Joel Garfinkle's Blog, page 8

Number #1 Factor for Career Success: Increased visibility in Your Job

“The power of visibility can never be underestimated.” ~Margaret Cho~

Zachary Asks: You’ve seen a lot of people climb the ladder of success. And probably some fall back down it. In all that time, what’s the one thing people should know… but probably don’t… that would have the greatest impact on their career?

Joel Answers: Great question Zachary. We’ve been programmed that those who work hardest get ahead. But we look around and see that isn’t necessary so. We’ve also been told to dress for success, to be a team player, to communicate well, and to network.

All these things are important. They are an essential foundation to produce success. But you can do all these things and still feel you have somehow missed the growth trajectory you expected.

In my opinion, the real key that takes your strengths of hard work, communication, and all the others and propels you to success is one overriding skill: increasing your job visibility at work.

Wait! Don’t tell me, “Oh, everyone knows who I am.” It’s really more strategic than that.

If you fail to make yourself recognized at work, you run the risk that your peers and management may not actually know your impact. They may be clueless about what work you’re doing or the impact you are having on the company.

If they don’t see the overall value you bring to the organization not only might you not be promoted, you could be one of the first let go. Gaining job visibility is vital to career success at work.

Three Steps to Greater Visibility

How does Your Work Bring Value to the Company? For some this is an easy question. They develop a product and the sales bring in revenue. But in middle management, sometimes there are more steps between your work and the bottom line of the company.

It’s helpful to chart that out. Look at each thing you do and connect the dots to the company’s profitability.
Can Your Coworkers Identify This Value? Coworkers can be a strong advocate in raising your visibility. They can praise your work to others or share your memos that tell what you are working on and why it’s vital.

One way to increase your own visibility is to share the successes of others. “Our team worked overtime to get this report ready to present by the meeting. They really pitched in.” By implication, others will know you also pitched in and worked hard.
Does Your Boss Know What You’re Doing? A key to success is making sure the management knows of your work, your projects, and your successes. You can do this as you:

Schedule review meetings with him
Send weekly updates on your projects
Bring him or her into the loop by consulting on thorny problems
Speak up at meetings with thoughtful questions and good solutions
Look for your remarkable achievements and share them- tell your story
Share what makes you unique so you stand out at work

Be aware of the ways you use to gain visibility. Your job is to check the outcome to see if they are getting the results you want. Are people aware of you and talking about your work? Are they giving you the highly visible jobs? In your annual review, is your boss commenting on some of the outstanding projects you’ve done?

Once you master the key to increasing your visibility at work, you will see your career move forward at an accelerated pace.

Are you looking to gain visibility in your job? Is it hard for you to come out of the shadows? Evaluate your visibility so you can learn how to become known for your actual impact at work.

Talkback:

Have you struggled to increase your visibility at work? What ways have you found to be most successful?

The post Number #1 Factor for Career Success: Increased visibility in Your Job appeared first on Career Advancement Blog.

Six Smart Strategies for Communicating with High-Level Executives

“The art of communication is the language of leadership.” ~James Humes~

Mei had just scheduled a one-on-one meeting with an upper-level executive in her company. She didn’t get much face time with high-level executives, so when communicating with them, she knew she had to make it count. She understood that talking with senior executives was a great strategy for boosting her visibility at work. She immediately called her mentor and asked for advice. Her mentor walked her through these six essential strategies for making the most of the meeting.

