What Leadership Style is Right for You & Your Organization?

How to Identify What Type of Leader You Are

by Nicole Degi

Whether it is directly leading people or a project, there are different leadership styles that you can consider. Oftentimes leaders find their style through professional and personal experiences, the company culture, goals of the organization, and their own personality traits. When it comes to identifying what type of leader you are it is important to remember that you may not have one defined leadership style and you may adopt different ideas of multiple leadership styles into your “style”. Defining a leadership style is not a “one-size-fits-all” so finding a style that is best for your team to produce long-term results is what is going to make a great leader. 

When thinking about what leadership style fits best into your company’s culture, you can ask yourself several questions to establish your style. Below are a few questions to get you started:  

  1. Does your team strive in an autonomous work setting? Do they hit goals and meet objectives without hand-holding? Then your team may adjust well to a Hands off-leadership style.
  2. Does your team like to be coached, mentored, and trained? Are you able to quickly identify your teams’ strengths and weaknesses and offer constructive feedback and motivation that provide growth?  If so, then you may want to adopt a Coaching leadership style.

  3. Is your organization and team in growth mode that strives for innovation and big-picture ideas? Then you may be a leader who wants to empower the team through a Visionary leadership style. Look at the big picture, create strategic plans for growth and development and be transparent with the team.

  4. Do you have the mindset of people first and feel satisfied when your employees feel fulfilled? Putting a heavy emphasis on employee satisfaction and valuing relationships may mean you want to adopt a Servant Leadership style.

  5. Does your organization require your team to adhere to strict guidelines and deadlines and do you find yourself focused on results? Does setting processes and procedures sound like something that is important to you? Then an Autocratic leadership style may be best.

The questions listed above just scratch the service on questions to ask yourself when looking into identifying your leadership style. You may initially gravitate towards one style or another based on your strengths, but you do not have to “box” yourself into one style. As a leader, you may find yourself utilizing different styles based on employees or situations. A good leader is agile, self-aware, and has strong emotional intelligence. They are typically someone who is always willing to learn, grow, and develop their skills.

The Benefits of a Hybrid Work Environment

The Benefits of Hybrid Work & How to Establish Flexibility in the Workplace

by Lauren Fenech

This morning (mind you, it’s 7:52 a.m. on a Monday), I texted my CEO to tell her how thankful I was for the ability to work remotely. When employees feel supported, trusted, and are given the opportunity for flexibility and a hybrid work environment, their productivity and drive increase. It’s not rocket science, and it’s certainly no secret that the past few years have created lasting changes to the way we work.

I’m sure that this isn’t the first time you’re hearing about the need for workplace flexibility. But what do people really mean when they talk about workplace flexibility? There are ways that employers and employees can be flexible while fostering a work/life balance. A hybrid schedule requires commitment, trust, and engagement on both ends of the spectrum. 

Being a flexible employee can look like:

  1. Being open to constructive criticism. 
  2. Putting in the extra hours for a project, when needed.
  3. Helping out a colleague.
  4. Working during the times that are most productive. Whether that’s at 6a, 11a, or 7p. 
  5. Being available. 

Being a flexible employer includes:

  1. Listening to employees’ preferences. If an employee is extremely productive during unconventional business hours, let them be!
  2. Offering flextime and letting employees make their own schedules. (Within reason, of course).
  3. Offering remote work. This allows employees to work anywhere, whether that is while traveling or at home. 
  4. Offering a compressed workweek. Using this strategy, employees get a shorter workweek, but also work the same number of hours. 

 

What are the benefits of a hybrid and flexible work environment? 

Personally, it helps me love my job even more, which means increased satisfaction, productivity, and morale. There are so many ways to connect with the team at the click of a button. At Hire For Hope, we utilize Microsoft Teams and we have a group text message. Our small team allows for the text messages, and sometimes certain employees (ahem, me) can get a little crazy with the memes. But in all seriousness, workplace flexibility keeps individuals happy and satisfied. Benefits also include better mental well-being. Reduced stress and a better work-life balance improve job satisfaction, morale, and overall productivity at work. 

What are the drawbacks of a flexible work schedule?

At times, there can be a few cons to working remotely. 

