Workplace Archives - Page 5 of 10

4 Tips For Connecting With A New Boss

May 18, 2023

Undoubtedly, most of us have gone through some kind of transition with our supervisors. Perhaps the person was recruited away to another company or maybe there was a merger and they got reassigned to another department. Whatever the reason, something important has been lost.

When your boss leaves, they take with them their knowledge of your contributions, skills, knowledge, and expertise. A new boss means a completely blank slate.

Your new job is to get to know your new boss ASAP. If you don’t take the time to build rapport, it could have deadly consequences to your career. The reason? If they don’t know your value, they could make decisions that don’t factor you in as a valuable asset.

So, how do you connect with your new manager? It’s easier than you think. It just requires you to be proactive.

Use these four tips to build a good working relationship with your new boss:

1. Speak Up In Meetings

If you are always in the background, now is the time to jump in. If you aren’t seen as an active participant on the team, this could be a red flag to a boss who might be surveying the landscape for potential house cleaning later. Be a positive contributor.

2. Set Up A One-On-One Meeting

If your new boss has not done so already, set up a time to meet with them to provide an overview of your work and to allow them to get to know you better.

Building connections will also help you both assess your working styles to figure out how you will be able to communicate best. This can lay the groundwork for a great collaborative working relationship.

3. Provide Regular Updates

You don’t need to be a classic “brown-noser,” but proactively providing updates on project status or other work you are conducting is one less question or request that the boss has to make.

If you reliably turn in work or reports on time and in an organized fashion, you’ll be perceived as professional and as the department standard.

4. Empower, Educate, And Engage

New bosses don’t necessarily want to admit that they are behind the learning curve in getting acclimated to a new company or division. They are struggling to get caught up with priorities, challenges, and opportunities, all while trying to get to know the team that will take them there.

Be willing to share in a helpful way to give the new boss the knowledge and tools to get them up to speed as soon as possible. You could gain a very powerful career advocate as a result.

If you build a reputation as a helpful, friendly resource who is competent in your work and an engaged member of the team, your new boss will see you as an important asset and include you in key projects and potential promotions.

Getting to know your new boss is easy with these helpful tips. When in doubt, try to connect! It makes for better workplace relationships for everyone.

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This article was originally published at an earlier date.

14 Tips For Working From Home

May 16, 2023

If you do it right, working from home can be a positive and rewarding experience for you, your family, and your employer. Follow these tips to get the most out of working from home:

1. Understand Your Employer’s Expectations

Will your job requirements and duties be the same at home as in an office environment? How much support will you receive as a home office worker?

Some companies have very stringent guidelines about what equipment and support will be provided by the company and what will not. Companies will often provide a laptop and telephone and will support each, but not a printer or monitor, for example. It is important to clarify where your company stands and what they are willing to negotiate on.

2. Meet And Exceed Your Employer’s Expectations

You should also make sure your boss knows you are, in fact, consistently meeting and/or exceeding his or her expectations. You may work 10 hours a day, but it won’t matter if your boss doesn’t know it or you don’t get the anticipated results!

How will you communicate your efforts and results to your employer? Don’t rely on them to evaluate this. Your performance, or lack thereof, may not come up until there is a need for a scapegoat or something goes wrong.

3. Set Up A Comfortable, Separate Space For Your Work Area

This is critical to your success as a remote worker. Your space should be relatively free from distractions such as family, pets, the television, and even an attractive view if you are new to telecommuting. You should have a good quality chair and a large monitor if you are primarily working at the computer (who isn’t?).

4. Make Sure You Have Everything You Need

A computer, phone, printer, good WiFi, and an organized workspace are a given. But you will also need paper, ink cartridges (you would be surprised how quickly these seem to need to be replaced, even in a “paperless” environment), possibly letterhead, pens, sticky notes, etc.

Think about many of the things you use in your office and the well-stocked supply cabinet there. Will you visit the office periodically to replenish these common items or purchase them and be reimbursed? Iron this out in advance.

5. Set Boundaries With Your Family And Friends

This is pivotal not only to your success at working from home but to your personal relationships as well!

When you first begin telecommuting, friends and family may not understand the demands this requires of you. A friend whose sitter cancels may call you for a favor: “Can you watch the kids, since you are working at home?” You may get invitations to lunch or drinks, which down the road you may realize you can work into your schedule periodically.

In the beginning, though, you need to be careful to set a tone for your family and friends as well as good work habits for yourself.

6. Set Specific Work Times Or Goals

Goals are important to keep you on track, as well as to validate your progress. Working from home can be very positive in terms of autonomy and independence, but it can also be lonely and unfulfilling without the regular feedback that comes from working in an office.

The telecommuter needs to feel confident he or she is doing what is necessary to be viewed as successful and to feel secure in his or her job. Paranoia can set in pretty quickly without the regular input of fellow co-workers.

7. Stay Connected

It may be a good idea to start out working from home just a day or two a week and increase gradually from there. This will provide you the opportunity to slowly transition how you will communicate in a more natural way.

You will find you and your co-workers may email or call more often to stay in touch. You will determine which issues and/or co-workers to attend to and which to not. Increased productivity due to decreased co-worker distraction may be a major benefit of working from home.

8. Schedule Daily And Weekly Breaks

Many employees who work from home find they spend too much time at the computer which can decrease overall productivity. Schedule breaks into your day. Take a regular lunch (at any time you wantâno one is watching!) and stand up and walk around periodically.

You might find it helpful to set an alarm in your calendar to remind you to move away from the computer. Telecommuters may not realize they are squinting at the screen, are hungry, or, even, have to use the restroom when they get too engrossed in their work.

9. Understand Your Work Style

It is crucial for you to understand how you work best. Do you work best according to your moods? If so, keep track of your tasks according to task type: computer work, telephone work, meetings, etc. This way you can perform these tasks when you are at your best.

Your communication style plays a big role in your overall work style. Don’t know your communication style? Take our FREE quiz today!

