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Road to success: How to avoid common virtual interview blunders

While a virtual interview is (almost) just like a regular interview, there are a few things you should keep in mind to make sure your interview goes smoothly.

Preparation is key for any interview, and that’s especially true for virtual interviews. Below are some tips to help you avoid common blunders and make the best impression on your interviewer.

Tech problems: What to do in case of technical difficulties

First, request to call the interviewer back later. Simply explain the situation and ask for a few more minutes to fix the issue.

Your second option is to send an email explaining the situation. This is a good choice if you’re having trouble with your internet connection or with your laptop itself.

Most hiring teams will understand video interview issues, but it’s always best to be proactive and let them know what’s going on. That way, you can demonstrate your problem-solving trait.

Finally, always give yourself plenty of time to set up a video meeting. This will help eliminate any tech issues and ensure that your interview goes as smoothly as possible when the time arrives.

Dress code: What not to wear

You should still dress like you would for an in-person meeting.

Wear pieces that make you feel confident and comfortable and steer clear of anything too tight or revealing. No loungewear, please! You want to look polished and professional.

Preparation: Not being ready

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Sitting in a messy room or distractions in the background are definite no-nos. And one of the worst things you can do is stare into blank space when your interviewer speaks. It makes you look uninterested.

Interaction: How to ace the virtual interview chat

When it comes to nailing the virtual interview, interaction is key. After all, the whole point of an interview is to get to know each other, and that’s a lot harder to do when you’re not in the same room.

Here are a few tips to help you make the most of a virtual chat (without video):

Pay attention to your body language. Although they can’t see you, sitting up straight can get your brain into the right zone.
Ask questions! This is your chance to get to know them too, so don’t be afraid to ask about their experiences with the company, or what they think makes it special.
Make sure the interviewer has finished their question before answering. There’s nothing worse than jumping in before they’ve had a chance to finish, and it can make you seem like you’re in a hurry to end things.

Aftermath: How to follow up after your virtual interview

Sending a thank-you email after your virtual interview is a must.

But don’t just send any template—take the time to personalize it and make it specific to the organization you interviewed with.

In your email, reference something that you discussed during the interview and emphasize how excited you are about the opportunity. This will not only show that you were paying attention, but it will also demonstrate your interest in the company.

It’s also a good idea to include any additional information that you didn’t get a chance to mention during the interview. For example, if there’s something in your resume that you didn’t have a chance to discuss, this is an opportunity to bring it up.

Finally, end your email by expressing your appreciation for the interviewer’s time and restating your interest in the position.

So, remember these key tips when preparing for your virtual interview, and you will be on your way to acing it! By following the abovementioned tips, you will avoid any embarrassing gaffes and put your best foot forward. And, who knows, you might just get that job offer you’re hoping for. Best of luck to you!

Wise steps to take when miscommunication occurs in the workplace

Miscommunications at work are never fun, but they’re especially frustrating when you don’t know what you did wrong.

Maybe you delayed an email and it caused confusion, or maybe a team member misunderstood a request and delivered the wrong results.

In any case, here are steps to take when miscommunication occurs in the workplace.

Acknowledge the miscommunication

When miscommunication occurs in the workplace, acknowledge it.

It’s easy to try and ignore the situation, or worse, pretend it never happened. But this only makes matters worse in the long run.

By acknowledging the miscommunication, you’re taking the first step in resolving it. Doing this shows that you’re willing to work together to find a solution. It also shows that you’re open to communication and willing to listen to what the other person has to say.

Keep emotions in check

In any situation, keep your emotions in check.

If you’re feeling angry, upset, or frustrated, it can be tough to have a productive conversation.

The best way to deal with these negative emotions is to compartmentalize them. Don’t let them affect your judgment or decision-making. Put them aside and focus on the issue at hand. This may require some deep breathing and relaxation techniques.

If you’re still feeling angry or frustrated after a little time has passed, that’s alright. But don’t reply to the email or have the conversation until you’re in a better headspace. Give yourself some time to calm down and collect your thoughts. There’s no need to act when you’re angry—you will only regret it later.

Get to the root cause

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Miscommunications at work can be infuriating.

They can also be costly, leading to wasted time and effort, and even damaging relationships with coworkers.

The root cause of most miscommunications is simply a lack of alignment in expectations. This can be caused by things like unclear instructions, ambiguous goals, or different interpretations of the same information.

A smart way to prevent miscommunications from happening in the first place is to establish baseline communication standards. These standards should be clear and concise, and everyone involved should agree to them before starting any project.

