Tag Archives : okanagan employee

Employee Motivation in 2019

employee motivation

Employee Motivation in 2019

Whether you’re an employer, or an employee, you probably have some idea of how motivation contributes to great work. We often do our best work when we feel motivated and energized to tackle projects ahead of us. On the flip side, most of us have experienced moments when a lack of motivation for a particular task or job has gotten in the way of achieving success.

As an employer, it’s clear that tapping into employee motivation can help your business succeed, but just how do you do this? And how do you identify new hires who are going to be motivated to succeed?

What Motivates Employees?

Motivating employees can seem like a daunting task, and can require different approaches for different people. Employee motivation often depends on an individual’s personal goals and needs, both inside and outside the workplace.

Some of the most typical employee motivators include:

  •      Praise and acknowledgement from colleagues and managers
  •      Financial rewards
  •      Flexibility
  •      Opportunities for advancement
  •      Handling tasks that meet or challenge skill sets
  •      Being involved in decision making
  •      Believing in the company mission
  •      Simple love of the work

The best way to discover what motivates your employees is to actually have a conversation about their drives and needs. Start by taking notes of their answers, and see if, and how, your business can accommodate them. Having that conversation does two important things. It shows that you are listening to your employee, and care about their role in the company, and their success – this attentive listening is a big motivator all on its own. But more importantly, this conversation will help you understand how to get the most out of your employees.

Hiring for Motivation

Another important way to ensure employee motivation is to hire the right person for the job from the start. The first step in this process is to make sure your job posting is clear, detailed, and true to the role. This will encourage the right kind of candidates to apply.

Once you’ve filtered your candidates and invited your top picks in for an interview, make sure to ask them what keeps them motivated on the job. It’s also good to know why they want to work for your company, and what their future goals are.  These questions will help you assess their personal drives and if they have a real passion for what your company does. If you want to learn about their self-motivation skills, you can also ask about their least favourite tasks in past jobs and how they pushed themselves to complete them.

You also want to ensure that an employee’s skills and experience match the needs of the role.  One of the biggest motivation-killers can be repeated failure. While failure can be a tool for developing resilience and an opportunity to learn and improve, if someone just isn’t equipped to do a job, they will quickly lose heart. This doesn’t mean you should rule out keen learners who are a little bit under-qualified for a role – remember a lot of people are motivated by challenge and learning – but you’ll want to ensure you can provide them with mentorship and guidance, and/or that they have a personal learning plan in place to help their success.

The Power of Listening

What you might have noticed is that motivating your employees is a lot about the power of listening. That is, asking the right questions, and discovering how you can work together with your staff to ensure success. If you hire smart, actively listen to your employees’ needs. By providing the right environment,  you’ll be able to retain long-term motivated and passionate employees.

Conclusion

Do you need help finding motivated employees? Platinum Personnel can connect you to some of Kelowna’s best employees and will screen and find the best fit for your staffing needs!

 

 

 

The Perfect Job Description

Job Description

Gone are the days of stagnant, stale, and rambly job descriptions. Business industries are rapidly evolving, and thanks to the use of social media it is now easier than ever before to increase your pool of potential applicants. However, factoring in the sea of job positions available online through LinkedIn and other channels, HR personnel are now faced with a different problem. How do you entice the perfect applicant? Simple – The perfect job description.

Start With a Hook

As there are so many job descriptions out in the world, you need to get your applicants to notice your ad. One of the easiest ways to do this, is to start off your listing with a hook. The goal is to entice them, to be able to work for you they need to read this listing! There is no set rule on a “hook”, so feel free to get creative. Describe your ideal candidate, talk about your great office environment, tell the reader why they want to work for your company.

Detail the Role and Responsibilities

If they’ve made it this far, your reader is now interested in this potential opportunity. Now is the time to give them some details! Don’t overcrowd this section of the job description, but don’t be too stingy either. Be sure to describe the role you are trying to fill, and the responsibilities that come with it. Now would also be a good time to describe qualities your ideal candidate would have, and all of the requirements for education, software, and industry knowledge/experience they’ll need.

Job Description Secret Weapon: Culture

You want your candidate to be top notch, and all the best potential employees want to find not only a great job, but a great place to work. Your job description should include a section about the culture of your workplace, and what it’s like to work there. Include the size and style of the workplace, as well as your current staff. Hopefully this will be a long term commitment from both parties, so be sure to talk up how great the culture is! Include the salary range, and hours/days expected in this section too.

End With a Bang

Every job is different, therefore every job description will be too. Don’t be afraid to have fun while sharing the details of this potential career, but always be honest. The objective of this listing is to entice your next employee, so share any perks that come with the job, no matter how small. There are so many job descriptions out there, so you need to really shine and in order to catch their attention. Good luck!