10. Track Your Work And Progress

Your employer may have a specific way for you to track your time. It may be as simple as emailing your supervisor when you start and stop your work. It may be a more elaborate time-tracking system where you record your specific activities in time increments or journal style.

It’s probably a good idea to keep track of what you are doing in more detail. It may come in handy if you are asked to justify your time or when you would like to ask for a raise.

11. Assess Your Progress Weekly

It is important to organize your work in such a way as you are able to quickly and clearly see what you have accomplished. Make use of your favorite calendar app to keep track of this. In some industries, the billable hour or journal system (even a combination) is standard.

However you approach it, you need to be able to clearly determine that you are on target to reach your goals.

12. Make Adjustments To How You Accomplish Your Job

If something is not working, don’t be afraid to change it. As a telecommuter, you may be a pioneer in your office, company, or industry. Invest time in researching ways to improve your productivity. Don’t be afraid to ask, “Is there a quicker, better, more effective way out there?” Seek it out, albeit carefully.

Don’t jump on the first solution that comes along. Try it out tentatively. Not all solutions meet all users’ needs.

13. Ask For Help Or Input

Have regular meetings with your boss or co-workers. These meetings could be weekly, monthly, or quarterly. The meetings may be more frequent when you first begin to work from home.

Talk to others in a similar field who also telecommute. Use social media to stay in touch with your professional network and obtain advice about working from home. Be selective about which groups or lists you sign up for or follow. You don’t want social media to become a distraction rather than a way to stay in touch and get help when you need it!

14. Take Care Of Yourself

It is hard to do your best when you don’t feel your best, and it’s especially hard when you don’t have regular feedback and input from others!

Get up at a regular time and get dressed. Have your breakfast and coffee before work if that is your habit. If you usually brown-bag it, pack a lunch to eat when you are ready. Meet co-workers or friends for lunch periodically if you are in the habit of this. Set regular breaks and quitting time.

Most of all, avoid the temptation to work when it should be family time, and remember to exercise and get enough sleep.

Working from home can be a great change of pace for many professionals. But it can also be a struggle to adjust to not going into the office every day. Follow the tips above to successfully work from home, no matter what stage you are at in your career.

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This article was originally published at an earlier date.

How To End Your Week On A Positive Note

May 5, 2023

As the workweek comes to a close (for most of us), I want to share a set of habits that have become an end-of-the-week routine for me. This routine has been key to ending my week on a positive note and “teeing up” a great start to the following week.

So, how do you end your week on a positive note? As we say at Work It Daily, it’s all about creating good habits.

Consider doing these three things before you leave work each Friday:

Habit #1: Write A Thank-You Note

Reach out with a quick email or (better yet) a short thank-you note expressing gratitude for those who went out of their way to help you this week.

This is literally a 10-minute exercise that has powerful results. You’ll feel great in expressing thanks and the recipient will receive a nice message to end the week on. Who went out of their way to help you this week?

Habit #2: Reflect On Your Accomplishments

Make note of what you believe were your three greatest accomplishments over the past week. Embrace the sense of satisfaction and positive emotion associated with getting these important things done.

Connect this habit with the one above. Was there anyone who contributed significantly to your three greatest achievements? Follow up or reach out to those people with a word of thanks.

Habit #3: Set Goals For Next Week

What are your three most important goals for next week? Write them down before you log off or leave the office, and visualize yourself reaching those goals. Think about what it will take for you to be successful the following week.

Do you have sufficient time set aside to accomplish those goals? Who do you need to solicit for help? (Go ahead and reach out and confirm their participation before you end this week.) What is the very next action associated with each of those goals, and do you have that task clearly identified on your calendar or task list with a due date?

Give these habits a try on Friday afternoons. If you see a positive effect, add other ones that are relevant to your situation. The message here is to begin a weekly routine that will help you end the week in a positive way and help you get clarity on the most important things for next week.

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This article was originally published at an earlier date.

Workplace Disagreements: How To Handle Them The Right Way

April 28, 2023

The workplace is a dynamic place. Unfortunately, any time multiple human beings get together, there is potential for conflict.

Disagreements in the workplace can be unpleasant. Assuming two people are at odds with one another, that negative vibe can quickly spread through a team or organization. It is almost a guarantee that into each career some disagreement will fall. It would be impossible to always agree on strategy and tactics with colleagues. It would also be counterproductive to always have agreement in the workplace.

Encouraging and promoting different ideas and perspectives is key to coming up with solutions and teams performing at high levels. The task becomes determining if a disagreement is healthy. If it is unhealthy, it can be difficult to diagnose and solve the problem. No matter how much people say, âLet it go, it’s just work,” that is easier said than done. When people put so much into their careers and jobs, it’s worth it to try to understand disagreementâand learn how to manage disagreements in the workplace.

Navigating these quarrels can go a long way toward saving or strengthening relationships, and improving one’s professional reputation.

Try The Mirror Before The Window

For starters, when there is a disagreement in the workplace, look in the mirror before peering out the window. In other words, reflect on your actions and perspective before looking at anyone else.

In fact, this advice is handy in a lot of situations. Something to keep in mind is that, in most disagreements, each side genuinely believes they are doing the right thing. Each person’s stance can be completely foreign to the other, but if the conflict is approached with an attempt at understanding and mutual respect, a positive resolution is more likely.

Talk To A Mentor

Having someone to talk to about the matter can be helpful. Someone who is removed from the situation, can be trusted, and is discreet. If this person can bring a unique perspective, all the better. He or she can listen, ask challenging and thought-provoking questions, or maybe he or she has been there before and can offer some thoughtful advice.

However, choose a confidant carefully. The other side of this advice is to avoid airing grievances in the workplace. Always attempt to take the high road. Talking too much to too many people can not only be counterproductive and damage relationships, but it can be harmful to one’s reputation.

The point of talking to someone about the situation is to help you assess your perspective.