In addition, set clear norms and expectations for communication. These should be specific to each team or project, and everyone should be aware of them. This will help prevent misaligned expectations from becoming a problem down the road.

Discuss potential solutions

Begin by openly discussing potential solutions with your coworkers.

If you’re not sure where to start, here are some questions you can ask:

What do you think is a fair resolution?
What do you think the consequences should be?
What do you think we could do to prevent this from happening again?

If you’re still not sure how to proceed, you can always consult with a supervisor. But the crucial thing is to take action and not just let the issue sit and fester.

Establish and agree on a new plan

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If the issue at hand is complex, or you and the other person have different ways of approaching problem-solving, it might help to establish a new plan together.

This ensures that both parties are on the same page moving forward and reduces the chances of miscommunication happening again in the future. To do this, you can sit down with the other person (or persons) involved and come up with a step-by-step action plan.

This plan should be specific, realistic, and achievable, and should take into account everyone’s schedules and workloads. Then, agree on a method of communication that will work for everyone involved.

This might mean setting up regular check-ins, or having an open-door policy when it comes to addressing concerns. Whatever you decide, make sure that everyone is on board with the plan before moving forward.

The next time you experience a miscommunication in the workplace, try out these tips, and hopefully, you can repair the situation before it gets out of hand. Remember, communication is key, so always take the time to talk to the other person and get their side of the story. By working together, you can hopefully clear the air and move on from the situation.

Managing an employee? Leave the friendship at home

Don’t mix business with pleasure.

That applies to the employer-employee relationship. Many people make the mistake of treating their employees like friends, and it almost always ends up causing problems.

Reasons why not to be friends with employees

When you’re friends with someone, it’s difficult, to be honest with them.

You might feel like you’re hurting their feelings or that you’re being too blunt. This can lead to a skewed view of their performance and make it hard to provide them with the feedback they need to improve.

And if things go wrong? It can be pretty awkward to have to discipline or fire your “friend”. Suddenly, all those lunches and after-work drinks become a lot less fun. Friendship in the workplace is simply not scalable. It’s hard enough to manage employees without having to worry about maintaining a friendship as well.

Common scenarios that should be avoided

When it comes to the employer-employee dynamics, there are a few scenarios that should be avoided to maintain a clear line of authority.

For example, don’t let the employee come by your office and shoot the breeze for an hour every day. This will only blur the boundaries and make it difficult for them to take your direction seriously.

This can also easily lead to nepotism, which is a conflict of interest. Remember that you are their boss, not their buddy and that you need to maintain a level of professionalism at all times. By keeping these things in mind, you can create a healthy working relationship that will be beneficial for all.

How to keep up a professional relationship

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As the boss, you need to stay professional in your dealings with your employees.

This is a business relationship, not a personal one. Here are some tips for how to keep things professional:

You’re in charge, so don’t be afraid to assert yourself.
Your employees are there to do a job, not be your friends.
It’s best not to get too “close” to your employees—you don’t want them (or others) to feel uncomfortable.

Benefits of maintaining healthy boundaries

Maintaining healthy boundaries with your employees has a lot of benefits.

For one, it prevents preferential treatment or the appearance of impropriety. If you’re already friends with an employee, set boundaries so that you’re not crossing any lines.

Another benefit of maintaining healthy boundaries is that it allows employees to feel appreciated. They know that you respect them and see them as professionals, which can be motivating.

In short, you should never treat an employee like a friend. You are their supervisor, and as such, should maintain a professional relationship. But if you are already friends with a few, maintaining healthy boundaries prevents employees from feeling taken for granted. They know that you value their contributions and that you’re not just taking advantage of their friendship to get them to work more.

Employee engagement: It’s more than just satisfaction

When it comes to employee engagement, what does your organization focus on?

If it’s only satisfaction, you’re missing out on a lot.

What does effective employee engagement look like?

Bosses often think that if their employees are happy and content, then they must be engaged, right?

Unfortunately, it’s a common misconception. While satisfaction is certainly an important part of the engagement, it’s not the only thing to consider. In fact, there are three main areas that bosses should focus on when it comes to employee engagement: results, attitudes, and behaviors.

Let’s take a closer look at each one.

Results

When it comes to results, engaged employees are consistent in their attendance and committed to quality. They want to do their best work and be a part of something greater than themselves.

Attitudes

In terms of attitudes, engaged employees have a positive outlook and are always looking for ways to improve things. They are happy with their work/life balance and don’t feel the need to “coast” through their day-to-day tasks.

Behaviors

Lastly, when it comes to behaviors, engaged employees are vocal and active. They want to feel valued and respected by their boss, and they’re always willing to share their ideas and suggestions.

