Tag: Work Life

How To ‘Own Your Career’

by Bright Osadiaye, posted in BriSights, Health & Well-Being, Leadership, Management, Personal Development, Workplace Learning
Photo by RDNE Stock project on Pexels.com

‘When you are making career-related decisions, you need to consider more than the compensation. Evaluate the impact the decision could have on your earning potential and career trajectory with just as much weight as the salary.’

‘Every job or position you hold throughout your career should allow you to learn and/or earn. Ideally, your job will do both; but if it does neither, it is time to move to a new opportunity.’

‘You are your own best advocate. A great strategy to manage your workflow and put yourself in the driver’s seat of your career is to create a task-management system.’

‘Every job or position you hold throughout your career should allow you to learn and/or earn.’

‘You are your own best advocate at work, and a great way to build confidence in the workplace is to draw awareness to just how valuable you are.’

‘The negotiation starts at the beginning of the interview process. Focus on likability and building rapport. Make it clear you are serious about the role.’

‘When negotiating, don’t be afraid of silence. Oftentimes, people think the most intimidating part of a negotiation is the ask, but it’s actually the moments after the ask, when you are forced to let the silence sit for a few moments.’

‘The glamorization of work is based on perception.’

‘The best time to talk about money and ensure the salary is aligned with your needs is during the phone screen with HR. Don’t make talking about compensation weird-you are at work to get paid!’

‘You get to choose what you prioritize in your career, depending on your needs and desires for your life. Consider your personal values, your ability to earn, and your ability to learn at each pivotal career moment.’

‘You own your career! You are your own best advocate at work- don’t wait for others to advocate for you.’

‘Your dream job doesn’t exist. The sooner you accept this, the easier it will be to find true satisfaction at work.’

Source

Michela Allocca (2024). Own Your Career: Break the Corporate Blueprint and Build Your Own Ladder

What Engaged Employers Do

by Bright Osadiaye, posted in Improve Academy, Leadership, Management, Personal Development, Workplace Learning
Photo by Yan Krukau on Pexels.com

‘Employers who are efficient, forward-looking and continue to develop the abilities of their workforce are more likely to be well-positioned for growth when the economy picks up.’

‘Help people to manage workloads and make it easier for them to do demanding jobs by being specific about the key priorities, as well as about what work can be stopped.’

‘It will be crucial to keep a focus on developing talent at all levels, especially if cuts result in a lack of career development options and promotion becomes unlikely.’

‘Communicates corporate messages in a way that motivates.’

‘Make sure communication is not treated as a last-minute after-thoughts but a key management activity to make sure that your people are ‘all on the same page.’

‘Leaders need to be clear about what they expect the outcomes to be, but they should give individuals the freedom to decide how best to get there.’

‘When leaders adopt a learning approach to managing others, typically, micro-management is banished, employees can exercise greater autonomy and excellence is possible.’

‘It may also help to create one common plan for the whole organization to work on rather than letting everyone create their own actions and so dissipating efforts.’

‘It may be helpful to get beyond the absolute scores achieved and ask if there are deeper issues to address, or to check how the scores compare to other internal and external benchmarks.’

‘Positive, candid communications from senior management can signal strongly their sponsorship for follow-up actions from the engagement survey; conversely, lukewarm or ambiguous support must be avoided, as it can quickly undermine these efforts.’

‘… engagement is both a cause and effect. It involves a relationship between the organization and the employee.’

Source:

Linda Holbeche and Geoffrey Matthews (2012). Engaged: Unleashing Your Organization’s Potential Through Employee Engagement