  1. It can be challenging to employees who are remote and employees who are in the office to work efficiently together. 
  2. Availability can be misleading.
  3. Some employees do not work productively without supervision. 
  4. Some employees may find a remote policy unfair. 

With proper communication, technology, and management check-ins, these can be alleviated. 

Overall, the pros outweigh the cons of a flexible work schedule. With competent management and a trusting team, the company will truly benefit with improved efficiency and positive morale from remote workers. The best part? Your top performers are going to stay loyal and devoted to the company.

The Responsibilities of Leadership

What Are the True Responsibilities of a Leader?

by Amanda Sloan

If there is one thing that I’ve learned in life, it’s that no one else on the planet can make you happy.  This applies to your parents, your friends, your coworkers, and your boss.  Sure, people have the potential to bring you joy, and some are better at it than others, but when it comes to your satisfaction in this world, all responsibility falls solely on you.  

This can be a difficult concept for some to grasp. I, myself, have struggled with this in the past. One of my roles for many years as a stay-at-home mother was to put dinner on the table for the family. I will admit, my competency in this task was quite low during the first few years of marriage, but, hey, shouldn’t effort count for something? It disappointed me that my husband didn’t consistently vocalize his appreciation for me completing this nightly obligation (as if he didn’t appreciate me). In reality, my husband’s appreciation for me did not change from the night I served burnt meatloaf and lumpy mashed potatoes to the night that I finally nailed that gluten-free pizza crust. I put certain pressures on myself to perform and judged myself through his reaction of satisfaction (or lack thereof). I was the one placing my value on the success of this specific task, not him. (Though my attitude would have greatly improved had he communicated that to me at the time!) In order for me to find satisfaction in that role, I needed to adjust my expectations; eventually, with enough experience in the kitchen, I became confident (if not more committed) in the role. It still isn’t my favorite task but at this point, I am generally satisfied with the end result, with or without my husband’s vocal “approval”. 

This often happens in the workplace as well. An inexperienced employee may feel discouraged after the failure of a task and instinctively blames their manager without admitting any fault or recognizing how they could personally grow from the experience. At the same time, if an employee isn’t properly recognized for their contributions toward a successful project, they might experience discontentment.

This puts leadership in a precarious situation. Leaders do need to accept responsibility for their professional misgivings, and the failures of their team, but should the blame and credit always lie solely with the “man in charge”? What really are the Responsibilities of Leadership? And when should the employee take responsibility? Below are some tips for how we, as leaders, can equip our employees to thrive – through both failure and success. 

Authentically Engage.

Leadership is not a spectator sport and under no circumstances can you win the game if you refuse to take the field.  There are risks with becoming too close with your employees. Pals won’t take discipline very well. But it is important to connect with your subordinates as people. Earn empathy by being authentic and admitting personal errors. Encourage contributions by offering opportunities for collaboration and show genuine interest in the progress of projects. Don’t just blindly say “good job” but tell the employee what stands out to you about their work. 

Communicate.

Beneath the success of any project lies the full understanding of its desired outcomes. A team is simply unable to produce victory if they don’t know the rules of the game or the position that each individual plays. You absolutely must have strong lines of communication with your team members. Collaboratively set expectations and regularly check-in. All members of a functioning team must agree on individual roles and responsibilities. This requires genuine commitment, a willingness to listen and compromise, and the understanding that everyone has a different point of view. Each member of a team should be valued and respected and leaders need to be approachable for members that feel something is off track or need additional direction. Also, remember that oftentimes listening is more productive than talking.

Support.

What your team needs from you often is situational. Each person has different competencies and commitment levels for completing specific tasks and each of these levels requires different support from leadership. (See “Situational Leadership” by Hersey and Blanchard.) Someone that is eager to learn a very technical skill may require to be micromanaged during the time it takes to build some competency in that area. That same person, very talented and experienced in another arena, may only need you to ask if the task was completed. That individual may still benefit from simple recognition as confirmation you appreciate their follow-through. Once you’ve mastered authentic engagement and communication, recognizing your responsibilities to your people will come more naturally, but determining when and how your team needs you is key. 

Honesty. 

