July 11, 2016 Leave a Comment

Preparing for Your First Employment Performance Review

A client who I helped secure her first job after graduating from university, called me a couple of months after starting with a concern: she had been told by her manager to prepare for a Performance Review. “Is this a good thing?“, she asked, “what do I do to prepare?“, “Can I use the opportunity to ask about an increase?”

A performance review is defined as “The process by which a manager or consultant (1) examines and evaluates an employee’s work behavior by comparing it with preset standards, (2) documents the results of the comparison, and (3) uses the results to provide feedback to the employee to show where improvements are needed and why. Performance appraisals are employed to determine who needs what training, and who will be promoted, demoted, retained, or fired.” (Business Dictionary)

In other words, it is the opportunity for the employer to regularly evaluate the employee, according to a set of standards.

Employees, however, do have some influence on the process. The better prepared, self aware and able to respond to criticism the employees are, the better they will do in the process:

[Read more…]

March 14, 2016 Leave a Comment

Ask the Employment Specialist: Talking politics at work

Dear Joanna,

With all of the hype in the media on Donald Trump, Vladimir Putin, climate change, and political unrest around the world, I am so tempted to talk politics at work in the lunchroom with my colleagues and managers. I’ve been warned politics are a taboo topic for the workplace. What do you think?

Signed: Talking Politics (TP)

Dear TP,

There are many perspectives on this issue: to discuss or not to discuss?

Susan Milligan from The Society for Human Resource Management warns employers about finding that delicate balance: on one hand, it is wrong to ban political discussions at the workplace, but one the other hand, free speech can easily turn into bullying; sometimes these conversations can even turn into one party feeling harassed. Milligan stresses that employers have a responsibility to make sure all staff feel comfortable in the workplace. Milligan cites a CareerBuilder poll conducted during the 2012 mid-term elections found that 42 percent of respondents said they avoided talking about politics at work. Another 44 percent said they talked about it, but shut down the conversation when it got heated, and 14 percent said they engaged in lively political debates at work.

Here are some ideas to consider before deciding when and to whom to talk politics at work:

1. Know the company policy: check out your company policy regarding this topic; find out if there are any policies about what you post on social media.

2. Company and workplace culture: be very sensitive to the personalities and differences of your co-workers, your managers and the entire company culture. If you are working in a quiet environment, I would suggest that if you express yourself loudly, you could be seen as a fanatic and in a negative way by your coworkers, managers and company in general. If you are working in an organization that supports your political views, then go for it. But in the wrong environment, you could damage your career if you are too loud with your opinions. Some managers might not hire or give promotions to employees whose political views differ from their own. I would also be careful what you post on your social media sites especially Twitter, Facebook and LinkedIn.

3. Remember your customers/company public relations: your customers/clients could be “put off if an employee espouses a strong political view.” Be mindful of the audience. Listen more than you talk, in general, and especially with the customers. You could upset a person easily. I would never talk politics to a customer or client. I can safely say that this is a taboo subject. Keep to the business and professional relationships with your clients/customers. After all, they are supporting your paycheque.

4. Communicate face-to-face (“in-person interaction” states Milligan) rather than by email with staff on political issues. Often the tone and content of an email can be misinterpreted. Talk politics directly to the person. Personally, I would only share my opinions with good friends whom I trust.

5. Keep political battles out of the workplace. If you see that your opinions or the way you express them will turn into a negative experience, and even harassment, then change (better yet avoid) the subject.

Joanna

April 27, 2015 Leave a Comment

Ask the Employment Specialist: Handling a new job

Dear Joanna,

I just started a new job this week as a human resources assistant in a busy small office. I’m so nervous and really want to make a good impression. I don’t understand what is going on. I don’t know how to behave. I feel lost. Can you please advise me on how I can handle new employee challenges and be a successful worker as well.

Signed: Nervous New Employee

Dear Nervous

As far as I’m concerned, starting a new job is no less terrifying than starting your first day at school! The difference is that you are now an adult transitioning into a new workplace and job. That is way more complicated. I refer to Denise Bissonnette’s “30 ways to shine as a new employee” for some fantastic strategies to consider during your first few weeks at your new job:

Understand the workplace culture.

Learn the unwritten rules of your team and company. There are a few behaviours and protocols at your new workplace that you need to know, such as the dress code, the use of equipment (personal telephone calls, the computer), handling food and drink and lunch, supplies, computer stations and more. Discuss scheduling issues. Can you change your schedule for a doctor’s appointment? Ask for the do’s and don’ts in these areas with your supervisor or fellow team. Watch how others behave during your first week. Until you understand the systems and rules, “assume it is NOT okay”, stresses Bissonnette. Assuming it is fine to do something when it is not can get your fired.

Find a mentor.

This is more challenging because finding an advocate or mentor takes time and requires trust. It’s a result of building relationships. If you haven’t been assigned a co-worker to train you, then I would ask the boss. But first make sure this is protocol by watching others.

