Virtual Goods Summit

Necessary coaching skills for managers and leaders

14th April 2021

Employees no longer work alone to keep their jobs. You want to work to be a part of something bigger than yourself. Great leaders know how to create a sense of belonging to a group and influence motivation. The path goes through important coaching skills.

What are effective coaching skills?

Effective coaching skills are developed to help others achieve personal or professional goals. A leadership role or leadership role, effective coaching skills support both the individual and the company.

Empirical evidence of the effectiveness of such skills has traditionally been an obstacle to progress. Fortunately, more and more empirical studies have been conducted to explore the benefits of coaching.

Coaching skills are created in all disciplines to help others (Beattie et al., 2014). The most coveted management coaching skills are hierarchical coaching. It proved to be the most effective learning and development work in organizations after five years of research in the UK.

The benefits of coaching are far-reaching. Coaching allowed all organizations to enjoy improved performance, team cohesion, increased commitment, improved conflict resolution, and increased motivation. For coaching to be effective, skills are developed and maintained within the organization.

Don’t be a theater fan if you want to motivate your team. The ability to control the ego at the door before interacting with subordinates is crucial. Effective leaders rely on interaction but do not make progress with themselves.

The team is hired based on expertise and skills. Creating a movement towards common goals in a company requires respect for the people who are present in the performance of their mission. Respect brings respect. Building a relationship is an effective coaching skill that begins with respect and trust.

Proper application of the democratic method and location of open questions are skills that leaders must always have. They allow the team to leverage their strengths for the benefit of the entire organization. Open-ended questions add perspective, and a more open prefrontal cortex is better than one.

Coaching skills for managers and leaders

Executive Coaching Skills Here are some ways to use effective coaching skills in the roles of supervisor and leader.

These skills are practiced, but the improvement in team cohesion is seen almost immediately. Everyone has had a “boss” who broke your mind. These are employees who wanted ways not to be that guy.

Listen to motivating conversations with the group and replace them with celebrating prestigious work and accomplishments. Take the time until everyone knows they will hear and appreciate your organization. Personal communication helps your team do the right things to achieve common goals much more effectively. Every employee needs to know that they are helpful.

A manager with effective coaching skills will not waste orders. Collaboration is seen as a guide in a well-trained organization. The more the team is actively involved in advancing the team, the better this team will perform.

Healthy stress increases skills and self-confidence where overpressure causes pain. Don’t whip your team. Employees respect a hard-working leader rather than fear the leader. Setting a good example is incredibly important in an organization. Teams that feel stress-sharing are much more likely to be motivated to move forward. Transferring responsibilities is a great way to introduce healthier growth thinking to a team.

Punishment does not disappoint because it is part of success. Coaching an employee in the event of a mistake is a much better way. No one has ever had to be somewhere best without being wrong along the way. An effective leader gets his team out

Provides interesting and challenging work

14th April 2021

Whenever possible, you need to be flexible in redefining job descriptions to give your employees the opportunity to take on new and challenging jobs. The right challenge can encourage employees to move outside the comfort zone. It can support higher motivation to learn and develop. Instead of imposing rigorous role descriptions on employees, you expose them to new roles and you may end up among employees who want to learn and develop their skills.

Provide customized training programs

Each member of your team has unique qualities, skills, and experience, so it’s the best way to fill any gaps by offering customized training programs. Employees ’commitment to consistent training programs – even if training does not improve their professional performance or career prospects – can lead to frustration. On the other hand, if you assess the shortcomings of individual employees and give them the opportunity to learn the areas they need, you can motivate them better and get the best training outcomes.

Perform regular performance reviews

Regular performance reviews allow you not only to evaluate employees and provide valuable feedback, but also to encourage employees to learn and grow. Consider performance appraisals as an opportunity to identify potential skills gaps and motivate employees to acquire additional skills. Also provide the necessary training and when they have completed their training, monitor staff to assess their performance. Don’t forget to give positive feedback on your internship results as it also encourages you to look at education and learning in a positive light.