Leaders will have to distinguish between excusable and inexcusable failures. Inexcusable failures likely require disciplinary action. For other mistakes, focus your energy on what can be learned from the experience but always give honest feedback. Though criticism can sometimes be difficult to accept, it is essential for growth, and you aren’t growing if you are comfortable. The delivery method may require sensitivity for some, but again, if you are being authentic, communicating well with your team, and offering your support where appropriate, constructive criticism is more likely to be well received. 

 

On occasion, what an employee needs to thrive at work has nothing to do with their manager. To address those areas, offer resources as part of, or in addition to, your company’s benefits package such as paid time off, an employee assistance program (EAP), a wellness program, or a chair massage day at the office.

Negativity Is Destroying Your Culture. Here Are 5 Tips to Extinguish the Flame.

How to Navigate Negativity in the Workplace

by Asad Khaja

One of the things that we hear all the time on calls with candidates is concerns or issues about negativity in the workplace. This issue can show up in a multitude of different ways in your organization. You might have an employee who is gaslighting others, or maybe you’ve had issues with the break room turning into the gossip room. 

Whatever it is that you could be dealing with, negativity in the office can be one of the biggest morale and culture killers that you might deal with in your organization. Don’t worry though, this is something that you can turn around for your organization, and if you’re not dealing with issues of negativity, hopefully, these ideas will help you to continue to move your organization forward.

 

1. Figure Out Their Hopes and Dreams

One of the things we hear the most from candidates is they don’t feel appreciated or understood at work. Having weekly or monthly 1 on 1’s with your team allows you the chance to learn about them and understand their struggles. Find out what motivates them, or what they’re passionate about outside of work. Truly take the time to LISTEN to them and how you can help them achieve those dreams.

 

2. Give People An Outlet to Express Their Problems

There are always going to be issues at work, whether internal or external (with clients or customers). Create ways for your employees to express concerns they may have, even if it may be anonymously. If employees have a way to address concerns with leadership, they’re not going to sit there at lunch complaining to their coworkers about any issue that comes up. 

 

3. Infuse Your Workplace With Fun and Humor

Find unique ways for your team or the whole company to have fun and relax and get to know people outside of what we show at work. Here at Hire For Hope, we start every Monday meeting with ‘Good News’ in your life, allowing the team to celebrate with you. We also do icebreakers at all our other team meetings. It creates talking points with your team or inside jokes, further entrenching happiness or joy in your employees with being at work.

 

4. Invest In Your Hiring and Onboarding

Make investments in your hiring process and understanding what you’re truly looking for. Take the time to know your culture and know how you want to present it to potential candidates. When you take the time to understand this, you can start to avoid hiring individuals who might be super talented but aren’t a culture fit. If they aren’t a fit with the culture or team, it’ll only be a matter of time before they start to try to bring down the rest of the team morale.

 

5. Help Them Find a Happier Place to Work

This should be an absolute last resort to remove negativity from the workplace. Sometimes though, the expectations of the job or the culture just isn’t what someone was looking for. Watching others achieve their dreams while someone feels stuck can be demoralizing. Take the time to understand what someone actually wants and help them find that, even if it’s outside of the organization. Once they’re gone, it should help allow the culture to reset and pickup where it left off.

What is the Predictive Index?

The Predictive Index is Hire For Hope’s “not-so-secret sauce.”

Predictive Index assessment platform

by Lauren Fenech

As a company, we reviewed many different types of psychometric tools. Predictive Index stood out the most to us because (1) it takes about five minutes to complete and it’s spooky, scary accurate, (2) it reveals a lot about our candidates before they even walk in the door for an interview, and (3) it helps us place candidates in roles that they are naturally hardwired for. 

The first part of The Predictive Index is the behavioral assessment.

The  behavioral assessment measures four key drives: 

  1. Dominance: the drive to influence people or work
  2. Extraversion: the drive for social interaction
  3. Patience: the drive for consistency and stability
  4. Formality: the drive to conform to rules and structure

We help our clients understand how “high” or “low” a person falls within these drives, and then they can predict how employees will carry themselves on the job. For example, someone with high formality will want a crystal clear understanding of the task at hand. This provides he/she with confidence and comfort in his/her role. Someone with low formality can take on a task with little to no direction and get started with ease. This individual is inherently flexible and is more concerned with the outcome of a task, rather than how the results are achieved. 

