Career and Enterprising Archives | Page 35 of 111

Simple ways to show your employees you appreciate them

Thanking your employees is an essential part of any good employer strategy, but sometimes it can be hard to know how to show your appreciation in a way that feels genuine.

Here are a few suggestions for simple ways to say “thank you” that will make your employees feel appreciated.

Thank them publicly

Thank your employees publicly for a job well done. It helps to build morale and shows them that you’re paying attention.

You could do something as simple as posting on LinkedIn or sending out a company-wide email. Or, if you want to go all out, you could even throw a luncheon or award gift cards. No matter what you choose, make sure it’s something heartfelt and personal.

Get to know your employees

When it comes to showing your employees that you appreciate them, it’s not about just saying the words. It’s about taking the time to get to know them as individuals.

What are their hobbies? What are their life goals and aspirations? When you know more about them as people, not just workers, you can start to see how you might be able to help them achieve their dreams.

And that’s really what appreciation is all about—helping your employees feel like they’re not just hired to clock the hours, fulfill tasks, and leave. When they feel like you care, they’re likely to be more pumped for work.

Show appreciation in small ways

We understand it can be tough to show your employees that you appreciate them. You might not be used to thanking them, or you might not know how to show your gratitude in a meaningful way.

How about small gestures like sending a handwritten note, taking them out for coffee, or leaving a little something special on their desk? These little things can mean a lot to some employees and can go a long way in making them feel appreciated.

Encourage a positive work-life balance

Image Credits: unsplash.com

It can be tough to find a good work-life balance these days with mental health issues at their peak. Most people dread the thought of working all day and then going home to have to reply to work emails or messages. But it doesn’t have to be that way.

You can encourage a positive work-life balance by implementing some no-frills policies. For example, you can allow your employees to work from home occasionally or give them some flexible hours on Fridays. This will help them better manage their time and make them feel valued.

Acknowledge their good work when you see it

Most bosses aren’t used to thanking their employees for a job well done. But it’s necessary to do so, especially if you want them to stay with you for the long haul. One way to show your appreciation is to acknowledge their good work when you see it.

If an employee does something that goes above and beyond, take a moment to thank them for it. A simple comment like “thank you for going the extra mile” right on the spot can make a big difference.

Another way to show your appreciation is by giving them a mid-year bonus or year-end raise. Of course, this isn’t always feasible, but it’s something to keep in mind if your budget allows it. Whatever way you choose, show your employees that you respect their hard work. It goes a long way towards keeping them satisfied.

Give employees the resources they need to succeed

This could mean providing them with the tools and equipment they need to do their work well, or making sure they have the training and support opportunities they need to be industry-competitive. It could also mean giving them the freedom to do their tasks in a way that works best for them.

If you want your employees to feel appreciated, you need to make sure they feel like you trust them and that you’re willing to invest in them. Being content is a huge motivator, so make sure your employees know that you’re grateful for their contributions.

Thanking your employees may seem like a superficial thing, but it can mean a lot to some individuals. It makes them feel treasured, and it can motivate them to put in 101%. If you do not want to forget how to show your employees that you appreciate them, bookmark this article so you can refer to it again in the near future.

How to get on your boss’ good side without being seen as a sickening bootlicker

When it comes to pleasing your boss, you want to make sure you don’t cross the line into the overpraise territory.

Here are a few tips on how to get on your boss’ good side without being seen as a sickening bootlicker.

Be a team player

Don’t be afraid to share credit for successes. When things go well, make sure your boss knows who to thank. Your colleagues will appreciate the recognition, and it will help you build a good relationship with your boss and your coworkers.

Suggest new ideas

First, try to find a time when your boss is open to new ideas. Maybe they’re venturing into an unexplored collaboration or finding fresh inspirations for business development. If you can, try and catch them when they’re in a good mood.

Next, make sure your idea is feasible. Don’t suggest something impossible or that’s going to take too much time and resources. Your boss will probably appreciate your effort, but it would be useless if they can’t follow through.

Finally, be clear and concise. Get to the point and explain why your idea is a good solution to the problem at hand. Remember, your boss is busy, so they don’t have time to listen to long-winded proposals.

