Monday
What are You Doing Wrong? When Management, Co-workers Grow Impatient with You
Sometimes you just can't do anything right when it comes to management and others as a new employee. Maybe you are having an off day, have no clue what someone wants, or just don't want to do things in the way that he or she wants, whatever the reason, if you don't snap out of it, things are only going to get worse for you.
So here are some tips that might help if you are experiencing a lot of heat from leadership and fellow workers:
1. Identify what the problem might be. Maybe you are not the one at fault, but do those around you know what seems to be the problem? Communicate your concerns about equipment, workflow, customer service issues, and anything else that might be impacting how you do your job.
2. Don't assume that you aren't the problem. Sometimes people work slower than others, their minds go elsewhere due to personal issues at home, and more. As much as you would love not to be the cause of something gone wrong, humble yourself and check what errors you made and work hard not to keep making them. Some leaders aren't very understanding when it comes to making mistakes.
3. Poor training. Could it be that you need additional training? If so, don't hesitate to talk with someone who can help you with this like a supervisor or Human Resources.
4. Work schedule no longer working out. Things change in our personal lives that impact work hours. Think about how you might be able to do some things differently to bring peace of mind to all parties including yourself. You may have to start looking for another job.
5. Socializing too much. Sometimes talking with visitors, guests, clients, co-workers and others can get in the way of job performance. Cut down on the communication and focus on the tasks at hand. You can always make arrangements to go out to lunch with a favorite co-worker or meet after work.
6. Health issues. Pain is not always easy to manage. So if you find that you just can't move as quickly as you once did, stand for a long time, and do other things, you will need to get a medical excuse and talk with management on doing other things within the department or elsewhere.
7. Ineffective management and/or staff. From poor instructions to inconsistent rules, when teammates are looking to place blame, rather than check what they are doing wrong, this can lead to many problems at work. If you should be experiencing this sort of thing, you will need to make arrangements to meet with management, co-workers and a Human Resources representative if need be. It is always better to air out issues, then let them fester to the point that someone ends up doing something he or she might later regret.
When work performance tends to steadily go downhill, always take the time to: identify the problem, seek solutions, create a plan in writing, set up a meeting (if necessary) with those linked to the issues, and make needed changes. To your success!
Nicholl McGuire manages over 18 plus blogs, writes e-books and books, and provides virtual assistance services. Her business is Nicholl McGuire Media.
So here are some tips that might help if you are experiencing a lot of heat from leadership and fellow workers:
1. Identify what the problem might be. Maybe you are not the one at fault, but do those around you know what seems to be the problem? Communicate your concerns about equipment, workflow, customer service issues, and anything else that might be impacting how you do your job.
2. Don't assume that you aren't the problem. Sometimes people work slower than others, their minds go elsewhere due to personal issues at home, and more. As much as you would love not to be the cause of something gone wrong, humble yourself and check what errors you made and work hard not to keep making them. Some leaders aren't very understanding when it comes to making mistakes.
3. Poor training. Could it be that you need additional training? If so, don't hesitate to talk with someone who can help you with this like a supervisor or Human Resources.
4. Work schedule no longer working out. Things change in our personal lives that impact work hours. Think about how you might be able to do some things differently to bring peace of mind to all parties including yourself. You may have to start looking for another job.
5. Socializing too much. Sometimes talking with visitors, guests, clients, co-workers and others can get in the way of job performance. Cut down on the communication and focus on the tasks at hand. You can always make arrangements to go out to lunch with a favorite co-worker or meet after work.
6. Health issues. Pain is not always easy to manage. So if you find that you just can't move as quickly as you once did, stand for a long time, and do other things, you will need to get a medical excuse and talk with management on doing other things within the department or elsewhere.
7. Ineffective management and/or staff. From poor instructions to inconsistent rules, when teammates are looking to place blame, rather than check what they are doing wrong, this can lead to many problems at work. If you should be experiencing this sort of thing, you will need to make arrangements to meet with management, co-workers and a Human Resources representative if need be. It is always better to air out issues, then let them fester to the point that someone ends up doing something he or she might later regret.
When work performance tends to steadily go downhill, always take the time to: identify the problem, seek solutions, create a plan in writing, set up a meeting (if necessary) with those linked to the issues, and make needed changes. To your success!
Nicholl McGuire manages over 18 plus blogs, writes e-books and books, and provides virtual assistance services. Her business is Nicholl McGuire Media.
Sunday
Your Future and The Job
You can predict at least some of what is ahead when it comes to your job. There are some indicators that alert you to whether you will be able to go the distance with a company. But if you are not watching for signs, then you just might be blind-sided with a major layoff, a favorite manager or co-worker leaving, a major change in protocol and more.
