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Yes, You Can Recover from a Big Mistake at Work

HMG Success on June 23, 2017

 

Making a mistake at work can be frustrating and even embarrassing. Some errors have limited repercussions, possibly leading to a simple correction, while others carry more weight. However, it is important to remember that everyone makes mistakes from time to time, and it is possible to recover with a level of grace and professionals. To help you navigate your way whenever you take a misstep, here are some tips for handling the situation well.

1. Start with an Apology

No matter the cause of the mistake, it is always important to apologize. This shows you acknowledge the error and take responsibility to any hardship it may have caused, no matter how minute. Often, trying to defend or fight it will make you come off worse than simply owning the situation as it is, so stepping up will normally yield better results.

2. Don’t Place Blame

Even if other people were involved in the mistake, it is always better to leave blame out of the conversation. Instead, admit to your part in the error and take responsibility. If anyone else was involved, leave it to them to come forward or for their part to be discovered by members of the leadership team.

3. Learn for Next Time

Once you admit to (and apologize for) the mistake, it is vital you take steps to avoid repeating it in the future. This means you need to review how the error happened and determine what needs to happen to prevent it in the future. If you aren’t certain of actions you can take on your own or if you need additional guidance, make sure to reach out to either your manager or another co-worker who has the skills or knowledge to lead you forward.

4. Speak with Your Manager

After you make a mistake, it is common to worry about how your manager views you as a member of the team. Often, setting aside some time to discuss the mistake and how you would handle things differently in the future can alleviate their concerns while also giving you feedback to help you improve. This also ensures nothing is left unsaid that could lead to issues in the future, so handling this as soon as possible is often the best course of action.

5. Reevaluate Your Skills

If you find yourself making mistakes on a frequent basis, then it might be time to reevaluate your skills and determine if you either need additional training or to pursue different career opportunities. At times, an error occurs when our skill set isn’t as strong as we believe but can be remedied by taking additional classes. However, if the misstep is due to being in a position beyond your experience, it can make sense to consider other employment options.

Even if you have strong skills, that doesn’t mean every job will be a great fit even if it is in the right field. If you are interested in exploring new opportunities, The Advance Group can help you find the new options. Contact us today and see what jobs may be open in your field.

 

 

Turn Your Workplace into a “Best Place to Work”

HMG Success on June 19, 2017

 

Most companies are familiar with the “Best Places to Work” list created by the site Glassdoor. Those who make the list often have their pick of top talent, making them models that many businesses strive to follow. But what separates a good company from a great one? And what truly makes some organizations the best? To help you see how these top companies differentiate themselves from the competition, and what you can do to improve your workplace, here are some key areas that define the greats.

Cultivate Passion

Most of the best places to work have one thing in common: passionate employees. These workers and managers operate with a sense of enthusiasm and curiosity and are typically more open to change than those who feel less strongly about their work.

Cultivating passion means creating a culture that encourages exploration and one that is open to taking new avenues when the right opportunity presents itself. While not every idea will turn into something helpful, making sure workers have the space to consider new possibilities and formulate new ideas can help keep the level of passion high.

Support Growth

Employees want to work for businesses that will help them progress in their professional lives, either through informal arrangements or formal programs. Companies that give workers a chance to learn new skills, interact with emerging technologies, and work together in new ways help employees advance their understanding of their field and keeps them feeling challenged.

Often, top performers need this kind of workplace to thrive, as it keeps them engaged and gives them new opportunities to grow. Without them, your best and brightest likely won’t stick around if a better offer comes around.

Offer Recognition

Another must-do to be considered a great employer is to recognize employees for a job well done. Anything from a sincere thank you from a manager to a full employee appreciation event can do the trick, as long as workers are shown that their input is valued by the company overall.

Some organizations make the mistake of treating employees like assets and not people. By acknowledging their efforts, you show that you understand the company wouldn’t be where it is today without workers like them.

Offer Competitive Salaries

While compensation alone doesn’t make a company a best place to work, not remaining competitive is a sure way to find yourself off of that list. Businesses need to keep pace with their competitors in regards to salary and benefits. Failing to do so may lead top talent to simply pass you by and your current employees to leave once a better opportunity becomes available.