Don’t be a brown-noser

Image Credits: mediabistro.com

You want to be seen as someone willing to go the extra mile, but you don’t want to cross the line into sycophancy. Always sucking up to the boss is a surefire way to make enemies among your colleagues. So how can you get on your boss’ good side without being seen as a sickening bootlicker? Be genuine, be yourself.

Avoid being a know-it-all

You might be tempted to try and show your boss how much you’ve learned by acting like a know-it-all. But this is one of the quickest ways to get on their bad side.

Your boss is probably smart enough, and they don’t need you to lecture them on the finer points of the job. In fact, they will probably see through your act and think you’re just trying to show off.

Instead, try being humble and respectful. Admitting that you don’t know everything and asking for help when you need it will make you seem much more amicable than trying to act like a know-it-all.

Take on extra assignments

If there are tasks that nobody else wants to do, volunteer for them if you think it’s a good learning opportunity for you. This will show your boss that you’re seeking growth and willing to try new things.

And don’t just do it when there’s something big at stake. Offer to help out with smaller tasks too, like creating agendas for meetings or drafting weekly newsletters. The more helpful you are, the better your relationship with your boss will likely be.

There’s no need to grovel and lick your boss’ boots to get ahead. If you resort to such tactics, you will likely just end up alienating your colleagues and torpedoing your career prospects. Instead, try employing some of the tips in this article to get on your boss’ good side without being seen as a sickening bootlicker. With a bit of finesse and strategy, you can have a positive relationship with your boss without compromising the respect of your coworkers.

The top reasons you shouldn’t hire an intern

You might be considering hiring an intern to help you out in your business, but before you do, there are a few things you should keep in mind.

While interns can be a great asset to your team, they’re not always the best hiring solution for every company. Here are the top reasons you should think twice before hiring an intern.

Short-term help

You might be thinking that getting an intern onboard would be a smart way to get affordable help, but that’s true only to a certain extent.

Interns are looking for a short-term learning experience that matches their academic schedule and most will leave after three to six months. If you’re looking for long-term help, you would be better off hiring an associate or executive.

Lack of time to train

Think about it—interns usually need a lot of training, especially if they’re very new to the workforce. They need to learn about the way you do things and how to complete their tasks properly. That’s a lot of time and energy that you don’t have to spare.

It’s much better to hire a full-time employee who is already familiar with the industry and knows what they’re doing. This way, they can hit the ground running and start contributing to your team immediately.

You need someone with more experience

Image Credits: time.com

You may be thinking, “I don’t have enough work for someone full-time, but I could use some help.” And that’s where an intern can be a suitable option.

But before you decide to hire an intern, you need to be sure that the work you’re asking them to do is appropriate for their level of experience. For instance, if you’re looking for someone to do basic content writing, an intern can be a great option.

But if you need someone with more experience in SEO and who can help you rank your website on Google or other search engines, you might want to consider hiring a full-time employee instead.

You’re looking for an individual to fill a specific role

Are you looking for someone to fill a particular role in your company? If so, an intern might not be a good fit. Full-time employees have specific job descriptions and are usually trained to do those tasks well.

On the other hand, if you’re looking for someone to help out with a range of tasks and you don’t have the bandwidth to train them yourself, then an intern could be an okay option. They are more likely to be eager to learn and will be willing to try a hand in various areas.

There are many justifications as to why you should be hiring an intern, but there are also grounds for reconsideration. For example, interns may not be as qualified and can lack the experience they need to get things done well. Since they may not stay with you for very long, you might have to start from scratch again when a new hire comes in. Do you have the time and energy to spare?

The dangers of making a swift comment on a rumor in the office

You’ve probably heard the saying, “Don’t believe everything you hear.”

It’s especially important to remember this advice when it comes to office tales. In fact, it’s best to avoid making any kind of comment on a rumor, especially if you’re not sure what’s true and what’s not.

Making a swift comment can have some serious consequences, and in this post, we’re going to take a closer look at why you should avoid doing it.

You could get fired

Do you want to take the chance of getting fired over something as foolish as a rumor? If your boss finds out that you were part of all the gossip, you could be out of a job. It’s just not worth the risk.

You’re better off avoiding any kind of remark on a rumor, no matter how tempting it might be. There’s always a chance that things could get out of hand, and you don’t want that on your conscience.