Are you interested in employee career paths?

You can increase your employees ’motivation to learn if they are really interested in their careers. Read more about their professional goals and help your employees achieve them. Tailor training programs, especially individual training programs, to employee goals and objectives. When they get career opportunities and what they learn supports their professional goals, employees are naturally motivated to learn.

Find ways to increase and show self-confidence

As a team member, provide the opportunity to lead and manage their work as and when needed. Look for ways to empower them and make them feel beyond the boundaries of their job descriptions and conventional expectations. By letting them do more and exceed their comfort zone, you are supporting their growth in the workplace. This will allow employees to develop more confidence in their own skills.

You need to include a feedback loop in your efforts to keep employees motivated. This will give your employees the opportunity to continue learning and growing, succeeding well in the workplace, and gaining the confidence, positive feedback, and strength they need to continue to grow.

Consider employee feedback

Receive regular feedback from your employees on training and development projects and use this feedback to support your training decisions. For example, if members of your team question the relevance of a particular training module, be open to their feedback and adjust the approach as needed.

Create a culture of openness where employees want to talk about their experiences in training and development programs. Make it clear that employees should contact you when they are concerned about the areas of research they want and ideas for training and development in the workplace. In this way, employees feel they are pursuing a training program and not frustrated with not listening to their point of view.

Provides mentoring opportunities

Coaching and mentoring give your team members invaluable growth opportunities in the workplace. They are also a great way to engage employees, build a confident and respectful corporate culture, and avoid big sales. Individual coaching and mentoring can provide employees with a reliable and safe place. Regular contact with the mentor

Practical strategies to motivate your employees to learn and grow in the workplace

14th April 2021

Integrate staff development into strategic planning

Make employee growth and learning part of strategic planning. In practice, this can mean that workforce planning is tailored to your company’s goals for the coming year and beyond.

When defining what your company wants to achieve, work at a high level to ensure that work management planning – including employee learning and growth programs – is tailored to your strategic goals. Following this top-down approach, your HR development initiatives are tailored to their goals, and your entire organizational culture values the development and learning of your employees.

Form learning and development

Formalizing learning and development can be part of integrating work management planning into strategic planning. By training and developing staff (for example, through personal training programs), you ensure that adequate resources are allocated to training. This cultural focus on learning and development enables employees to identify learning and growth as an integral part of their workplace.

For example, DeakinCo. offers a variety of professional skills designed to improve employee skills and performance, and covers a number of areas such as self-management, communications, digital literacy, data analysis, and more. These blended learning solutions are a great way to improve employees and measurably improve employee performance through workplace learning.

In addition to training and development, you can engage employees in the learning and development program through performance appraisals and regular discussions about their current responsibilities and future career paths.

Incentives and recognition of employee performance

Managers have an important role to play in motivating employees to learn and grow, but the role must complement incentive and recognition structures. Design an incentive system for your organization to reward and recognize employees when they exceed performance levels. If an employee does a good job in the workplace, make sure he or she is rewarded for it.

Offer both financial and inherent benefits

A mix of financial and inherent benefits can be included in an employee incentive plan. Employees are more motivated to grow and maximize work input in the workplace when they are motivated by both internal and external rewards. Notice how employees respond to inherent factors such as a sense of accomplishment, a sense of accomplishment in a demanding task, and a sense of appreciation.

Even the opportunity to complete an internship and further training can be an award in itself and not a professional requirement. By emphasizing the inherent value of learning and growth, you can motivate employees to succeed in continually growing and evolving in the workplace.

Premium growth and training

Fostering a culture of continuous learning in the workplace has become a business necessity for all organizations that want to secure the future of their business. To this end, be sure to identify and reward not only employees who have achieved KPI but also employees who show a thirst for continuous learning and development.