Get to the point. Make your point clear at the start, rather than slowly meandering toward it. By letting the exec know exactly why you’re sitting down together, you’ll make the most of her time. Don’t be long-winded—keep your words short and sweet. Mentally rehearse what you’ll say beforehand, and write notes if that helps you, to keep yourself on point as you present your ideas. Presenting your ideas eloquently, and showing how they align with the big picture, will impress the exec. Plus, you’ll leave time in the conversation for dialogue.
Ask questions to gain clarity about what the executive needs to hear. This will allow you to customize your message to what the leader needs to know. For instance, ask if he’s familiar with a project before launching into a description of it, so you’re not telling him things he already knows. At the beginning of your session, ask if he has particular concerns or interests that you could speak to. If he really wants to hear about project X, and you spend fifteen minutes talking about project Z, you might not have impressed him as much as you hoped.
Listen to what the executive is and isn’t saying. When communicating with high-level executives, you’ll get feedback not only from what they say, but from what they don’t say. If the executive hasn’t commented on what you see as the most exciting part of your plan, try to discern her feelings about it. If you sense hesitation about an idea, ask how she feels about it, so you’ll have the opportunity to provide additional data or other information to back you up.
Be natural. Your voice and body language should radiate confidence, but don’t act like you’re on a stage. Execs will see right through that. If you look like you’re performing, they’ll try to figure out what’s amiss. Be optimistic but honest about areas that need improvement.
Let the executive know how to support you. Make the executive feel like an ongoing part of your team by letting him know how he can support you. You might need support in bringing your ideas to higher-level executives. Asking for help, and voicing your needs clearly, shows you’re serious about bringing your plan to fruition.
Make a follow-up plan. The exec will feel like an ongoing part of your project if you have a plan for how you’ll check in about it. Set a follow-up meeting a month out, or say that you’ll email him once you reach a particular milestone to talk about the next steps.

By using these strategies, Mei came across as professional and competent to the executive—just the kind of person this leader wants to work with in the future. Plus, her mentor noted, communicating well with executives in high-level positions could open up new opportunities for her in the organization. The executive might even become an advocate for her in the future if they continue developing a strong working relationship.

Contact Joel for executive coaching so you can immediately begin to communicate with higher-level executives and build your executive presence.

Talkback:

Have you had the chance to speak with high-level executives in your organization? Did you use any of these strategies? Share your experiences here.

The post Six Smart Strategies for Communicating with High-Level Executives appeared first on Career Advancement Blog.

3 Keys to Climbing the Corporate Ladder

“If you’re climbing the ladder of life, you go rung by rung, one step at a time. Don’t look too far up. Set your goals high but take one step at a time. Sometimes you don’t think you are progressing until you step back and see how high you’ve really gone.” ~ Donny Osmond ~

Katherine Asks: Your book, Getting Ahead – Three Steps to take your career to the next level focuses on the three key factors that will propel people up the career ladder – improving perception, increasing visibility and exerting influence. Why should I focus on these three steps? Won’t my work/professionalism speak for itself?

Joel Answers: Katherine, I wish it was that easy. The truth is that how quickly and successfully you climb the corporate ladder depends on far more than just your excellent work. Advancement is based on the perception you create, not just the merit you have accumulated or the skill level you have achieved.

For example, one person I coached was a senior business development manager who worked for Cisco Systems for 11 years. He came to me for coaching because he wasn’t advancing in the company as quickly as he wanted to. Even though he had solid performance reviews and excellent job skills, he had gone four years without a promotion.

Like you, Katherine, this man thought that his work should speak for itself. He believed if he just worked hard and did a good job, people would notice him. But it didn’t work that way.

Because he didn’t let management know how valuable he was to the organization, they overlooked him. Think back to when you were in school. Didn’t the teacher recognize the person with the raised hand? While others flew under the radar?

The PVI model provides the art of getting ahead. It gives you simple steps to “raise your hand.” They help you improve your perception, increase your visibility and exert influence. When you do these things, you get noticed… and get advanced.

Improve Perception. You can help others have a more positive view of you. Simple steps can change their perception. Speak up. Take the lead. Praise others. Let management know how your work benefits the company. Help others see you as a leader, a team player, a hard-working problem solver.
Increase Visibility. How many people know what you do? When others are aware of your value, they can help you in climbing the corporate ladder. You might take on a project no-one wants or a high-profile project.



You can interact with people outside your immediate organization and make ways to inform your boss… and even your boss’s boss about the important things you are working on.
Exert Influence. The surprising thing is that you don’t need any kind of title or authority to have influence. Your character and the way co-workers perceive you can build the trust and respect needed so they listen to your comments and value them.



As you are known for getting things done, building alliances, and gaining buy-in for your ideas, you begin to be the kind of person people rely on. You can sway decisions. Others want to follow you. Then it only makes sense to promote you to a position that uses these qualities.

Katherine, doing a great job is the foundation that the PVI model builds on. It can’t work if the person does poor quality work. But once you have that foundation, using perception, visibility and influence helps you rise to the top, stand out, and get promoted.

Buy Getting Ahead and learn how the PVI model can help you. Contract Joel for executive coaching so he can personally help you in climbing the corporate ladder.