You may not have all the facts

Image Credits: bbc.com

When you comment on a rumor, you’re essentially adding fire to the fuel. And even if you think you’re just sharing your opinion, you could be opening yourself up to a world of trouble. You could also end up getting in trouble with your boss or with HR.

Bottom line: if you don’t know for sure that something is true, don’t say anything. You may not have all the facts. Or rather, you may not have any facts at all. Let other people do the speculating.

Rumors can damage relationships with coworkers

Think about it—you’re in the pantry, and someone brings up a rumor that’s been circulating. You pipe up and say, “I heard that too!” What you’ve just done is confirmed that the rumor is true.

And now everyone in the room thinks you’re a part of it. Even if you’re not, commenting on a rumor just gives it more credibility. So if you don’t want to get caught up in the drama and risk damaging your relationship with your colleagues, avoid making snappy statements on a buzz in the office.

When you hear a juicy tale going around the office, it can be tough to resist sharing your opinion. But before you speak up, you need to consider the potential consequences. If the rumor is false, you will look like a gullible idiot. And if the rumor is true, you will look like a gossipy jerk. So next time you hear a piece of office gossip, take a step back and think before you speak up. It’s not worth risking your reputation over something as trivial as a rumor.

How to explain to an interviewer that you were laid off from your previous job

Imagine this: you’re in the middle of an interview and the interviewer asks why you left your last job. How do you explain that you were dismissed from your previous job?

It can be a tricky situation, but with a suitable approach, you can turn it into a positive talking point. In this article, we will give you some tips on how to explain that you were laid off from your previous job in a smart way. Keep reading!

Explain that you were not fired

When you’re let go from a job, it’s not always because you did something wrong. Sometimes it has nothing to do with you at all—your company had to let you go because they were downsizing or going through some other kind of restructuring.

That’s what you want to explain to your interviewer. It’s not that you were fired from your previous job—you were laid off. It’s a critical distinction to make, because being fired may reflect poorly on your skills and work ethic.

Make sure to have a solid explanation ready, and be prepared to answer any questions the interviewer might have. You don’t want this issue to be the deciding factor that keeps you from getting the job you want.

The language you should use to explain

Here are some things to keep in mind when describing being laid off to an interviewer:

Keep your explanation short and to the point. Don’t go into too much detail about why you were laid off if not prompted.
Be sure to use the word “laid off” rather than “fired.” It sounds less severe and will make the interviewer more likely to be understanding.
Emphasize that you’re looking for a fresh start and that you’re glad to be considered for this position. Highlight your strengths and how they make you a perfect fit for the role.

Talk about the circumstances that led to your layoff

Image Credits: in.japanese-jobs.com

If you were laid off from your previous job, be prepared to talk about the circumstances that led to your layoff. There are a few things you can do to make sure you’re ready for this conversation:

Make sure you have a clear understanding of what happened. You don’t want to go into the interview having no idea what happened at your last job.
Practice talking about it. This is something you need to rehearse for because you don’t want to stumble over your words when you’re in the middle of an interview.
Don’t go into the nitty-gritty details if you’re not asked to share. You want to give the interviewer a bird’s eye view of what happened, without getting too bogged down by TMI.

If you can, try to put an optimistic spin on it by highlighting the skills and experience you gained from the position. Whatever you do, don’t lie or try to narrate the story in an untruthful way. The interviewer will see right through that via reference checks, and it will only make things more problematic for you.

Emphasize that being laid off is not a reflection of your work

Say something like, “I was laid off due to company restructuring. The HR team noted that it had nothing to do with my performance.” This will help the interviewer see that you’re a competent employee who can be a good fit for the job.

You can also talk about how you’ve been using your time since being laid off. Did you participate in volunteer work or take some time to travel and immerse in new cultures? This demonstrates that you have been using your time productively.

Whatever you do, don’t badmouth your former employer. This will only make you look unprofessional and reflect poorly on your character. Stay cheerful and focus on your anticipation for the future.

Getting laid off is a tough situation to be in, but you’re not alone. Many people have gone through the same thing. The key is, to be honest, and upfront with your interviewer. Tell them why you were let go and what you have learned from the experience. Highlight your strengths and emphasize how you can contribute to the company. Remember, your interview is an opportunity to show the employer you’re worthy of the position you’ve applied for. So go forth and ace it!