Rewards can be financial or inherent, and if they are financial, remember that they don’t have to be expensive. A $ 100 gift card for successfully applying new skills can be all you need to show your employees that you value those who learn and grow in their workplaces. Over time, these small activities can help you foster a culture of lifelong learning in the workplace.

Make education an award

Instead of emphasizing training programs as mandatory employee training programs, set them as a reward for the best. Free on-the-job training can create new jobs for your employees, so it’s not hard to provide learning and development opportunities as a reward or a commission. Training opportunities can be used as an incentive

What soft skills employers are looking for

14th April 2021

If you are successful in the company or preparing for new opportunities, it is important to develop and maintain a variety of skills that will add value to your workplace. Although qualifications vary by work experience and education, according to CareerBuilder, 77% of employers are looking for graduates with more than soft skills. You’ve probably noticed that they occur in the workplace combined with technical qualifications. If you have the soft skills that employers are looking for, you have a strong competitive advantage.

What are soft skills?

Soft skills are more social than technical and reflect a person’s ability to get feedback, lead an organization, solve problems, and collaborate with others.

While the technical skills on your resume can give you an interview over the phone or in person, it’s important to keep the job when you have it and it can be transferred to another job or career. A study by the National Soft Skills Association shows that 85% of success in the workplace is due to well-developed soft skills. Sounds like this know-how is pretty important!

Relationship skills

There is a difference between the ability to work in a team environment and the desire to work with a team. If you have strong interpersonal skills, networking with people, and effectively managing success and conflict to get a job are valuable benefits for employers. Personal performance is great on your resume, but it’s just as important to show that you can work with others.

Communication skills

Communication is more than just talking to colleagues. It’s about expressing clearly and appropriately, whether you’re convincing a board member or taking the time to explain the task to your employees. This gentle skill also includes active listening, strong writing, and nonverbal communication.

Ego

Have you ever been asked in an interview, “What is your biggest weakness”? Being able to look at yourself from the outside forces you to understand your self-esteem compared to what is really going on – and helps you refine your natural instincts as you react to the situation. If you tend to react too quickly (or wait until the last minute to meet the deadline), accept these traits and develop yourself. By maintaining a confident mindset in the workplace, you can maintain better relationships with supervisors, project managers, and other colleagues and ultimately create harmonious environments.

Emotional intelligence

Your social skills, self-management practices, and general presence provide clues to your emotional intelligence (also known as EQ) when hiring managers. While you may not see emotional intelligence in job description requirements, an equalizer refers to a person’s ability to control their own feelings and notice the feelings of others.

patience

If you feel rushed over a project or are stressed over time, can you step back and come up with a clear, organized approach to accomplishing the task? The ability to breathe deeply and set realistic goals for yourself is important to maintain patience as you work with yourself and other accomplishments. It also helps if you get an overview of the project and get an idea of why things are taking longer than desired.

adaptability

Maintaining soft skills is not just about new employees. In today’s technology-driven business environment, the desire of employees to keep up with the latest news and adapt to the latest technology is vital to business development. To succeed, you must have a passion for continuous learning and strive to stay involved. If you have an open mind and are willing to adapt, set your own limits!

Project management

Organizing and being able to plan, implement, and support projects effectively is a very effective soft skill to maintain. Hilary Atkinson of the Project Management Office says the most desirable trait is the ability to handle multiple tasks and lead a team. Remember that everyone who is dependent on and influenced by you, such as stakeholders, customers, is the last

5 ways to support the career development of employees

14th April 2021

Even in times of uncertainty, managers should not underestimate the importance of supporting employees ’career development. Therefore, they may undermine morale and productivity by making talented employees feel valued. And in the long run, a company may have to lose these depressed workers after competition once the job market has recovered.

Use the following strategies to show your employees that they support both companies and managers as they want to grow professionally and pursue a career:

Personally consider your employees ’career goals

If you lead a remote group, you know how important it is to be in regular contact with your colleagues. This interaction should include regular meetings with team members in person to keep you in line with their professional goals and expectations. This type of management support can make employees feel valued – and increase productivity and loyalty.