Talkback:

What did you do this week to move up the corporate ladder?

The post 3 Keys to Climbing the Corporate Ladder appeared first on Career Advancement Blog.

Four Ways to Break Career Stagnation

“I believe ambition is not a dirty work, it’s believing in yourself and your abilities. Imagine this: what would happen if we were all brave enough to believe in our own ability, to be a little more ambitious. I think the world would change.” ~ Reese Witherspoon ~

Aaron felt like he was stuck. The job just seemed like a treadmill. The same thing over and over. When he took the job 8 years ago, he had visions of promotions and advancement. Now? Not so much.

As Aaron took stock of his career he decided to combat the stagnation. Surely there was a way to get around it. He just couldn’t figure it out on his own. He hired Joel to be his executive coach.

Part of it involved recording exactly what he was doing so he could be prepared and present it as needed.

Sharing accomplishments. Words disappear and can’t always be remembered. Aaron saw the value in sharing his accomplishments through writing. He wrote a weekly message updating management on the projects he was working on.



He included the challenges he’d overcome and the progress he’d made. The make sure to explain how his work affected the progress of the job. And how the job would impact the company. This gave Aaron confidence his job was valuable and productive
Meeting Preparation. Aaron doesn’t think fast on his feet. He works better when he has a chance to mull over ideas. This is true of most introverts. So Aaron decided to write out notes about what he wanted to say before meetings.



If you want to say something at a meeting or event, take the time to write it out beforehand. This way you can organize your thoughts, focus on what is essential, and not be fumbling for words when it’s your turn to speak. When you have something prepared, it makes it more likely that you will speak clearly and professionally. And you say what you intended to say.
Prepare for and schedule one-on-one meetings. Again, if you have an agenda you want to cover, writing an outline of the topics can give you confidence going into the meeting. One-on-ones are a great opportunity to talk about your work and how it affects the company.



This is a great time to discuss your concerns about your career stagnation. Meetings with your boss can help you formulate a plan for your transition into the next step of your career.
Volunteer for committees and events. Participating in a committee or helping to host a conference or charity event translates to an abundance of networking opportunities. Aaron found that committees and events gave him the opportunity to meet new people, talk about his work, and put his name and face in front of people who wouldn’t normally notice him.

After working this program for several months, Aaron feels much more hopeful. He sees his career stagnation breaking apart. His boss is on board with his goals for a promotion. Many more people know of him and his work. He’s received more praise and people are paying more attention to what he says.

“This is what I was looking for,” Aaron said. “Coaching really helped me. I can’t believe how much more excited I am about my job and its potential.”

If you’re feeling stuck and have work stagnation in your position, Joel Garfinkle provides executive coaching. He can give you individualized help and support to move your career to the next level.

Talkback:

How have you pushed back against career stagnation?

The post Four Ways to Break Career Stagnation appeared first on Career Advancement Blog.

Break these Five Bad Social Media Habits at Work

“Like all technology, social media is neutral but is best put to work in the service of building a better world.” ~ Simon Mainwaring ~

Ellen Asks: One of my friends told me the boss watched how much time we spent on social media. I don’t want to get in trouble. How can I tell if I have bad social media habits at work?

Joel Answers: Social Media can keep us connected, speed communication, and increase productivity. But it can also be a distraction and a time waster. If you suspect you might be misusing social media, check out these six potential problems.

If you don’t eliminate these problems, you might get fired… or at least reduce your chances for a promotion.

Wasting Time on Social Media. Do you check tweets, Facebook, and other social media multiple times at work? If you’re not sure, try the old rubber band trick. Put a rubber band loosely around your wrist. Every time you check non-work related media, snap the rubber band. Sore wrist? Chances are you’re overdoing the viewing.



Instead of focusing on what interests you, consider the value you are offering the company. Limit Facebook to breaks, lunch, or other non-work time.
Sending the Wrong Message. Be very careful of inappropriate post or tweets. There have been news reports of people fired for off-color or socially insensitive posts. Things are never private on social media. Tweets criticizing former or current employers— or even clients, or coworkers— have a way of turning up in the wrong hands.



