Is the grass always greener on the other side?
We quit our jobs with the idea of leaving for green pastures only to find out that the new job we just landed is just as bad if not worse than the last. Yikes!
Why does this happen?
Simply, we made a decision without fully understanding the ‘why’ behind it.
When we’re at a point in our careers where we’re considering leaving our employer typically one or more of the following is happening:
These are the top five answers people share on why they resigned from their employer.
When we’re frustrated at work, especially if it has been going on a while, all too often we’re ready to jump ship without checking first if we have a life preserver on. The first opportunity that comes along meeting our ‘minimum qualifications’ can appear to be a god send. We yell out, “where have you been all my life” as we go through the interview process with our new prospective employer hoping they’ll give us the chance to say “Adios” to our current employer.
But wait! How much research and investigation did we do ahead of time to ensure our hopeful new employer is better than the last? Does it meet our needs? Do we even know what our needs are?
Here in lies the trap many of us fall into. We convince ourselves that what we have (our job or employer) is crap and anything else that presents itself is therefore exceptionally better than the last. We dive into the new opportunity to get away from the old to find ourselves quickly back into the same situation we were in before.
How could this be? (it certainly isn’t our fault because it never is)
Sorry to be the bearer of bad news – if you’ve experienced this it is indeed your fault. Now, let’s be fair, maybe no one ever taught you how to go about finding a new job and ensuring it met your needs. If that’s the case consider this first situation ‘my bad’ and moving forward use the following steps to better understand what you need and how to get it with a new job:
Step #1: Self Reflection – take time to better understand where your unhappiness comes from. Without knowing this it will be very difficult to improve your situation
Step #2: Honesty – are you giving your current job everything you can? If not then you’re putting yourself at risk of running from one issue to another, just at another company
Step #3: List Your Expectations – write out a list of 5-10 things you want in a career and employer. Your top #1-3 should be non-negotiable no matter what
Step #4: List of New Employers – if you’ve decided it’s time to move on build a list of companies in the area you want to work which meet your needs, at a minimum your non-negotiables. This information can be obtained by speaking with current employees of those companies or reading reviews online.
Step #5: Network – this is the biggest misstep of all. Many times we don’t do this which means we aren’t getting a good enough perspective of what is going on within the industry we want to work in. Networking builds our connections and insight for businesses in the area we’re trying to find our next employment. It can also help us land a new gig.
Step #6: Confirm Expectations – when you get to the point of interviewing with a new company make sure to ask them how they show up with the list of items you have created that are important to you. Ask every person you meet within the company. If their answers don’t jive with your expectations this isn’t the right company for you.
Step #7: Show Up – if you do decide to take a new job with a company that meets your new set of expectations it is imperative that you show up and give them everything you’ve got. 150%. During this time you should also be making mental notes to see if your new employer is in fact upholding their commitments to your expectations. Caution – when you’re new it is a 50/50 split of responsibility where both parties have to come to the table to make the employer/ employee relationship work. Don’t just sit back and expect your new employer to drool all over you and praise you without you showing up in the new job accordingly. Praise, respect and opportunity are earned – never given for free.
Unhappy at your job? Looking for a new one?
Before you act on it make sure you understand why you’re in your present situation before you get into a new one. Once you know what you want it will be much easier to find the right opportunity rather than the first opportunity.
My father once shared some sage advice with me: “never burn a bridge”.
I’ve been consistently amazed at how small a world it can be as I often times run into former colleagues, clients and friends who I shared a past relationship with to varying degrees from a past life. When I bump into these past connections its uncanny how often I find out the person I knew prior now has a direct ability to impact my current life, professional and personal. This is the prime reason I firmly believe one should never burn a ‘relationship’ bridge.
What about when we have to quit our job?
January and February represent the highest attrition months of the year, meaning the largest percentage of resignations and terminations occur within these two months. Why does this happen? Companies and employees alike are looking at the New Year and wanting to start fresh which typically means getting rid of employees that aren’t cutting the muster or employees themselves who leave jobs that have lost their luster.
When we’re the one to make the decision to quit our job it can be fun to think about the moment you deliver the news, after which you imagine yourself singing and dancing through the office like you’ve just won the lottery while your colleagues look at you like you’ve lost your damn mind. We experience our very own Jerry Maguire moment and we’re all too thrilled to ask everyone around us “who’s coming with me”.
In these moments are we thinking about how our actions will impact our future?
Some of us do, however there is a rising majority of people that seem to forget that the way we handle our resignation may or may not pay dividends in the future. If you plan to quit your job in the near term use these steps to deliver the news to your employer while leaving gracefully.
Step 1: Quit before things get bad
Often times we wait too long to quit a job that we know isn’t right for us. If you wait too long you risk your reputation suffering as often times our productivity begins to lessen as we aren’t as passionate about the job as we once were.
