When I first considered human resources as a focus in college and as a career path, I always felt the intense desire to be that person that found the potential in others. I wanted to find that perfect person for a company’s needs. I wanted to find that connection and help companies discover a person’s hidden talents that may have been overlooked. I wanted to hone in on those aspects to a person, learn their passions, and help them foster it. I wanted to be the reason why a company had progressive employees. It wasn’t just about talent acquisition for me. It was about improving the internal team. These individuals weren’t going to be just another employee- they were going to be the people that made the difference.
As I got more involved with human resources, I started to realize that in order to succeed, you had to build a relationship. As I thought of my own personal relationships in the past, I thought about the best and worst aspects of them. I recall growing up and having those highly emotional, yet highly destructive relationships. You know, the ones that you feel like you’ve just sunk yourself into a black hole and it will take forever for to build yourself up again. When I matured a bit more, I realized that all relationships don’t last forever and that the best thing I could do is to try to be supportive to the other person in the relationship. Let them build themselves up as an individual so if things didn’t work out, they wouldn’t be left with nothing. They wouldn’t have to start over again.
I feel like these aspects are very similar to an employer/employee relationship. I’m sure we’ve all experienced some sort of negative situation: the employer didn’t care; you hit a glass ceiling; it was a hostile work environment; your employer was underutilizing you; and so on. I’m sure you’ve experienced the times when you were disengaged, dreading to go to work. I’m sure there have been times when you wanted to just give up because it didn’t seem like anyone noticed or recognized your efforts anyway, so why not put in the bare minimum. I’m sure there were also times when you had positive experiences. Maybe you still talk to your previous employers or coworkers. Maybe you also talk highly of them and would have stayed with them if they had the opportunities that matched your professional goals.
As an HR professional, I’m wondering what we’re doing to change these employees’ experiences into a positive one. With the way the world of work has changed, it’s becoming a common trend for employees to move on from an employer within a few years, whether it is voluntary or involuntary. What are we doing to make them feel like they’re a better person and employee by the time they move on? Are we developing those relationships? Are we giving them the resources and tools they need to build themselves up? Are we utilizing their untapped skills so they feel like they’re making the most of their time and effort?
I never wanted my experience in HR to be about “policing” employees. I didn’t want to be the warden of policies and disciplinary action. I didn’t want to be the one putting up so much red tape that employees felt stuck. HR has the ability to do something greater for their workforce. They have the ability to help with career progression. I want to know that my efforts impacted my employees’ lives so when and if they do leave the company, they are leaving with something more than what they came in with.
Alright, the economy really did a number on us as employees. Many of us have lost jobs or were in fear of losing it. We took pay cuts, benefit cuts, and worked extra hard to compensate for being under-staffed. Some of us had to take crummy jobs after crummy jobs just to make sure our mortgages were paid and there was food on the table. Some of us even wondered if we’d ever find a stable job again. I say- enough! I’ve been there before and I know it’s rough. But 2013 is a new year and with last month adding over 100,000 new jobs into the mix, we’re hoping things are looking up. With that being said, it’s time to switch gears and start getting career-minded rather than “job to get by”-minded.
Building yourself up to get ready for your career and achieving your career goals does not happen overnight. It is an ongoing process. So, what should you be focusing on to help you get where you need to be? Here are a few ideas:
- Personal Branding: resumes are becoming redundant and often highlight what you done rather than your career path intentions. It’s time to stand out of the candidate-crowd and get people to know you for what you WANT to be known for. Get involved in activities, groups, or conferences that can help you gain skills and network. Get exposure on social media. Start TALKING about it.
- Be about it: maybe your personal brand won’t land you the dream job right off the bat, and that’s to be expected. Your relevant skills might be a bit rusty or maybe you need to develop new ones to keep up with the way the industry had changed. Internships, projects, and volunteer work are never below you- remember that. Some people’s pride and ego get in the way from taking on these seemingly innocent projects/roles. But the truth of the matter is; these situations help you build the skills you need to be an attractive candidate.
- Learning is continuous: so be sure to add to your talking and doing by learning. Think of it as being extremely well-rounded. Your mind needs to be sharp and up to date. Be sure to find learning opportunities, whether it is to take classes, read business books/blogs, or simply join in a discussion relevant to the career/industry you’re targeting. This can keep you fresh and be ready to contribute useful ideas/insight when you have the opportunity to shine.