Instead, look for positive things to say about workers or employers. Save the negative for private conversations.
Betraying Your Brand. You’ve worked hard to create a professional brand at work. But poor behavior on social media can damage your image. If you lash out, flame, or attack with meanness other points of view, it can come back to haunt you. Take care how you address politics or politically correct topics to be sure they are not offensive to others.



Instead, consider the brand you want to present. The authentic you will behave in a way that reflects your brand at work, at home, and on social media.
Inappropriate pictures. There are many kinds of good photos you can post to social media. Inappropriate pictures will, again, tarnish your professional image. Avoid photos that are suggestive or portray you in a questionable light. Avoid posting pictures of your fun trip— the trip you took when your boss thought you were home sick. Instead, use images to create the perception you want others to have of you.
Dishonesty. Be very careful of misrepresenting yourself and your qualifications on social media. It’s a bad habit to suggest you have credentials or job experience you do not have. Instead, review your profiles and posts to reflect your best you. Work to improve yourself so you can accurately show accolades.

You asked a great question, Ellen. Taking care of your social media presentation and the time you spend there can have a significant impact on your work. Use it to strengthen your brand and showcase your abilities instead of it being a distraction. Then you can turn social media into a good work habit.

Need pointers on how to increase your visibility and strengthen you image? Contact Joel for executive coaching.

Talkback:

How have you overcome bad social media habits at work?

The post Break these Five Bad Social Media Habits at Work appeared first on Career Advancement Blog.

As a Leader, be so good they can’t ignore you

“As the leader, part of the job is to be visible and willing to communicate with everyone. ~ Bill Walsh ~

Diego Asks: I’m a fairly new boss in a large organization. Sometimes it seems like I’m invisible. My superiors don’t seem to interact much with me. And my employees go on in the old ways and don’t listen to me much. How can I be a better leader?

Joel Answers: Diego, it’s insightful that you don’t blame your boss or employees for the situation. That makes it easier for you to take control. When you lead effectively, they can’t possible ignore you!

Let’s break this down into three steps: evaluate, implement, and become.

Evaluate. First, take this simple self-test. These are some key good leader qualities to check for. You can find the full test in my book How to be a Great Boss .

Do I praise my employees for a job well done?
Do is discipline in public or private?
Do I give feedback?
Do I give employees a chance to improve?
Can I fire people when necessary?
How well do I share credit?
Am I helping my employees learn? Do I mentor?


Implement. Once you have decided which areas you want to work on first, create a weekly “Take Action Now” list. Start focusing on the things you can change immediately. First, it helps you take control faster. Second, immediately people see the difference in you. Your credibility and visibility as a leader increase. People take notice.
Become. Ultimately, there are seven qualities in a good leader. Diego, you will want to work on incorporating these characteristics into your leadership style to the point that this is the kind of person you are. When you adapt these great leadership qualities as part of your makeup you become too good to ignore.

Empowers employees. Help your employees make the most of themselves. Give them chances to excel. Let them take risk. Don’t micro-manage.
Provides growth opportunities. The best leaders recognize their employee’s capabilities and give them opportunities to stretch. They choose tasks that will help them grow, not overwhelm them.
Trains through feedback. Employees can’t read your mind. Your best help is to clearly explain how they’ve met your expectations. Then teach them what they must do to do better. Or tell them what excellent things they need to do more of.
Makes the tough choices. You can’t hope to be Mr. Popularity. Carefully analyze decisions and find what’s best for the company. Then walk forward in this decision with confidence— regardless of other’s opinions.
Gives thanks. Good leaders give thanks and show appreciation. It’s such a little effort and it makes such a big difference with your team.
Creates a positive workplace culture. Workers can’t thrive in fear and intimidation. When you give clear feedback and strong encouragement you create a hopeful, positive place to work. Create the expectation that every worker is and will try their best.
Shows them the future. Workers are more likely to give full effort when they can see the results will be good for them. Take time to map their ascension plan with them. Talk about promotions and opportunities.

Diego, you asked a great question. Leaders aren’t born. Good leaders adapt qualities that add great value to whatever company is fortunate enough to hire them. Their employees love to work for them. They automatically gain visibility and status. I promise you as you master these skills, you’ll be too good to ignore.

Call to Action:

Take a short-cut to great leadership with Joel’s book, How to Be a Great Boss. Or contact him for executive coaching.

Talkback:

A good leader knows the qualities necessary to take it to the next level. What have you done to stand out and lead? Share your experiences below.

