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Happy National Sickie Day! Yes, the 4th February 2019 is officially the day when people are most likely to pull a sickie. Let’s face it, it’s the first pay day weekend since Christmas… late night was it?
Oh, and January is the month when people tend to reevaluate their career. They start looking for a new opportunity, meaning a chunk of those interviews fall on, you guessed it, National Sickie Day.
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Congratulations, you made it to CEO! You have worked so hard and have climbed that ladder and now you are the one in charge of the whole organisation! When the initial delight has sunk in, it’s easy to understand why self-doubt and fear can set in. Those nagging thoughts appear “Did someone make a mistake?” “Do I have enough experience for this?” “Do I actually deserve this opportunity?”
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I consider myself someone who gets along with pretty much anyone. I can always seem to make small talk, relate to others and see everyone’s point of view. Having said that, I have been required to work with people I just, well, don’t really like.
It’s inevitable that there will be times we just don’t get along with everyone. In your personal life, it’s normally pretty easy to avoid people you don’t like, but what happens when you are forced to work with someone you don’t can’t seem to get along with?
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Emotional intelligence (EQ) is something that is talked about.. a lot. With all the research out there it’s agreed that EQ is critical to your performance at work, it is even said that a higher EQ means a higher salary and is responsible for 58% of your performance at work.
So fair to say a higher EQ equals big benefits, so what’s the secret? Well you have to be genuine. This is not something you can fake. ‘Okay, today I am going to be genuine”
People are sceptical by nature, so they want to be sure that your emotions are authentic
Leaders more effective at motivating people because they inspire, trust through their action, not just words
So just how can you be more genuine?
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Recruitment is costly, we all know that, not only in terms of money but also time. Getting your recruitment process right means hiring average talent or amazing talent, which in turn will have a massive impact on your organisation and your bottom line.
The way organisations recruit is changing and the very landscape of recruitment has changed, yet many organisations are failing to keep up with this advancements. In fact many organisations are yet to realise that they even need to change the way they recruit.
Remember when all you had to do was write a pretty average job advert and advertise it on your website and then wait for the applications to come flooding in. You could then sit back and cherry pick the top 5 candidates who you then wanted to interview. The worrying fact is, that many organisations are still doing this! They are still hoping for the best and are perplexed when they check their inbox on the closing date and realise the 100 odd applicants they have received are of no relevance whatsoever.
A month of wasted time and you are back to square one with no candidates, not even half decent ones.
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Time and time again I work with talented, forward thinking ambitious leaders, who already have a track record of success. One of the questions that comes up time and time again, How do I ensure my team are loyal and committed?
The reality is, it’s tough and only the best leaders every really achieve this. It’s true; the demand for high performers is competitive, more competitive than I have ever known in over a decade of talent management and coaching. Organisations are required to do more, with less and far quicker than ever before. We all know that having the right people in place is what gives you that competitive edge.
There’s no question about it, the right people in the right roles who have great leaders increase performance and ultimately profits.
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As a leader why should you even bother to worry about retaining your staff? If someone resigns from your team, you can always hire someone else? Hmm, with this thinking, I would question if you are a leader of any sorts, never mind a great leader.
As a great leader why should you think seriously about retention?
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Think about your team for a moment, how do they react to you as a manager? Do they do everything you tell them, or do you have to ask them several times? Do you have to scream and shout before anything gets accomplished?
Right, we might just have identified the root cause of your management issue!
So, who exactly are these Millennials we hear so much about? Well, Generation Y as they are also known are individuals who reached adulthood around the turn of the 21st century and interestingly make up around 75% of the working population.
Depending on which date you use I, by the skin of my teeth am a millennial. Millennials have been shaped by the technological revolution and tech savvy is in their DNA (therefore I feel I am more of a generation X, I remember life before smart phones)
I have worked alongside many talented individuals from this generation and it is easy to see that Millennials do tend to differ from earlier generations, especially terms of their characteristics and motivations at work. The reality is – Managers must adapt their management style to ensure they get the very best from their millennials and to ensure they retain them.
So how exactly to you manage a Millennial?
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