The importance of recognition and rewards

Recognition and rewards are crucial, and in some cases even more so.

Employees who aren’t recognized feel taken for granted. They may still put in an honest effort, but it will be at a different level than employees who are appreciated. On the other hand, employees who are recognized and rewarded may stay in their job longer than they would have otherwise.

That is why bosses should recognize and reward employees who go above and beyond. This can be done through formal recognition programs or simply by showing appreciation for a job well done. Either way, letting employees know that their hard work is valued can go a long way in maintaining a high level of employee engagement.

The role of work environment and culture

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Sure, employees who are satisfied with their work are more likely to be engaged, but it’s not the only factor.

There are other reasons why employees might be engaged. They might stay because they’re satisfied with the work itself and their colleagues. They might stay for environmental reasons—they like the company culture, the commute is short, or they feel a sense of purpose in their work.

Bosses need to be aware of all these factors when it comes to employee engagement. It’s not just about employee satisfaction surveys or feeling like you’re doing a good job. The key is creating a work environment and culture that supports employee engagement across different levels.

Encouraging and recognizing ambition

Encouraging employees to be ambitious and goal-oriented is another key element of employee engagement.

After all, it’s important to not only have satisfied employees but also employees who are actively working toward the company’s goals and a better version of themselves.

The importance of role clarity

Lastly, when it comes to employee engagement, clarity of role is critical.

And that’s because when your employees know what’s expected of them, they’re able to perform better and you’re able to measure their performance more effectively.

But role clarity goes beyond just performance. It also leads to increased intrinsic motivation. Furthermore, it strengthens the employee-employer relationship. Why? Because when employees have a clear understanding of their roles, they feel a greater sense of purpose.

When it comes to employee engagement, bosses need to think beyond just satisfaction. That’s because people can be satisfied without being engaged. There are a few key areas we’ve mentioned in this article to focus on when it comes to employee engagement. All of these areas are necessary for keeping employees pleased and committed. Focusing on just one or two of them will not be enough. Consider all of them if you want to create a truly involved team that can bring your business to greater heights.

Keeping track of productivity without eroding employee’s trust

You’re looking for a way to keep an eye on employee productivity without making your employees feel like you don’t trust them.

You’ve heard of a few options, but you’re not sure which one will work best for your team. Allow us to delve deeper, so you can decide what’s best for your business.

Why tracking productivity is important

Productivity is a key factor in the success of any business.

When employees are productive, it means that tasks are getting completed efficiently and on time. This increases the chances of meeting deadlines and achieving goals.

But as a boss, you can’t just assume that your employees are being productive without some form of tracking. It’s important to monitor productivity so that you can identify any areas where improvement is needed. You also need to be aware of any potential problems that could occur if work productivity levels drop.

It’s also crucial to track employee productivity so that you can give them the appropriate amount of work. If employees have extensive periods of downtime, it can lead to them becoming bored or distracted. On the other hand, if they’re overworked, it can lead to fatigue and decreased motivation.

Establishing clear expectations and communication

From the very beginning, establish clear expectations with your employees. Let them know what you’re looking for, and be transparent about it.

That way, they won’t feel like you’re watching their every move—or worse, that you don’t trust them. And make sure that you communicate those expectations effectively. Get everyone on the same page, so there are no misunderstandings.

Identifying effective ways to monitor productivity

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There are a few effective ways to monitor productivity that won’t erode employee trust.

The first is task or project management software. This type of software, like Asana, allows you to see what tasks or projects are being worked on and how much progress has been made.

Another way to monitor productivity is with time-tracking, such as Time Doctor, or file-tracking software. They allow you to see how much time is being spent on each task or project and what files are being accessed.

Recognizing when to take a step back

You might be thinking to yourself, “If I’m not monitoring my employee’s every move, how will I know if they’re being productive?” And that’s a valid concern.

But there are ways to track productivity that don’t involve being overly intrusive. If you do need to check in on them from time to time, try to do it in a way that doesn’t make them feel like you don’t trust them.

Or to calm the micromanager traits in you, you could ask them to keep a log of their daily tasks and send you a brief rundown in bullet points of what they have accomplished each day before knocking off.

Trust is vital in any relationship, and that includes the relationship between boss and employee. By taking these steps, you can keep track of productivity without eroding employee trust. We know it’s a tricky balance, but bosses can keep an eye on their employees’ productivity without making them feel like they’re being constantly monitored. By taking a more subtle approach, bosses can foster a sense of trust and collaboration, while still being able to keep track of what’s going on.