Engaging with the Disengaged

Engaging with the Disengaged HR professionals know how employee engagement works, although not all managers get it, in essence, engaged employees demonstrate higher levels of performance, commitment, and loyalty, whereas the disengaged do not. Building a culture where employees engage with their work and organisational objectives is important because the employer benefits from staff who are likely to put energy and commitment into the work and the discretionary effort that makes for a high performance workplace. Gallup characterises three levels of engagement the engaged, not-engaged and the actively disengaged, with the latter being of most concern to the employer brand because they are likely to share their discontent with co-workers and the world at large. Once you are aware of the importance of employee engagement you can see the organisational benefit in raising levels of engagement. If you want people who put in extra effort and generate innovative ideas to improve services and save money you need a management style and corporate culture which is collaborative and empowers and engages employees. Enabling engagement to flourish There are a number of key drivers to consider in trying to build employee engagement: Job design has a clear influence on levels of engagement. Good employees want challenging, creative and varied work that uses existing skills and enables the development of new skills. Staff want to feel that the work they do is important, with a clear purpose and meaning. Opportunities for, and access to, development and training opportunities that enable career growth, are considered crucial in enabling engagement with the organisation. Constructive, regular feedback aligned with timely recognition and reward are key drivers. Salary is important but is not something that secures engagement. Building a collaborative environment that engenders good working relationships between employees and managers. Reciprocity is crucial, with managers making time to listen and employees feeling they have a voice. Employees want to understand corporate values and goals, and see how their own role contributes to the bigger picture. Leaders and managers who support and inspire staff, developing them, encouraging them to use their strengths and giving them the autonomy and accountability to work towards clear goals, are seen as engaging. Engagement is influenced by the culture of the organisation, leadership and management style, internal communications, levels of trust and respect, and organisational reputation. Critical for building employee engagement, and building effective performance, is an employee’s commitment and the ‘extent to which the employee derives enjoyment, meaning, pride and inspiration from something or someone in the organisation’, (Lockwood, 2007). In terms of engaging with the disaffected it seem that trust in the organisation’s senior management is a major issue for those who are disengaged. It may be that having trust does not directly influence engagement levels but research suggest that where trust is lacking, disengagement results. Organisations which are characterised as an ‘employer of choice’ are more likely to have high levels of employee engagement which they create with workplace environments where employees feel respected and valued, and feel a connection with the organisation such that they are willing to exert discretionary effort in the pursuit of its success.

How to Successfully Communicate with your Boss

How to Successfully Communicate with your Boss How to Successfully Communicate with your Boss Do you have a hard time communicating with your boss or line manager? Well, you are not alone. There are potentially thousands of people who for one reason or another find it difficult to talk to their boss. This may be because of an obvious personality clash where no matter how perfect the workplace, you will never see eye-to-eye over certain issues. Some communication problems can stem from a poor work structure where you need to follow certain procedures to actually be able to get through to them, or you can only communicate in a manner that can mean your message is open to the wrong interpretation. Emails and electronic messages can lack any sort of personality or tone of voice, so can often be misread and taken in the wrong way.Being unable to communicate effectively with your boss or immediate superior can be very frustrating. Even when you and your boss can have the best intentions to keep communication channels open, messages can often get lost in the mire and remain unre solved.Work on a proposal rather than a requestA shift in your mindset can often be a solution to opening up a new line of communication that could be much more effective and proactive. If your boss is absent or unreachable for long periods of time, this could result in you hanging around and waiting for them to rule on an answer or give the go-ahead for important actions. Rather than leaving the question hanging in the air unanswered, why not switch your approach around and go to your boss with a proposal to act on instead of a request.What this means is you can empower yourself and your workmates to get the work done in productive way rather than waiting on answers from your boss to go ahead with things that ultimately you know will need doing anyway. If you are building a house for example, you know you will need to construct walls and a roof. Why should you have to wait to get the go ahead to build the walls, then an OK from your boss to put the roof on? It is going to happen an yway.Lets look at some other examples to try to explain this premise better.Showing, not tellingLets say that you are a design engineer and you and your team have been given the task to come up with a design for a new eco-warrior pump to irrigate farmland using water from a nearby river. Rather than sitting down at a table with your boss to describe what could be a hard-to-understand concept on paper, instead you and your team build a model prototype of the design you have come up with. Or for example your boss has been on the road for weeks meeting with potential investors to talk about a new product concept that needs financial backing. He is due to give a 15 minute speech presentation about the product at a local Business Angel convention, but hasnt had the time to write his speech. So instead of giving him the task of writing the speech in a hurry, you and your team put this together for him and hand it to him for editing. You and your team know the concept inside out as you have been working on it together for a very long time. You all know the speech will be good.Instead of getting frustrated with your boss for their lack of communication or their inability to respond to your requests in a timely manner, go on the offensive and go to them with a clear proposal so you can get things done on time and on schedule.Reducing friction between you and your bossWhen you are faced with a situation of a personality clash with your boss, you may well want to keep communications between yourselves to an absolute minimum to help keep the peace. By going to your boss with your proposal up-front, you will be able to avoid so much unnecessary back-and-forth communication that neither of you are really enthusiastic about.All this takes is a little forward planning on your behalf. You can outline your proposal, the resources you need and the expected outcome from it and present this to your boss so that all they need to do is agree it and let you get on with your work. This is a much better scenario than constantly having to go to your boss to request information about what they want and to get permission to buy necessary materials or to action tasks etc.Another great tip here while taking this route is to make sure you summarize your proposal and put your summary on the front page of your report. This way your boss will not have to wade through pages of information before coming to the summary of the proposal. This not only saves time, but it causes much less frustration on your bosses part and also means that your boss will more than likely OK your proposal after reading the summary page because they will know that your proposal has been well thought out. previous article Free Resume Design for the Ladies | Simple in Pink next article Professional Resume Template Set | Spick And Span you might also like6 Online Gigs You Can Do During Coronavirus Outbreak (To Offset Your Lost Income)