 

Platinum Personnel – September 2018

 

Your Perfect Career

Kelowna Recruiter

As human beings, many factors contribute to our sense of self-worth and well-being. Employment is a very important part of our lives as well, and finding the right career will make all the difference for your own happiness. But how do we find that perfect career path?

Where to Start

The best place to begin your job search is a self analysis. Really take some time to get to know yourself better… What are your strengths and weaknesses, what are your main core beliefs and values, do you have any particular interests or hobbies that could feed into a career? The key here is to focus on what truly energizes and excites you, as focusing on your key needs will help you stay motivated. Your ideal job and career path will stay centered around some of these things, so be sure to take the necessary time to figure yourself out.

Research Career Industries and Connections

The next step is to begin researching the various industries that interest you. Use your lists from the previous step to help you if you get stuck. Try and find people to connect with who have a career in the industries you are looking at, as they can give you some insights into what you are getting into. Ask them questions about their career, so that you can learn the realities of the role on a day to day basis. Networking enables you to determine if the job is a good fit for you, and can help you find more opportunities.

Don’t Be Afraid To Explore

So what happens if you don’t like that job? Don’t panic, you need to be able to explore your options! Start over, and focus on some different responsibilities that interest you, or a different industry. Explore the career, and be sure to continue talking to people who are really “living it”. Never stop networking, and don’t be afraid to try new things. Life is an adventure, and why shouldn’t that include your job?

Conclusion

Finding the right career path can often be quite tricky. It is important to focus on your own values and personality to find the perfect job for you, and sometimes it isn’t what you might have originally thought. Whether you are actively seeking new opportunities, or just casually perusing your options, sometimes you need a professional’s help. At Platinum Personnel, we can help you personalize the process even further and find you a perfect position. Click Here to find out more.

Platinum Personnel – September 10th, 2018

 

What Not to Wear to the Office | Proper Dress Code

Kelowna Recruiter

Many offices have relaxed their policies on dress code over the years, and with good reason; research indicates that strict dress codes can actually drive away talent. One UK style website found that dress codes can have a negative effect on the work culture and even lower an employee’s productivity.

But if you’re hoping to get ahead in your career, what you wear to work still matters. Your outfit is a reflection of your professionalism. Overly unprofessional clothing can end up sabotaging your career, especially if you commit one of the following office-wear blunders:

Flip Flops or Beachwear

In the warmer months, it’s natural to opt for more airy footwear in lieu of closed-toed shoes. But if you want senior management to take you seriously, leave your flip flops at home and save them for your trips to the pool. Instead, pick stylish summer sandals. Other alternatives for women could include ballerina flats, or open-toe mules.

Anything else you would normally wear to the beach should also be off limits. This includes cutoffs, tube tops, tank tops, halters, sunglasses, or anything showing your midriff.

Visible Undergarments

No bra straps or any other undergarments should be visible beneath your work wear. If you’re wearing a sleeveless top, opt for a racerback bra underneath so that the straps don’t show. Underwear should never peak above the waistband, so save your low-rise pants for the weekends.

Heavily Layered Jewelry

Jewelry is perfectly fashionable for the workplace. But if you’re jingling as you walk, it’s too much. Instead of layering your necklaces or wearing an army of bangles, pare it down to a simple statement necklace a pair earrings.

Offensive or Controversial T-shirts

Tees with graphics or prints are fun to wear and can be okay to wear in a casual workplace, just keep it free of offensive language or imagery. Offices often contain a wide range of personalities, and what is funny to you could be construed as insensitive or offensive to your colleagues.

Unbuttoned Shirts

This one’s for the gentlemen. While your shirts don’t need to be buttoned right up to the neck, stop a button or two short of any chest-hair peeking out.

Yoga Pants

Jeans, slacks, and khakis are okay in a casual office, but draw the line at yoga pants. They are great for the gym, but aren’t tailored enough to make the grade at the office. This goes for leggings too, unless you are pairing them with a long tunic or dress.

Conclusion

You can still portray your invdividuality and keep a casual style without compromising your professionalism. If you’re not sure if an outfit is right for the office, ask yourself this question: If you had a surprise meeting with a VIP client or the CEO of the company, are these the clothes you’d want to be wearing? Dress code for success with well-coordinated, casual office wear.

 

 

 

How to Deal with a Difficult Employee

difficult employee

There’s no such thing as the perfect employee. For that matter, there’s no such thing as the perfect employer. We’re all human, and we all make mistakes. 