Take A Positive Approach

After reflecting on a disagreement, as uncomfortable as it may be, it is almost always most productive to sit down with the other party.

Rather than approach the meeting as adversarial, go into it seeking to understand, make progress, and find a resolution. Ask each other questions. Try to help each other see the other’s perspective. If there is a commitment to compromise and flexibility upfront, good things often happen.

Engage A Facilitator

Good intentions alone may not help. In the event addressing the disagreement head-on is not successful, or the other party is not receptive, it may be helpful to engage a third-party facilitator. The facilitator may need to serve as a mediator, or the person may be helpful in creating a more constructive meeting environment. Either way, there is often value in having someone objective and removed from the situation to provide another set of eyes and ears. In order to be most effective, the facilitator should be someone both parties agree on and want to participate.

Many organizations have HR or organizational development consultants in-house that can serve this purpose. Smaller employers may not have that luxury, but there may still be an HR professional or other trusted resource equipped to help the situation. The point is, this person will need to be credible, respected, and willing to provide candid feedback.

Disagreements at work are going to happen. In many instances, disagreements are productive and good signs of diverse thought. They do not need to be the end of the world, but the ones that matter cannot be allowed to fester. Working in an environment where there is hesitancy to disagree or offer an alternative can squash creativity and add unnecessary stress.

When disagreements crop up, it’s important to stay professional, reflect on each side’s perspective, and try to find the best solution possible for the good of everyone involved. It can be tricky at first, but once you know how to resolve disagreements in the workplace, dealing with co-workers becomes much easier. No two situations are going to be alike, but by taking a measured, collaborative approach, even the toughest hurdles can be overcome.

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This article was originally published at an earlier date.

Executive Spotlight: How To Conduct A Productive Meeting

April 26, 2023

As a manager or leader in the workplace, a big part of your day is probably spent in meetingsâattending them and leading them. For the meetings you set up and lead, how can you ensure they’re a productive use of your (and your team’s) time?

We recently asked our leading executives for their best tips on how to conduct a productive meeting.

Here are their responses…

Ana Smith, Talent Architect & Global Learning Strategist

This is such an important and yet everyday question!

Here are some tips for the super basic ones for me:

Setting a clear purpose and agenda. What do you hope to achieve by the end of the meeting? What topics need to be discussed? Creating a clear agenda will help keep the meeting on track and ensure that all of the important topics are covered. And please share it in advance!
Invite the right people. Only invite people who are essential to the discussion. If you invite too many people, or too few, the meeting will be more difficult to manage and less productive.
Start and end on time. Respect everyone’s time by starting and ending the meeting on time. If you start late, people will start to check their phones or get distracted. If you end late, people will start to get restless and anxious to leave.
Encourage participation from everyone. Don’t let one or two people dominate the discussion. Make sure everyone has a chance to contribute their ideas. Be inclusive. If someone is shy, ask them specific questions to get them involved.
Summarize the key points and next steps. At the end of the meeting, summarize the key points that were discussed and identify any next steps that need to be taken. This will help ensure everyone is on the same page and that the meeting was productive.

In order to make it even more productive:

Create a positive and productive environment. Start the meeting by setting a positive tone and encouraging everyone to participate. Make sure the meeting space is comfortable and conducive to discussion. Especially consider this with virtual participants in the meeting.
Be an active listener. When someone is speaking, give them your full attention and avoid interrupting. This will show that you are interested in what they have to say and that you value their input.
Follow up after the meeting. Send out a summary of the meeting and any action items that were agreed upon. This will help ensure everyone is on the same page and that the meeting was productive. Maybe use one of the various options to create the summaries.

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, Music Program Manager

Having thoughtful, efficient meetings with teams should include many factors. Here are some tips for achieving a successful meeting:

1. Provide objectives, goals, and notes from previous meeting minutes, in an agenda format, and distribute them the day before the meeting (preferably by noon). Ask for anyoneâs input BEFORE the meeting and add all responses to the agenda and assign team members to specific topics if needed.

2. Once a detailed agenda (that includes all the important topics and issues that need to be discussed) is completed, be sure to distribute it as a Google Doc. (This makes it easy for multiple members to edit and update during meetings on Zoom). Ensure that each agenda item has a specific timeframe allocated to it and that all attendees are aware of the agenda in advance and will be ready to speak on the topic that has their name noted next to the item.

3. Start the Zoom platform, or other platform, on time as a host.

4. Greet everyone on camera and have a positive, energetic vibe! Welcome any new members or guests. Give team members five minutes to enter the meeting before you start.

5. Welcome everyone and shift to “share screen” to showcase the Google Doc that has the agenda. To keep attendees awake and alert, update the Google Doc LIVE during the meeting by assigning follow-ups, notes, and meeting member names to any input given on the topic. This does work to keep people alert, as they watch you update the document as the meeting progresses.

6. Encourage all attendees to participate and provide their input on the topics being discussed. Ensure that everyone has an opportunity to speak and that there is no domination by any individual or group.

7. Keep the discussion focused on the agenda items and the objectives of the meeting. If a topic is taking too much time or is straying from the agenda, gently redirect the discussion back to the main topic.

8. Following the meeting, distribute the meeting minutes, follow-ups, and action items to all attendees. Schedule follow-up meetings or calls to ensure that action items are completed and that progress is made.

These tips should help execute an amazing meeting. Good luck!

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.

Michael Willis, Sports Business Operations Executive

In the past, I was never one to encourage frequent meetings. I have encountered managers who wanted to meet solely to look like something was getting done. This caused frustration with the team.

1. Define a Clear Purpose for the Meeting.

Assign a theme as to why the meeting is being called. Why are we coming together? Who needs to be at the meeting?

Assign a timeline. How long will the meeting be?

2. Set a Meeting Agenda.

What will we discuss, and what are we trying to achieve? Is there any old business that still needs attention?

Who is going to do the talking? For how long?