The second part of The Predictive Index is the cognitive assessment.

The cognitive assessment is timed at 12 minutes and there are 50 questions. Think of a sponge. The size of that sponge is how much knowledge the individual knows. How quickly this individual soaks up new information and processes – that is what the cognitive assessment measures. An individual with a high cognitive ability can naturally adapt to changing environments, and in doing so, will catch on to a new role and new processes more quickly than someone with a lower cognitive ability. A low cognitive ability certainly doesn’t mean a person isn’t intelligent, it just means it takes them longer to process new information. There are plenty of successful people out there that might not have the highest cognitive ability. 

So why use the Predictive Index?

Below are some ways that the tool has saved our clients time and money:

  1. It’s reliable and valid. It’s been tested and proven to measure what it says it measures! There is no need to use multiple assessments. In total, this assessment takes candidates 20 minutes for the behavioral and cognitive assessment combined. 
  2. It prevents turnover. Because you’ll be hiring employees who are naturally hardwired for his/her job, they will be more likely to stay in that role. The tool allows our clients to hire confidently and have the predictability of a long-term fit. 
  3. The cognitive assessment is perfect for high-stakes projects. When our clients need to assemble a team who can get up to speed fast and move quickly, we highly recommend utilizing the cognitive assessment. 

Want to try out the assessment for yourself? You can try it for here at no cost! Do you already know your Predictive Index type, but aren’t sure what that means for your career? Here are the best jobs for each Predictive Index type.

Maternity Leave Tips

Embracing the New Me

by Nicole Degi

Here I am eight months later still trying to understand and embrace the new me. The new me is a mom, wife and full-time employee. Coming from someone who is an “all-in” type of person, this has been a little more challenging to navigate than I anticipated.

Eight months ago, I became a mom. I had a beautiful, healthy, baby boy who quickly became my world. I was able to take twelve weeks off for maternity leave, which was amazing and just like every mom before me said- — it FLEW by. I soaked in every snuggle, every first, every sleepless night and fully embraced this new season of my life. 

I feel extremely fortunate that I was able to have those first few months home with my little man before heading back to work. As I transitioned back into work, it was every bit as challenging as I thought it would be. Being a person who always wants to give my all to everything, I had to learn quickly that boundaries are something I need to implement in my life. To be an amazing mom, wife and employee, I needed to prioritize my focus, communicate and take the support offered to me. 

Over the last eight months, I have been reflecting on what helped me navigate this life change and jotted down a few tips that could help you if you are going on maternity leave soon. On the flip side, I also included a few tips for how employers can help employees transition back into work when coming back from maternity leave.

 

Tips for going on maternity leave:

  1. Accept the chaos.

    I quickly realized that everything takes longer with a kid. I used to be able to get up, get ready and get out the door in 45 minutes, which makes me laugh thinking about that now. My advice: double your time as a new mom!
  2. Find your tribe.

    We all have heard the saying “it takes a village.” I can’t tell you how true this statement is. Find your village and learn to trust them! For me, my village was my family, friends and coworkers. When people ask, “How can I help you?”, tell them. Be vulnerable and tell them what you need. It may be a shower, a nap, or just someone there to listen. Whatever it is for you, let your tribe help you!
  3. Take a break if necessary.

    Rest when you can. Sleep when the baby sleeps. Put breaks on your calendar if you need to, go for a walk if that helps you and get that extra cup of coffee. Scheduling “breaks” in my day has been something that has really helped me navigate this change.
  4. Don’t always have an agenda.

    Let’s be honest, this is very tough for me! I love to plan, love to schedule and love to be organized. I have quickly learned it doesn’t always go that way with a kid and that is OK! What has helped me stay sane while navigating the “loose agenda” is creating a to-do list for home and for work. I then put them on my calendar to get accomplished!
  5. Always remember tomorrow is a new day.You can’t do it all and do not try too either. You will quickly burn out. If that load of laundry didn’t get done or the house didn’t get cleaned today it is ok because tomorrow is a new day! Have some compassion with yourself you are doing a great job!

