associated with happiness and well-being: dopamine, oxytocin, serotonin, and endorphins. Understanding and harnessing these chemicals can foster happiness:

  • Dopamine: Often referred to as the “reward chemical.” It’s released when we achieve goals.
    • Tip: Break tasks into smaller milestones and celebrate small achievements. This constant release of dopamine from frequent achievements can foster more sustained happiness.
  • Oxytocin: Sometimes called the “love hormone” or “social bond hormone.” It’s associated with trust and bonding.
    • Tip: Encourage teamwork, appreciation, and constructive feedback. Building trust and connections between team members releases oxytocin.
  • Serotonin: This mood stabilizer is linked with well-being and feelings of significance.
    • Tip: Recognize and appreciate employees’ contributions. Mentorship programs can also elevate serotonin levels, making individuals feel valued.
  • Endorphins: These act as natural painkillers and are released in response to stress or discomfort.
    • Tip: Promote physical activity. Things like group exercises, stretching sessions, or even short walks can trigger endorphin release.

2. Positive Reinforcement:

Using positive reinforcement can stimulate the release of dopamine. Regularly acknowledge and reward efforts, which in turn will encourage similar behavior in the future.

3. Social Connectivity:

The human brain is wired for social interaction. Encourage socializing, teamwork, and group activities. Spaces for casual interaction or team-building exercises can foster connections, contributing to happiness.

4. Learning and Growth:

Novel experiences and learning stimulate the brain and can result in the release of dopamine. Providing opportunities for personal development, training, or workshops can elevate mood and job satisfaction.

5. Mindfulness and Meditation:

Engaging in mindfulness activities strengthens the prefrontal cortex and reduces activity in the amygdala, the brain’s stress center. Consider offering meditation or mindfulness sessions.

6. Autonomy and Mastery:

Allowing employees some level of autonomy can stimulate their intrinsic motivation, leading to greater job satisfaction. Let employees have a say in how they accomplish tasks.

7. Physical Environment:

Lighting, especially natural light, can affect mood and productivity. Serotonin production is influenced by the amount of sunlight you receive. Ensure workspaces are well-lit, preferably with natural light.

8. Work-Life Balance:

Constant stress or overworking can produce excessive cortisol, a stress hormone that hinders happiness. Encourage a balanced work-life dynamic, ensuring employees have time to recuperate.

9. Feedback Loops:

Regular constructive feedback can stimulate areas of the brain associated with learning and growth, fostering a sense of progression and development.

10. Purpose and Meaning:

The brain seeks meaning in activities. If employees understand the bigger picture and the impact of their work, it can boost their sense of purpose and happiness.

By understanding the neuroscience behind happiness, employers can create environments that not only enhance productivity but also cultivate a sense of well-being and satisfaction among employees.

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.”

Kirsten Yurich, Executive Coach & Vistage Chair

Happy business woman/employee/professional smiles while working on her laptop

The good news about happiness—let’s say the kind that comes from building strong relationships—is further correlated with 10 years of additional longevity, lower cortisol levels, and a stronger immune response.

Happiness at work is likely unattainable as a goal and, in my opinion, not the responsibility of the employer. It is better thought of as a result. Therefore, there are some very important things that ARE the responsibility of the employer. And when leaders focus on those influencers, it can result in happiness.

Steve Nobel authored a book called Joy at Work. It is a concept that focuses on finding happiness and fulfillment in your job. It involves having a positive mindset, a sense of purpose, and finding daily satisfaction in your work. The common elements to highlight here for joy stem from the employee, not the employer.

That said, what can the employer do to (what I call) “enable conditions” for the employee to find joy? I believe there are many things they can do, falling into only a few select categories.

The top three categories I like to focus on include: “providing expectations and feedback,” “selection and assignment,” and “motives and preferences.”