3. Collaboration.

I would let everyone know that this is a working meeting. Allow open engagement and feedback amongst the team. Set the tone of the meeting that encourages and embraces a space where everyone can express their ideas and opinions without feeling afraid. As the leader, I would make sure the discussion stays on topic.

4. End the Meeting.

As I wrap up the meeting with final thoughts, I would ask if there were any final questions or thoughts. I would thank the team for their input and attendance. I will summarize the discussed agenda points and discuss the next steps.

Finally, I would propose a date for the next meeting so that everyone could put it on their calendars.

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.

How do you conduct productive meetings? Join the conversation inside Work It Daily’s Executive Program.

Executive Spotlight: How To Share Difficult News With Employees

April 25, 2023

As a leader, you face unique challenges in the workplace. A common scenario you might have to navigate as an executive or manager is sharing difficult news with employees. How can you effectively communicate the difficult news while staying positive and helping your employees look to the future?

We recently asked our leading executives for their tips on how to share difficult news with employees.

Here are their responses…

Ana Smith, Talent Architect & Global Learning Strategist

Sharing difficult news with employees is never easy, but it’s important to do it in a way that is honest, compassionate, and transparent. Here are some ideas on how to do it:

Prepare yourself. Please be prepared! Before you share the news, take some time to think about what you’re going to say and how you’re going to say it. Be clear and concise and avoid using jargon or technical language that your employees might not understand.
Be honest, be clear. Don’t sugarcoat the news or try to make it seem like something it’s not. Be honest about the situation and what it means for your employees. It is key to create a “frequently asked questions” list to ensure that there is consistency and clarity.
Be compassionate and empathetic. Remember that your employees are people with families and bills to pay. Be sensitive to their feelings and offer your support during this difficult time. Try and put yourself in their shoes and the complexity of the situation they’re going through.
Be transparent. Share as much information as you can about the situation, even if it’s not all good news. The more information your employees have, the better they’ll be able to cope with the situation. When you can’t answer a question because its confidential nature requires it, call it like it is: “This is confidential and, therefore, I’m not able to disclose at this time.”
Be open to questions. After you’ve shared the news, be prepared to answer your employees’ questions. Be honest and direct, and don’t try to avoid their questions.
Be available for support. After you’ve shared the news, let your employees know that you’re available to support them. This could mean offering them time off, providing them with resources, or simply being there to listen.
Take care of yourself. It is also important to take care of yourself in order to be in the best shape to take care of others.

Sharing difficult news with employees is never easy, but it’s important to do it in a way that is honest, compassionate, and transparent. By following these tips, you can help your employees cope with the news and move forward in a positive way.

Michael Willis, Sports Business Operations Executive

As a leader, I would plan a course of action fitting the newsâs nature. Knowing that I need to have a difficult conversation with my team, I would collect as much information as possible to be a resource.

1. Arrange an urgent meeting.

As the news is known to management, getting out a statement or starting an immediate conversation is a way to deal with the situation head-on.

2. The meeting will be face to face.

To convey difficult news, the team needs to see my face and feel my empathy visually. The team might also need the support of each other.

3. Tell the truth.

Be as transparent as possible. In delivering bad news, give as much information as you can.

Please keep in mind that sometimes bad news comes from the top. And, at certain times, management will withhold information to a need-to-know basis.

4. Allow time for reactions.

Once the news has been delivered, take any questions that might be raised. This is my time to show empathy and understanding to the team. Offer any professional services that might be available.

5. A look to the future.

Briefly discuss a new path forward considering the impact of the bad news. This is a time to heal and move toward the future.

Lisa Perry, Global Marketing Executive

Sharing difficult news with employees can be challenging, but it’s important to do so thoughtfully and sensitively to ensure that employees feel supported during this time. When itâs time to deliver the difficult news to employees, follow these steps to ensure you’re prepared and confident:

Prepare for the conversation: Before communicating the news, take some time to prepare yourself. This might involve practicing what you want to say, thinking through potential questions or concerns employees might have, and ensuring you have all the necessary information.
Choose the right time and place: Make sure you choose an appropriate time and place to share the news. Ideally, you’ll want to choose a quiet and private location where employees can feel comfortable expressing their feelings and asking questions.
Be transparent and honest: It’s important to be transparent and honest when sharing difficult news with employees. Explain the situation as clearly and objectively as possible, and avoid withholding any important details that might affect their understanding of the situation.
Show empathy: Show empathy and compassion towards employees who are affected by the news. Acknowledge their feelings and concerns, and let them know that you are there to support them.
Provide resources: Provide employees with the resources and support they may need during this time. This could include access to counseling services or other support resources.
Follow up: Following up with employees after sharing difficult news is important. It shows that you care and are committed to supporting them through this challenging time.

Overall, sharing difficult news with employees requires sensitivity and empathy. By taking the time to prepare yourself, choosing the right time and place, being transparent and honest, showing empathy, providing resources, and following up, you can help employees feel supported and cared for during this time.

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.

How do you share difficult news with employees? Join the conversation inside Work It Daily’s Executive Program.

6 Reasons A Flexible Work Schedule Will Change Your Life

April 21, 2023

Having a flexible work schedule is becoming one of the most sought-after job perks. According to a survey conducted by FlexJobs, 97% of respondents said a job with flexibility would have a positive impact on their overall quality of life.

Here are a few reasons why a flexible work schedule might change your life:

1. It Can Allow You To Do What You Love Outside Of Work

Erik Freeman, a benefits advisor representing Aflac, strongly believes today’s employees work far more hours than those of past generations. However, he lives by a different credo. “I work to live, not live to work,” he explains. “With Aflac, I create my own schedule around my life goals, like raising a family and producing rock albums with my band.”

Luis Correa, who is also a benefits advisor representing Aflac, says that working as an independent agent allows him to thrive both at work and outside of work. “It has provided me with the flexibility and financial resources to create my own schedule in a way that allows me to pursue my passions and still be fully committed to servicing my clients,” he states.