Do you have an employee going on maternity leave? Here are a few tips for how to support them:

  1. Be understanding.

    For most new moms, they just left their babies for the first time to go back to work. So, they may cry, they may be late or they may have spit up on their clothes — be understanding! This is all new for them and extremely difficult. They are most likely struggling with how to be the best mom and employee at the same time so having that understanding support system at work will really help with this transition.
  2. Offer flexibility when you can. If you can offer your employees the option to work remotely or a hybrid style, do it. I know this isn’t the case for every organization or role but if there is some sort of flexibility you can offer the new mom as they transition back into work it could greatly reduce their stress level.
  3. Offer support.I was very fortunate to have my team constantly ask how can they help me. This one phrase goes a long way! Even if it was nothing, I felt so supported knowing that they asked.
  4. Plan the before, during and after.Something that really helped me lower my stress level was creating a plan with my team for going out on maternity leave and coming back from leave. As I mentioned above, I am a planner! So having a plan outlined for when I went on leave really helped alleviate stress. I felt confident knowing that things were in place and handled when I left and didn’t have the “oh no- I dropped the ball” feeling.
  5. Prioritize honest communication.

    Have an open line of communication when the employee jumps back into work. Provide updates on things that may have happened or changed while they were out, address any immediate to-dos, and offer weekly one-on-ones if you do not already this will help outline expectations as well as offer an open line of communication for a smooth transition.

 

27 Hard Work Quotes

Quotes About Hard Work That Will Motivate You Today


by Kayla Ezinga

Sometimes, you just need a little motivation to get you going in the morning. These are some of our favorite quotes about hard work that get us psyched for the day!

 

1. “A dream does not become reality through magic; it takes sweat, determination, and hard work.” – Colin Powell

 

2. “I’m a great believer in luck, and I find the harder I work, the more I have of it.” – Thomas Jefferson

 

3. “Doing the best at this moment puts you in the best place for the next moment.” – Oprah Winfrey

 

4. “Hard work beats talent if talent doesn’t work hard.” – Tim Notke

 

5. “Great companies are built in the office, with hard work put in by a team.” – Emily Chang

6. “Success isn’t always about greatness. It’s about consistency. Consistent hard work leads to success. Greatness will come.” – Dwayne “The Rock” Johnson

 

7. “Hard work compounds like interest, and the earlier you do it, the more time you have for the benefits to pay off.” – Sam Altman

 

8. “Talent means nothing, while experience, acquired in humility and with hard work, means everything.” – Patrick Suskind

 

9. “If your dream is a big dream, and if you want your life to work on the high level you say you do, there’s no way around doing the work it takes to get you there.” – Joyce Chapman

 

10. “To succeed, work hard, never give up and above all, cherish a magnificent obsession.” – Walt Disney

11. “When you live for a strong purpose, then hard work isn’t an option. It’s a necessity.” – Steve Pavlina

 

12. “If you work hard enough and assert yourself and use your mind and imagination, you can shape the world to your desires.” – Malcolm Gladwell

 

13. “We think, mistakenly, that success is the result of the amount of time we put in at work, instead of the quality of time we put in.” – Ariana Huffington

 

14. “If people knew how hard I worked to achieve my mastery, it wouldn’t seem so wonderful after all.” – Michelangelo

 

15. “I do not know anyone who has got to the top without hard work. That is the recipe. It will not always get you to the top, but should get you pretty near.” – Margaret Thatcher

 

16. “There are no secrets to success. It is the result of preparation, hard work, and learning from failure.” – Gen. Colin Powell

 

17. “Success is often achieved by those who don’t know that failure is inevitable.” – Coco Chanel

 

18. “Do the best you can until you know better. Then when you know better, do better.” – Maya Angelou

 

19. “People who say it cannot be done should not interrupt those who are doing it.” – George Bernard Shaw

 

20. “Hard work spotlights the character of people: some turn up their sleeves, some turn up their noses, and some don’t turn up at all.” – Sam Ewing

21. “Sometimes, you have to give up. Sometimes, knowing when to give up, when to try something else, is genius. Giving up doesn’t mean stopping. Don’t ever stop.” – Phil Knight

 