The post As a Leader, be so good they can’t ignore you appeared first on Career Advancement Blog.

Five ways to change negative perceptions at work

“Everything that irritates us about others can lead us to an understanding of ourselves.”

~ C.G. Jung ~

Cassidy had overheard some snide comments. She knew people were making snap judgements, based on gossip, about her that just weren’t true. How could she change negative work perceptions and get her co-workers to think more positively about her?

She knew she was a good team player and worked hard for the company. What did she need to do to help others see her in this light? In her mind, she reviewed the negative comments.

No backbone. Hadn’t she stood up for the idea in the meeting? But the person who said that wasn’t at the meeting. He had seen her agreeing with the boss on several other positions.



Cassidy thought of herself as a team player. She collaborated well with others. She decided she would be more visible in both the collaboration and the support she gave others. In her written communications— that would certainly go to her critic— she would be clear with her reasoning both when she agreed and when she disagreed on a topic.
Doesn’t speak up or share. Cassidy recognized that she often was the quiet one at meetings. As an introvert, sometimes it took time to think about an idea. She didn’t want to speak until she’d considered all the angles. By that time, others had already said what she planned to say.



Again, Cassidy felt her written communications could help change that negative perception. She also decided she could go to meetings better prepared. She could consider possible ideas and processes and come up with opinions she could share to generate the discussion.
Dominates the meetings. On the other hand, Cassidy thought Jerold talked way too much. She didn’t get room to share her ideas. As she considered, she realized those negative feelings weren’t 100% true. Jerold thought he had great ideas… and he did.



But she would have a better perception of him if he would pause longer and give others a chance to add their voice. Or better yet, if they had a system of going around the table and letting each person add to the discussion.
Doesn’t really add value to the company. That one hurt! Negative perceptions like that could push her out of her job. Cassidy though of herself as modest. She didn’t go around bragging all the time.



However, she realized she needed to be more open about what she was accomplishing. It was important she let her boss and her co-workers know exactly what she was working on, the effort she was putting into it and the results she was producing.
Narrow perspective. Cassidy had been with the company long enough to know how they wanted things done. Maybe it did look like she didn’t think outside the box. But to her it made sense to stay focused on what had worked successfully in the past.



Cassidy decided to be more open to looking at other ideas. She could be open to reviewing their merits and see how they meshed with the companies goals.

Cassidy worked hard to change the negative perceptions she’d heard in the office. She was pleased to hear more recently some very positive comments about her work and presence in the company.

If you want to change your perception in your workspace, connect with Joel for his career advancement coaching. He has a proven method for success.

Talkback:

Have you had to deal with negative comments or perceptions? How did you handle it?

The post Five ways to change negative perceptions at work appeared first on Career Advancement Blog.

The 6 Biggest Reasons Why Unhappy Employees Quit Their New Jobs

“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied

customers, which leads to profitability.” ~Anne M. Mulcahy, former CEO of Xerox~

Client Theresa asks:

Over the past year, two great employees on my team quit their new job. I was floored. I didn’t see any signs that they were unhappy. We lost a huge amount of talent, and it set us back substantially. How can I improve employee retention?

Coach Joel answers:

Theresa, the six biggest reasons why employees choose to quit their new job within the first 180 days relates to their job satisfaction. Keep employees happy and fulfilled in their work, and retention is likely to be high. However, if your company is failing in even one of these six ways, it’s likely to push employees to look for better opportunities elsewhere. The good news is that as their manager, you have the ability to remedy any of these six major issues that may be influencing employees’ decisions to leave. Of course, you should also be asking your unhappy employees why they’ve quit their new job when they leave, which might highlight other areas in which to improve.

