• 4 Ways to Be Viewed as a Vital Contributor to Your Organization

    by Mary Ann Gontin


    The economic climate continues to provide concern for many people with regard to job security and career opportunities. 4 ways to become a valuable workforce contributor Unfortunately, some people do not grasp a very important fact:  That companies today hire or retain people solely because they can effectively contribute to the success of their employer. 

     

    Therefore, as an employee your key goal is to find ways to grow your role so that you are considered to be a vital contributor to your department and ultimately to the company.

     

    Here are four ways to grow your role and your visibility:

     

    1.     Work on things that matter – observe what is important to your boss and the organization. Are you spending time on things that matter to your boss? On a recent coaching assignment where I was working with a high-potential, newly promoted manager, she complained that she had spent close to 60 hours over two weekends on a project that her boss barely commented on. She was disappointed he did not acknowledge her efforts. However, as I questioned her on the work she did and why she did it, she started to realize she had not verified with her boss that this was a high priority and that perhaps she should have delegated some of the work. The old adage “work smarter not harder” still is true.

     

    2.    Elevate how you are viewed – be proactive! Ask to attend meetings by telling your boss that you want to be exposed to new things. Explain that you know you may not understand all that is being discussed but you will be observing and hearing what is important to him/her and the company and perhaps identify some ways you can do your job better or differently. Be willing to ...

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  • Alternative Ways to Improve Employee Retention

    by Robyn Crigger 

    When there is a problem of any kind, it seems most people think of “money” as the solution. But that really isn’t true. Alternative Ways to Improve Employee Retention

    Sure, it can be a real boost to any person to find a $100 bill, or win a lottery, but if you check out what happens to people who win that lottery, most find that it leads to more problems. 

    So what can an employer do to demonstrate he or she values his or her employees? What would employees appreciate?

    Employers should begin by not just “talking” to their employees but by “listening” to their employees.  What would employees find rewarding, helpful and a long-term value? Employers should sit down with a fair number of representatives of their workforces, if meeting with all would not be feasible or practical.  Ask them to share some of their challenges both at work and home. If some are uncomfortable sharing in front of others, have them to write it down and give to the employer.

    Employees want to be “heard” as well as appreciated. From some employers and employees, here are some of the “needs” and “requests” that employees have shared:

    -     Many employees who are hardworking and talented have requested the opportunity to receive coaching and/or training in order to move up the company ladder. This is actually one of the top requests from employees. 

    -     Some who are older and are unsure of their abilities to afford to retire would value learning factual and practical information from an impartial source about what to expect in retirement—as well as some risks—and without any sales pitch.

    -     Instead of pizza parties, many employees would appreciate some assistance with some of the other demands in their lives. For example, have a dry cleaning ...

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  • How to Best Partner with Recruiters, Internally and Externally

    by Holly Ewart

    With the economy picking up in 2015, it will be crucial to stay on top of recruiting to ensure that you are getting the topHow to work with recruiters, internally and externally candidates in your industry.

    On top of all of the other duties required by today’s HR professional, recruiting is becoming a viable role to procure the next generation of leaders for your organization. To do this, you may have to look to outside resources to help with the sourcing of talent. Recruiting today is seen as a commodity, a value-added service, to a company’s long list of expenses. You may be in a positon where you have to plead your case to get management on board to utilizing this type of premium service. Here are a few tips on working with recruiters both internally and externally:

    For those of you whose company is large enough that you are able to employ your own internal recruiters, congratulations! You have overcome one major hurdle! It is still crucial that this person (or persons) is seen as a crucial member of the HR team. Communication in this area is key. The recruiter needs to be in constant contact from the initial request for sourcing a particular position all the way through the offer stage. Continual feedback from the hiring manager goes hand in hand with the communication piece. At times (and I’m not pointing any fingers; you know who you are!), the hiring manager will try and “take over” the process. Again, if a company is fortunate enough to have internal recruiters, let them do their job. They will not leave you out of key steps in the process, but the system can get bogged down very quickly if there are too many hands in the pot and you could lose a key candidate. Keep ...

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  • 8 Ways to Do Well in A New Position

    By Robyn Crigger

    As you begin this New Year, you may have the opportunity to begin a new position as well. How exciting and yet scary!8 ways to do well in a new job position So where do you begin in order to make this opportunity one that helps you grow and enables you to make a positive contribution?

    1.     Assuming that you have selected a progressive organization which encourages employees to tap into their creativity and maximize their talents to benefit the organization, this will provide you even more growth potential. It is when working for stagnant and backward companies that stifle and discourage the abilities of employees and their enthusiasm. A good and proactive employer is a treasure.

    2.     Get a clear understanding of what is “expected” of you – get specifics. If there is any confusion or differences of opinions, clear that up immediately with your employer. You want this position to start off on a solid foundation.

    3.     Before doing anything, research past challenges of the company, what worked and what didn’t work in order to avoid wasted efforts.

    4.     From your research develop a plan for how you can contribute fresh efforts that would benefit the organization. Include a time line and who and what would be needed to implement this effort. A good plan ensures positive results.

    5.     Check with those people with whom you have more contact or your “teammates” and confirm if there are ways to combine efforts or gather ideas that could benefit all, as well as the company. Teamwork creates successful organizations. 

    6.     Make sure to have a list of good resources that could be very helpful when running into snags, etc. Have the list ...

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The vOIce

The vOIce is written by many of the managing partners of OI Partners. Topics include our ideas on how you or your organization can be effective in areas related to career development, executive development, workforce development, career transition and more.


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