Consider the following questions when thinking about your future and making plans for yourself and family:
1. Do you really like your job? List how many things you like about it and compare them to the things you hate about it. If there are more things you dislike than like, then this is a good predictor of your future with the company.
2. Is there room for improvement and are you making contributions? If you have no desire to be a part of any changes and can't think of anything much else to do, then you may not be seeing yourself as a team player which could affect whether you or "they" would attempt to protect your job if there should be a lay off.
3. Do you have little or no respect for management? You might be able to weather the storm, if you took on a leadership role. Look for opportunities to teach, supervise or manage a project. This will help keep you interested in the job and you just might be on your way to a promotion.
4. Is your personal feelings about people at your job getting in the way of how you relate to a partner, children and other relatives? If there are major issues arising personally, you may need to strongly consider whether the job is worth potentially losing a partner and/or children. If you don't have either, could you see yourself managing this job and having a family too while maintaining your sanity? You might have to put on hold thoughts of marriage and children for right now.
5. How much are they paying you and is your salary worth it? Think about whether your financial goals are being met with the money they are paying you. If you feel you are working way too hard for peanuts, consider looking at what other companies are paying. A future relocation might be necessary.
6. Are people aware at work how you truly feel about working for the company? If your attitude is negative, chances are someone or a group has talked to management about your attitude, work performance and more. Negative things that are done and said at the work force have a way of coming back to haunt you sooner or later. Start thinking about a back up plan just in case you are one day suddenly terminated.
7. How much money do you need to put aside to achieve personal goals you have yet to do? Whatever your desires, they will cost money and time, so create an effective plan that will put your mind at ease and stick to it. Otherwise, your personal problems will show on the job.
Sometimes the issues we experience aren't about jobs, but personal disappointments that we have not allowed for time to address. Let them fester and they will negatively impact your resume i.e.) one year with this company, two years with that one, unemployment gaps, etc., future companies will start to hesitate about hiring you.
Once you have interviewed yourself, you will have some idea what your future looks like and whether or not your job is indeed right for you. Keep in mind, loved ones will be affected by whatever decision you reach, so choose wisely.
Nicholl McGuire shares spiritual insight on a number of topics, writes books and provides administrative support to individuals and businesses.
Consider the following questions when thinking about your future and making plans for yourself and family:
1. Do you really like your job? List how many things you like about it and compare them to the things you hate about it. If there are more things you dislike than like, then this is a good predictor of your future with the company.
2. Is there room for improvement and are you making contributions? If you have no desire to be a part of any changes and can't think of anything much else to do, then you may not be seeing yourself as a team player which could affect whether you or "they" would attempt to protect your job if there should be a lay off.
3. Do you have little or no respect for management? You might be able to weather the storm, if you took on a leadership role. Look for opportunities to teach, supervise or manage a project. This will help keep you interested in the job and you just might be on your way to a promotion.
4. Is your personal feelings about people at your job getting in the way of how you relate to a partner, children and other relatives? If there are major issues arising personally, you may need to strongly consider whether the job is worth potentially losing a partner and/or children. If you don't have either, could you see yourself managing this job and having a family too while maintaining your sanity? You might have to put on hold thoughts of marriage and children for right now.
5. How much are they paying you and is your salary worth it? Think about whether your financial goals are being met with the money they are paying you. If you feel you are working way too hard for peanuts, consider looking at what other companies are paying. A future relocation might be necessary.
6. Are people aware at work how you truly feel about working for the company? If your attitude is negative, chances are someone or a group has talked to management about your attitude, work performance and more. Negative things that are done and said at the work force have a way of coming back to haunt you sooner or later. Start thinking about a back up plan just in case you are one day suddenly terminated.
7. How much money do you need to put aside to achieve personal goals you have yet to do? Whatever your desires, they will cost money and time, so create an effective plan that will put your mind at ease and stick to it. Otherwise, your personal problems will show on the job.
Sometimes the issues we experience aren't about jobs, but personal disappointments that we have not allowed for time to address. Let them fester and they will negatively impact your resume i.e.) one year with this company, two years with that one, unemployment gaps, etc., future companies will start to hesitate about hiring you.
Once you have interviewed yourself, you will have some idea what your future looks like and whether or not your job is indeed right for you. Keep in mind, loved ones will be affected by whatever decision you reach, so choose wisely.
Nicholl McGuire shares spiritual insight on a number of topics, writes books and provides administrative support to individuals and businesses.
Friday
Employee, Boss Conflict - Who are You Really?