Step 2: Don’t tell anyone
It’s a big mistake telling colleagues you’re quitting before you’ve actually delivered the goods. The last thing you need is your boss to find out you’re quitting before you’ve actually confronted them with the news.
Step 3: Be professional but save the novella
It’s a good idea to inform your employer about why you’re leaving and perhaps even some small detail on where you’ll be going. Anything after that and you’re just wasting time and energy. This is not the time to spill the beans on all of the crap you hated about your job, the company or your boss, creating a drama tornado in the process. If you work for any sizable company HR will typically ask for this information however it does nothing to serve you for the future, it only serves their interests and that isn’t your problem anymore. The time to give feedback was when you were fully employed, not when you’re exiting.
Step 4: Make it official
Your resignation should be given to your direct boss and no one else. Be sure to provide him or her with a formal, typed out resignation. Google ‘resignation templates’ and you’ll have all the options to your hearts’ content.
Step 5: Respect & professionalism at all times
What’s most important to remember while you’re going through the resignation process is your professionalism will be noted by almost everyone involved. If you plan to continue working in the same industry or similar industry you’re current job is in more than likely you’ll run across your company’s employees in the future. For this reason and many others it’s important to be respectful to whoever is involved, which also means providing at least a two week notice to your employer. Also, you should never gossiping or talk ill about your boss or company after you’ve left. All that does is make you look bad in the process, which includes going online to rant about how thrilled you are to not work there any longer.
Step 6: Keep it classy
I once had an employee of mine who had quit send me a letter several weeks after the fact thanking me for the time she spent on my team while also sharing what she learned. I was really impressed by this because it signaled that while the job wasn’t for her any longer she did appreciate the opportunity while she was here.
In the end, we all will be judged by our actions so it’s best to remember these sage words…
“Never burn a bridge!”
It’s happening all around you and chances are you haven’t even noticed. Don’t feel bad, you’re not the only one that may have missed it. There’s a lot of attention being drawn to a specific area of our domestic workplace which stands to change much of what we know about working for corporate America in the very near term.
Meet the Solopreneur!
A Solopreneur, we’ll call them ‘Bob’ for purposes of this article, is someone who owns a business, yet has no formal employees. (W2 employees)
Bob represents a fast growing portion of the US economy and he’s got a lot of friends interested to learn more about what Bob does, how he did it and how they can get in on a piece of the action. According to the SBA Bob’s makes up an estimated 70% of all small businesses across the country. Furthermore, Intuit released a study that estimates 40% of ALL businesses in the country will be like Bob by 2020.
What does a Bob look like?
As mentioned a moment ago it’s someone who is in business and is the sole employee of that business. They’re owner, operator and doer all in one. They come in all shapes and sizes and their most popular amongst Baby Boomer and Millennial generations. In years past our Solopreneur Bob has had more traditional titles like Consultant, Contractor or even Gig Economy. They all represent the same thing which is someone who does work on behalf of others through their own means – and this type of work is growing quickly.
If we follow the laws of supply & demand we find that when there is demand for something the market typically reacts, responding with a solution. Why is it then there is such a demand for Bob? The uptick in Bob’s is caused by three major factors:
1. Our workforces’ desire for work life balance and flexibility in their jobs.
2. Company’s desires to reduce overhead costs associated with hiring full-time employees, especially as the cost of having employees continues to rise.
3. Company’s desires to continue to find more efficient means of getting work done.
With all these Bob’s running about its only natural to wonder how this might impact the overall workforce as we know it. Here are the top 7 workforce impacts that we could experience as a result of the Bob’s.
1. As more people move towards the Solopreneur career it becomes harder for companies to control their internal culture and keep their employees motivated amongst the constantly changing faces in the office.
2. The old thought process which said “to build a great company we must hire great employees” quickly diminishes as companies are hiring Bob’s who are experts in specialized areas to produce quicker than normal results. Efficiency is the driver of many of our decisions in the business world.
3. Companies become more agile as they use flexible resources allowing to bob and weave with the economic punches. (pun intended)
4. It’s possible our workforce could become fractured as Bob’s risk alienating themselves due to the isolation that comes with being on their own
5. The need for excellent leadership increases dramatically. We’re already at a deficit now with good leaders in our country but with a larger portion of our country working independently it will be crucial for companies to have exceptional leaders which are capable of meeting objectives while successfully motivating both internal and external resources
6. People who choose to go the Bob route and do so successfully may find much more enjoyment in their careers as they are making both a difference in their respective industries as well as an internal drive to truly be independent
7. Being a Bob isn’t always easy. The fact is that in order to be a successful Bob you have to know how to sell and market yourself and your services. If you’ve never done that before allow me to be the first to tell you selling and marketing a service is not easy nor for the faint of heart as rejection is common place in the Bob business. As a result it is likely many would enter into a Bob career to only sputter out in a year or two after they’ve realized it’s more demanding than a normal 8-5.
