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 Cultivating Mindfulness in the Workplace appeared first on BC Jobs Blog.
]]>Our jobs keep the lights on, take up much of our waking hours, and sometimes even give our life purpose. Tight deadlines, long days, and uncomfortable talks may all be a big source of stress. Whatever your profession, working might cause worry. Being mindful is beneficial.
Many businesses, including Google and General Mills, have started implementing mindfulness training in the workplace in recent years. There are easy ways to lessen the negative effects of job stress on your mind and body, whether or not your organization offers these benefits.
Mindfulness is a straightforward technique that anybody may use to pay attention to the present moment in an accepting, nonjudgmental way. According to research, it is also a proven way to lessen stress, even at work. Simply put, meditation is a method of mind training.
Most of the time, we are wondering, worrying, fantasizing, focusing on the past, or thinking about the future. By bringing us back to the present, meditation equips us with the skills to be less anxious, more at ease, and more compassionate toward ourselves and others.
The way many firms operate makes “slowing down” and “taking time to focus on wellbeing” counterproductive. You must demonstrate that spending time practicing mindfulness won’t result in negative consequences if you want people to prioritize it at work. Therefore, it is crucial that managers and leaders openly exhibit these behaviors.
Taking a break from work can be quite helpful for finishing the task that needs to be done. Breaks enhance productivity and focus, which improves workers’ mental health and performance.
Meetings scheduled back to back are draining, and employees frequently experience burnout from being “on” all the time. So it can be beneficial for workers to slow down and reacquaint themselves with their sense of self if they get five or ten minutes to “disconnect” between meetings.
Teach brief, easy-to-implement mindfulness practices that staff members can use in their regular work. This can be as straightforward as resisting the urge to use a phone while in line or taking a “purposeful stop” to consider what it’s like to live in one’s body.
Like most things in life, there is no “one size fits all” method for practicing mindfulness. However, there are restrictions to mindfulness that you must keep in mind while building your programs, as much as we may want to enjoy all the advantages of a less stressed, more resilient, and productive staff.
A workplace that is consistently overworked or stressed out cannot be remedied by mindfulness. If your employees are burned out, they may want additional support. But when properly implemented, mindfulness can have a profoundly positive impact on both individuals and the organizations they work for.
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 Should You Accept a Job That You Really Don’t Want? appeared first on BC Jobs Blog.
]]>No, you shouldn’t take a job offer you don’t desire in an ideal world. But because life is messy, there are times when it is the only way to reach where we want to go.
It is quite acceptable to accept a job you don’t want if it means getting the experience or pay you need, but it is equally acceptable to decline a job offer if it means getting a position you don’t want. While choosing whether to accept a job you don’t want can be challenging, the following advice can help.
Whether it was their first paying employment in high school or a job that acted as a stepping stone to the job they wanted, most people have worked a job they weren’t fully delighted about.
Even if you’re hoping it’s just a short-term chance, you should still accept the job if you need the money, benefits, or any other incentives it might offer. This employment might give you work experience in addition to giving you what you need.
Think about the numerous ways this job might have an impact on your professional path. Any job you work in might leave you with beneficial experience that can help enrich your professional career in the future.
Accept the work if it has a clear trail of prospects that will lead you in the direction you wish to go. You don’t have a lot of leeway to be choosy when you don’t have much experience. Large professional dreams are feasible, but you must be clear about the type of experience you possess to qualify for your dream position.
Don’t discard a job you don’t want too hastily if you can see it opening doors to a future position you do want. Accepting a lesser position job in the field you aspire to work in can open up the right experience to pave the road to your ideal job.
It’s acceptable to decline the offer and express your concerns to the interviewer if, after several rounds of interviews for a position you believe would be a good fit, you simply feel that you would not fit in well with the company culture.
It’s preferable to explain why you’re declining the position now rather than accepting it and departing shortly after if you can tell there won’t be a strong cultural fit from the start.
It’s likely that if you’re applying for entry-level jobs, you want to improve professionally and perhaps even receive a promotion to a more senior position in the future.
It’s acceptable to discuss this worry with the hiring manager as a cause to reject a job offer if you learn through your interviews that the company either rarely promotes these jobs or has little to no room for development.
Many job offers are turned down due to conflicting expectations regarding pay and benefits. It’s not unusual for you to reject the offer because you won’t often learn the specifics of your pay or perks until the employment offer is extended to you.
The hiring manager should understand if you are honest with them about your expectations versus the actual income and benefits of the position. Moreover, he may even be able to alter something to suit your needs!
Deciding to accept a job offer you don’t truly want might be challenging, but it doesn’t have to be. Knowing what you want in a job before the interview can help you be as honest as you can be with the interviewer right away.
Recognize that a lot of work goes into selecting a candidate for a position, and show your appreciation for the company’s time and the chances it provided. By doing this, you prevent the employer from feeling as though they wasted their time, regardless of whether you choose to accept the employment or not.
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 Companies Hiring in BC Now (May 2020 Update) appeared first on BC Jobs Blog.
]]>In the last 3 days, we saw a huge influx of employers posting on our jobs board. Particularly in Vancouver where we saw 35 new employers sign up with job postings in the last 72 hours. This is a positive sign for the jobs market in BC. Below we’ve compiled a list of major national employers hiring now. This list will be updated on a weekly basis.
Information above is based on publicly available information on BCJobs.ca between May 21, 2020 to May 28, 2020, limited to BC only, includes both new paid and unpaid job postings within the specified time period, and is not a projection of future job opportunities. Job titles listed must have a minimum of 10 individual job postings. Companies selected are not sponsored and are not placed in any particular order.
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