“Remarkable employees and employers”



Employees:

Great employees are reliable, dependable, proactive, diligent, great leaders and great followers… they possess a wide range of easily defined—but hard to find—qualities.

A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance.

According to Jeff Haden these  are the qualities of remarkable employees:

1. They ignore job descriptions. The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.

When a key customer’s project is in jeopardy, remarkable employees know without being told there’s a problem and jump in without being asked—even if it’s not their job.

2. They’re eccentric… The best employees are often a little different: quirky, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor.

People who aren’t afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.

3. But they know when to dial it back. An unusual personality is a lot of fun… until it isn’t. When a major challenge pops up or a situation gets stressful, the best employees stop expressing their individuality and fit seamlessly into the team.

Remarkable employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off. It’s a tough balance to strike, but a rare few can walk that fine line with ease.

4. They publicly praise… Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.

Remarkable employees recognize the contributions of others, especially in-group settings where the impact of their words is even greater.

5. And they privately complain. We all want employees to bring issues forward, but some problems are better handled in private. Great employees often get more latitude to bring up controversial subjects in a group setting because their performance allows greater freedom.

Remarkable employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.

6. They speak when others won’t. Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.

A worker once asked me a question about potential layoffs. After the meeting, I said to him, “Why did you ask about that? You already know what’s going on.” He said, “I do, but a lot of other people don’t, and they’re afraid to ask. I thought it would help if they heard the answer from you.”

Remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.

7. They like to prove others wrong. Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn’t have leadership potential often possess a burning desire to prove other people wrong.

Education, intelligence, talent, and skill are important, but drive is critical. Remarkable workers are driven by something deeper and more personal than just the desire to do a good job.

8. They’re always fiddling. Some people are rarely satisfied (I mean that in a good way) and are constantly tinkering with something: Reworking a timeline, adjusting a process, tweaking a workflow.

Great workers follow processes. Remarkable workers find ways to make those processes even better, not only because they are expected to… but because they just can’t help it.

The above information comes from Jeff Haden who worked his way up from the business and technology industries. Other interesting articles can be read on : http://www.inc.com/author/jeff-haden

Employers:

Great employers provide great leadership and have the ear to the ground with respect to what is occurring by listening and seeking opinions from their staff.

Essentially, those that hit the next level will realize that if their workers are going to perform their roles well, then they must provide:

Good Resources,

Realistic Deadlines,

An atmosphere, which allows communication to occur without retribution

Ongoing incentives

Appropriate workplace conditions, which provide security, comfort, reasonable workspace, equipment, and flexibility with time as well as locations of work.

Finally, an employer ideally needs to provide a sense of belonging, which freely encourages workers to have some input of the decisions that are made and opportunity to raise concerns where appropriate.

These current lists on employees and employers attributes makes a start on what some of us have observed in the workplace, but no doubt, if other readers of this blog want to add their suggestions to the list over the next week please do so!

Mmmmm:) Until next weeks posting!

 

Who is a happy worker?



As I was heading down to the coast over the Easter weekend, I heard an interesting interview on 774 broadcast radio.  Bill Shorten was discussing the concept of how a happy worker affected productivity. Although he was not able to provide conclusive evidence about what the impact had been in the last 10years, he did suggest that workers had been less productive, were feeling less happy, valued or secure in their roles. This is not surprising giving the number of jobs that are being cut both in private and government sectors throughout the country.

How do employers create a happy workforce? What can be done to change the current feelings of workers who are in jobs or those wanting to get into jobs?

One might ask organizations to perhaps invest more time into their recruitment processes and develop a culture that can be sustained that includes the concept of care, integrity and realistic work demands and support. Is this perhaps a pipe dream you might ask?  Perhaps it is, particularly where today the bottom line is mainly what counts, and that for every position advertised there are hundreds applying!

Nevertheless, employers can start take some positive action right at the beginning stages when they are recruiting prospect employees. Good employers will understand that if they are going to get the best people to apply for their jobs, then they need to be able to provide a fair way of applying, for these positions.

Although the application process is a way of weeding out would- be- contenders, does additional documentation such as providing a separate selection criteria, go too far, especially if a candidate provides a clear and well-documented C.V?

Surely, any good recruiter can look at a CV and see whether there is enough well documented experience to met the specification of a particular role, given that often  job descriptions don’t always equally well match the role that a person performs?

When it come to terms and conditions of employment, what makes a desirable workplace?

Apart from a reasonable salary  to live on and appropriate days offered to perform the role, don’t future employees want to know if the organization is flexible with time and has the ability to offer family friendly options?

More often than not these days, more and more employers offer contracts, which although lucrative for some, don’t inspire security and a feeling of loyalty. Often no, sooner than a person starts in a role, they need begin to look for the next position or keep their options open! In some instances the 3-month probation period, means neither party is locked in making a commitment and has a way out. Most people in any position need a good 6mths into a job to really settle into their role. Confidence needs to be built up and  working relationships need to be formed.Unfortunately, this just doesn’t always happen instantly, as most people would like  ideally !

With the flood of contract roles currently being put out there, it very difficult to get any really investment into training or mentorship, which would help develop a happier work place. In my own case, I have been trying to change career directions and have found myself trying all kinds of roles to get experience. Not only was it the wrong time to do this, but also with age and work cultures/economics changing, it has been a challenge. The years of experience had in other areas of my work life, in some instances have  been counterproductive, when trying to break into a new field. Employers these days can get the skills they require on demand, given the number of highly qualified people applying for work.

I was lucky last year to get an opportunity to pursue something new, but it just wasn’t sustainable because it was  on a contract basis a 3  days  per week. I have also taken on sessional roles to get experience but obviously this is not enough.

So who is the happy worker? How does your organization provide the support and environment that makes you want to be there? When you were recruited how did this occur and did their recruitment process provide increase your confidence in wanting to work for this organization?

 

Mmmmm

PS new postings on this blog are intended to occur weekly so stay tuned!

Work or Not “New beginnings”



This blog has been created to share the ups and downs of being on the unemployment roller coaster ride, particularly anyone who has been either underemployed or had difficulties getting a job due to age, lack of experience or part of an industry that is changing!

It’s time to find a real voice and let everyone know that trying to find a job and stay afloat is very much a full time situation and that despite government programs that attempt to reduce unemployment, there are some very difficult realities being faced out there. Being given a fair go isn’t always happening these days, especially when dealing with potential employers, who even after interviews don’t always get back to you personally to let you know the results or prefer to be impersonal and just email if you have been unsuccessful! It is a very frustrating experience and this new form human relations seems a contradiction in terms!

So this forum is for you to share and vent and laugh about the experiences of trying to find work and hopefully, gives you a fair go to be heard without fear or judgment!

By :

Mmmmm 🙂

This entry was posted on April 3, 2012. 1 Comment