Help employees map out a potential career path in the organization so they can better visualize their future in the company. Identify achievement specific milestones and support resources that employees are likely to need along the way. The boss’s clear, direct, and consistent communication about career development can help employees feel more committed.

Promotes virtual education and learning

Vocational training and continuous learning help employees in their career development. So you encourage team members to attend relevant business courses and workshops that contribute to their professional development. Virtual learning opportunities are a must for many teams right now, and thankfully there are many affordable opportunities available. (Although budgets are currently thinner, keep in mind that investing in employee career development can generate a strong return on investment for your business.)

You help your employees not only address individual needs and develop specific skills, but also help them stay involved in the industry. A cost-effective method that is easy to arrange is to host lunch and learn sessions with external or internal speakers. Also give your employees time and flexibility to participate in virtual industry events. Consider asking these employees to tell their peers what they learn from these events.

Promoting mentoring and job shadowing

Establishing a formal mentoring program can be one of the smartest steps a company can take at any time – both for itself and for the personal and professional growth of its employees. Mentoring can also be an effective tool for hiring outside workers.

While mentoring is often seen as transferring knowledge from permanent team members to less experienced employees, mentoring is a two-way street. While supervisors can provide less experienced colleagues with well-deserved insight and professional advice, they can also benefit from new perspectives and technological expertise from new employees.

The roles of employees are changing

The human brain thrives on variation, and job rotation is a smart way to awaken the daily lives of workers. Consider giving employees the opportunity to work in different departments or functions. (A job rotation program can make it easier.) These opportunities help your team members acquire new skills, become more grateful for their colleagues ’actions, and have a deeper understanding of the company.

Job exchanges can also be an effective way to increase interdepartmental collaboration and build relationships with an external team. And the organization benefits from a more diverse workforce.

5 ways to develop your skills at work

14th April 2021

In today’s competitive job market, it is so important that you continue to learn and grow. But guess what? Time is running out. Doing the work on a daily basis is hard enough, not to mention planning for the next stage of your career. But if your career is a priority, it’s important to find ways to learn and grow so you can advance in your career and develop your skills.

If you’re looking for a quote or upgrade, prove that you can add value. The best way to do this is to constantly maintain your skills and abilities that show that you are worthy to rise and be promoted.

Here are five ways to develop your skills at work and advance in your career.

Get a mentor and become a mentor

Keeping a mentor at work is critical to gaining new skills and knowledge. A good mentor will help you solve some of the challenges and obstacles you face. The best mentors will help you find the next steps that are right for you and help you overcome obstacles that are right in the blind spot.

Good mentors are people who tell you what to hear and what not. They will give you the right feedback that you need to fill the blind spot in order to move forward.

Mentors are important in advancing your career. They can expose you to new experiences and insights.

In addition to finding a good mentor, you also need to find a good mentor. In many cases, managing people means the next step in your career. The best way to practice is to control another.

When you become a mentor, you share what you learn with others to help them move forward. You will learn a lot about motivating people and learning new skills if you can also act as a mentor in the workplace.

Raise your hand to new challenges

When you see new opportunities to learn new skills, choose it. If there is something in your company that you want to learn and you see an opportunity to learn these skills in a particular project or new task, you need to learn to master it.

If necessary, do a little more to learn the new skills you need to move forward. Remember, it is not aggressive to seize a new opportunity. It is useful, useful and valuable. People who develop in their careers are looking for ways to smoothly find new learning opportunities.

When a new project appears and it adapts to the skills you acquire, raise that hand. Tell your supervisor or staff team that you want to learn new skills or gain new, more advanced experiences. Be aware of what you can offer for the project, and get involved.

Reading, reading, reading and finding problems to solve

Sometimes you don’t have to do a lot of movements. We understand that, we recommend that you read everything about your industry and your industry.