Now, you don’t have to outdo other companies in the area of compensation. Instead, just make sure you are within the norms for your location and the type of work being performed.

If you are interested in learning more about what make a company a great place to work or are looking to hire new members for your team, let the professionals at The Advance Group put their hiring expertise to work for you. Contact us today and see how our services can help your business reach new heights.

 

 

Setback at Work? No Problem! Here’s How to Recover

HMG Success on June 16, 2017

 

At some point in almost everyone’s career, there will be a setback. It could be as simple as not performing well during an interview or as dramatic as being unexpectedly laid off. Regardless of the situation, facing career challenges is part of the norm, so it is critical to find ways to manage these struggles when they occur. And much of addressing setbacks properly has to do with reframing how you view the situation in the first place.

If you want to change your mindset to make recovering from a setback easier, here are some tips to get you started.

Identify Your Current Thoughts

The first step involves evaluating how you currently see the situation at hand. This process requires you to step back and consider whether you are viewing the events realistically or if they are colored by negative emotions you may be feeling.

For example, after a poor interview performance, it is easy to think that you will never get another opportunity like it again. However, the truth is that new jobs become available on a daily basis, so it is unlikely that is your last chance to secure a new position.

Try the Opposite Perspective On for Size

Once you’ve identified your negative thoughts or feelings on a matter, take the time to see it from the opposite viewpoint. Instead of seeing a missed opportunity or failure, consider if the outcome is actually a success.

This approach isn’t about complete accuracy; it is intended to get you thinking about the situation in a new way and allowing your mind to make new connections. Often, focusing on the counter to your original mindset helps you bridge the gap between the two and will enable you to find a sense of balance.

Pick the Mindset You Prefer

After you’ve assessed the situation from opposing perspectives, choose which mindset you’d rather have and move forward. Much of how we react to a perceived setback is based on our chosen mindset, and perspectives can be changed at any time. That means you can opt to see the outcome as positive regardless of what happened.

For example, using the interview example from before, you can decide to see it as a learning opportunity that will help you perform better next time, or might consider if you’re less than stellar performance was due to the fact that something about the job wasn’t actually right for you. Then, simply identify what you can do to manage things better the next time around and head on to the next challenge.

The important thing to remember about mindsets is they are never completely accurate. So, choose the perspective that is most beneficial to you and allows you to move forward confidently.

If you are looking for new opportunities to move your career forward, the recruiters at The Advance Group can help you see everything your area has to offer. Contact us to discuss your goals today.

 

 

How Positive Is Your Office Culture?

HMG Success on June 12, 2017

 

The idea of maintaining a positive office culture is often referenced for its ability to attract strong candidates and retain employees. But understanding where your company falls on the scale of negative to positive isn’t easy, especially because the idea isn’t always well defined.

Typically, a company’s culture includes a mix of the beliefs, values, traditions, and rituals within the organization, and often develops over a significant period of time. It is often seen as critical for ensuring employee satisfaction and directly impacts productivity amongst those working in the office.

So, what does a positive culture look like? Here are some key criteria to help you see if yours fits the bill.

Supportive

In most cases, a positive culture makes employees feel supported in the personal and professional lives. This includes promoting a better work/life balance as well as giving them opportunities to learn new skills and develop within their chosen field. Often, companies with strong reputations in these areas formalize programs designed to help workers success, including training and mentorship programs as well as flexible work options and generous paid time off.

Recognition

Employees typically crave recognition for their hard work. Whether it is a simple acknowledgment from their manager or a formal presentation during a larger appreciation event, being recognized for their contributions shows that the company understands the value of their contributions and is willing to take them time to call attention to it.

Businesses that are most successful in this arena often combine formal recognition with casual appreciation. By giving thanks for a job well done right when the work is complete, it provides employees with an immediate boost for facing the next challenge. Larger events demonstrate the businesses willingness to champion their best and brightest, which can be encouraging to the employee as well as the rest of the staff.