Lack of opportunities to grow

To thrive in their workplace, employees need opportunities to grow their skills and talent. This isn’t just about career advancement. It’s about feeling satisfied by their work and taking pride in their ability to improve their performance and increase their responsibility. Employees need to work toward goals that are ambitious but achievable, so they’ll feel driven to come to work each day. Setting work performance goals together will ensure they stay motivated.
Poor working relationships

A poor relationship with a boss or coworkers will make an employee dread coming to work. Furthermore, when an employee has a poor relationship with a boss, she won’t benefit from the guidance and encouragement that a good boss provides. As the manager, you need to overcome any personality conflicts that exist in order to provide the best support possible for your people. Additionally, you need to take note of any clashes that are arising between coworkers, and to mediate these situations as needed. Set the tone for a harmonious workplace culture by cultivating strong relationships with all of your employees, and make it clear that you expect the same from them.
Not understanding the big picture

When employees don’t understand how their contributions fit into the overall vision of the company, they won’t take as much pride in their work. For their work to feel meaningful, they need to have a strong grasp of how it fits into the company’s goals. That’s why it’s important to talk about vision at team meetings and one-on-one check-ins. Help employees understand how each team objective fits into the vision, and how their own daily work fits into the big picture, and watch their enthusiasm for their work grow.
Not feeling respected and appreciated

A few words of genuine appreciation each day can make a tremendous difference. Make “thank you” a core part of your vocabulary, and say it for the little things as well as the big things. When employees go the extra mile, recognize them for it in an extra special way. Send an email to the whole workplace that explains what they did, or take a couple of moments during a workplace event to tell everyone about it. These gestures cost nothing and take little time, yet they make a dramatic difference in employees’ level of job satisfaction. Recognizing their contributions to the whole team, including higher-ups, will also boost their opportunities for advancement, which employees will truly appreciate.
Not having their needs met

If you don’t periodically check in with employees about what they need, they might not feel they can voice their needs. This can lead to a downward spiral of frustration and despair, leading unhappy employees to quit their new job because they don’t see another option. A parent with young children who is having difficulty balancing family and work demands might want flex-time or the ability to telecommute part-time, for instance. Ask employees how they need to feel more supported, and engage in creative brainstorming with them to find solutions.
Fears about the future

The direction the company is headed in will also influence employees’ decision to stay or jump ship. If promotion opportunities are slim, or there’s a chance their job could be eliminated, they’ll naturally start looking elsewhere. You may not have control over these issues, but you can and should communicate with higher-ups about employees’ need for reassurance. Transparency is key—if employees are left in the dark about potential changes, the rumor mill will create fear and uncertainty. Seeking input and solutions from employees will make them feel invested in the change rather than blindsided by it.

Again, the good news is that when you eliminate these six factors that lead people to quit their new job, unhappy employees are likely to stay. You’ll also have a team of more loyal, dedicated, and passionate employees. By addressing these issues, you’ll become a stronger leader who gets better results from your people.

Call to Action:

Ask yourself which of these six areas you need to improve in. Consider a surveying your employees to find out what would make them more satisfied, too. Then, take at least one step every day to remedy the problem. Email Joel to discuss your progress.

Talkback:

Have you tried implementing the solutions described in this article? How did employees respond?

The post The 6 Biggest Reasons Why Unhappy Employees Quit Their New Jobs appeared first on Career Advancement Blog.

3 Major Factors Affecting Employee Productivity and Overall Impact

Nothing is less productive than to make more efficient what should not be done at all. ~ Peter Drucker ~

Kevin had been hired to turn the company around. He arrived to find a sluggish, apathetic staff. Most were warry of the change and unwilling to stick their neck out for anything.

Kevin moved immediately to work on the three things that would most affect your employee’s productivity. He knew he had to energize the workforce. He had to learn who could rise to the top and which employees are worth letting go.

The PVI Model— Perception, Visibility, Influence— seemed designed to empower employees to take back control of their careers. Keven felt sure once they saw the impact they could have in influencing those around them, they would become energized and increase productivity.

Perception. Kevin started educating his workforce on both how he perceived them and what he knew they were capable of. He encouraged them to look within themselves for their strengths and talents.



“Sharing what you know and can do is not bragging,” he said. “It helps us use your strengths in key places. You can enjoy your work more and we can produce more when we match your strengths to our needs.”

Kevin was quick to value employees who spent the time looking at how they were perceived and then acted in a way to increase positive responses.
Visibility. Sometimes it was hard to see who really had the greatest talents. It wasn’t just those who talked about it the most. But it was essential for Kevin to find the rising stars. So he deliberately cultivated a culture of people willing to increase their visibility.



Workers sent in a weekly report of their accomplishments. They created a large “brag board” for employees to pin “atta-boys” for themselves and co-workers. They took a few minutes at meetings for attendees to tell their greatest accomplishment of the week.