Worse case scenario, you are on your own. This is more challenging. I would check out the lunch room during your break to see if you can join in. someone training you, all the better. Perhaps you can ask that person all of these questions. Heads up for new employees: before accepting a job offer, find out who will be training you and if the company has this type of system in place.

Make an effort to meet new people.

How you act in the beginning can make or break your job. take advantage of being new and building a positive image of yourself in your new workplace. It’s no different from building your professional brand when you are a job seeker. Introduce yourself to people you don’t know. Shake their hand. List and learn people’s names. Greet everyone with a smile, even on the telephone. Always be appreciative by saying thank you, accepting praise and don’t interrupt. Think about what you could do to make the team happy.

Don’t try to impress people. Listen more than talk. Show your interest in other people’s concerns. Not just your own. For example. “Hi, my name is Joanna. I just started this week as an HR assistant. If you need any help, let me know. What do you do?” Make sure the person is not busy or in the middle of a deadline. Make everyone you meet feel important.

Congratulations on your new job. It’s stressful to start something new, but it’s a wonderful opportunity to make the best impression possible.

Best wishes,

Joanna

April 13, 2015 2 Comments

Ask the Employment Specialist: Setting boundaries at work — Learn to say No.

Dear Joanna,

I’m just a person who can’t say no! I am an administrative assistant with five bosses. Each one assigns me different projects with tight deadlines that require a strong attention to detail and a ton of paperwork and more. I’ve been working overtime, on weekends as well as responding to work-related emails and phone calls all the time.

I’m stressed and exhausted. How do I set my boundaries at work and hopefully return to a healthy work-life balance without jeopardizing my job?

Signed: Exhausted

[Read more…]

February 2, 2015 Leave a Comment

Ask the Employment Specialist: Dealing with a Blocking Boss

Dear Joanna,

What does one do when the boss is blocking your career development and success at your workplace?

I have a reputation of being a top performer, and have received tons of positive feedback from customers, co-workers, managers and other employees at the company regarding my work as a help desk associate. I have countless emails and cards to prove this. Yet, my boss gave me a mediocre performance review and when I asked for a promotion, or approval to learn new skills and knowledge that would enhance my work and career, he said that I am not ready.

Any advice at this point would be greatly appreciated.

Signed: Blocked By Boss

Dear Blocked,

The best advice that I found in my research is Anne Hamill’s post on talentandpotential.com. She recommends the following:

1. Do not give in to your frustrations.

Face the facts: it’s always better to not get involved in any office politics; don’t let your negative feelings and emotions get in your way with your work, relationships and attitude. This can ruin your chances of ever being considered for promotion. Focus on the positives and keep up your great attitude and work.

2. Have you been noticed at your office?

Do not assume that no one has observed your accomplishments. Find out if other managers, including the HR, know your work. Build relationships with these professionals. But be careful and sensitive to the workplace culture. If it’s safe (check with co-workers or managers that you trust) to approach your HR manager. Have a conversation about your interest to move on in the organization in order to make a more significant contribution to the growth and success. Ask “Can we talk about how I can help my career progress?”, recommends Hamill, who posits that this conversation could go a long way to help you understand the situation, possible opportunities in the near future as well as your options.

3. Take initiative

You CANNOT CHANGE systems and workplace cultures. The only person that can change is you. If you’re good at what you do and you know how to demonstrate that, then figure out how you can drive business or add value to your employer. Don’t wait for things to happen to you. Research on social media and at work to find out who, in a position of influence, would be interested in your expertise and would have the authority to help you with your career move. Secure a meeting with this person for an informal exploratory conversation or information interview about opportunities. Invite them for a cup of coffee. Prepare and present a proposal of your ideas. If you can keep it confidential, great. Otherwise, tell your blocking boss that you are meeting this manager to learn more about the business.

4. Build a reputation inside and outside your team.

When an opportunity does arise, you want to be sure that your name is raised for consideration. Keep an eye out for projects you can get involved with or lead. These can help you get out from under your boss’ shadow so that you become visible to senior management and other departments.

Also, be sure to communicate your activities and successes outside your immediate team – for example, you could look for opportunities to be featured in company magazines, present your work to other interested teams, or keep your wider network aware of your good results by informal emails.

5. Keep building your resume and accomplishments.

The resume is not just a document to be submitted when formally applying for roles. You can also share it with people, when you talk about your career ambitions. Also, make sure to build an impressive LinkedIn profile that showcases your skills and achievements. When job openings become available in your company, you’ll find you’re much more likely to be considered for the opportunity. So take the time to consider the skills you’ll need to succeed in the role you want and then actively seek out opportunities to develop them. If you need to demonstrate financial acumen, take on some budgeting responsibility; if you need to be able to chair meetings, look for opportunities to run meetings now.

6. Continue to look and apply for another job within your company or outside.

Don’t quit yet. Keep your job search confidential as well — use LinkedIn to find job postings and companies of interest.

Best of luck with your career,