The post Effectively Delegate and Get More Work Done appeared first on BC Jobs Blog.
]]>Most of us refrain from delegating work to others. While doing everything yourself might make you feel confident about the quality of work, it isn’t always feasible. Whether you are a project manager, an entrepreneur, or holding a position of authority, today or tomorrow, you need to delegate your work.
Well, no worries. In this article, we delve into the effective ways to delegate and get the maximum work done in the best possible manner.
While there are countless ways to delegate effectively, some of the key strategies include:
A common perspective of most managers or leaders is their profound dedication to their work. As a result, they become somewhat possessive of their duties and tasks and feel insecure about letting go of them. In addition, some leaders suffer from the perception that they alone can complete the tasks efficiently, and others lack the necessary abilities. (desertrose.com)
Whatever the case, you need to get started with delegating. As a first step, you can start small by assigning simpler jobs to your teammates or subordinates and gradually work your way up. Gain the trust and confidence of your teammates so that you get accustomed to the idea of your team completing the tasks.
Often, leaders assign tasks to those with a lighter workload. That’s not the correct method. First, understand the strengths and weaknesses of each member of your team and be sure of each one’s skill set and area of expertise. Next, delegate those tasks only to someone with interest and expertise. This would make them confident over time, and you can rest assured that the job will be done well.
Even if you think a task is quite obvious, assign the required instructions to the respective teammates. If a task has a milestone or deadline tagged, mention all those details so that work gets completed on time.
Spare some time and teach new skills required to do the task. Delegating includes imparting new abilities to the team so you equip them for any future responsibilities.
While you must trust the potential of your teammates, it’s not wrong to verify that the task is completed. Often, lack of communication poses challenges later, only to know that you missed the deadline. So before the final date of task submission, check with your teammate to ensure there are no lags.
Feedback ensures two-way communication and lets you know what your co-workers feel about the delegation process. Always elicit feedback and identify areas where you or your team can improve.
Delegating is essential for anyone, regardless of the nature of the job or position. Effectively delegating tasks reduces your burden, helps others learn new skills, and boosts everyone’s confidence. Follow the strategies outlined here to enjoy the benefits of effective delegation.
BCjobs.ca is Western Canada’s largest job board, with majority of the jobs coming from Vancouver. For nearly 20 years, BC Jobs has connected job candidates with companies looking to add talent to their team. Here at BCJobs, we understand that looking for a job is difficult. To support our candidates, we recently launched a podcast to help you stand out during your job application. Listen to weekly episodes on our podcast to hear what recruiters are thinking and what companies look for when considering their next hire.
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]]>The post Top Tips on How to Avoid the Cost of Bad Hires appeared first on BC Jobs Blog.
]]>As an HR manager, you would certainly not wish to waste your valuable time and money only to end up in a bad hire. To avoid the financial implications and other losses that come with bad hiring, read through and check out the points to include in your hiring process if not done so far.
In the human resources arena, a bad hire could include anyone but not limited to:
While these are some of the general attributes defining a bad hire, it could even be someone excellent in skills and who performed well in interviews but lacks the personality traits to gel well in a strong work culture.
Research indicates that the average cost of making a bad hiring decision is at least 30% of the individual’s first-year expected earnings.
Lack of productivity, dissatisfied customers, and damage to the company’s reputation are just some penalties resulting from a bad hire.
Study the trends of hired candidates in your organization across various levels and check the percentage of bad hires. A couple or so would not lead to any solid conclusion. However, if you have significantly experienced bad hires, that may flag some shortcomings in your hiring processes. Besides, do look into the engagement levels of employees and if they are aligned with your company culture.
Don’t get carried away only by the skill sets or professional qualifications on a candidate’s resume. While hiring, you need to focus on their future growth potential and not just meet today’s needs. Check the motivation levels, enthusiasm, and outlook of the candidate before you arrive at a decision.
Quite often, employers end up wasting a lot of time and effort on screening thousands of profiles as most of them don’t match the requirements of the job. A primary reason is the unclear or ambiguous job description. Make sure to create a clear and crisp job description outlining what qualifications, experience, skill sets, certifications, etc., are expected from the incumbent.
Different jobs demand different skills from the applicants. That said, to avoid the cost of bad hires, employers must resort to multiple tests, assessments, and interviews to thoroughly assess the potential candidate’s abilities. Adopting a laid-back attitude towards conducting interviews or screening procedures could prove costly later.
Background checks carried out by professional vendors hired by the companies are the norm. These vendors collect all information on the potential candidate, including their personal details, education, work history, criminal checks, drug testing, and more. Besides, employers must collect details of the professional references of the applicant and speak to them before confirming the candidature.
The cost of bad hires could lead to considerable losses to the company as a whole. Check out the pointers outlined here and find the ideal fit for a job role.