1. Expectations and feedback – workplaces are more likely to produce workers who experience happiness if…

  • They can connect day-to-day behavior to organizational results and purpose.
  • Managers set clear expectations for success.
  • Managers provide feedback based on agreed-upon criteria accomplishments.
  • Overall there is an environment of 5:1 of positive to negative feedback.

2. Selection and assignment – happiness will correlate with employees who…

  • Are hired into the right roles using clear and tight job descriptions.
  • Promotions are carefully orchestrated so as to not undo careful selection procedures.
  • Assign employees within a department to projects and tasks that match unique skills and talents.

3. Motives and preferences – the matching values and what motivates us. When workplaces can…

  • Communicate their values clearly and use them in hiring practices. Happiness results when you have people on your team who are generally motivated by the same things that align with your company’s ethos.
  • Discover what gets your people up out of bed each day. What drives them about life and work? Use this information to build individual development plans; find ways to build in their uniqueness as contributions to your overall culture.

Happiness is often elusive, contextual, or temporal. Instead of focusing on happiness as a goal, arrange these influencers to improve the chances that your employees will experience happiness or joy at work more often!

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Michael Willis, Sports Business Operations Executive

Happy employees/professionals celebrate at work

As I reflect on my incredible journey of two decades with the NFL, I can’t help but feel an overwhelming sense of joy and gratitude. My happiness draws from my experiences and the unique culture of the NFL.

1. Embrace the Passion for the Game

At the NFL, we understand that passion is the heartbeat of our organization. Encourage employees to find their passion within their roles, igniting a sense of purpose and happiness that fuels every task.

2. Cultivate a Winning Team Spirit

A jubilant workplace thrives on teamwork. At the NFL, we’ve seen that nothing can match the joy of celebrating victories together—fostering camaraderie, collaboration, and a shared sense of purpose among your team members. When you win together, happiness follows.

3. Celebrate Milestones and Achievements

The NFL celebrates touchdowns, and so should your organization celebrate achievements. Whether it’s hitting sales targets, completing a project, or reaching a company milestone, revel in your victories. Recognizing success brings happiness and motivation.

4. Inspire Leadership with Enthusiasm

Leadership is more than just managing tasks; it’s about inspiring with enthusiasm. At the NFL, our coaches and leaders lead with passion and drive. Infuse your leadership style with infectious enthusiasm, and you’ll boost your team to be equally excited about their work.

5. Create a Fun Work Environment

In the NFL, we know that fun is a vital ingredient in our recipe for success. Organize team-building events, theme days, or friendly competitions. A fun work environment boosts morale, creativity, and happiness.

6. Acknowledge the Importance of Health and Wellness

The NFL strongly emphasizes the health and well-being of its players and employees. Encourage physical fitness, mental well-being, and work-life balance. A healthy workforce is a happy and productive one.

7. Promote Continuous Learning and Development

At the NFL, we never stop learning and improving. Invest in training and development programs to help your employees grow personally and professionally. A culture of learning and growth contributes significantly to happiness and job satisfaction.

8. Engage in Acts of Giving Back

One of the most triumphant experiences is giving back to the community. Encourage your team to participate in charitable activities or volunteer work. Kindness and philanthropy create a sense of fulfillment that extends to the workplace.

Conclusion

In my 20 years with the NFL, I’ve learned that happiness at work is not just an aspiration; it’s a way of life. By embracing passion, fostering teamwork, celebrating achievements, inspiring with enthusiasm, empowering employees, creating a fun work environment, prioritizing well-being, promoting learning, giving back, and expressing gratitude, you can create a jubilant workplace where employees thrive and success becomes an everyday celebration.

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.

Lisa Perry, Global Marketing Executive

Happy employees talk to each other at work

Research has shown the impact of employee happiness on the bottom line. Organizations with happy employees outperform the competition by 20%, show a 12% boost in productivity, and happy sales teams close 37% more sales.

Being happy at work correlates with developing emotional intelligence and heightened self-awareness.