ATS, Job Board and Video Interviewing Vendors Beware Youre Being Disrupted!

ATS, Job Board and Video Interviewing Vendors Beware Youre Being Disrupted! This is an unusual article. Not necessarily in terms of the content but because of who it’s written by. If my predictions come true, the entire tech market selling into the recruitment space could be put out of business within 15 years and since my company makes a product for that market, essentially I’m predicting the demise of my own company. Not a nice thought but I wouldn’t be doing my job properly unless I was constantly scanning not just for opportunities but for threats and as a supplier to the recruitment technology market I’m looking anxiously over my shoulder and I can see big trouble coming…maybe. Introduction: The internet has done 2 big things for recruiters that previously they could never have hoped to do: firstly they can connect with people directly in a way that was previously impossible and secondly they can identify people and their suitability for a role before it is even advertised and, as a result, it’s thrown up a new generation of companies who’ve made some big profits out of this. So why are these 2 points important? Because every year the internet is making it easier and easier for employer and candidate to interact without the need for a middleman in the form of expensive recruitment software or job boards. I see no reason why this trend won’t continue and as technology gets more sophisticated and cheaper, how long will it be before an employer and candidate can ‘meet’ without the need for any paid for 3rd party application? It’s happening already, I’m just predicting it could be done globally, and for 95% of vacancies. Think I’m exaggerating? To get a sense of just how this could work, it’s worth imagining what the perfect hiring model for a corporate would be then realise that we’re not actually that far off it. Perfect hiring model for a corporate: Here’s how it could work. In a perfect recruiting world, every company would be linked to a central hiring platform which has 2 sides to it. One where all job vacancies are automatically fed and listed, the other would contain the profiles of every working person on the planet, or at least a large majority of them. A clever algorithm would then work out the most suitable candidates for the role and send it to them so they can express interest or not. Applicants would simply click an ‘interested’ button with their profile then instantly be logged to this job. The applicant profile could contain details of a ‘selfie’ video so the employer can get a feel for how they come across and results from psychometric tests they have already done or have just been set by that employer would be embedded into their profile. That’s really all there is to it, meaning that an entire recruitment ecosystem of high margin ATS vendors, job boards, video interview companies and possibly even psychometric testing: all gone. What next? So, at this point, you’re thinking that a system like this couldn’t possibly be built. Well I beg to differ and I actually think a number of the components are already in place and it just needs someone to put them together. Think what Apple did to the music industry when they created iTunes. Think what Amazon has done to the high street, what Facebook has done for social interaction etc etc. Often this kind of über destructive technology is just 1 or 2 brilliant guys with the genius and perseverance to make it happen. So why couldn’t it happen in recruitment? All you would need is 1 (admittedly very talented) developer who could build a system that could extract the jobs from every company’s careers site. A simple web crawling device can already extract jobs from any company’s web page so that’s not difficult to add in. Alternatively an xml feed would work just as well. Any company could join this global careers system and set the web crawling tool or feed to extract their jobs. Then all you would need is a very simple way of an applicant expressing an interest which would be easy if the jobs and candidates were all operating on the same interface, which they would be. A basic ‘add note’ tool so the user can keep everyone updated with each candidate’s progress and an ‘add new user’ tool to give hiring manager’s access and really that’s all they would need (sorry ATS providers but 50% of your functionality most clients can’t fathom