Protective

Maintaining a strong company culture can require taking certain steps to protect what has been built. This can include letting workers go if they have a negative influence on their team or the organization as a whole. Ideally, you want employees and managers that can do the work required while also promoting the ideals set forth by the company. So, if a top performer with a poor attitude is bringing down their team or a manager isn’t providing proper training and communication, it can be wise to let them go.

Not every individual is going to fit into every organization, and that’s okay. When it comes time to hire, look for candidates that possess the right mix of base skills as well as the personality to work well in the environment. Often, hard skills can be taught to the right applicant, but it is challenging to get someone to fit into a culture that simply doesn’t match their style.

If you are interested in finding new employees that support a positive office culture, The Advance Group has the expertise to find the right match. Contact us today and see how a strong cultural fit can help everyone succeed.

 

 

The Secret to Being a Better Employee (Hint: It’s Working Less!)

HMG Success on June 9, 2017

 

When most people think of getting ahead at work, they often assume that putting in more hours is the only way to do. However, getting up earlier, staying later, and skipping lunches or breaks doesn’t actually make you a better employee. In fact, going the extra mile in that way can actually have the opposite effect, leaving you tired and unmotivated.

Instead, the most successful people end up being a better employee by learning how to achieve more by doing less. Here are some tips you can use today to help you walk that same road.

Define Goals

Before you take a single step on a project, it is important to outline your goals. Have a clear idea of what you want to accomplish during the day, week, year, or beyond and use that information to help you define which tasks you should take on and which are better set aside. Then, instead of simply accepting more work because you think it will help you be a better employee, you can define which ones actually help you move towards your goals. If a task doesn’t fit, see if it can be eliminated. Then, you can fully concentrate on those that provide value.

Set Priorities

Once you understand your goals, you can now set priorities. This involves determining which tasks will help you best reach your goals by having the largest impact on your forward progress. Certain activities will be critical to your overall success while others have a smaller effect on your ability to perform your duties. By setting priorities, you can define your point of focus. This helps ensure you aren’t simply jumping between tasks because you aren’t sure which are truly vital and which can wait.

Learn to Say “No”

Sometimes the way to be more productive at work is to learn when to say “no.” Many people struggle with turning down tasks, but failing to do so means your attention may be pulled in directions that don’t further your goals or even fall into your job at all. If you have other commitments that require your attention, and the new task simply doesn’t fit, feel free to decline if you have the option. That way, you can focus on your work and give it the attention it deserves.

Audit Your To-Do List

Sometimes, we add a task to our to-do list with the best of intentions, but when it comes down to it, some of those things aren’t actually a necessity. Take some time to review your current list of obligations and see if everything on there actually has to happen. Then, go over what is left to see what actually need to happen now and what can be postponed.

Along the way, if you find tasks that aren’t truly within your skill set, see if they can be delegated to someone with the right area of expertise who might enjoy the work. Finally, use your remaining to-do list to guide your efforts on things that actually require your attention.

In the end, being a better employee isn’t about working harder, it’s about using your time wisely. Make sure you keep your goals in mind and keep those as your priorities.

If you are interested in finding new employment opportunities that better align with your goals, the professionals at The Advance Group can help you on your journey. Contact us to discuss your career priorities and see how our services can work for you.

 

 

Here’s Why Your Employees Are Quitting

HMG Success on June 5, 2017

 

Whether they give a full two-weeks notice or simply stop showing up to work, having employees quit is never an easy situation to manage. While some turnover is unavoidable, a large number of resignations can actually be avoided if companies choose to take action. To help you see what your business can do to lower the chance of employees quitting, here are three common reasons they decide to leave and what you can do about them.

1. Stress and Work-Life Balance

Even though there is no such thing as a stress-free job, work-related stress can lead employees to quit if it isn’t properly managed. For example, starting a new position is often stressful by design, but if the company fails to onboard the worker properly or the position was misrepresented during the recruitment process, these new hires may find themselves looking for the door faster than they originally planned.

Additionally, new and long-term employees may want to leave if their workload is heavier than they can manage, especially if it affects their ability to maintain a reasonable work-life balance. And new employees may take off particularly quickly if they don’t think expectations of them are reasonable.