2. It Can Give You The Opportunity To Focus On Your Health

Freeman believes having time to focus on mental health, wellness, and hobbies is huge, and his opinion is shared by many others. According to the FlexJobs survey, 79% of respondents said a flexible work schedule would make them healthier, and 87% said it would lower their stress levels.

Freeman, who once worked long hours in retail for another company, says he often went home completely exhausted from helping so many people and meeting high expectations. As a result of stress, he ended up gaining weight, losing energy, and developing harmful personal habits to cope with the stress. “If companies really want healthy employees that create efficient results, they need to take a big look at how they’re helping their employees stay up with their life goals,” he says.

3. It Helps Free Up Time For Family And Friends

For Heather Siems, a district sales coordinator representing Aflac, having the flexibility to spend ample amounts of time with her family while still working full time was a huge selling point when she accepted the opportunity with Aflac. “I knew that I wanted the flexibility as I started a family, so I could go to dance practices and soccer games but still work full time,” she says.

Having a flexible schedule as well as the ability to work from home has allowed Siems to spend more time with her family and watch her children grow.

4. It Can Give You Time To Travel

Do you wish you had more time to travel? You’re not alone. More than half (58%) of FlexJobs’ survey participants said they want a flexible work schedule for that reason.

For Shyla Syverson, an Aflac benefits advisor from Montana, being able to take vacations and trips on her own time is a huge bonus. “I started working as a benefits advisor with Aflac for a variety of reasons, and one of those was for the flexibility that being an entrepreneur can offer,” she says. “As a result of really hard work and taking care of my policyholders and clients, I have been able to travel more than I ever imagined possible. I can enjoy the great outdoors of Montana and also travel the world.”

5. It Can Make You A More Productive Employee

Working in an office atmosphere 40 hours a week may affect your productivity. Between interruptions from co-workers, a loud atmosphere, and other distractions, it can be hard to focus on your projects. Studies show that having a flexible work schedule can actually make you a more productive employee. Having the ability to work whenever and wherever you want can help you to complete your tasks more efficiently.

Syverson says she believes workplace productivity is enhanced by a healthy time-off policy. “When an employee knows they can take time off without there being backlash or feelings of guilt, they will want to work hard for the company,” she explains.

6. It Can Make You Appreciate Your Job More

A recent study conducted by Leadership IQ revealed that people who work from home are 87% more likely to “love” their job than people who do not.

Being able to spend time with your family, having the ability to travel, and being able to pursue your passions outside of work all contribute to a solid work-life balance. This makes sense because when you are happy outside of work and productive when you are working, you are generally more satisfied.

Do you want a flexible work schedule?

These are just a few of the benefits stemming from a flexible work scheduleâthere are many more. Aflac offers flexible, independent contractor (or agent) roles that can give you the power to do the things YOU want to do. If you are interested in pursuing a career that allows flexibility, check out opportunities with Aflac.

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This post is sponsored by Aflac. Aflac agents are independent agents and are not employees of Aflac. Aflac herein means American Family Life Assurance Company of Columbus and American Family Life Assurance Company of New York. This post was originally published at an earlier date.

What’s Your Workplace Communication Style?

April 6, 2023

Have you ever wondered about how you communicate with others? How you interact with others plays a major role in both your career and life in general.

It can be hard to categorize yourself, but it’s extremely helpful to have an idea of how you communicate with others and get a sense of how others perceive you. This type of self-assessment is important in figuring out how to market yourself as an employee that adds value to the workplace.

Fortunately, Work It Daily has a FREE Workplace Communication Style Quiz that can help determine your communication style.

What’s The Communication Style Quiz?

The Communication Style (ISAT) Quiz allows you to understand your communication style so you can work more effectively with others. It has 18 questions about your personality and how you handle certain situations.

An example of a question includes:

What describes you best?

A) Do not like pressure situations.

B) Don’t mind pressure situations if can move things forward.

At the end of the quiz, you’ll get your result. An individual’s communication style falls into one of these four categories: Empathizer, Energizer, Contemplator, and Commander. Which one are you?

What Do My Results Mean?

The communication style results page gives a full rundown of each style, including each style’s strengths and weaknesses. Can you guess what communication style you are?

Here are a few characteristics of each one:

Empathizer: Warm, tactful, avoids conflict.

Energizer: Open, upbeat, and outgoing.

Contemplator: Calm and reserved.

Commander: Serious and direct.

You might be surprised by your results. The only way to know for sure is to take the quiz.

How Do I Apply My Results To My Career?

Understanding your communication style can help you better interact with your co-workers. Understanding how you interact with fellow co-workers is especially important if you just started a new job and are the “office newbie.”

Although you might think you have a firm grasp on how you communicate with others, you might not realize how you could be misinterpreted by co-workers, which could lead to some awkward situations and unwanted workplace conflict.

Having a better understanding of your communication style is also helpful for networking and job interviews.

Networking can be tough, so having a handle on how you communicate will help you adapt your networking strategy, while potential employers usually ask job seekers to describe themselves during job interviews.

Don’t Let Your Communication Style Hold You Back At Work

There are so many reasons to understand your communication style. In fact, if you don’t take the time to learn the pros and cons of your communication style, you could seriously hurt your career.

If you feel out of place at work or constantly get passed over for promotions, your communication style could be to blame.

We want to help. You deserve to know this information about yourself so you can unleash your career potential and get what you want from work.

So, take our FREE Communication Style Quiz today. Your career will thank you.

6 Intangible Skills That Can Get You Hired Today

April 4, 2023

Want to get hired? Of course you do! Employers nowadays are looking for a more holistic group of skill sets in the people they hire. It’s not enough to just deliver on your core skills anymore.

What will make you most valuable and have the most impact at a company is a combination of your core, personal, and intangible (soft) skills.