- Build your network: doing all of these steps will be pretty useless if no one knows who you are, where you’re located, or what you’re striving for. It will also be useless if you have no idea what feasible options for you are. Build your network of contacts, get to know them and let them get to know you. Simply building and maintaining these contacts can help them reach out to you if opportunity arises or they can even help guide you so you can ensure you’re taking the right steps towards your goal. Your network will be your support, your mentors, your key to opportunity, or just a good conversation.
Your career isn’t a fleeting thing. It is your future, and a long-term future at that. Take care and pride in these steps to help you reach your goal in the most ideal way possible. 2013 will be the year that you will focus in on your potential and strive to be the best version of yourself. Take action!
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Storify : Lose job, keep career
5 Powerful Career Drivers for the Future of Work – Forbes article by Meghan M Biro
Recently, I had the pleasure to discuss some human resources, management, and leadership topics with Nick Sarillo, founder and CEO of Nick’s Pizza and Pub. He initially reached out to me regarding my passion for company culture and engagement and conversation took off from there. I absolutely loved his outlook on how he manages his employees and he even was kind enough to share some links to articles discussing this. Today’s blog post will discuss one of Nick’s qualities in terms of management: managers should be coaches.
I think many of us can remember back when we first entered the workforce and were simply trying to figure out how to gain the skills to be successful at our jobs. I’m sure we’ve all had the situations where a boss or manager were maybe a little too harsh, too impatient, or too judgmental when it came to a task we hadn’t quite mastered yet. I know that myself and many others would feel a bit deflated in these types of situations and maybe even had a sense of doubt of whether or not we’d ever get it down. Even if you aren’t a new employee and have been working for several years, these types of situations still can arise. But what can managers do to make it better?
Nick had told me about how he coaches his employees and manages them by “trusting and tracking.” He decided that the best way to help engage his employees is by training them thoroughly and giving them all the necessary skills and knowledge they need to perform a job duty. From there, he stands back, let’s them take charge and be accountable for the results. He noticed that this method had helped employees take pride in their work and actually take more initiative when it comes to their growth and development.
Nick built on this method, taking the time to update his training and then allowing his employees the space to develop their roles. Although Nick trusted his employees to progress, he still made sure he monitored them to help them in areas that they were struggling in. Even if he needed to step in, he still made sure the feedback was positive to allow the learning and training experience be a good one for his employees. Some tips that Nick suggested in regard to this are:
- Make sure you are not giving constant orders and criticism.
- Offer training, coaching, support, and positive reinforcement.
- Build training systems into your company and management.
- Provide helpful feedback on a regular basis.
- Make expectations clear, track progress, celebrate met goals, and give help when needed.
I was very inspired by this management style and was happy to hear that Nick stuck with it even though other business owners (including his own father) told him he was crazy. This style has helped Nick’s business become one of the top 10 independent pizza companies in the United States. Moreover, Nick has some of the lowest turnover found in this industry.
-Nick Sarillo is the founder and CEO of Nick’s Pizza & Pub in Crystal Lake and Elgin, Ill., and the author of A Slice of the Pie: How to Build a Big Little Business (Portfolio; hardcover). www.nicksarillo.com.
Bosses Should be Coaches not Cops
Nick Sarillo’s book, “A Slice of the Pie” on Amazon.com
Last Wednesday’s #TChat touched upon the multi-generational workplace. The discussion talked about how the workforce is changing and now includes Gen Y, Gen X, and Baby Boomers all within one workforce. As expected, a good portion of companies can feel some strain caused by the differences of the generations. So what’s the best way to understand one another and open up chances to collaborate? Create opportunities to mentor one another, and that includes reverse mentoring.
Typically, Gen Y is mentored by the older generations because they have had more experience in the working world. Although this makes perfect sense, it is also very important to allow Gen Y to also mentor Gen X and Baby Boomers on the things they are “experts” at. Essentially, everyone has the ability to teach one another but you must create a workplace environment that encourages this type of mentoring.
- Create weekly or monthly meetings where different generations can host a “Lunch and Learn” session.
- Assign groups of people who represent different generations to collaborate on different projects.
- Create learning events almost similar to speed dating: have set tables for different topics and have your employees move around and learn from one another.
- Create incentive or recognition programs for those who go above and beyond to teach others things that will benefit the company.
Opening up these opportunities can help generations understand one another and truly respect what individual attributes and qualities they possess. These ideas can help open up the minds of those in the workplace to show that we honestly can learn from one another, despite if you are a seasoned professional or a recent grad just entering the working world. With this mentality, businesses can benefit and grow together.
Here’s a #Tchat Recap for your viewing pleasure.
Thanks, Sean Charles, for the schnazzy picture.
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