Whether you’re a fan or not of the Solopreneur, Bob phenomenon, the fact stands that it’s a growing need in our workforce. What does the Bob-life mean for you?
By the by, I happen to be a Bob myself!
After more than a decade of hiring people on a daily basis I’ve seen a thing or two when it comes to good vs. bad practices as it relates to hiring employees. During that time I’ve also made my fair share of mistakes which have offered up a lot of learning opportunities. What I've learned over the years is that making a hiring mistake can be costly.
Hiring an employee is an interesting and vital part of business. Interesting in that the end result is bringing on a new person into your company with the idea that they will fulfill a role to help the company move forward. Vital, because hiring really is one of the most important activities a business can do outside of generating revenue. Without revenue streaming in there is no need for hiring and no company for that matter.
The act of hiring is often whimsical and mythical in nature, like a unicorn. Everyone loves to say they’re great at interviewing as they ‘know how to pick em’, they’re ‘able to sniff out the best from the worst’, etc. I always enjoy a good chuckle when I hear comments like this because the reality is that these words often come with hollow ground.
In fact, the act of interviewing and hiring is so tough it’s probably best we just get these two stats out ahead of time:
With stats like that you’d think companies would focus more on hiring to improve that area of the business similarly to how they spend endless amounts of time and money on activities like kaizen events and lean initiatives in order to improve yields by a couple percentage points.
In the end the numbers don’t lie as they tell us a very sobering story – no one is perfect when it comes to hiring employees. However the quicker we build awareness around our actual performance in the area of hiring the quicker we can begin to improve it.
Take a look below and see where you land on these 10 hiring blunders:
Do you or your company fall short in any of these areas?
If so you’ve got an opportunity to improve the process and create a great hiring experience for the sake of your new hire and company’s performance in the future.
Back in December of 2015 I wrote on a topic that was near and dear to my heart as it is something I came across often in business, matter of fact still do today. It’s a challenge which all companies deal with quite frequently and seem to struggle creating a sound solution to the problem.
What is the challenge you ask?
It’s transitioning an individual contributor into a management role for the first time and doing so successfully.
Identifying a person, let alone the right person, to take on management responsibilities is becoming increasingly more difficult. HBR put out a stat recently which indicated companies fail to choose the candidate with the right talent for the job 82% of the time when hiring for management roles.
If it is so tough to hire for management than imagine the challenge and stress a person feels when they do get the job and are new to the role. I’ve been there and can share from direct experience that most often you get thrown into the deep end, left to tread water with a giant weight over your head. The majority of companies out there don’t offer formal training programs to their newly promoted managers therefore the sink or swim mentality is a very real and potentially frightening hurdle people looking to be promoted need to be aware of. Without the right training, development and mentorship it’s incredibly challenging how tough management jobs can be.
Have no fear my friends. Even if you find yourself in a management role without the necessary training and development there are many things you can do to improve your likelihood of success. If you follow these 13 steps you will be on your way to building a future that is purposeful and aligned for success as your lead your team to victory. (or a full write up and details of how each step below works click on the following links: part-1, part-2 and part-3)
1. Read “The Go-Giver” by Bob Burg and John David Mann
2.Have a 1:1 (One-on-One) with Your New Boss
3. Communicate Your Plans to Your New Team
4. Learn About Your New Role and How It Impacts the Business
5. Identify a Professional Mentor Outside of Your Immediate Company
6.Schedule 1:1 (One-on-One) with Your Team
7.Create Performance and Professional Development Plans
8.Develop Time Management Structure
9.Develop Relationships With Other Leadership
10.Create A Department Game Plan
11.Present Game Plan To Your Team
12.Create Systematic Communications & Follow Ups
13.Plan A Team Event
These 13 steps are to be used as an outline to reach success as you step into leadership. My best advice is to use this framework in combination with a style that is authentic to who you are as a person and who you want to be for others.
It is my belief that anyone CAN be successful in leadership so long as they have the right attitude, mindset and care for others. This is the foundation for which you need to be successful in leadership. Having a leadership game plan along the way merely keeps you on track, increasing your chances for success and happiness, providing you the best opportunity to serve those lead.
“Leadership is easy!” said no one ever.
Why is it that leadership is so difficult and hard to master? Well, for starters it’s a role that is largely trial and error, skill learning in the moment on the job. That means a lot of what we know and learn over time about being a leader comes from mistakes and blunders people have made before us.
My career with leadership was no different. At the age of 23 I found myself in my first ‘management’ role and was scared out of my mind. Notice I used the word ‘management’, not leadership. There’s a big difference in the two. The spark of a great leader is someone who acknowledges and accepts they don’t know it all and asks for help. Simple, yet incredibly difficult to put into practice.