Here are six intangible skills that can get you hired today and certainly again in the future:

1. Adaptability

The “relentlessly changing” world we live in requires its workers to be able to flow with change, adapt to change, and navigate change with a can-do attitude. Those who can adapt the best to personal, policy, and leadership change will be valuable assets to their work teams and workplace.

2. Team Player

The most successful sports franchises all have a balance of veteran, experienced, and rookie players. Working together with people of different generations, cultures, and demographics is a coveted intangible skill that will become more and more important as the workplace becomes more culturally diverse.

Your “human relations” skillsâbe it developing rapport, listening, motivating others, or delegating with respectâwill be what makes you an important part of any team.

3. Leadership

Owning the job you have and making things better and more effective, instead of just showing up daily to do the same thing, is an intangible that will make you stand out. You don’t have to be the “owner,” president, manager, or CEO to show leadership.

Just look at all the employees honored for their work in the awesome program “Undercover Boss.” Most of these workers just have a strong sense of personal pride and work ethic, regardless of their personal lives of showing up to do a great job and making a difference every day.

4. Multi-Tasker

This is pretty simple. The workplace requires people to do more tasks and take on more responsibility than ever before. Expect it and get prepared for it.

Certainly, this should have realistic boundaries. It’s important for you to find work-life balance in whatever position you land. You don’t want to experience career burnout.

5. Open-Mindedness

Being open and flexible to learning new skills and approaches, interacting with new people, and trying new ways of doing things shows resilience and perseverance to do whatever it takes to do the job and get it done.

Nobody wants to hire someone who’s stuck in their ways. In the interview process, it’s important to come across as open-minded and coachable, especially if the company values a dynamic work environment.

6. Positivity

“Whistle while you work.” Nothing is more attractive and powerful than someone who is a bright spot in anyone’s day and shows up with a positive attitude of gratitude. Leave the personal, heavy stuff at home and come to work ready to greet colleagues and customers and make their day brighter.

You can talk about your intangibles through specific personal stories that demonstrate how you used them. Nothing beats a great, real story that gets people to relate to you. This can be a huge competitive advantage in addition to documenting achievement and accomplishment in your core skills.

If you need some help discovering some of your intangibles, think about three jobs where you took on a project, made it your own, and were successful. Ask some of your current or past colleagues to tell you what they think your intangible skills are. If you need to practice, volunteer outside of work or ask your boss to give you a small project that can stretch you!

In today’s job-seeking world, there are your core skills, personal skills, and intangible (soft) skills. More often, if it comes down to you and someone else, the person who has the intangibles usually wins! What are the intangible skills that have impacted your jobs?

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

10 Mistakes New Managers Make At Work

March 17, 2023

Landing a management job is a big deal. You’re moving up in your career and getting recognized for all of your hard work and accomplishments. But it takes more to be a good manager than just experience and an impressive resume.

We’ve all had managers at different points in our careers, and let’s be honest: a few, if not the majority of them, were not good managers. And that’s okay. Not everyone is cut out for a management position. But if you recently landed a job as a manager at your company, you probably want to be the best manager you can be.

Here are 10 mistakes new managers make at work that you should try to avoid:

1. Acting Too Quickly

New managers frequently believe that they need to change everything. They place the stamp of their own ideas on every policy, procedure, and rule. And if there are no policies and rules, they’re eager to create new ones.

They act on poor performance appraisal data. They immediately favor co-worker friends for key assignments, schedules, and so on. They want to create their “own team” as quickly as possible.

2. Acting Too Slowly

Other new managers act too slowlyâbuying into the “we’ve always done it that way” mindset. This can be particularly true of new managers with no management experience or very little experience with the company (e.g., a new manager hired from outside the organization).

Managers report that they intended to “wait a year or so” to learn how things work in the organization so “my employees can get to know me.”

3. Failing To Assess Properly

This mistake holds the solution to the paradox of the first two mistakesâthe “just right” solution. A new manager must assess the situation of the organization, the expectations given by senior management, and the strengths and weaknesses of the department and each employee (hopefully, more focused on strengths).

Typically, a new manager is charged with solving some specific problems. Ignoring them is fatal. Not meeting with each subordinate to get to know them personally, get to know their strengths, and get their input is equally fatal.

4. Acting On Old Performance Appraisal Data

Performance appraisal data is fundamentally flawed by rater bias. The appraisal data reflects more on the performance of the previous manager than it does on the employees being rated. Spending hours reviewing old performance ratings on subordinates is a waste of time.

If the previous manager was promoted because of his or her successful management of your new team, ask that manager some simple questions about each member of your new team. For example, ask: “Would you always pick (or rehire) this person for your team?”

If you’re replacing a manager who was not successful, see the mistake below.

5. Focusing On Weaknesses, Not Strengths

Solving key problems may be a top priority (e.g., poor customer service). But solving problems is less likely to be successful if the focus is on weaknesses instead of strengths.

If you can’t objectively measure the strengths of the team using an assessment like CliftonStrengths Assessment then interview members about their strengths. Ask each one of them how they see themselves best contributing.

6. Failing To Communicate

Yes, it’s a classic movie line, but it could be number one on this list. Too often, new managers lock into a learning mode to read policies and procedures. They want to “understand things” before saying anything to their new team.

The solution is simple: communicate now and communicate often. Give your team the opportunity to learn about you as you learn about them. Let them learn your communication style as you learn their styles.

7. Failing To Ask Questions

“If I ask questions, it shows I don’t know what to do.” That’s scary, but it’s not unusual.

Too many new managers fail because of both inaction and action driven by the failure to ask. Some of the most successful managers I’ve known were the most curiousâasking questions of their bosses, other managers, and members of their team. They had a two-year-old’s curiosity and loved the “why?”

8. Treating Everyone The Same

The biggest mistake all managers make, not just new managers, is trying to motivate all team members the same wayâor assuming they’re motivated by what you think “motivates everyone.”