Investigate everything you need to know about your business and your competitors. Know your company’s business goals and unique outlets on your back. Become an expert on these issues and talk about it. Think of some solutions to important business challenges.

To be fair, if someone on my team comes to me with a solution, he will be noticed. If there aren’t a lot of special projects coming up, you can develop and create your own special project knowing what challenges you can solve for the company. This is how you learn new skills and stand out for taking the time to solve a business problem.

Make friends (network) in other departments

Often, new skills are outside your department or area of influence. Think of internal networking to eliminate this. Meet people in other departments, other offices and other teams. Be curious about your department. Learn all about their jobs and skills. Find out how they acquire these skills, and see how you can apply there in your spare time to develop the skills you want to use to expand your career.

5 steps to developing soft skills of employees

14th April 2021

Soft skills are just as important as hard skills in the workplace. Hard skills are measurable and are generally considered technical skills. Soft skills, on the other hand, are more difficult to measure and include people’s skills or interpersonal skills and how you treat or interact with others. Soft workplace skills typically include leadership, communication, teamwork, emotional intelligence, time and stress management, conflict and anger management, critical thinking, change and diversity management, presentation and negotiation skills, listening skills, self-motivation, and so on.

judgment

Assess the training needs of your employees. When making an assessment, it is good to remember that your organization has different staff and departments. An employee who starts as an intern has different training needs than, for example, a senior management employee. In addition to building customer relationships, call center staff should consider expanding them to departments that teach these skills, such as receptionists and secretaries.

Emphasize employees and their development
As a human resources manager, you recognize an employee’s potential. Some employees stand out from each other, and with leadership development or good time management skills, certain employees become a leader. A technical staff that has a lot to offer in terms of advice and experience may not have the right soft skills when promoted to board level. In this case, the initial investment in developing their skills ensures that the company receives long-term benefits.

Learn soft skills intelligently

Make sure you work with a reputable and recommended soft skills training provider. The Mindspa Institute can tailor each course to the needs of your employees. Employees who know their company invest in developing their skills feel that they are not just a figure, but that the company cares. Mindspa also offers a “on-the-job training” method where the company does not have to send employees for training, but they are cared for and trained in the performance of their daily duties in the office. This will help employees apply the skills they have learned in the situations that arise there. The advantage is that companies do not lose productivity.

Hire people who want to learn

Hire graduates who want to learn from scratch. Potential employees who not only seem eager to expand their knowledge, but who are willing to go through the mentoring process will be of great benefit to your company. Author Peggy Klaus: “Soft skills get a little respect, but they make or break your career.”

Teach in a way that employees understand

As you know from school, different people learn differently. Training programs must be relevant and draw the attention of employees. A partner with a training company that can communicate and present different generations, cultures and genders in different industries and regions.

Job satisfaction and long-term success are determined by the development of soft skills. Soft skills can be easily developed through training. HR managers need to proactively develop these skills in their employees. The Mindspa Institute has a national footprint and makes the task less challenging for HR managers. Visit www.themindspa.co.za to see all the soft skills courses available.

Resume and Curriculum Vitae: Here’s What You Need to Know

29th April 201822nd August 2018

Resume

A resume is a document that provides a summary of an applicant’s qualifications for a particular job. A good resume increased the potential of the applicant to be interviewed. According to experts, only 2% of the total number of job seekers make it to the job interview while the 98% are eliminated during the initial resume screening.

What are the resume guidelines?

There are several types of resumes that you can use in applying for jobs. It depends on your personal and professional circumstances. You can choose a chronological, combination, function or a targeted resume.

Length

The maximum length of your resume should be two pages. However, most employers prefer a one-page resume.

Font and Size

Choose the simplest typeface that can be easily read by the recruiter. Times New Roman, Arial, and Calibri are some of the best fonts. Your font size should be between 10 and 12 points. However, it depends on your spacing as well. Just make sure that it is readable. You can also make your name and section headings bold and a little larger.

