As one who trends current practices, tendencies and even fads that impact the world of work, I am often amazed at not just how these trends get started but how they catch on and followed by the masses. The recent Pokeman craze is a bit beyond me – I never played it when I was younger; however, it does have its pros and cons as we can see the downsides, such as accidents and even a few deaths. But it certainly has its pros as it is helping bring people together as well as bringing in business for those who capitalize on this craze.
I often wonder, though, as I’m following workplace trends, if leaders within an organization are listening to them and doing something about them. I hear daily in my work with clients and in my graduate classes of problems that are continuing to occur within organizations and leading to a continuing unhappy workforce. Recent Gallop numbers (July, 2016) indicate that disengagement levels are back up around 70%, and are even higher for governmental workers. Is this a trend that is paid attention to in order to turn this around and create a new trend of happier workplaces?
If newer leadership studies and practices are indicating that heartfelt and transformational leadership is needed to increase more engagement, why is it that the old traditional ways of leading people are still going on, which is based on production and output? This is not to say that these are not needed or should not be the focus of an organization; but when the focus is only on them it can lead to decreased performance, dissatisfaction, and even burnout.
Effective leaders know this – they are aware of what is trending in their field as well as in their organizations. They survey and test these trends to determine their validity and applicability and get to the needs of their workers. Good leaders read, study, and look at how they can apply positive trends, while reducing those that are negative. For instance, boredom is becoming common among workers and reasons can vary from routine tasks to no skill variety; if a leader was aware that boredom can cost organizations money in term of lost productivity and work not being produced, they can look at job redesign to increase knowledge and skill use, or get workers involved in creative problem-solving activities for how they would make their work more appealing.
Good leaders are not afraid to release the reigns to their workers as newer trends show that worker engagement goes up 71% when leaders recognize strengths and give empowerment to workers (Gallop, July 2016). So, my advice to those of you in a leader position, or if you are aspiring to be, is to research and follow current trends in your industry and become more involved in your organization to determine if these are occurring and how you can either overturn them or capitalize on them. Don’t be afraid to take some risks and talk to your employees to get their opinions, or just get to know them – when workers know you care about them they will follow you anywhere, which is one of the biggest trends today.
Tomorrow is the First Day of Your New Life
As we end out the last hours of the end of the week and the end of the month, I hope that you have redefined your goals that will have you playing a bigger game, keeping in mind that is the first day of your new life; the life that you want and that will bring you all that you desire. If you have, then wake-up tomorrow ready to face your new reality. If not, take this restful holiday weekend to do so – you get a pass for Labor Day to relax, dream, create and plan. No longer can you put off getting what you want so go do it today!
5 Effective Networking Strategies for Your Job Search
I’m sure you’ve heard it by now – the BEST way to find a job in today’s market is through networking. The “hidden job market” is becoming the easiest and fastest way to employment. Due to the volume of resumes that a company receives for an open position, they are now looking for the way to find people who have the qualities and the references in a timely manner. What better way than to go through people you know and trust! Here are 5 networking strategies to use for your job search:
1. Family/friends – be sure to tell the people who know you best that you are looking for a job, and what type; they know, or know of someone who knows, that can get you in touch with the hirer and can speed your search
2. Social media sites – LinkedIn is the premier site for professional online networking; it allows you to post your “resume” online, to connect with people you know or people who are in organizations you want to be in, to research companies, to join groups for education and networking, and to show your expertise by answering questions. I heard a recruiter recently say that he would not look at anyone who did not have a LinkedIn profile! There are other sites, like Facebook, Twitter, Connections, etc. to join.
3. Associations and Groups – join groups in your industry – or the one you want to be in to find people who are currently doing what you want. When you do, start volunteering to show your skills and get you noticed. Some associations have mentoring programs or career pathing to help their members transition. and most have job boards. Find networking groups as well as they are great places to let people know you are looking for a job.
4. Alumni associations – go back to your college or university alumni center to get connected with other alumni who are in your field. Alumni usually want to give back (they also know people)
5. Business cards – pull out all of your old business cards to see who you can contact to inform them of your job search; look at people you’ve met in your preferred industry for connections or to set up informational interviews for information gathering and resources
If networking is not part of your job-search strategy, you are missing opportunities to get you hired. Go back and revise your plan to make these 5 effective networking strategies part of your job search plan. What other strategies have you tried?