Self-awareness is a transformative trait that holds immense power both personally and professionally. Research shows that 95% of us believe we are self-aware, yet the actual number is 10 or 15%. Most of us are oblivious to how others truly perceive us. As a result, we may unknowingly alienate our peers and inadvertently disengage those around us.

Consider this: What if your interpersonal weaknesses overshadowed your remarkable qualities and technical abilities, such as being a sales or coding dynamo? What if these weaknesses then caused others to lose motivation and become disengaged with you? Wouldn’t you want to know? Herein lies the power of self-awareness: it allows you to reshape how you present yourself to the world by aligning your self-perception with the perception of others.

The benefits of self-awareness can propel your career forward, foster success, nurture healthier relationships, contribute to better mental health, and ignite innate curiosity, leading you to ask more questions and seek continuous improvement.

To enhance your self-awareness, follow these practices:

  • Stay curious and ask questions. Embrace a curious mindset and actively seek knowledge.
  • Listen to opposing views and opinions. Be open to diverse perspectives, as they can broaden your understanding.
  • Don’t take things personally. Cultivate resilience and avoid letting criticism affect your self-worth.
  • Seek to understand and then be understood. Prioritize effective communication by truly comprehending others’ viewpoints.
  • Be a great listener. Practice active listening to hear what is said and discern what remains unsaid.

Focus on becoming the best version of yourself. Ask questions like, “Who is the person I aspire to be? What actions can I take right now to embody that ideal version of myself? How would the best ‘me’ handle this situation?”

Next, let’s explore emotional intelligence. Emotions are contagious, making it imperative for leaders to pay attention to their emotional intelligence. This awareness begins with you, whether you’re a manager or the CEO. Your emotional cues serve as guideposts for those around you, shaping how they should feel and picking up your feelings through subtle signals conveyed by your tone, body language, and demeanor.

Consider this scenario: You step into a meeting where everything appears harmonious, and there is a thick tension that hangs in the air, causing an unsettling discomfort. Your body registers something is amiss, even though there are no signs of conflict. This is a great example of the impact that emotional intelligence has on our workplace experiences.

Emotional intelligence ranks as one of the most vital leadership skills. It empowers individuals to comprehend and regulate their emotions at work. The workplace can be stressful and pressure-filled, with the occasional drama thrown in. It can also be exciting, joyful, and a source of contentment. How we navigate these emotions reflects our emotional intelligence.

Teams composed of emotionally intelligent individuals tend to outperform their peers, boost higher job satisfaction levels, and improve employee retention rates. This is because emotional intelligence helps you:

  • Interpret Nonverbal Cues: Discern subtle nonverbal signals that address potential issues before they escalate.
  • Be Self-Aware of Personal Emotions: Self-awareness of your emotions empowers you to control your behavior, preventing potential disruptions to relationships.
  • Improve Efficiencies: Emotional intelligence streamlines decision-making and task completion by fostering empathy and understanding of others’ emotions.
  • Advance Your Career: Emotional intelligence and leadership skills go hand in hand. Demonstrating qualities such as patience, active listening, positivity, and empathy can pave the way for career progression, promotions, and salary increases.
  • Inspire Strong Interpersonal Skills: By radiating motivation, empathy, responsibility, and teamwork, you set a contagious emotional tone that encourages your team to follow suit.

To enhance your emotional intelligence, consider these steps:

  • Prioritize Happiness: Reflect on what brings you joy and strive to incorporate it into your daily life.
  • Embrace the Present: Recognize that you are precisely where you need to be at this moment. Live in the present and savor the small, meaningful moments.
  • Adaptability: Cultivate adaptability in your approach to various emotional situations.
  • Cultivate Meaningful Relationships: Foster genuine connections with those around you, emphasizing empathy and understanding.
  • Acknowledge Your Feelings: Start by recognizing and acknowledging your own emotions.
  • Identify Weaknesses: Self-assessment is key to identifying areas for improvement.
  • Seek Feedback: Invite constructive feedback from colleagues and mentors to gain valuable insights.