But if you have a difficult employee, whose behaviour is continually affecting the business, you have a problem. Whether the issue is related to work ethic, attitude, punctuality, or competence, the following checklist can help you handle even the most difficult employees.

Address problems early

The longer you leave a problem, the more difficult it will be for you to address it. Don’t silently stew for months if they are arriving twenty minutes late for work nearly every day. If you let the behaviour continue, they will simply assume that it is okay with you.

As soon as you notice a pattern or behaviour that is causing problems, address it with them immediately to nip it in the bud. Make sure they are clear on company policies, and then be consistent in enforcing those policies to prevent any relapse into old habits.

Listen to them

Before you can help a difficult employee who is displaying a problem, you need to fully understand the reason behind it. Ask them why they think the problem is occurring, and then listen carefully to their response. They may reveal an underlying problem that you previously knew nothing about.

For example, if they are missing deadlines, it is easy for a manager to assume that the employee is not managing their time well. But perhaps they are struggling with excess workload or have some other valid obstacle that is preventing them from performing as expected.

At the very least, listening to your employee can help them understand that you want to help them succeed. It’s a step to show that you’re trying to work with them, not against them.

Provide Actionable Feedback

Depending on the issue, employee may not realize they’re doing something wrong, or know how to fix it on their own. Provide constructive feedback that the employee can act upon. Set a date to follow up with the employee to review with them how well they followed through on your direction. Always do this in a one-on-one setting, not on the floor in front of other colleagues.

Document All Reprimands

Even if it’s the first time you’re addressing an issue with an employee, make sure you document all reprimands and write-ups from the start and keep them in a file for that employee. It sounds harsh, but if it ever gets to the point where you need to fire them, having the documents to prove that the discussions happened can facilitate the termination without risking legal trouble down the road.

Be Transparent About the Consequences

Although there’s nothing wrong with being diplomatic when you’re addressing problems with employees, make sure they understand what the consequences are if they fail to improve.  If it ever gets to the point where you need to fire an employee, it should come as no surprise to them.

Conclusion

Handling difficult employees is one of the toughest parts of being a manager. But if you do the best you can to rectify the issues and follow through on a predetermined process, you will always do what’s right for both the employee and the business.

Need a new perspective on your new employees? Click here to check  out some of the services we offer to help your company succeed!

 

Top 5 Work-Life Balance Tips for Okanagan Employees

work-life balance

Many ambitious employees tend to prioritize their work above all else, especially in the early stages of their career. An Okanagan  employee is eager to establish themselves in the industry and position themselves for advancement. But overworking can skew an employee’s work-life balance and result in burnout.

The good news is that there is no need to sacrifice work-life balance for your career.  Here are the top five tips for maintaining work-life balance, even if you have a demanding job:

Set goals

At the beginning of each month, determine what goals you want to achieve both in your life and at work. Outline a plan and schedule for making each happen, and check on your progress at the beginning of each week. This will keep you focused on your priorities and help you avoid getting distracted with less important tasks or “busy work”.

Optimize your productivity

Work smarter not harder! Avoid context switching (aka “multitasking) and opt for task batching instead. Task batching involves grouping similar tasks together and then focusing on one group of tasks at a time. For example, group together all your meetings/calls then have a separate group for checking emails. Use a task management program (like Trello) to organize and prioritize grouped tasks.This helps you streamline your focus on like-tasks to get more done in less time!

Be transparent with your manager

As long as you are being honest, a good boss will understand and work with you when your work-life balance is suffering. Keep the lines of communication open by letting them know what your needs are. For example, if your morning commute is taking you twice as long because of rush hour traffic, ask them if there’s any opportunity to start your work day earlier or later. Or, if you need certain tools to help you get the job done faster, ask for them!

Exercise and eat right

Self-care is key to maintaining a positive outlook on life and helping you be your best self. Exercise is one of the best ways to stay healthy, which in turn increases your focus and productivity. If you’re not used to exercise, start with just 20 minutes a day. It doesn’t sound like a lot, but a brisk 20 minute walk can improve your cardiovascular health and help you maintain a healthy weight.

Similarly, a good diet is equally important. Avoid grabbing takeout for lunch and pack a healthy lunch each day.

Set boundaries

It’s important to know when to say “no” in order to avoid getting overloaded with work. You don’t need to volunteer for every single thing to try and impress your boss! Remember to focus on your priorities and decline invitations if they are not aligned with your goals.

Conclusion

With the right strategy, Okanagan employees can maintain a healthy work-life balance that advances their career while maintaining their self-care and home life.

Sometimes, achieving work-life balance comes down to finding the right job to begin with! From there, it is simply a matter of being honest with your employer, your family, and yourself about what you can handle.