Page Margins

The standard page margin is 1 inch on the top, bottom and left and right sides of the page. However, if you wish to fit everything in one page, you can reduce the margin to 0.5 on each side.

Layout

There are different ways on how to design your resume. But the main target is to make it look professional. Also, everything should be organized and uniform. For example, you should be consistent in making your headlines bold or italicized.

Accuracy

Before printing your resume or saving it as a .pdf file, make sure that it is error-free. Check the spelling, grammar, tenses, names of people and companies and the layout of your resume, among others.

What to include?

In organizing your resume, here are the sections that you should not forget.

Identification

To start your resume, of course, you should write your full name. Follow it with your address, telephone number, and email address. Use your professional email address. You may also include your other accounts (LinkedIn, Facebook, etc.)

Objective

This section is optional, however, it is ideal that you include your objectives after the identification section. In writing your objectives, keep it concise and specific. State your desired job or field and the things that you wish to accomplish for the company.

Education

In this section, write all your educational attainment. Write in reverse chronological order, with the most recent degree you attained first on the list. Include the name of the institution, its location and your date of graduation. Also include major and minor fields, GPA, honors and notable accomplishments.

Work Experience

Again, in writing your work experience, write in reverse chronological order, with the latest job first listed. Include the name of the company, your position and the date of employment. Apart from your employment history, you may include internships, volunteer work, and training.

Skills

Lastly, write all your skills, especially those that are relevant to the position you apply. This may include the foreign languages you are familiar. Rate these skills according to the level of familiarity – beginning, intermediate, proficient, and fluent.

You may also include in your resume your hobbies and interests and your references.

AVOID!

Do not include some irrelevant personal information like birthday, height, weight, marital status, names of children and salary history, unless the job requires it.

Curriculum Vitae

A curriculum vitae is a Latin phrase that means the “course of my life.” It is like a resume, but more detailed. Most companies require a CV as it is used in screening applicants. Thus, it is important that your CV be clear, concise, complete and up-to-date.

What to Include in a CV?

Similar to resume, CV has personal details, contact information, education, employment history, and skills. But to make a more detailed synopsis of your background, including the following information:

Grants
Scholarships
Training
Internships
Study abroad
Dissertations
Theses
Research
Publications
Presentations
Exhibitions
Awards
Honors
Accomplishments
Technical, computer, and language skills
Licenses
Certifications
Memberships
Hobbies and Interests

AVOID!

Again, do not include your photo, your salary history or the reason why you left your previous job. It is also advised that you separate your reference list when you pass your CV.

Tips for writing cover letter

Constantly revise your CV

Do not just write your CV once. Always perform several revisions of your CV. Make sure that you update it with your latest employment, certifications, training, etc. Also, proof your CV to make sure that it is free from any typographical errors, grammatical errors and misspells.

Keep it short

As much as we want the recruiter to know us better, keep your CV brief and concise. Instead of too many details, summarize your employment and education history. Use formal and well-written language. Avoid slang and abbreviations.

Inasmuch as possible, your CV should be at most two or three pages. It is also advisable that you make use of bullet points rather than full sentences to minimize your usage of words.

Be honest

It can be tempting to sensationalize your CV to make yourself sound better. But remember, integrity is very important in the workplace. If you cannot be honest with your CV, then there’s no reason for the company to trust you.

Moreover, companies conduct a background check. They will get in touch with your references to know more about you. If they will find out that you are fabricating some information in your CV, then expect that you’ll be rejected.

Make it look good

Lastly, make it look professional. Now, CVs are becoming more creative, being done in graphics editors. As long as every detail is structured and it doesn’t look messy, then it is a good-looking CV.

You can also search the internet for some samples of resumes and CVs so that you can use them as your template or basis in creating your own.