You have the power to create and boost your own happiness at work by making intentional choices and having a positive mindset. If you’re eager to delve deeper into effective strategies, I invite you to explore my book “How to Develop a Brand Strategy” and brand marketing articles.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you boost happiness at work? Join the conversation inside Work It Daily’s Executive Program.

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10 Ways To Increase Workplace Safety

3 Ways Young Professionals Can Boost Their Confidence At Work
  • September 23rd, 2023
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You’re in a meeting at work and would like to suggest an idea, but feel you are too new to the working world or too young to add value at this point. You choose to say nothing and regret it later.

How do you handle this situation in the future? How can you gain confidence at work?

Learning to add your insights and value to the work environment is a process. You are learning the nuances of each situation you are in. Remember, your schooling only allowed you to learn the material within your major. It did not fully prepare you for workplace situations like this. You may have never been in these situations before and you will be constantly learning how to handle and approach them.

It will take time, but you will be able to recognize patterns in your company culture: how meetings are managed, when to speak up, when to be silent, and how to approach your manager, mentor, or senior manager. It will get easier.

In the meantime, here are some suggestions to help you gain confidence at work and make the transition smoother for you:

Gain Emotional Intelligence

Recent college grad/ young professional talks to a coworker

Emotional intelligence (or EQ) is becoming more and more important to professionals everywhere. Why? Understanding the emotional side of life is just as important as understanding the technical/task side of life.

This is EQ as defined by Daniel Goleman, one of the leaders in this area, on his blog:

“Emotional intelligence (of EI) includes self mastery (self-awareness and self-regulation), plus social intelligence (empathy and social skill). Both are essential: you have to lead yourself before you can lead others. There are sets of leadership competencies that set the best-performers apart from average, that build on these basics—e.g., self-regulation is the basis for the discipline to achieve goals, to be adaptable, and to remain calm and clear under pressure. These leadership competencies are learned—and learnable.”

In other words, you need to be able to understand yourself emotionally in order to understand and work well with others. Once you do this, you will begin to thrive in your work with others.

Build Relationships

Group of young professionals building relationships with one another and gaining confidence during a work meeting

To be truly successful in the working environment, you must take your EQ and use it to build solid, compatible, and trusting working relationships. Those relationships will be with your manager, co-workers, and colleagues from across the organization. This is essential in building your “currency” among your colleagues.

As you are seen as a trusted and effective co-worker, you will gain more and more opportunities to shine. One of the most important relationships you can foster is with your direct manager and a mentor. Yes, find yourself a mentor either inside the organization or outside. Finding both is ideal, actually. An inside mentor will help you navigate your company’s culture. An outside mentor will be objective and not influenced by the company or their position in the company.

This is one area as a young professional I wished I had latched onto and never let go of. Professional mentors are priceless. Again, it will take time to build strong colleague relationships. Be patient and be authentic—it will pay off in more ways than you can imagine years from now.

Take Risks

Young professional woman taking a risk by taking on a new project at work and gaining confidence because of it

Don’t go on a political rant or go to the CEO’s office to voice a concern. The risk I suggest early in your career is the risk of trying new projects or assignments. Be intentional about the projects you would like to work on. If you see an opportunity to extend your reach, do it, even if it feels uncomfortable; discomfort is a sign you’ll learn and grow from the experience.

Be bold enough, especially after you have a feel for the way your organization functions, to ask to take on what you see as an issue and fix it. Take initiative and step up. And when you fail (because at some point we all do), so what? Learn from it and move on. Don’t get bitter or curl up and nurse your wounds, and never accuse someone else for your mistakes. Your “currency” within the organization will be lost.

However, if you are bold enough to try something new and it doesn’t work out the way you planned, but you hold your head high and learn from the mistake, your stature in the organization will elevate. Your co-workers will take notice and some may even compliment you on your initiative.

As you develop your EQ, use it in building relationships, and become more intentional in your work activity and direction, your confidence as a young professional will skyrocket.

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This article was originally published at an earlier date.

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