22. “The only thing standing between you and outrageous success is continuous progress.” – Dan Waldschmidt

 

23. “You are your greatest asset. Put your time, effort and money into training.” – Tom Hopkins

 

24. “There are no traffic jams on the extra mile.” – Zig Ziglar

 

25. “We need to accept that we won’t always make the right decisions, that we’ll screw up royally sometimes – understanding that failure is not the opposite of success, it’s part of success.” – Arianna Huffington

 

26. “It’s hard to beat a person who never gives up.” – Babe Ruth


27. “Develop success from failures. Discouragement and failure are two of the surest stepping stones to success.” Dale Carnegie

Overqualified Candidate? Here’s What to Consider

Should You Hire the “Overqualified” Candidate?

by Tasia Allison

Throughout my career, I’ve seen more pushback on overqualified candidates than underqualified candidates. There’s actually more concern with candidates who check all the boxes than candidates who miss the mark. So, how do you stop worrying and hire the best candidate for the job? Here are eight questions to help you reframe your thinking and get the right hire! 

  1. Is your plate full? If your workload is busting at the seams, hiring someone with more capacity – particularly the ability to do more of your job, is a win/win!
  2. Do you want to advance? If you’re looking to take on more from the next level up, you need someone on your team who can do the same for you! If you’re interested in advancing, hiring someone with more skillsets than needed will accelerate everyone’s goals.
  3. Do you need them to be at capacity? This is both a personal leadership style and an organizational culture question. You’ll need to assess if it’s “okay” if this person isn’t swamped 24/7 because the job is easier for them. Are you okay with them doing their job and going home? Does your culture expect overtime and long hours? If it works for you and your organization, it’s nice when your team isn’t fighting burnout all the time.
  4. Do people in your organization get “bored”? If your organization is constantly evolving and growing, chances are, no over-qualified employee is going to get bored; work and opportunity will find them.
  5. Is there the right level of engagement for this candidate? Each person values something different so you’ll have to do some digging and investigative work to understand what keeps them engaged. For example, if it’s financial, you’ll have to assess if your organization will keep them financially engaged through things like increases, bonuses, and rewards. It could also be things like culture, community involvement, work/life balance, professional development, or advancement.
  6. Where do you see your team in the next two years? Lots of change and lots of growth? Most bored or mismatched employees will stick around and stay engaged for two years. If you anticipate change on your team in that amount of time, your risk of hiring, training, and then losing them is relatively low.
  7. What are their goals? Just because they can do a different job or take on more, doesn’t mean they want too. If they wanted to climb the corporate ladder, they wouldn’t have applied to a job they were overqualified for. Most often, they are seeking less hours, less stress, and better work/life balance.
  8. Does their compensation align? This can tell you a lot about their expectations. Whether they’ve tempered their compensation requirements for the role, or they are “way off”, this creates more opportunity to align and discuss expectations. 

 

Ultimately as a firm, here’s what we’ve uncovered — The number one reason candidates are bored in their role is because they were hired to do a job they aren’t being allowed to do, not because they were overqualified for the role when they were hired. The number one reason candidates are interested in a role they are overqualified for is better work/life balance. In general, we feel that if there’s clear alignment, role clarity, and engagement opportunity, the reward is much, much higher than the risk. 

Next time an “overqualified” resume comes across your desk, we’d encourage you to take another look and ask yourself these questions!

How To Motivate Your Employees

Do You Have Employees That Are Disengaged? Here’s How to Motivate Them

by Kayla Ezinga

“Engaged employees stay for what they give (they like their work); disengaged employees stay for what they get (favorable job conditions, growth opportunities, job security).” –Blessing White.

Everyone has good weeks and bad weeks at work. But a problem arises when an employee is having bad weeks consistently. This could mean that the employee is disengaged. What can you do as a manager to motivate a disengaged employee? These are our top tips:

1. Recognize, congratulate, and encourage

Have you ever worked really hard on a project and felt like no one cared? The next time you had a big project, were you as motivated to work on it? Didn’t think so. One of the most important things you can do as a manager is recognize hard work, congratulate an employee for a job well done, and encourage employees to continue working on their projects and put their all into it. This can go a lot farther than you would think!