BCjobs.ca is Western Canada’s largest job board, with majority of the jobs coming from Vancouver. For nearly 20 years, BC Jobs has connected job candidates with companies looking to add talent to their team. Here at BCJobs, we understand that looking for a job is difficult. To support our candidates, we recently launched a podcast to help you stand out during your job application. Listen to weekly episodes on our podcast to hear what recruiters are thinking and what companies look for when considering their next hire.
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]]>The post How To Measure Success in the Workplace appeared first on BC Jobs Blog.
]]>Measuring success can be challenging because everyone’s definition of success is unique. Some individuals view success as having a specific income, a certain number of clients on board, or a certain number of workers. Which of these three examples best fits you? All of them are pretty simple to measure.
It is simple to determine how successful you are at earning a given amount of money if you look at what you are now making, calculate how much more you need to achieve, and then monitor your progress.
It is simple to determine when you become “successful” when you have a set amount of clients because you know how many you have and how many you desire. For your long-term job, figuring out how to assess success can be highly advantageous.
There are numerous ways to evaluate professional achievement. Smaller accomplishments, related activities, or the acquisition of abilities or habits that help you advance professionally can serve as indicators of success. A rigorous process is outlined in the following phases for gauging your effectiveness at work:
Asking for feedback from individuals around you is one of the best ways to evaluate how well you’re doing. Choose the people whose opinions you value, and occasionally ask them for their advice.
Also, if you work with clients or customers, having reviews from them or comments from them can reveal a lot about your skills.
While it is helpful to ask for their feedback on your performance, you can gain a more accurate understanding of your advancement by asking how well you are doing compared to the previous year.
Seeing trends throughout time is essential for figuring out whether you’re getting better and moving forward. The fact that you are becoming better is proof that you are succeeding.
Both companies and employees may benefit from the usage of performance reviews. It aids an employer in assessing whether their workers are providing satisfactory performance. A performance review can offer quantifiable measures to gauge your progress as an employee.
After receiving a few of them, this becomes even more significant because you may utilize them to spot trends that require attention or advancements through time.
Your job ambitions may frequently need you to invest time in learning new skills, working on particular projects, or obtaining specific certificates. You may gauge your progress by how frequently you do these tasks if you set aside specific hours of the day for them.
For instance, if you are a part-time student pursuing a higher degree, you could establish a daily study minimum of two hours. You can gauge how well you’re doing by keeping track of this on your calendar.
Having strong communication skills is crucial to your success in a wide range of professional settings. This is because the majority of work is collaborative or involves giving people goods or services.
Active listening is a crucial skill that enhances your communication abilities. If you take the time to listen carefully to what others are saying, you could discover that your comments are a lot more pertinent and well-received.
Listening can improve your speaking skills, just as reading can improve your writing. Even when having casual talks with friends, you might try to listen more intently.
Growth and promotion might signify several things, depending on your line of employment. Growth can refer to how quickly you’ve moved up the corporate ladder or how much your pay has increased over time if you work for a firm. It might also be connected to new obligations you’ve been handed.
If you operate as a lone proprietor, growth can relate to your company’s profitability, the number of loyal customers you have, or the number of employees you have. Both times, developing new talents or honing ones you already have can be a useful success indicator.
Success has several facets in today’s complex and multifaceted industries. Without a question, numbers will continue to be a crucial indicator, but don’t ignore the significance of intangibles. It’s not necessary for success to be all about you. You should be commended if you went above and above to brighten someone else’s day.
BCjobs.ca is Western Canada’s largest job board, with majority of the jobs coming from Vancouver. For nearly 20 years, BC Jobs has connected job candidates with companies looking to add talent to their team. Here at BCJobs, we understand that looking for a job is difficult. To support our candidates, we recently launched a podcast to help you stand out during your job application. Listen to weekly episodes on our podcast to hear what recruiters are thinking and what companies look for when considering their next hire.
The post How To Measure Success in the Workplace appeared first on BC Jobs Blog.
]]>The post Creating a Culture of Feedback Between Co-Workers appeared first on BC Jobs Blog.
]]>Employee engagement is significantly impacted by how a firm integrates feedback into its culture.
According to research, highly engaged organizations are likelier to implement feedback efforts, including one-on-one meetings, formal award programs, and annual staff surveys. According to numerous studies, rewarding employees boosts productivity and retention.
When it comes to aiding a merger transfer, lowering turnover, or enhancing business communication, organizations with a strong feedback culture enable their employees’ voices to lead company improvements. Additionally, when businesses pay attention to employee feedback, their bottom lines often improve.
A feedback culture is intentionally designed; it doesn’t just happen. So how can you strengthen the culture of feedback to raise employee productivity? (freeunlocks) Here are some suggestions for creating a culture of feedback:
Individuals with a growth mindset think they can improve their skills with commitment and effort. They value learning and see their natural talents as a place to start.