How to Negotiate Your Salary When Joining a Company

19th March 201822nd August 2018

The situations which keep people from asking for more money at the current job are many and this is only one reason why negotiating a better salary when starting a new job is the safest bet. Especially if you’re attempting to get a job at some of the more progressive companies in the world, like Spotify or Casumo.

Here are some ideas on how to handle the situation and make the best of it.

GO PREPARED

Let’s say that the job is yours and all that is left to do is to negotiate the salary. The best thing to do is to prepare, for yourself, a very honest appraisal of your performance at the former place of employment.

Think long and hard about what you used to do, how much of that was properly compensated and what you would have liked to change.

If your job description said one thing, but you ended up taking on various other tasks for the same money, you can add this to experience and demand for fair pay for your skills. If there is little chance of this happening in your new job, then make a proper assessment of the job and how well you can do it.

TRY TO FIND OUT SOME ON THE OTHER SALARIES IN THE COMPANY

We know that salary confidentiality is a big thing and that HR departments will keep things under tight wraps. However, some information may still leak, and it would be great to get an idea of the general level of salaries.

There are two perils here. You either ask for too little from a company that affords to pay you more, or you have too high expectations from a company that is more renowned than generous. Asking for too little means both an under evaluation of your own skills and a risk of giving the employer the idea that you are not worth the effort.

Asking for too much might get the employers thinking that you are too expensive for them to afford.

A good idea would be to track down former employees and talk to them. If people are still too reluctant to give away information, you can at least run by them some numbers and see how they react.

CONSIDER PERKS

Some companies may be reluctant in giving their employees more money, but they might be ok with throwing in some perks.

As far as negotiating them is concerned, it all depends on what you think is a perk. A company car, a laptop, a phone, a great position that can open the way to new opportunities for you, access to some great company resources and learning opportunities.

However, keep in mind the fact that these learning perks can only go as far as a certain point in your career. Not to say that you ever get to a point where you do not need to learn anything anymore. But that at some point, your skills must be acknowledged and compensated accordingly. While accepting learning opportunities is a young man’s game, an established professional takes his training opportunities separate from the compensation he is due based on years of already added experience.

DO NOT COMPROMISE ON YOUR OWN FREE TIME

One big mistake many people make is to accept the idea that the employer is making a financial effort or an exception upon hiring them, and that they constantly need to do over time and to push back getting any days off.

This is wrong as the salary you are negotiating is for the work done within some parameters – your experience, the time spent at the office, the job description. Selling your free time for a higher salary negotiated in the beginning is wrong because if extra time is what you are already offering, what will you offer when you want a raise? When will you find the time to make an extra effort?

What is more, vacation days should also be considered perks and it would be a good idea to discuss a bit about company work policy.

DISCUSS BONUSES, PROMOTION CALENDAR AND POSSIBLE RAISES

It sounds too soon? This couldn’t be less true.

Do not take for granted the fact that employers will pay you more or promote you all based on their own will. You need to ask about these things and even get a promise for a potential salary increase. This gives you a good opportunity to start the conversation when you feel the time has come.

Changing the job is a great opportunity to get more money. If you play your cards right, you can even show your new employer just how professional you are.

Reasons Affecting your Productivity and How to Be Motivated

4th March 201824th October 2022

It’s Monday again!

Most of us are having a hard time starting our week by going to work. It feels like a burden to visualize another five days of sitting the whole shift in the office while waiting for Friday night. Some of us are even tired of waking up early in the morning.

Well, it’s actually normal. We all get tired at some points of our lives. But it doesn’t mean we need to stop. We just need to find our motivation. Without motivation, we will not be able to work efficiently. It will also affect our productivity and the outcome of our work.

What affects your productivity at work?

Absence of growth opportunities

Employees will get tired working if they know that they are limited to doing the same thing every day for the rest of their career. According to Robinson, Ph.D., from Advanced Leadership Consulting, every employee needs growth opportunities to fuel them to be productive at work. If they don’t feel challenged and there are no avenues for them to develop their skills, more likely the employees will leave the company.