To help eliminate these resignations, it is vital that new hires are given an accurate picture of the job before an offer is made and that any onboarding is thorough. Give a complete overview of the anticipated workload and let them know what options exist if they begin feeling overwhelmed. Finally, work with employees to help develop plans that allow them to better manage their work and personal lives.

2. Low Pay

Receiving subpar compensation for the work performed will have most workers looking for alternative employment. This is even more likely if management isn’t stepping up to make sure their team is properly compensated based on the skills they use and the workload required.

While not every employee looking for more pay is technically underpaid, it is important for management to review salaries offered by competitors to employees doing similar work. If it sounds like your business is falling short, then it is wise to see what changes can be made. Otherwise, your best and brightest will be heading out the door, and possibly into the arms of your competition.

3. Poor Relationships with Managers

An employee’s manager is a key connection between them and the business and, if the relationship is poor, then many workers will look for the exit. Some common shortcomings that frustrate workers include managers failing to provide recognition for quality work, treating employees like assets instead of people, and not regularly discussing career development and promotional opportunities.

Often, issues with relationships between employees are managers are the easiest to resolve, as they don’t require financial investments to make them happen. Training management regarding the treatment of their team and what actions help keep these relationships strong may be all it takes to see lower turnover.

By making changes in the three areas above, companies have the potential to lower turnover dramatically. If you are looking for more tips about employee retention or are looking to hire new team members, The Advance Group can connect you with the right professionals. Contact us to speak about your hiring needs today.

 

 

5 Tips to Improve Communication in Your Light Industrial Workplace

HMG Success on June 1, 2017

 

When it comes to maintaining a productive workplace, communication is key. Employees want their managers to provide information more effectively and even with a higher frequency. Improving communication in your light industrial workplace doesn’t have to be difficult. To help you get started, here are five tips you can begin using today.

1. Be Clear and Concise

When it comes time to deliver important information, make sure to focus on being clear and concise. This means you need to plan what you are going to say and work to be direct. Make an effort to avoid ambiguous language by keeping the information specific and on point. Additionally, don’t use any acronyms that aren’t commonly understood by all of the light industrial employees to whom you are speaking.

2. Actively Listen

Many people spend the time when another person is talking to plan what they will say next, but that often means you will miss out on potentially critical parts of the conversation. Being an active listener requires you to focus on what the other person is saying, taking in not only the words they are using but their body language as well. And, you need to wait until they have finished covering what they want to say before considering how to respond. This ensures you get the full value of what is being said and that you can contribute in a more meaningful way than if you let your thoughts overshadow the other person’s contributions.

3. Meet Face-to-Face

Whenever the information being presented is difficult, negative, or could bring about a lot of questions, it is always better to say it in person. Not only will you get the benefits of non-verbal communication during the conversation, but you also have the ability to solicit immediate feedback, ensuring everyone understands things as they are and that there isn’t any confusion.

4. Follow-Up in Writing

Ideally, any information provided verbally should be followed up with a recap in writing. Everyone has different preferences when it comes to communication and covering important materials in written and spoken forms gives employees a chance to review the information in a manner that suits them best. Additionally, it will serve as a reference point for future conversations while ensuring everyone has access to the facts, even if they miss the initial meeting.

5. Stay Professional

Regardless of whether the information being covered is positive or negative, it is critical to remain professional at all times. Often, this requires managers to take care when it comes to word choice and to avoid reacting to conversations in an overly emotional way. Now, this doesn’t mean you need to be an automaton when delivering news, just that you can’t let your personal feelings on a matter affect your delivery.

By using the tips above, you can work to improve communication in your light industrial workplace, benefitting both you and your employees. If you are interested in more tips about workplace communication or are looking for a top candidate to join your team, The Advance Group has the expertise to help you move forward. Contact us today and see what our service have to offer your business.

 

 

Why You Should NOT Hire That Engineering Candidate

HMG Success on May 26, 2017

 

Hiring a new employee is a challenge. Often, you have a limited amount of time to assess a candidate before having to make a decision about whether or not to hire them for your engineering position. While most candidates won’t set off any alarm bells along the way, there are some red flags that no hiring manager should ignore. To help you spot which candidates you shouldn’t hire for a job, here are some warning signs that could indicate trouble.