Motivation has some common elements known to anyone who really studies performance and it has some myths that managers routinely follow by mistake. The solution is to understand your team members’ strengths. That way, you’ll know more about how to best motivate each person on your team.

9. Having A ‘My Way Or The Highway’ Attitude

New managers often believe they must be the know-it-all decision maker for the team, failing to realize the job is coaching people to be top performers and NOT being the “I can do it myself” manager.

In today’s multiple-skilled workforce, a manager is likely to be the least knowledgeable regarding specific job/technical knowledge. The solutions are communicating, asking, and listening!

10. Being Afraid To Fire

New managers are often challenged by Red Scott’s “hire smart, or manage tough” dilemma with a situation created by themselves or the previous manager. Managers must know when and how to firmly make decisions (legally) that someone does not want to meet performance objectives.

A common refrain: “I know I should have terminated him/her a long time ago.”

A favorite management quote: “Management is now where the medical profession was when it was decided that working in a drug store was not sufficient training to become a doctor.” âLawrence Appley

The ultimate solution to these 10 mistakes new managers make is adequate training! We wish you the best of luck in your management position and hope you receive the training you need in order to be the best manager you can be.

Need more help with your career?

Become a member to learn how to UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Executive Spotlight: How To Recover From A Failure At Work

March 10, 2023

Although we shoot for perfection and success at work, we all experience failure at some point in our careers. Failure can be difficult to handle in a professional setting. Executives and other leaders in the workplaceâour mentors, the ones we look up to at workâhave all failed. Not only that, but they’ve recovered from failure and found success in the process.

We recently asked our successful executives how they recover from a failure at work.

Here are their responses…

Lisa Perry, Global Marketing Executive

When I worked at The Disney Channel, one of my jobs was to proof ads. I was the last sign-off before the ad went to press. It was an exciting time as we launched a new campaign in support of a new series. It was quickly dampened when I learned that the ad, which had gone live that morning, had a glaring error Iâd missed.

The most forward-thinking companies embrace risk-taking and the possibility of failure. What’s wonderful about failure is the learning you receive from it. You learn substantially more from failures than successes. Failures should push you to bounce back and work harder to achieve your goals, making you stronger. Here are three things you should model as a leader within your organization:

1. Lead by Example: Management should share past examples of company failures, suggest new solutions that might work, and receive ideas from others without judgment.

2. Provide a Solution: While failing is okay, managers need to encourage employees to provide solutions to problems and propose an action plan for the next steps. Managers can then review and provide guidance on how best to proceed.

3. Don’t Repeat Failures: The key here is to learn from your mistakes, document the learning, establish a process that ensures these failures won’t happen again, and share these learnings throughout the organization.

The best advice I received is that failure is a success if we learn from it.

Lynn Holland, VP Sales & Business Development

As a lover of the outdoors and living within driving distance of Oregonâs Mt. Hood, I was drawn to skiing. I volunteered as a cross-country instructor for an alpine club, then taught for a ski resort, secretly motivated by free lift tickets so I could get better at skiing downhill. Initially, I was afraid of failure and intimidated so when venturing onto harder runs it was natural to lean into the mountain. Yet I quickly learned that when I leaned out, though counterintuitive, I fell less, and I became a better skier.

As an executive, I see leaning out as risking to attempt something new and being aggressive to grow, learn, and accomplish greater things, knowing that along the way I will probably break some stuff. In my mind, as long as I learn from it and bring future success out of it, it has value.

After I launched my first company, leaning out manifested a failure as I negotiated a supply chain partnership to source products globally vs. just domestically. It represented a huge opportunity for my business, but in doing so, I failed to dig deeply into the relationship, the financial chain of custody, and the quality assurance process with each of the individual factories. As a result, my orders experienced missed lead times and material defects that were costly and embarrassing, and I later learned there was another party between my contractual partner and the factories who failed to perform.

This taught me to take full ownership of every aspect of my business and prompted me to implement a four-point policy that helped me select, negotiate, and manage all future partnerships successfully.

Here are some of my learnings about failing in business, recovering from it, and using it to propel our careers:

The most accomplished and celebrated leaders and entrepreneurs in history failed many times before they were a success.
Always fail while risking to accomplish something great.
Always take full ownership of failure to preserve credibility, integrity, and reputation.
Root out and take from a failure every available ounce of growth and wisdom into the next goal and keep striving.
Read the speech âMan in the Arenaâ by Theodore Roosevelt to remember to tune out the naysayers, haters, and critics who keep us from attaining greatness.

Lynn Holland is a business development executive with 18+ years of experience taking operational, IoT & retail technologies, products, & consumer engagement to market with a focus in petroleum & convenience retail.

Ana Smith, Talent Architect & Global Learning Strategist

When I think about recovering from a failure at work, I always have to ask/think about the context of the culture and psychological safety of the team, the business segment, and the organization where the failure happens.

As leaders or people managers, we play a critical role in how our team members perceive and react to failure when it happens; creating the necessary psychological safety and culture of learning is key to this.

Promoting a growth mindset for our people calibrates how they interpret failure in a completely different way than people with a fixed mindset. Folks with a growth mindset see failure as a signal that they need to put in more effort, try different strategies, or seek feedback and guidance. They use failure as a motivation to improve and grow, rather than as a reason to give up or feel ashamed.

Some examples of how people with a growth mindset view failure include:

Failure is only failure if we fail to learn from it
Failure is an opportunity to enhance our skills and knowledge
Failure is a challenge that pushes us out of our comfort zone

However, having/exercising a growth mindset is not always easy or simple. It requires practice, persistence, and support from your leader/manager.

Bouncing back from failure at work can be hard, but itâs not impossible. There are some steps we can all take to recover from a setback and move forward with confidence.

Some of the steps you/we can take are:

Being honest with your superiors and admitting your mistake
Don’t make excuses or blame others for your failure
Find the silver lining (and there’s always one!)
Learn from your failure

Using failure as an opportunity to improve your skill set and potentially become a better leader.