2. Let them make the decisions

When things seem overwhelming to anyone, one way to take back control is to make decisions. It is also possible that an employee is feeling disengaged because they don’t feel connected to their work. The best way to help this is to let them make decisions. Having more control of their work can give just the right amount of motivation to just get it done. Also, allowing employees to make decisions about how the work gets done lets the employee know that you trust them.

3. Incentivize

Setting a due date can feel overwhelming and demotivating if an employee thinks getting the work done is too much for the time given. Creating a reward system for your employees can help them pick up the pace. This system is completely up to you on how much or what you want to reward. Some examples of rewards are a small (or large) bonus, an extra day of PTO, a lunch bought by the company, movie tickets, or a small trophy. You can feel free to get creative with this!

4. Make sure they are in the right seat

One thing we emphasize at Hire For Hope is having the right people in the right seat. The most common reason that employees become disengaged at work is that the work they are doing is not right for them as a person. For instance, if the current role they are in requires a lot of detail orientation and steady work and they are the type of person who doesn’t notice detail and loves to switch things up, they will not be engaged at work. If you believe that you have someone in the wrong seat, this doesn’t mean you have to let them go necessarily. You just need to find the right seat for them. If you don’t have the right seat for someone, you will have to make some tough decisions. Our favorite tool to find out if someone is in the right seat is the Predictive Index Behavioral Assessment. Using the information given in the results, you will not only be able to tell if someone is in the right seat, but you will also be able to predict if someone will be in the right seat when you are trying to fill a position. 

 

Overall, motivating a disengaged employee can seem like a daunting task, but if you know what you need to do, you are sure to accomplish it. If you would like to learn more about our favorite tool to make sure an employee will start and stay engaged, contact us at hello@hireforhope.com

Employee Career Mapping

How to Help Your Employees Advance in Their Careers

by Jenna Fatum

Does your employee career mapping need a makeover? Let’s cover the basics. People are naturally driven to develop and progress throughout their careers. It is key to provide clear paths of mobility and opportunities for development to keep employees inclined to reach peak performance and expand the business.

Most commonly, career mapping has an upward trajectory but that is not always the case. A horizontal career lattice is ideal for employees that are itching for change without the desire to continue in the same direction. This gives people variety to choose a path that makes sense for them and decreases the likeliness to consider outside options of employment. Variety also helps people feel empowered to make a decision of how they get to where they want to go on their journey throughout their career. 

Why is employee career mapping important?

A common contribution to employee dissatisfaction that could ultimately lead to dusting off the old resume can be attributed to the inability to advance throughout a career. Nonetheless, there are many contributing factors as to why employees seek new opportunities. Among the top reasons we are largely seeing that people have the desire for new challenges and are experiencing a lack of advancement opportunities. Additionally, equipping the workforce with avenues of development opportunities and mobility strengthens the potential for career satisfaction and longevity within an organization. It makes sense that people want to stay working for an organization that invests resources and time to help employees develop and succeed in their roles. 

Stellar employees are eager to learn new skills and achieve the next level of their careers. Employers would be doing a disservice by not prioritizing varied avenues of career progression for all to adopt. From a business perspective, a few benefits include keeping employees engaged, motivated, and contributing to the greater goals of the company. The value of a career can be measured throughout the journey, whereas a one-stop destination is a job.  

Not sure where to start?

If your organization currently has a strategy in place, take a moment to collect feedback from the workforce about the success of the program and seek an understanding of ways it can be improved. If there is not an existing career mapping plan in place, start with the basics.

  • Start with the objectives and identify the goals of the position at each level.
  • Uncover individualistic goals both short-term and long-term.
  • Partner with employees to build a customized career progression plan that aligns with their goals and the objectives of the position.
  • Follow that up with the implementation stage, which should properly provide clear benchmarks and guidance.
  • Lastly, reflect and revamp as needed.  

Career mapping looks different for every company and there is not one plan that reigns. Remember that people may redefine their career goals and redirect their careers in alignment. It’s important that leaders hold frequent communication with their teams to understand where people are at if goals have changed, and how they can best support people to achieve the next level in their career.

Hire for Hope can help your organization map out careers for its employees. Reach out to chat with one of our talent optimization experts!