Too Many Discrepancies

When you speak with a candidate, what they say and what they listed on their resume should generally align. Additionally, they should be able to cover the information regarding their skills and abilities with a reasonable amount of ease.

While a bit of nervousness is to be expected, the experience should feel right when examined as a whole. If something makes you uneasy or just doesn’t appear to add up, it could be a warning sign of trouble ahead if you move forward with a job offer.

Sharing Too Much

Most candidates will try and be thorough when answering questions, but there can come a point when it goes too far. If an applicant begins divulging information that is better left unsaid, then it could indicate a problem. For example, if an interviewee begins giving details regarding why they are unhappy with their current job, and the conversation turns negative or accusatory towards others, it may be a sign that they would speak similarly of their new co-workers if this job doesn’t go perfectly in their eyes.

Complaining About the Process

Interviewing isn’t the most comfortable experience for many, but openly badmouthing the need for this part of the hiring process isn’t an indication of a future stellar employee. While they may think they are perfect for the position, you are the one who ultimately has to decide. So, as long as you are continuing the process with a genuine interest in the candidate, they should be open to being a part of the journey. If they complain about having to interview, then they might not be the right kind of candidate for the job.

Too Much Brevity

While being focused and concise can be a good sign, candidates who are intentionally vague or cliché aren’t really answering the questions. Most applicants will be prepared to share information regarding the experiences, education, and skills, so those who don’t seem to have much to say might actually not have much to offer. One or two answers that seem a bit short might not be a big deal, especially if they fill in the gaps during the rest of the interview, but a habit of short responses might mean the candidate isn’t worth pursuing.

Interviewing isn’t always the easiest tasks, but most qualified candidates will handle the situation with professionalism and enthusiasm. If they don’t, it could be a sign that they aren’t as interested as they claim to be.

If you are looking for a new employee to join your team, The Advance Group can help you identify and screen top candidates for your position. Contact us and see what our services can do for your company today.

 

 

Why Happier Job Seekers Are Successful Job Seekers

HMG Success on May 22, 2017

 

While there is no guarantee that success can breed happiness, happiness often leads to success. And when it comes to finding a new position, happy job seekers have a leg up on the competition. But why does being happy make it easier to find a new job? Here are just a few of the ways it can make a difference.

Focused on Goals

People who are happier often have an easier time focusing on their goals. It could be that their optimism about the future that helps them move forward, and may even make the idea of taking a risk feel less intimidating. Regardless of the reason, understanding your goals and making active strides towards reaching them can make you a happier job seeker while also making the entire process feel like an opportunity instead of a challenge.

Understanding Their Strengths

People who describe themselves as happy often have a solid idea regarding their strengths. And, when it comes to finding a new job, knowing what you have to offer can make the task feel easier. It also gives them a sense of confidence in what they have to offer, and confidence can make a great impression on hiring managers during interviews.

In some cases, happy job seekers will also see a new position as an opportunity to do more of what they enjoy, making the idea of landing something new even more enticing. When you are excited about what a prospect has to offer, it often shows when you are invited to interview as well.

Making Connections

A new job means a chance to meet new people, build a stronger network, and even make new friends. For people who consider themselves to be happy, the idea of expanding their social connections can be just as exciting as the job itself. This means the entire process has more to offer than a new workplace or potential pay raise; it actually has the ability to make positive changes in other areas of their life as well.

Shaping Their Lives

Being a happy job seeker means you see a position as more than just a chance to earn more money, but a chance to shape their lives into something better. They often have a better understanding of everything an opportunity has to offer and how it fits into the bigger picture of their current situation and potentially their future. The idea of building a more fulfilling life can be enticing on its own, but a happier person may be more likely to see that part of the opportunity than another.

If you are interested in exploring a new job opportunity, The Advance Group has experience helping other job seekers find their ideal position. Contact us today to see how our services can work for you.

 

 

Want to Find a Management Position? Use These Tips to Move On Up

HMG Success on May 19, 2017

 

Every leader has one thing in common, at one point they were in a management position for the first time.  But breaking into the leadership ranks isn’t always easy. Often, companies prefer to hire people into these positions who already have management experience, making it hard for those hoping to make a move up.