These steps can help you bounce back from failure at work and show that you are resilient, adaptable, and committed to your goals.

Kathryn Marshburn, Music Program Manager

Successful executives get used to failure because it provides so much growth and opportunity to learn. Creating a culture of celebrating failure is important and that starts with humility in the workplace.

While I worked for Spotify, Dawn Ostroff, a C-suite executive at Spotify, would share failures, break them down, and celebrate in our town halls (in front of 3000 employees) where we could learn as a team from the mistakes. I remember seeing the title for her presentation and I was so intrigued and teams across the company were inspired. We took notes on how to not repeat those mistakes, lean into them, and forward progression for new strategies.

When a failure occurs:

Accept it with humility
Gather all the facts
Review how we could improve moving forward
Come to the table with a mindset of failures = possibilities

I believe developing your skills in the practice of losing and accepting is a huge educational opportunity, so your skill set includes being put in uncomfortable positions, so that you can get good at rejection. I believe that people are too addicted to positive reinforcement and we could all grow from learning how not to repeat the failure where the next project benefits from the previous failure.

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.

Michael Willis, Sports Business Operations Executive

No one begins a journey with failure as part of their plan. Caution might lurk, but turning back is not an option.

As executives and leaders, we know that failure is part of success. The real work for leaders begins when you must figure out what works and what doesnât.

The first step is to own the failure. Donât blame anyone or anything else. Take full responsibility for the failure and the action needed to correct it.

Find the fix, and understand what went wrong.

Test the solution from beginning to end to ensure everything works as planned.

Meet with your team to outline what failed. Inform everyone what was done to solve the problem. And share with the team the new protocols going forward.

In summary, everyone on the team must communicate a breakdown or failed system. Leaders canât effectively lead with missing information. Leaders need to lead teams that are invested in the end product.

John Schembari, Senior Education Executive

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âI like to conduct after-action reviewsâor AARsâafter failures on the job.

The AAR process is as follows:

What was supposed to happen?
What actually happened?
Why did it happen?
What are we going to do next time?

What I like about the AAR process is that it is not just about identifying a problem but highlighting solutions/next steps which hold me (and others) accountable for change. This works for project-based failures.

When it comes to leadership failures that are often surfaced in 360-degree/other performance reviews, I like to find mentors/resources in that area and discern what is and what is not in my power to address/change.

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.

John Hoffman, Creative Producer

Being a creative producer in the film and live experiential event industry requires handling setbacks, challenges, and adverse conditions. Therefore, the skill of dealing with failure, or redefining it as setbacks on the job, is crucial for success.

To excel as a creative producer, it’s essential to understand the primary responsibility of bringing a TV or live event concept to life:

Overseeing every aspect of the project
Generating ideas to collaborate with production partners and artists
Coordinating with all teams involved in all phases of the production process

Maintaining a positive attitude and staying focused on finding solutions is essential, and identifying pitfalls and solving problems is a superpower honed from years of experience. Setbacks can be turned into opportunities for growth and success, but this requires clear communication of expectations to stakeholders and realistic goals.

Instead, by approaching setbacks as opportunities for growth and focusing on finding solutions, creative producers can overcome challenges and succeed in bringing innovative and creative concepts to life.

With experience and agility, you learn to expect the unexpected because failure is not an option for a creative producer.

John Hoffman has 15+ years of leadership experience creating and producing video content, branded entertainment, PR stunts, and experiential and live events. At his core, he’s a storyteller who has mastered the creative map and can scale logistical mountains.

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5 Tips For Building Your Personal Brand In The Workplace

March 7, 2023

Even at work, you have a personal brand. What are people saying about you when you’re not in the room? Are you giving off the right vibe to your colleagues and conveying the brand you want to convey at work?

Developing your personal brand is essential for the advancement of your career. It is what makes you special, and how you’ll become more valuable to an organization.

Here are a few tips on how to develop your personal brand:

1. Get Clear On Your Unique Value Proposition

To become respected in your company or industry, you need to be very clear on what unique value you provide and how to connect that to your company’s mission.

Most peopleâand I see it all the time with my interview coaching clientsâare not that clear on what makes them different from others. This is the reason they don’t get the jobs or promotions they are after!

Your brand should be authentic to you so notice your emotions when performing certain tasks and activities. If it is something you have passion and energy for, it should become part of your personal brand.

Spend some time thinking about what makes you different from your peersâyour strengths, your passions, and your goals.

2. Ask For Feedback

What do you want others to experience about you?

You might want to write down 3-5 things you’d want others to experience when interacting with you and then ask a close friend or a trusted colleague to do the same. Are the answers similar? If so, well done. If notâyou have some work to do in terms of branding yourself the right way.

It is important to understand how others perceive you as this will enable you to start sending the right messages to your audience. And having a personal brand is definitely a requirement for leadership positions and will enable you to create more impact.

3. Be Consistent

Everything you do or post on social media ultimately contributes to your personal brand. Once you’re clear on your personal brand, make sure that the way you dress, the emails you write, your body language, and so on are consistent with your brand message.

4. Use Social Media Effectively

Platforms like WordPress make it easier than ever to promote yourself to your target audience. I blog weekly, and I’d recommend that you post a couple of times a week on platforms like LinkedIn and Twitter on topics that your audience will find educational (and will also highlight your experience).

Here is a quick guide on how you can position yourself as an expert so that you get the best opportunities in your business or career.

5. Promote Your Brand In Person

Utilizing social media to build your personal brand is great, but make sure you promote your brand in person, too. Whether it is participating in industry groups, giving talks, or offering to lead a project that highlights your talents, what can you do to promote your brand offline?

If you want to be successful, creating a personal brand isn’t just an option; it’s a necessity. Whether you aspire to get that promotion or land your dream job, creating a compelling and consistent brand will help you meet your goals.

Need more help building your personal brand?

Join our community to learn how to create a personal brand and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.