Positive feedback cultures value this way of thinking. They place a high emphasis on learning and growth and see feedback as a chance to get better. Furthermore, they demonstrate their worth by incorporating it into their operations rather than merely declaring it.
Feedback-giving and accepting our abilities. They need to be developed and practiced, just like any other skill. Provide your staff training and materials to help foster a feedback culture.
Employees are more inclined to follow suit and practice strong feedback practices when leaders set an example for them to follow. Your leaders must improve their capacity for providing and receiving feedback and serve as role models.
They must recurrently solicit feedback (both vertically and horizontally within the hierarchy) and demonstrate clearly that they do so.
A key component in fostering a feedback culture at work is having staff members who are prepared to provide candid feedback. Workers need to feel secure and understand that providing feedback won’t result in negative consequences.
Various workers will be more or less comfortable giving and accepting feedback. Being courteous and refraining from coercing feedback is crucial. If you can’t tell if someone is prepared to provide or receive feedback, use emotional intelligence to make a judgment call.
Perfectionism is attained via practice. Feedback becomes expected when it occurs frequently. It becomes a part of routine activities, and we get better at it.
Traditions, customs, behaviors, artifacts, and language are all components of culture. Seek out chances to establish these cooperative experiences for providing and receiving feedback.
A crucial instrument for allowing staff members to communicate their opinions and feedback to superiors is the upward review. Via their supervisors and leaders, they may use this to alter the organization for the better. Employees significantly raise their job satisfaction and their manager’s performance by implementing a culture of upward reviews.
Simon Chou is the Vice President of Operations and Growth at BCjobs.ca. Over the course of his career, he carved a niche in brand development, marketing strategy, and online presence for startups. Prior to joining BCJobs.ca, Simon was an advisor for several global blockchain projects including Litecoin, NEM, and Ripple. In the past, he also worked with Fortune 500 companies in the healthcare space through SM Digital—a global marketing agency.
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]]>The post Doing Macro-Management The Right Way appeared first on BC Jobs Blog.
]]>Most of us don’t like to be supervised on each and every task we do. That’s quite natural. We all want some degree of autonomy and liberty in the way we work. This leads us to a new terminology – macro-management.
In this article, we delve into what macro-management is, effective ways to macro-manage, and more.
So, let’s get started.
Macro-management refers to the practice wherein managers provide a broad outline of the strategic goals to their co-workers instead of giving directive feedback on each task. The concept underpinning macro-management is teaching how to do rather than telling what to do.
Once the leaders or managers provide a high-level overview of the objectives, the co-workers and teammates have great autonomy and control over their work, making them feel empowered. They choose the ways or methods to adopt to accomplish the objectives.
Some of the best ways you could carry out macro-management include:
All said, the final objective is to accomplish the larger organizational goals. That means the individual and team-level goals must align with the broader enterprise-level objectives. Make sure you, as a macro-manager, define the context clearly to the teammates. State clearly to your co-workers what needs to be achieved, what work is required to be completed, timelines to be met, and more.
Managers are the key drivers of projects or organizational initiatives. It is, therefore, imperative on your part to clarify the roles and responsibilities of all the teammates. In a usual scenario, you would be assigning tasks to them. But as a macro-manager, you give them the autonomy and control to decide.
However, ensure that each teammate knows who is doing what and whom to approach for any concerns or issues. A RACI matrix would serve as an awesome tool.
To achieve goals within the set timelines, it is essential that your teammates use their time judiciously. Teach them how to do this by using time blocks for focused work and disabling their notifications when they are completely engrossed in their tasks. By doing so, you can implement macro-management and ensure they remain productive.
While macro-management grants autonomy in work to your co-workers, you as a manager must always be present to support, coach, and encourage. Besides, it helps when there is visibility on who is doing what, by when, and such. An example to achieve this is by deploying work management and collaboration tools so that all teammates work in tandem. (https://www.finnable.com/)
As a macro-manager, your core responsibility is ensuring your teammates don’t suffer from extreme stress or burnout. Encourage them to take time to relax, revive and ensure they don’t overwork. One way to achieve this is by ensuring they don’t procrastinate and complete the most urgent and important tasks first. You can use a tool like the Eisenhower matrix to help.
Macro management is a must-have in the dynamic work environments of today. Granting autonomy and control while encouraging team members would foster motivation and drive better outcomes. The ways to effectively macro-manage are outlined in the article.
Simon Chou is the Vice President of Operations and Growth at BCjobs.ca. Over the course of his career, he carved a niche in brand development, marketing strategy, and online presence for startups. Prior to joining BCJobs.ca, Simon was an advisor for several global blockchain projects including Litecoin, NEM, and Ripple. In the past, he also worked with Fortune 500 companies in the healthcare space through SM Digital—a global marketing agency.