Soon, Kevin had a firm grasp of those employees who were contributing to productivity.
Influence. Kevin saw the influence of the more confident employees rub off on the apathetic ones. He encouraged team work and mentoring. Open discussions allowed employees to influence decisions made at higher levels.



As the workers saw their increasing influence, they began to feel empowered. Kevin felt the energy increasing week by week. Workers took more responsibility for themselves and their projects.

Friendly competition and rivalry made each team seek to do their best. Kevin cross- pollinated the teams so the best influencers could enrich weaker teams.

“The pay-off for the organization was huge,” Kevin said. “This PVI Model had a major effect on the employee’s productivity, motivation, and staff retention. After just a few months, it feels like a completely different company.”

Kevin commented on the tone, the buzz of the office. Workers came up and thanked him for making such a difference. “They even told me they’d recommended their friends come work here.” Kevin said. “That’s such a contrast to the brain drain I faced when I arrived.”

“Perception, visibility and influence just make the company run better— on every level,” he concluded.

If your company needs to increase productivity and your employees motivation, Contract Joel for executive coaching. You can buy Getting Ahead to learn more about the PVI Model.

Talkback:

What parts of your company culture affect your productivity? What makes your employees most productive?

The post 3 Major Factors Affecting Employee Productivity and Overall Impact appeared first on Career Advancement Blog.

Four Solutions If You’re Feeling Overworked and Underappreciated at Work

“Phrases like ‘overworked and underpaid’ perpetuate that feeling.” ~ Lena Bottos ~

Steven put in extra-long hours on the project at work. It was highly technical and exceptionally difficult. When he was done, his boss offered no praise and Steven found himself feeling totally underappreciated.

He felt upset and bitter. How could they not appreciate all the work he was doing? He fumed for a few days. Then he stopped to figure out how he could get back on even keel. He really liked the kind work he was doing. He needed to find ways to be happy again.

Steven started working on a list. What could he control?

Enjoyment of work. Steven decided he could focus on his enjoyment of the work and the satisfaction it brought him. He could savor the tough solution to the problem and acknowledge that he did a great job. Even if others didn’t see it, it didn’t diminish his work.
Praise yourself. Write down what you accomplished each day. Tell yourself you did a good job. Even say it out loud, “That was GOOD work!”
Reward yourself. Steven decided that after each project he accomplished, he would reward himself with a nice dinner out or an extra round of golf.
Expect less. In truth, people seldom get praised for doing the job they are supposed to do. Bosses are busy. Getting paid and lack of criticism are implicit signs you are doing a good job.

As Steven worked on these tasks, it seemed to help a little, but he still felt overworked and underappreciated at work.

He talked to a friend to get more suggestions. His mentor asked a deep question. “How long have you felt this way? Is it the job, or have you felt undervalued for a long time?” Steven through back to the last jobs he’d had. Yes, it was a common problem.

His friend suggested this deep-seeded feeling could come from childhood rejection or lack of validation long ago. The friend suggested journaling to reveal the source and work to overcome it. Steven also considered counseling to quickly overcome this and move forward.

The counselor talked about “love languages” and suggested there are “appreciation languages” as well. “What does appreciation look like to you?” he asked. The boss may send a “Good job” email, but if you expect a promotion or public accolades, you may still feel underappreciated.

Steven decided to talk to his boss about the kind of validation he was looking for. At the same time, he worked to make it clearer to his boss exactly what he was doing. He realized the boss could not show appreciation if he didn’t understand exactly what Steven was doing.

Finally, Steven decided that if he valued appreciation he should extend it to others as well. He made a plan to praise his co-workers for the good work they were doing. Then, he decided even those below him and his boss were pretty overworked and deserved praise as well.

He found that when he praised others he felt better. He also noticed they seemed quicker to offer affirmation to the work he was doing. Three months later Steven looked back. He realized he no longer felt overworked and underappreciated at work. These seven solutions had helped him feel more valued and more included. His enjoyment at work had increased.

If you are struggling with feelings of overwork or being underappreciated contact Joel for executive coaching. He can guide you in further ways to get the recognition you deserve.

Talkback:

What have you done when you’ve felt over worked and underappreciated?

The post Four Solutions If You’re Feeling Overworked and Underappreciated at Work appeared first on Career Advancement Blog.