or just don’t bother with). What could be added? So what else could our brilliant developer add in? Well there are lots of free tests on the web that could be added the employer could embed them as part of the application process. That’s really all the developer would need to do. Then you’d need everyone of working age to create a profile. A bit like a LinkedIn profile but done via video and not text (a simple You Tube link would do it, so bang goes the video interviewing companies). Now the challenge would be getting everyone to create a professional profile however, as Linkedin and Facebook have shown, get the proposition right and people will join in their hundreds of millions. If there were tens of millions of freshly added direct employer jobs appearing each month, it won’t take long before a serious volume of professionals, both active and passive job seekers, start sniffing around it. That’s all there is to it. A system where all direct employer jobs are listed automatically with billions (literally) of professional profiles waiting to be matched up with those vacancies. Is this far fetched? So, is this really so far fetched? On the candidate side, LinkedIn and Facebook already have hundreds of millions of people signed up in under 10 years. How many will they have in another 15? If they can do it why couldn’t someone else? It took Mark Zuckerberg 10 years to get nearly 1 billion people onto his platform. What if there was another brilliant 20 year old developer out there right now building the professional network equivalent of Facebook and rival to LinkedIn? Think of a system like a hybrid of Indeed and LinkedIn and you could see just how powerful it could be. Now imagine it was also absolutely free for employers to use. It would put out of business an entire industry of companies selling into the recruitment marketplace. ATS vendors: who would need one? A basic page where applicants could log their interest via a link to their profile would more than suffice. Ah yes but what about creating that lovely talent pool that ATS vendors go on about? All those unsuccessful applicants can be logged into your talent pool to enable you to make free hires in the future Yeah, yeah, we’ve all heard the banter from every sharp suited 25 year old sales executive from every identical ATS provider, however if every candidate has created a profile and every employer can find it easily, you don’t need your own talent pool. You’ve got a massive one right at your finger tips with a couple of billion people in it. Who else would bite the bullet? So who else would bite the bullet? Well sorry to say (as I quite like them) job boards would also go the way of the Dodo. Again, who would need them? Job boards only exist because the job market currently operates without a perfect flow of information. Job boards provide a central reference point to correct this information black hole. A job seeker cannot possibly know all the suitable job seekers that are available and vice versa, unless of course both parties were working on the same platform. When they do, why would an employer need a job board? Jobs could be sent to every relevant candidate within seconds of the web crawler indexing an employer’s job. Video interviewing suppliers? You might possibly survive but a simple ‘selfie’ You Tube video would suffice for most and how long would it be before another clever developer came along and added the sort of software that companies currently pay for from you? After all it would be an open source application so other developers could build for it. If you can build it then so can our brilliant developer, the only difference is that it would be free, and that wouldn’t be great news for your profit figures. Oh and whilst we’re at it: staffing agencies. You’d all be a gonna to. So there you have it. A multi billion dollar industry wiped out. Ok, so it might not happen, but it could and worryingly it could happen far more quickly and easily than most might think. I hope it doesn’t but part of me is constantly wondering if a brilliant computer science under graduate is on the verge of flunking out of MIT because I’ve got this crazy idea to change how the world recruits. Author: Nick Leigh-Morgan is the managing director and founder of iKrut. He has more than 17 years experience in the recruiting industry, covering staffing firms, direct employers, and now web-based recruitment software.