Do you know whether your boss wants the worker who thinks outside the box, the one who stays within the box, or the one who is like a Jack-in-the-box?
When an employer doesn't really know what he/she is doing in one's position much less know what others are up to around him or her, how can the leader expect much?
You might be great at leading, following or both, but whatever your greatness the truth is you have some weaknesses. You either enjoy thinking far too much outside the box, staying put within it, or popping up out of no where with something new and different. This kind of thinking also affects your skills and decisions at times--too rigid, laid back, slow, fast, etc. You might be any one of these adjectives on most days impacting operations in negative ways at times. However, any weakness can be worked on and before long one is doing quite well at the workplace.
Sometimes employers make duties more challenging for workers when they don't have to be. They list 30 plus position requirements and then one discovers there are 30 more once hired or promoted. Of course, the employee is going to exemplify the kind of character traits that will get what is done on paper, but will eventually question or make suggestions about those 30 other tasks. This is where the work relationship might take a shift with some professionals between management and staff. The boss wanted to see the side of the employee he or she hired and only that one while forgetting that people can be fickle.
Let's take a moment and think about a fictional employee, a great actor or actress for the interview. Have one in mind? Dressed to perfection, articulate, has all the credentials, and great references, but then after six months or more shows his or her work ethic, difficult personality, and more while leaving an employer scratching his head. "Now who is this guy/gal again?" a manager might say.
When a leader has his or her idea of what a worker should be based on what the work description says, rather than who he or she is, things tend to take a different turn. The boss will want to re-think whether he or she communicated expectations well. Also, take notice of the system he or she has in place that might not allow too much wiggle room or may not be a good fit for the employee. You end up with a performer that does what is asked--nothing more, nothing less. This problem can be solved if one creates a comfortable atmosphere where there is room to improve, grow with change, respect other's ideas/opinions/customs etc. With improvements in place, who knows what strides an individual or team might make.
One of the toughest relationships to have with another is the one where no one wants to put themselves in the other person's shoes. Whether you are in management or in a supportive role, whatever your expectations, not personal perceptions, of others, they should be well-represented accurately and honestly. Do this and you will reduce the workplace woes that arise when two people just don't seem to get along due to false expectations and personal beliefs.
Nicholl McGuire is a freelance writer, content marketing manager and a professional who has 20 plus years work experience. Need virtual assistance, click here.
When an employer doesn't really know what he/she is doing in one's position much less know what others are up to around him or her, how can the leader expect much?
You might be great at leading, following or both, but whatever your greatness the truth is you have some weaknesses. You either enjoy thinking far too much outside the box, staying put within it, or popping up out of no where with something new and different. This kind of thinking also affects your skills and decisions at times--too rigid, laid back, slow, fast, etc. You might be any one of these adjectives on most days impacting operations in negative ways at times. However, any weakness can be worked on and before long one is doing quite well at the workplace.
Sometimes employers make duties more challenging for workers when they don't have to be. They list 30 plus position requirements and then one discovers there are 30 more once hired or promoted. Of course, the employee is going to exemplify the kind of character traits that will get what is done on paper, but will eventually question or make suggestions about those 30 other tasks. This is where the work relationship might take a shift with some professionals between management and staff. The boss wanted to see the side of the employee he or she hired and only that one while forgetting that people can be fickle.
Let's take a moment and think about a fictional employee, a great actor or actress for the interview. Have one in mind? Dressed to perfection, articulate, has all the credentials, and great references, but then after six months or more shows his or her work ethic, difficult personality, and more while leaving an employer scratching his head. "Now who is this guy/gal again?" a manager might say.
When a leader has his or her idea of what a worker should be based on what the work description says, rather than who he or she is, things tend to take a different turn. The boss will want to re-think whether he or she communicated expectations well. Also, take notice of the system he or she has in place that might not allow too much wiggle room or may not be a good fit for the employee. You end up with a performer that does what is asked--nothing more, nothing less. This problem can be solved if one creates a comfortable atmosphere where there is room to improve, grow with change, respect other's ideas/opinions/customs etc. With improvements in place, who knows what strides an individual or team might make.
One of the toughest relationships to have with another is the one where no one wants to put themselves in the other person's shoes. Whether you are in management or in a supportive role, whatever your expectations, not personal perceptions, of others, they should be well-represented accurately and honestly. Do this and you will reduce the workplace woes that arise when two people just don't seem to get along due to false expectations and personal beliefs.
Nicholl McGuire is a freelance writer, content marketing manager and a professional who has 20 plus years work experience. Need virtual assistance, click here.
Wednesday
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