Lack of recognition

One of the factors why employees are not motivated to work is the lack of recognition. This also includes awards, benefits, and privileges in line with accomplishments and achievements. According to the analysis of Gallup organization, employees who do not feel recognized are twice likely to quit their job in the next year. Recognition motivates employees to work harder.

Outdated systems

Another factor why employees are becoming unproductive because of outdated systems. Some companies still do not automate most of their operations which leads to burned out employees. Every thriving business should consider purchasing computers and software that will make employees more productive and efficient.

Unfriendly colleagues

The relationship between employees is a crucial factor towards work productivity. If employees do not practice teamwork and cooperation, then they are not united in achieving the company goals. They work in separate ways and in varied concepts. According to the research of Gallup organization, one of the factors why employees stay is because of their “best friend” in the organization. Good relationships in the workplace retain employees.

Health problems

Of course, you cannot be motivated to work if you are sick or ill. Gallup-Healthways Well-Being Index surveyed 94,000 employees across 14 major occupations in the United States. They have found out that 77% of the workers that have chronic health conditions (asthma, diabetes, cancer, and obesity, among others) contributed to the $84 billion total costs related to loss of productivity.

No work-life balance

Lastly, employees will likely be unmotivated if they find no more time for their personal and social life. If the company itself does not promote work-life balance, it will be a threat to their employees. Every worker should work at least 40 hours per week. No more calls after the shift. The employees should be given their respective freedom to attend to personal concerns or engage in various social activities.

How to motivate yourself?

According to science, a neurotransmitter called dopamine is not just related to providing your pleasure or the sense of satisfaction, it is also strongly linked to motivation. According to a research, “go-getters” or those who worked harder than others are found to have higher levels of dopamine compared to the slackers.

So you may find yourself losing all your inspirations in life, making it difficult for you to find your determination. Well, do not lose hope. Keep the fire burning and motivate yourself to work harder towards the achievement of your goals.

Get rid of excuses

Excuses may be your best friend, but most of the time, it is the greatest enemy of your productivity. Ask yourself, do you really want to stop working because you just want to do nothing and earn nothing as well? Get rid of all your excuses and get back to the track.

Put your goals in mind

Always remember the reason why you started on the first hand. Put all your goals in mind. Of course, everybody wants to succeed. But if we lose focus into what we are doing, we might delay the achievement of our goals. Let our goals fuel us and motivate us to work harder.

Make a to-do list

Every day, we have a lot of tasks and duties to fulfill. We might stress ourselves thinking about how to get these things done. First, take a deep breath. Relax. You’ll finish them on time. Organize a list with all the things you have to do. Make a deadline for each task so that you can utilize your time properly.

Get started

The hardest thing to do is to get started. Sometimes, when we sit in our chair, we tend to do a lot of irrelevant things. This includes checking our social media accounts, eating, watching YouTube videos and stressing our mind with all the things we should do. STOP! You are wasting time. Get started and finish on time.

Take a break

If you think you are really burned out, then take a break. You can leave your desk, Stretch for 10 to 20 minutes. Go outside and take a look at your environment. If you are ready to resume working, then simply go back to your desk and get started again.

Stay healthy

According to a study by Monster.com in 2014, 42% of 1,000 workers said they left their job because of a stressful environment. 46% said they lacked sleep due to work-related stress. Plus, 61% of them believed lack of sleep caused them illness. Take care of yourself. If it is impossible for you to achieve 9 hours of sleep, then aim for at least 7 hours. If you are healthy, you are happy to work.

Be with hardworking people

Another effective way to motivate yourself is to surround yourself with hardworking people. Be in an environment where everyone wants to finish all their tasks and obligations on time. Be inspired by these people who have goals in their minds.

Be positive

Lastly, be positive. Know that all your hard work will soon pay off. You are working for a reason, and that is for your goals. Do not lose hope. Stay optimistic in life.

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