However, there are certain things you can do to help improve your odds of finding that management position for which you are looking. To help you on your way, here are some tips you can use today.

Become a Top Performer

If you want a chance to lead, then you need to show you can do your current job well. While you don’t have to be the absolute best at your position, you do need to demonstrate competence and reliability. This means you need to give your duties your all, meeting your deadlines and handling your responsibilities. It also doesn’t hurt to keep a positive attitude about your tasks, even if they aren’t your favorite activities to do.

Learn About the Job

Many employees don’t have a full grasp on what their managers actually do during their day. While you might not be able to find out all of the information, learning as much as you can about being part of a leadership team in the company will help you prepare to take the leap. Observe the activities of the managers working around you and take the time to read some books on subjects like management and leadership. And, if you have the opportunity to talk to a manager directly about what they do, don’t hesitate to ask for guidance.

Get Involved

Getting a chance to become a manager often requires going above and beyond your standard duties. Leaders are often responsible for significant amounts of planning, so finding opportunities to get involved in this area can help you establish yourself as a management candidate. See if your manager could use a hand organizing information or collecting data for a project or join any internal planning committees within your organization.

If there aren’t any opportunities available in your company, consider looking for volunteer positions with local non-profits. You may have the chance to function in a leadership role with one of these organizations, giving you the experience you need to find a position at your job down the road.

Ask for It

Most people aren’t promoted into management spontaneously. Instead, they apply for positions and ask for opportunities. If you are interested in moving up in your current company, talk to your manager about your goals. Then they will know you are interested and can help you gain the experience you need along the way. And, when a position comes available, they may be more likely to think of you.

If you are interested in management opportunities outside of your current company, The Advance Group can help you explore options in your area. Contact us to speak about your career goals today and see how our services can get you there.

 

 

Skipping Millennial Hires Because of Stereotypes? Get the Truth Here

HMG Success on May 15, 2017

 

When the millennial generation joined the workforce, a number of stereotypes soon followed. Many of these ideas had hiring managers worried about whether these workers would provide the kind of value they needed to help move their companies forward. However, this generation might not be everything that some reports would have you believe. Before you dismiss a candidate simply because they fall into the millennial category, here is the truth beyond the stereotype.

One of the Largest Generations

It is possible millennials are hard to understand because of the size of the generation. In some cases, they are defined as anyone born between 1980 and 2000. That’s a period of 20 years. With such a large age range falling into the category, it is almost impossible to generalize their behaviors in a way that actually fits even just the majority.

Issues with Loyalty

One of the most pervasive stereotypes is the lack of loyalty the millennials display. However, the source of the issue isn’t actually loyalty; it is a desire for new opportunities and experiences. If a millennial doesn’t find the challenges they need with their current employers, they may begin seeking out other options to learn and grow.

Companies that are prepared to keep millennials engaged, offering the chance to mentor and learn on the job, then these valuable workers won’t be inclined to look elsewhere for new opportunities. That means top performers need to have access to challenging work so that they can continue to progress along the career path they envision for themselves.

Problems with Authority

What some companies see as issues with authority is actually a disconnect between how older generations operate in the workplace and a millennial’s preference for collaboration. Businesses that work to break down barriers between their employees and management often find millennials are prepared to help their company find new, better solutions to organizational problems and can provide a lot of value.

By creating an environment that supports inclusion and open communication can involve a more diverse portion of their workforce when solving problems, and may even reach new, innovative ideas that can help further the company mission.

Being Lazy

Mobile technology has changed the way we work. Now, many millennials embrace flexible workstyles thanks to the ability to work from more locations with ease. However, some older workers simply notice that millennials aren’t spending hours upon hours sitting at their desks, and may interpret that as laziness.

Flexibility in the workplace helps employees manage their duties without having to fit into the confines of a traditional work schedule. When these options are managed properly, millennials are just as productive, if not more so, than any other generation in the workplace today.

If you are interested in learning more about what millennials have to offer or are wanting to find a new employee for your team, The Advance Group can help you find the right candidate to suit your needs. Contact us today to see which of our services can work for you.

 

 

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