Monday Motivation Womens Health and Career Links

Monday Motivation Womens Health and Career Links Today I wanted to change it up a bit.  Since it is open season for health benefits at my company, I wanted to include some links that can help you make the right health choices in your career.  I know it is often hard to decide what benefits to pick or the most affordable medical insurance.  Hopefully these links will help you! Here are your career links to start your week off right: Health insurance and women fact sheet by Womenshealth.gov Time To Choose Your Health Benefits And Insurance Policies: It’s Open Enrollment by LearnVest Women, work, stress, and heart disease: 5 ways to protect yourself by Harvard Medical School Office Chair, Posture and Driving Ergonomics by Spine Health 10 Medical Tests Every Woman Should Have by Real Simple You can set yourself up to be sick, or you can choose to stay well. Wayne Dyer

Personal Branding and Your LinkedIn Profile Photo - Executive Career Brandâ„¢

Personal Branding and Your Profile Photo Over the past several years, a lively discussion has unfolded in the comments for my 3 year-old post, “Does My Profile Really Need a Photo?” No doubt, discrimination in job search exists and your photo can expose you to discrimination based on age, weight, ethnic background, etc. But I still contend that NOT having a photo may be even more detrimental, especially for the job seekers I serve â€" c-suite and senior-level executives. Executive recruiters have told me that they pass over profiles without photos. They wonder what that person is hiding. In their comments to the above mentioned post, some people agreed with me, some disagreed strongly. Here are 3 comments suggesting that including a photo can jeopardize one’s chances. Someone said: I got a lead for some illustration work through a friend who had shown my artwork to a potential client. The client emailed me about how beautiful my work was. When I replied, the client’s attitude really changed. I wondered what had changed so fast. Then I realized my picture was on the account. I immediately removed it. I am African American and I cannot express the different levels of discrimination alive and kicking. I am going to remove my picture from also. Another said: As a woman, there is no way I would publish my photo to or any other social media site. It’s an open invitation to be stalked. Additionally identity thieves are now using site photos to facilitate more sophisticated crimes. I’d rather be jobless than a target. An HR professional commented: I still think that people should be judged by their education and experience and not how attractive they are. In addition, I also find it interesting that of all of the people who are dispelling the possibilities of discrimination, none of them are people of color. In addition, I think that from a sexual harassment perspective this opens up the chance of potential liability. As a Human resources business partner, coming across cases of sexual harassment has been a regular thing. By posting a picture of yourself on you run the possibility of being selected for a position simply because the individual hiring you may want a chance at giving you a lot more than a pay check. They each made valid points. Of course, everyone needs to weigh the pros and cons, and decide for themselves whether or not to include a photo on . . . or anywhere online. [Remember that when people are assessing you, theyll Google your name and may find a photo of you in other places than .] If you decide to include a photo, as I advise my clients to do, here are some tips: As youre branding your profile to showcase your good-fit qualities for the employers youre targeting, keep in mind that your photo is also part of that branding. A well-composed photo helps people make an emotional connection with you. It personalizes and humanizes your brand-reinforcing content. And it has been shown that profiles with photos get more views. In selecting a photo for your profile, choose one in which you are facing to the right, so you are looking toward the content. This helps validate the content. Remember that your photo follows you everywhere on . . . in your updates, Group activities, posts on the publishing platform, etc. Give people a reason to click through to view your profile. What do you think? Is it better to include a photo on your profile? More Information About for Executive Job Search Personal Branding: How to Brand Your Summary Section Finding a Job in the “Hidden” Job Market How to Use the New for Executive Personal Branding Connect on with People You Don’t Know . . . and Get Action How to Make Your Profile Professional Headline SEO-Friendly Does Make the Executive Resume Obsolete?  graphic on pixabay 00 0