As the years went by and my leadership prowess developed, I began to grow more and more confidence in my ability to lead others, influence and develop those around me. Though my confidence grew, I found as time went on the challenges I was faced with grew in size and significance. Confidence, or an inflated level of confidence, can be a big black eye for managers as it can cause people to overlook basic ways of leading that should never go unattended.
My father has always told me, “You come from the school of hard knocks, it’s in our family, so don’t fight it, just learn from it.”
And learn I did…
Looking back on my earlier years in leadership there were three incidences I encountered that go down as the biggest mistakes of my career. While they were indeed mistakes on my part, the learning lessons that came of these situations were priceless to my overall learning and education in the art of leadership.
Mistake #1 - Hiring the Wrong People
I was a couple years into my leadership role overseeing a technical division. We were growing and seeing some good success and needed to hire people to keep the growth curve climbing north. After interviewing a variety of candidates I became inpatient (a lifelong battle of mine) in that I had not found the ideal person to join our mob squad of high performers. Throughout the interview process there was one person, we’ll call him Negative Norm, who had most of the characteristics I was looking for however it was plain as day to see that he had a hug ego and it was all about what Negative Norm was going to get from us, not what he was going to bring to the team.
With my lack of leadership experience leading my decision making I hired Negative Norm and did the ole ‘cross your fingers and hope for the best’ routine.
Dang it! What a dumb mistake that was.
I still cringe about that experience today even though it’s been many moons since it happened.
Not only did Negative Norm come in and create all sorts of disruption to the great culture we had worked so hard to develop on the team over the years but he also soured one of my best employees. We end up firing Negative Norm six months into him joining our team, which probably cost our company a boat load of money in tangible and intangible costs, as well as gave me a disenfranchised team and culture. I then had to deal with a declining all-star on our team who had become transfixed with the notion, thanks to Negative Norm, that he was working too hard and didn’t feel like this was the right place for him. Prior to disruptive Negative Norm entering our team this all-star employee was the quintessential idea of what a great employee should be.
Lesson #1 as a Result of Mistake #1 – if you can’t find the RIGHT person, don’t make a hiring decision at all. You’re better off waiting and being patient to find the right person rather than settle for someone who could really make a mess of what you’ve worked so hard to build.
For the full article click here
How does 2016 look for you so far? If you’re like 62% of the businesses out there you have plans to hire at some point this year. Based on recent global studies LinkedIn’s reported that this hiring growth is expected to be an increase from 2015.
Growth in hiring is typically a good thing. Hiring itself is another matter altogether.
Successful hiring can make or break the performance of a company. Unsuccessful hiring on the other hand can create all sorts of fun challenges for folks like you and me. In fact, Harvard Business Review recently published information indicating that 80% of employee turnover is due to bad hiring decisions.
What does this mean? First, let’s look at the potential tangible repercussions.
According to Dice, one of the larger online job boards, a poor hiring decision for a candidate earning $100,000 per year could cost, on average, $250,000, and that expense comes right off the bottom line. That’s scary stuff! Basically, if the hiring decision you make to ends poorly you can expect that mistake to represent 2.5 x the cost of whatever the salary is of the person you are hired.
Now let’s look at the intangible costs.
Turnover has a nasty habit of sullying a company’s culture. It also can damper the spirits of those that stick around while creating a poor company image within the eyes of the local market.
Long and short, your ability to make the right hiring decisions this year will be crucial to the success of your business, your fellow employees, your newly hired employee and your own career.
Rather than fearing the hiring process and potential consequences, let’s look at hiring as an opportunity to WIN by making the ‘process of interviewing’ say UNCLE! Going into hiring with an open mind, a plan and clear direction will enable you to succeed more often than not.
These 15 tips can help you improve your chances of making better decisions for yourself and your company (for the full article and descriptions of each of these 15 tips click here):
1. Why Would Someone Pick You/ Your Company?
2. Character Over Competency
3. Behavioral Based Interviewing
4. Know What You Want Before You Interview
5. Consult Others
6. Make Sure You Know And Understand Your Vision
7. Best Foot Forward
8. Tell Them Your Leadership Philosophy
9. Interview Tests
10. The Reference Trick
11. Put Yourself In Their Shoes
12. Overqualified For The Job
13. Know Your Non-Negotiables
14. Challenge Your Own Mindset
15. Don’t Hire If It Isn’t What You Want
Do you have your own tips for making a successful hire? If so, feel free to share in the comments section of this article.
About the Author
Serving over a decade in the technical services industry in Orange County, CA, Travis Smith has developed a talent for assessing technical talent and overseeing technical projects. His other areas of specialty include: leadership development, business development, resource planning and creative solutioning.