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]]>The post Managing Up Will Make You Happier at Work. appeared first on BC Jobs Blog.
]]>Quite often, in a workplace, employees feel disillusioned when they fail to understand the expectations of the managers. This creates challenges for the team as a whole in the long term. This is where the idea of managing up comes into the picture.
This article delves into what is managing up, effective ways to manage up, and more.
So, let’s get started.
In essence, managing up refers to understanding your manager’s habits, preferences, goals, and expectations and working in a way that helps them achieve the objectives. It means focusing on the tasks necessary for them and completing the assigned activities on time so that their goals are not hampered. In other words, managing up refers to changing your behaviors and practices at work in a way that is beneficial and works well for your managers and the organization as a whole.
While there are countless ways you could help your managers, some great ways to manage up include:
Sometimes you might have a wonderful idea to implement. However, the workplace situation may require the strategies suggested by one of the teammates to be executed. In such cases, you must emphasize workplace priorities and stall your ideas for the future. This indicates your regard and concern for the workplace’s betterment.
You must be clear to your manager about your goals and areas of interest. That way, managers can ensure that they assign and allocate the appropriate tasks and responsibilities to you, which help your growth, and enable them to coach you as well. This would be ideal for your career path and for the company itself.
Managers may be bombarded with lots of work every day, including meetings, emails to respond to, and more. In case you wish to convey something important to them, keep it simple and straight. Don’t write a three-paragraph email that wastes their time and increases ambiguity. Write clear, crisp, and concise emails stating your problem/concern in a few lines in simple language.
To present an idea to your manager, thoroughly research first. This will help you in case your manager has doubts or questions about the feasibility. You will have detailed answers and can address their concerns. That way, your manager could decide quickly whether the idea can be implemented.
Besides the professional areas, spend time with your managers discussing personal interests, as this would create a stronger and more positive relationship. An example is when you ask the manager about their work, you may also enquire about their family or how they spend the weekends.
Managing up is a vital philosophy that any employee needs to be conversant with. Adopt the ways outlined in the article to effectively manage up and build a long-lasting professional relationship with your managers.
BCjobs.ca is Western Canada’s largest job board, and host of “Innovators” a weekly podcast interviewing top recruiters in BC and across Canada. Check out our recent interview with Inga Jonsdottir, Engineering Manager at Wealthsimple (Podcast link) and DataDome’s Chief Marketing Officer, Aurelie Guerierri (Podcast link).
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]]>The post Boost Your Hiring Success with this Effective Combination appeared first on BC Jobs Blog.
]]>But did you know that all of this can also be said about social recruiting?
Recruiters are now reporting that social media comes in just below referrals as a source of quality hires. A third of recruiters report that using social recruiting has improved both the quantity and quality of the candidates they hire.
Mixing a little social into your referral program will increase its effectiveness and reach because you can harness your employees’ social networks to work in tandem with your own.
Here’s how you can mix social media with referrals to bring your hiring strategy to the next level
Leverage Your Employees Social Network
Your employees are connected. They are connected via Facebook, Twitter, Instagram, Google Plus, and the list goes on!
You can make their connectedness work for you by encouraging them to share the jobs you post with their social networks. Many tools even have automated sharing options to help you facilitate this for your staff.
Educating and assisting your staff to use social media when participating in your company’s referral program and you’ll gain greater access to higher quality candidates.
Teach your staff to fish… For very specific fish
You can teach your employees to use Facebook Graph Search to search their network for the type of candidate who best fits your specific job requirements.
Also teach them about how to best use these channels, give them examples of the kinds of messages they can send out, tips on how to get people excited about the idea of working you’re your company, and show them how to use tools like hashtags, so that when they share the jobs you’ve posted on BC Jobs with their Twitter accounts, those shares are searchable.
Educating employees about these tricks will help them leverage their own social networks’ data to help them get the word out, and even jar their memories about forgotten connections who would make ideal hires.
Reward a job well done
If you want your staff to put in the time and effort to send quality candidates your way, you have to give them something in return.
50% of workers report that incentives are what motivate them to take part in company referral programs.
Keep in mind; it’s important to reward the effort as well as the results. Thankfully, social media actually makes this a lot easier!
You can easily track which employees are the most active in sharing your job posts and offer rewards based on this activity. Small gift cards given to staff members, who share the most job posts on their Facebook Page, or hit a similar kind of goal, make great incentives. Then offer larger rewards for employees whenever one of their recommendations is hired.
Getting employees on board with your recruiting efforts through a socially optimized referral program is one of the best ways you can improve your hiring process, engage your current employees, and snag the best talent on the market!
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