Studying With Dyslexia - What is Dyslexia - How 2 Become

Studying With Dyslexia - What is Dyslexia - How 2 Become Here, we’re going to take a look at what dyslexia is. Studying with dyslexia is difficult, so let’s get a deeper understand of what dyslexia is.What is Dyslexia? â€" Studying With Dyslexia‘Dyslexia’ is a specific learning difficulty that affects how people interact with words and numbers. For this reason, it can make studying difficult. Dyslexia inhibits reading comprehension. So, people with dyslexia have to work extremely hard to understand what they’re reading. It can also affect a student’s writing. Again, dyslexics will usually have to work a lot harder to put sentences together than non-dyslexics. Despite this, dyslexia is not categorised as a disability because it has no relationship with intelligence.This difficulty with reading and writing stems from the fact that dyslexia interferes with the ability to ‘decode’ words and sentences. This means that you may struggle to identify the relationship between the letters used to spell a word. Dyslexics might also str uggle with the sounds that they represent. Also, it may prove a challenge for you to ‘break words down’ and get to grips with why some words are formed and spelled the way they are. It may be difficult for people with dyslexia to become aware of word structure. They also might find it hard to learn about word elements such as prefixes or suffixes.Be Wary of Miracle Cures â€" Studying With DyslexiaAlongside these elements, dyslexic students may have difficulty dealing with text appearing on brightly-coloured paper, which may cause visual disturbances. To counter this, dyslexic students may benefit from placing colourful filters over their reading material. This may help to stop the words seeming to move around or vibrate. Despite this, recent studies have doubted claims that dyslexia interferes with vison in this way, suggesting that it is only a language-based condition. So, be careful of any miraculous products that claim to ‘cure’ dyslexia â€" just do what works best for y ou.While struggles with reading and spelling are what everyone thinks of when they hear the word ‘dyslexia’, there is more to it than that. People with dyslexia are also affected in many other ways. For example, you may have more difficulty understanding and following instructions, even verbally, or struggle to organise and plan assignments.Also, when it comes to revising for exams, dyslexia can affect your ability to retain information you’ve learned due to the fact that it may inhibit short-term memory. Usually, however, long-term memory will not be affected. So, revising in ways that you know work for you will still yield good results.Aside from this, there are symptoms that affect other areas of life, such as one’s spatial abilities. This could vary from having difficulty with sense of direction, or being slower when it comes to telling left from right. What’s more, all of these aspects of dyslexia often combine to affect self-esteem, which is often lower among dyslexi cs than non-dyslexics.Conclusion â€" Studying With DyslexiaDyslexia affects people differently â€" symptoms can manifest themselves to varying degrees of severity or not appear at all. This can make dyslexia difficult to identify, as symptoms may go unnoticed or be written off as simply being a part of growing up. If you want to know more about studying with dyslexia, check out our pocketbook guide: How to Study With Dyslexia.If you’d rather listen to this book than read it, we understand. Check out the How to Study With Dyslexia Audiobook. This entry was posted in Education. Bookmark the permalink. Jacob Senior Australian Police Tests â€" How to Pass the Australian Police Officer TestsKS2 Physics: Understanding Light and Sound

Industrial Engineering Resumes

Industrial Engineering ResumesIndustrial engineering resume is essential for every engineer who wishes to enter the industry of his or her choice. The recent technologies have made it possible for engineering students to join the industry immediately after finishing their course, thus maximizing the chances of getting a job and also starting a career in the field. In fact, most students who finish their engineering program prefer to get jobs at different levels of production and as such, it is the resume that gets highlighted during interviews.In order to start your industrial engineering resume, you need to understand how they are prepared and also what they signify. A typical resume includes information on what you studied in your college and the major subjects that you completed. In addition, a resume can contain information on the positions you have held in the engineering department. Moreover, there should be information about any school and universities you have attended.A prop er list of achievements, based on the years of your professional career, is a must for all engineers who want to be included in a list of engineers who have been successful in their chosen career field. Further, your resume should be coherent and full of life. Apart from this, you should also state your work experience in order to highlight your career achievements.Another important aspect that you need to take care of is the portfolio. Here, you can present your previous projects and samples that you have presented to clients. A resume also includes several references that can prove that you are a hard worker and that you can solve various issues related to the application of engineering concepts and techniques.The next step is to ensure that the information given on your resume is correct. For this, you need to check whether the names of your professors are correct or not. Also, if you have the honour of being part of a journal, include it in your resume. These details prove that you are a responsible person and are part of a high-level organization.The final section in your resume should not be neglected. This section should have data on your professional organization. This is very crucial because you need to emphasize on the fact that you belong to an association that brings together scientists and engineers and also provides assistance to the students who are looking for opportunities in the industry. By doing so, you can tell potential employers that you have experience with your profession.Another important aspect that should be mentioned in the final section is that you have been certified by an organization. This information may be useful if you need to convince the recruiters or employers that you have the necessary skills to perform the duties of a manager in the industry. You may also want to highlight this fact in your engineering resume, so that you can impress the employer when you take the interview.Lastly, you need to ensure that your resume i s formatted properly. This means that your resume should be composed of all the details that you have to include in your resume. It should also be well-organized and include all the essential details.